This chapter explores the impact of job insecurity on psychological well-being in the context of the COVID-19 pandemic. This chapter is based on empirical study measuring the six elements of job insecurity on psychological wellbeing, i.e., perceived threats to job features, role insecurity, role conflict, powerfulness, meaningfulness, and perceived threats to total job. Further, this chapter the role of HR analytics in ensuring psychological wellbeing and job security, with a focus on the lessons learned during the COVID-19 pandemic. highlights the importance of HR analytics in identifying and addressing employee needs related to psychological wellbeing and job security, and explores the ways in which HR analytics can be used to improve organizational decision-making and drive business outcomes. This chapter also briefly highlights the emerging practices, and the ways modern digital technologies can be harnessed for the betterment of the employees.
Top1. Introduction
Human resources (HR) analytics is a rapidly growing field that has become increasingly important in the contemporary world. With the explosion of data and the increasing demand for evidence-based decision-making, HR analytics has become a critical tool for organizations to improve their human resource management practices and drive business outcomes (Marler & Boudreau, 2017; Zareen & Khan, 2023). HR analytics is the process of collecting, analyzing, and interpreting data related to HR practices and processes (Arora et al., 2021). The goal of HR analytics is to identify patterns and trends in HR data and use this information to make data-driven decisions about HR practices and processes. HR analytics can be used to measure employee performance, identify talent gaps, evaluate the effectiveness of training programs, and more (Mohammed & Quddus, 2019). With the use of Artificial Intelligence and digital technologies, modern organizations can become more sustainable and active (Naim, 2022; Yadav et al., 2022; Magd et al., 2023; Khan & Rena, 2023). In the modern times if the organizations are healthy from inside (internal environment), they are expected to have a better outlook to the world (Brand Image), thus it is not only important for an organization to ensure customer satisfaction and loyalty, but also to ensure the loyalty and satisfaction among its employees (Saleem et al., 2022; Kamal et al., 2022; Khan et al., 2021; Ligori et al., 2022; Khan et al., 2020; Ligori et al., 2019). The modern analytics is incomplete if the online and digital technologies are not harnessed to the optimum level (Khan, 2023; Khan & Magd, 2023; Magd & Khan, 2022; Sharma et al., 2023; Magd et al., 2023). This also includes the utilization of efficient database management, E-HRM, S-service Quality etc. (Berber et al., 2018; Kamal et al., 2022; Khan et al., 2022). It becomes even more relevant for HR in modern times as the culture of Work from Home (WFH), online working, remote working, hybrid working etc. is on the rise and is expected to grow further.