![]() Although there are some applications of standalone ePHR available in the market for usage free of charge but it's almost not adopted at all, this study will investigate some of the factors that might affect the adoption of ePHR technology by adults in Egypt and provide business professionals a better picture for what can motivate or hinder the adoption process to achieve better adoption rates and eliminate the barriers. Standalone electronic personal health record can be a useful tool that enables individuals to store, arrange and share their health information easily and they can build a history of their health timeline which is crucial for raising healthcare quality and better self-management, the adoption rate of these applications has been identified in several countries to be low and slowly progressing. These models were applied on the level of the countries but not on corporate levels.The purpose of this paper is to combine the above three models and applying them on the Mobile operators in Egypt to determine the effect of Automation and AI on the Employment there, taking into consideration the incremental risk from COVID-19 which influenced the humanity.The conclusion of this research is that 41% of the staff working in the Technology field on the mobile operators, their jobs are subject to automation and COVID-19 will make an incremental Risk of 8%, due to creation of efficiency on performing the un-automatable tasks from home through digital platforms. The last model was A-Task Based Approach by Melanie Arntz, Terry Gregory, 2016 in which they argue that FO Model Ignore that, the occupations consist of many tasks, part of them can be automated and another part cannot be. Katharina Dengler, Britta Matthes and Wiebke Paulus, 2014 made The Occupational Tasks model in which they use the assignment of activities explained by Alexandra Spitz-Oener and categorize the non-automatable tasks as: analytical non-routine tasks, interactive non-routine tasks. In which they define several tasks and call it “Engineering-Bottlenecks”. Osborne was called An Occupation-Based Approach, 2013. The first model was developed by Carl Benedikt Frey and Michael A. ![]() Several models were developed to measure the effect of the Automation & AI on the employment and was applied on several countries. HR departments should focus on releasing salaries on time, providing specific bonuses, and providing incentives to healthcare providers whenever they perform at their best level.Ī fear from Technological Advances mainly automation and artificial intelligence (AI) has been raised since the beginning of the 21st century, that machines will eliminate human beings performing certain tasks. The elements including intrinsic motivation, incentives, non-monetary, and monetary benefits can play a significant part in retaining healthcare providers. It is concluded that HR can play a significant role in retaining key healthcare providers in COVID-19. The results revealed that intrinsic motivation, rewards, incentives, monetary benefits, and non-monetary benefits have an essential role in maintaining the healthcare providers during COVID-19. The sample size of the study involved 120 healthcare providers working in different hospitals. This study relied on the quantitative approach for achieving the findings and conclusion. ![]() This study focused on evaluating the role of HRM towards the healthcare providers' retention during COVID-19 in Egypt. The past research discussed the impact of motivation, incentives, and rewards on the employees" motivation. The past studies have focused on assessing the HRM"s role in employee retention and satisfaction during the COVID-19 pandemic in Egypt. In this country, the healthcare providers are looking for alternatives to achieve satisfaction as COVID-19 has affected their jobs, salaries, incentives, and bonuses. Healthcare providers have been facing stress and depression especially in Egypt, due to COVID-19. HRM has a significant role in motivating the employees and ensuring that every employee is satisfied with the HR practices.
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