Abstract:

The area of ​​human resource management (HRM) is undergoing significant transformations, to a large extent it concerns the analysis of many elements such as, among others, job satisfaction and intrinsic motivation of employees, which have long been key issues in organizational psychology and human resource management. In order to cope with market changes and employee attitudes, it is important to be able to analyze many data in terms of the potential risk of employee loss. These changes lead to transformation and the need for a different approach to HRM and analysis of the data we have, as in the study by Galanaki et al. (2019). Conducting research that shows how non-wage factors affect the level of risk of both the profitability of a given company and the implementation of key tasks is an important element mitigating this risk. The level of satisfaction and intrinsic motivation show that dissatisfied employees are more likely to look for new employment. In other words, a low level of satisfaction is a warning signal that the organization may be at risk of losing valuable employees. Meta-analyses confirm that the intention to leave is the strongest predictor of actual staff turnover. New technologies help change the direction of HRM processes as a key factor in organizational success. Based on the research results, effective strategies are created that have a direct impact on employee loyalty and their level of productivity. On the other hand, high job satisfaction promotes commitment and loyalty to the employer. According to the self-determination theory, work that provides a sense of pleasure and internal gratification becomes rewarding in itself (Ryan & Deci, 2000), which promotes deep commitment to the tasks performed. Monitoring the level of satisfaction and increasing it can therefore contribute to the growth of employees' internal motivation, their commitment and loyalty to the organization. The article emphasizes the necessity of using instruments such as Carrotspot Motivation Value Index (CMVI) to assess employee satisfaction and intrinsic motivation in order to prepare HR strategy with the focus on low employee turnover, which was identified as the research goal. In order to achieve the intended goal, the main research problem was set and formulated in the question: To what extent can analytical tools influence the transformation in the area of ​​human resources management (HRM) in the context of emerging technologies? Specific questions were asked to supplement the above-mentioned inquiries. What are the predictors of intention to leave work and what can be used to analyze job satisfaction and intrinsic motivation? The methodology presented in the study concerns the comparative analysis of individual data obtained from the study of employees from different business sectors. The synthesis of the research problem also includes the analysis of the literature review.