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Keywords: resilient supply chains, adaptability, interdisciplinary knowledge, green and digital transition, strategic procurement, city logistics, ergonomics
Published in DKUM: 05.01.2026; Views: 0; Downloads: 1
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Abstract: Purpose: This study examines how chatbots, as part of generative artificial intelligence (GenAI), can assist human resource (HR) professionals in supporting more effective knowledge management (KM), especially knowledge sharing (KS). The research aims to understand the strategic roles of chatbots in Human Resource Management (HRM). It offers propositions for their effective deployment to support KS and enhance their utilisation within organisations. Methodology: A systematic literature review (SLR) was carried out using the databases Web of Science (WoS) and Scopus. After applying inclusion and exclusion criteria, 16 relevant articles were selected for detailed analysis. Results: The findings show that chatbots can significantly enhance KS by automating HRM processes. They enable personalised training, offer continuous support, and promote employee performance, engagement, and innovation. Furthermore, chatbots assist HR professionals in focusing on strategic tasks by lowering administrative workload. Several challenges are also identified, including ethical concerns, privacy issues, data quality problems, reduced social interaction, and risks to creativity and critical thinking. Conclusion: Chatbots offer a transformative opportunity for HRM to enhance KS, organisational memory, and digital learning, thereby supporting competitive advantage in knowledge-intensive settings.
Keywords: Chatbots, generative artificial intelligence, human resource management, knowledge management, knowledge sharing
Published in DKUM: 14.11.2025; Views: 0; Downloads: 9
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Abstract: Abstract Background Virtual reality (VR) is emerging in adult Basic Life Support (BLS) training, but its acceptance among older adults has not been fully studied. This study aimed to develop expert-informed BLS content for both VR and laptop formats, and to evaluate the feasibility, usability, knowledge acquisition, satisfaction, and cybersickness of these platforms among older adult learners. Methods A two-phase mixed-methods study was conducted. Five experts co-developed and validated a VR/laptop-compatible adult BLS scenario based on the 2021 European Resuscitation Council guidelines. This scenario was then tested by older adults who voluntarily participated in either VR- or laptop-based training at a public technology event in Spain. Post-training, we measured knowledge acquisition, usability, satisfaction, user experience, and cybersickness. Comparative statistics and regression analyses were performed to evaluate learning outcomes and predictors. Results Five experts developed a consensus-based adult BLS decision tree with 10 scenes and six questions. A total of 583 adults (mean age 72.3 ± 4.8 years) took part in the BLS training evaluation. Those in the VR group (n = 415) outperformed those in the laptop group (n = 168) in key steps, including initiating CPR (58 % vs 41 %, p < 0.001) and using an AED (49 % vs 23 %, p < 0.001). VR participants rated usability of VR-training as excellent (73.8 ± 4.2), expressed high satisfaction and realism. Cybersickness was low (13.1 %). VR training predicted higher knowledge scores (β = 5.8, p < 0.001), and increased scores by 5.8 points over laptop training. VR participants were 2.3 times more likely to answer BLS questions correctly (OR = 2.3, 95 % CI: 1.6–3.2, p < 0.001) Conclusion VR could improve adult BLS knowledge in older adults, with high levels of acceptance and positive user experience. Future work should enhance accessibility and reduce discomfort.
Keywords: Older adults, Training methods, Virtual reality, Cardiopulmonary resuscitation, Basic Life Support, Knowledge, Usability
Published in DKUM: 29.10.2025; Views: 0; Downloads: 4
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Abstract: Background and Purpose: The study investigated the impact of intergenerational differences on knowledge transfer among engineers in large Slovenian production organizations. Method: Using the Delphi method, experts answered open-ended questions. The process concluded with a consensus reached in the third round. The resulting questionnaire was then administered to engineers of all ages working in large production organizations. Results: The experts’ responses indicated that intergenerational differences are most prominent in the workplace in terms of computer literacy and the use of information and communications technology. Effective employee engagement, including exemplary leadership, a system of mentoring and reverse mentoring, and a supportive organizational culture, was found to enhance the flow of knowledge transfer. Statistical analysis revealed that there are statistically significance intergenerational differences in knowledge transfer among engineers in large production organizations (p < 0.001). Conclusion: The study’s findings suggest that recognizing intergenerational differences and fostering the abilities of employees can contribute to organizational success. However, the study is limited to engineers in large production organizations in Slovenia. Future research should explore organizations in a wider geographical area and across different sectors.
Keywords: knowledge, knowledge transfer, generations, intergenerational differences, organization, manufacturing/production organizations, engineers
Published in DKUM: 09.10.2025; Views: 0; Downloads: 2
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Abstract: Background and Purpose: Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach: We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results: We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion: By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engagement for older employees as an alternative to unwanted, legally imposed later retirement.
Keywords: an ageing population, management of older workers, education and training, knowledge transfer and career, health management
Published in DKUM: 26.09.2025; Views: 0; Downloads: 6
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