Perception of hr managers about the potentialities of digital tools in preventing burnout and improving well-being work

Abstract

This thesis explores the perceptions of Human Resources (HR) managers on the use of digital tools to prevent burnout and improve employee well-being. Indeed, the Covid-19 pandemic has accelerated the adoption of teleworking and digitalization, revealing both the benefits and challenges of digital technologies. In order to explore this issue, a qualitative methodology was used for this research, involving semi-structured interviews with twelve HR managers from ten companies in Belgium. An additional interview with a developer of wellbeing tools was also conducted to gain an external perspective. The results show that HR managers recognize the potential of digital tools to support wellbeing but stress the importance of combining them with people-centered HR practices. Digital tools should complement, not replace, the human touch in managing employee wellbeing. However, there are concerns about the possible negative consequences of digital tools, such as information overload and anxiety, as well as their impact on work-life balance. Careful management is needed to balance the benefits of digital tools with their potential drawbacks. The attitudes of HR managers vary: some are enthusiastic about the real-time data provided by these tools and the associated time savings, while others are more skeptical, fearing that these tools are not sufficiently reliable and will replace certain professions. In conclusion, it is generally acknowledged that digital tools can improve wellbeing and prevent burnout, but their success depends on a holistic approach incorporating human contact and judicious information management.