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This paper aims to explore whether certifications are sufficient for comprehensively evaluating the IT sector, focusing on DevOps, as this branch has the widest range of certifications. It examines the limitations of relying solely on certifications and highlights the gap between certified knowledge and practical competence in real-world settings.

The study includes a survey of 72 certified DevOps professionals with varying years of experience to gather insights on the impact of certifications. It also reviews existing literature on the origins, psychological aspects and role of certifications in recruitment within the IT sector.

The findings indicate that while certifications enhance technical knowledge and boost confidence among IT professionals, they do not consistently lead to career advancements and sometimes do not adequately assess practical skills and soft skills essential for DevOps roles. The survey revealed that only a minority experienced promotions postcertification, highlighting a disconnect between certifications and career progression.

The survey sample was limited to 72 respondents, which may not represent the entire DevOps community. Future research with a more extensive and diverse sample could provide more generalisable results and deeper insights into the impact of certifications across different contexts.

Organisations should consider certifications as one component of a candidate’s qualifications, alongside practical experience and soft skills. Professionals are encouraged to pursue certifications for skill validation and knowledge enhancement but should integrate them with practical application and continuous learning to ensure effectiveness in DevOps environments.

An overemphasis on certifications can contribute to a “credentialist” culture, potentially undervaluing practical skills and leading to stress and burnout among professionals. A balanced approach that values both certified knowledge and experiential learning can promote a healthier professional environment and improve team collaboration.

This paper provides a nuanced examination of the role of certifications in evaluating DevOps skills by combining survey data with a literature review. It offers original insights into the limitations of certifications and emphasises the importance of balancing them with practical experience and soft skills in the IT industry.

This paper aims to explore the impact of peer recognition points (PRP) on employee engagement and motivation within organizations. It investigates whether PRP systems genuinely satisfy employees’ need for appreciation and how they can be effectively implemented to enhance employee performance and retention.

This study uses a comprehensive literature review and analysis of existing peer recognition platforms alongside case studies of organizations implementing PRP systems. Surveys and qualitative interviews with employees and HR professionals provide additional insights into the practical application and effectiveness of PRP.

The research indicates that PRP systems significantly boost employee engagement and motivation by fulfilling the psychological need for recognition. Organizations with robust PRP programs experience lower voluntary turnover rates and higher employee satisfaction. The study also identifies and addresses potential challenges, such as lack of interest or shy employees, for implementing PRP systems effectively.

While the study offers substantial insights into PRP's benefits, it acknowledges the limitations of generalizability due to the primary focus on IT companies. Future research should examine a more diverse range of industries and consider long-term effects. Additionally, the study emphasizes the need for continuous monitoring and adjustment of PRP systems to sustain their effectiveness.

The most important value of the paper is the actionable strategies provided for managers and organizations to integrate PRP into various work cultures and systems. These strategies focus on enhancing team morale and productivity, ensuring adaptability across different industries and organizational structures. The findings serve as a practical guide for fostering a more appreciative and motivated workplace culture.

By promoting a culture of recognition and appreciation, PRP systems contribute to a more positive and supportive work environment. This, in turn, can lead to improved employee well-being, job satisfaction and a sense of belonging, ultimately enhancing the overall social dynamics within the workplace.

This paper contributes to the understanding of nonmonetary recognition strategies in HR management. It highlights the psychological benefits of peer recognition and provides practical recommendations for organizations seeking to improve their employee engagement through PRP systems. The findings offer valuable insights for HR practitioners aiming to foster a more appreciative and motivated workplace culture.