AbstractThe use of Artificial Intelligence (AI) in Human Resource Management (HRM), especially in hiring processes, has brought about significant transformation. AI-powered tools are increasingly employed to screen resumes, evaluate interviews, and predict candidate success, offering speed, efficiency, and consistency. However, careful consideration must be given to the ethical ramifications of such automation. Algorithmic bias, a lack of transparency, and risks to candidate privacy are major issues. Discrimination can be sustained by algorithms trained on skewed historical data, and accountability is hampered by opaque decision-making procedures. Privacy concerns are further raised by the gathering and use of personal information without express consent. These hazards are demonstrated by well-known instances like Hire Vue’s use of facial analysis and Amazon’s biased recruiting tool. This study explores real-life instances and regulatory developments and also investigates these ethical issues. The study suggests a paradigm that prioritizes bias audits, human oversight, transparency, and inclusive design to direct the ethical application of AI in recruiting. To guarantee equitable, responsible, and considerate AI use, it urges interdisciplinary cooperation between HR specialists, legal professionals, and technologists. In the end, even if AI has a lot of promise to improve hiring procedures, its application needs to be constrained by strict ethical guidelines. By ensuring that AI in hiring fosters fairness and equality rather than undercuts it, responsible adoption can assist firms in striking a balance between innovation and integrity.
AbstractEmployee engagement is increasingly recognized as a vital factor influencing organizational performance, particularly in the banking sector where the quality of human capital directly impacts service delivery and customer satisfaction. This review study examines the relationship between employee engagement and turnover intention in the private banking sector of Odisha, India. By analyzing existing literature and empirical studies, it identifies critical dimensions of employee engagement, including leadership effectiveness, organizational policies, work environment, employee training and development, career advancement opportunities, reward and recognition systems, and job autonomy. These factors collectively shape employees’ perceptions of their workplace and significantly influence their decision to remain with an organization. The review reveals a strong inverse relationship between employee engagement and turnover intention, suggesting that highly engaged employees demonstrate greater organizational commitment and a lower propensity to leave. Furthermore, the study highlights the importance of implementing robust human resource management practices to enhance engagement levels, such as fostering supportive leadership, creating transparent policies, promoting professional growth, and recognizing employee contributions. These insights are particularly relevant for private banks in Odisha, which face challenges of employee retention in a competitive market. The findings offer practical implications for bank management and HR professionals to design targeted strategies that strengthen employee engagement, thereby reducing attrition rates and ensuring organizational stability.
AbstractEmployee engagement being the center of focus in recent times, organizations are still facing problems in engaging their employees. A high level of engagement leads to realizing both individual and organizational success, such as augmented employee outcomes, financial performance, and improved organizational performance. Although previous studies have been conducted to identify the contribution of other factors, there are limited studies available on demographic factors. Thus, this study aims to identify the effect of demographic factors on teachers’ level of engagement in state universities in Odisha. Demographic factors undertaken in this study include qualification, designation, and stream. Data were collected from 292 teachers from four state universities of Odisha, India. Different statistical tools, such as descriptive statistics and ANOVA, were used to analyze the data. Results show that state university teachers have an above-average level of engagement. The engagement level of university teachers differs significantly across qualification and designation, whereas stream has no significant effect on teachers’ engagement levels. This study contributes to the limited literature on the effect of demographic factors on the level of teachers’ engagement in universities.
AbstractThe present study highlights the implications of selected psychological conditions a teacher goes through and attempts to compare male and female college teachers based on two psychological variables, viz., organizational citizenship behavior and job satisfaction. A survey was conducted with a sample of 84 college teachers in Odisha, including 40 male and 44 female teachers. The purposive sampling technique was employed in the selection of the sample. The Organizational Citizenship Behavior Scale (Podsakoff et al., 1990) and the Minnesota Satisfaction Questionnaire (Weiss et al., 1967) were administered to the subjects for the collection of data, along with a General Information Schedule to gather information regarding the demographic characteristics of the participants. The findings of the study revealed significant differences between male and female teachers of Odisha regarding organizational citizenship behavior, job satisfaction, and occupational stress, whereas no significant difference was found in the two groups with respect to organizational commitment. The female college teachers exhibited higher levels of organizational citizenship behavior and occupational stress than their male counterparts, while the male teachers were found to be on the higher side than their female counterparts in terms of job satisfaction and work motivation.
AbstractThis study explores the influence of cultural diplomacy schemes on intercontinental dealings, considering a mathematical modeling strategy. The outcomes insist that a 10% rise in cultural diplomacy initiatives results in a 5.2% growth in relationship quality indicators (RQI), with a ground value of 0.85. Network centrality measures (NCM) are also positively correlated with cultural diplomacy initiatives, with a 10% increase in NCM observed for every 5% increase in cultural diplomacy initiatives. The study’s findings have significant implications for policymakers, scholars, and practitioners in the field of international relations. By understanding the influence of cultural diplomacy proposals on worldwide dealings, policymakers can develop more effective strategies for promoting cooperation and resolving conflicts. The study’s results also highlight the importance of considering the nuances of cultural diplomacy as well as soft power in international relations. The study’s methodology involved a comprehensive review of current theory around cultural diplomacy and soft power, as well as a mathematical modeling approach to analyze the influence of cultural diplomacy approaches on intercontinental dealings. The study’s results were validated using a combination of measures, comprising mean absolute error (MAE) and mean squared error (MSE). The study’s findings can inform the advancement of more effective cultural diplomacy strategies and provide insights into the execution of cultural diplomacy in promoting international cooperation. The study’s results can also be used to inform policy decisions and promote a more nuanced understanding of the complex dynamics of international relations. Overall, this work contributes to a growing body of research on the impact of cultural diplomacy initiatives on international relations. The study’s findings have significant implications for policymakers, scholars, and practitioners in the field of international relations and can inform the development of more effective cultural diplomacy strategies.
AbstractThe government has taken numerous steps to promote women’s employability in the workplace, aiming to increase the number of women in the mainstream workforce. In addition, many women work in the traditional and unorganised sectors, which do not guarantee them a job or a salary, which prevents them from rising in society and keeps them in a lesser position. Therefore, to strengthen the nation’s socioeconomic standing, the gap between men and women must be closed as soon as possible. As a result, the Government of India established the Skill India Mission in 2015, which offers a unique program designed to increase women’s employability by including them in training to build their skills. Promoting self-employment as a feasible means of subsistence is one of its main goals to empower women. Through a thorough examination of secondary data, this research investigates the contribution of Skill India to the advancement of women’s self-employment. The results demonstrate that although women’s participation in skill- building programs has steadily increased, approaching 48% in recent years, the actual shift to self- employment is still very small, averaging only 11%. Results are further limited by geographical differences, sectoral concentration in traditionally female-dominated fields, and a lack of financial and mentorship support after training.
Economic growth of India needs both the small and middle scale entrepreneurship as a solution towards poverty eradication with employment generation which may be taken as initiation by the Indian youth as they are the major part of the Indian population. The authority of India has the challenge to motivate and intimate these youth towards the flow of the entrepreneurship development whereas some strategy are taken is somehow certain extent is successful and with the reduction of this challenge day by day with the growth of availability of number of MSME sectors. Social networking has its important role among the various strategies due to its easy accessibility and coverage area of connection of more people coverage. The social networking tool is developed as an important motivational instrument for creation and growth of entrepreneurs not only among the youths but also among the professionals and technical youths. To test the vitality role of social media as an awareness creating tool for the start-up of the MSME with the provision of the benefits towards the society and entrepreneurs, the author has gone with a study of 300 samples of small entrepreneurs those have their professional degrees with Engineering, Business administration and Computer Application. All the collected study report are studied, observed with the interpretation and result that social Media is an influencing and motivating agent for entrepreneurship making for the technical and professional students.
Employee Performance has evolved from being a unidimensional construct to encompass broader multidimensional aspects (like Task, Contextual, and Counterproductive performance) over the past four decades. However, a read through the performance literature is in no way less than wading through muddied waters with different authors trying to conceptualize and operationalize the various performance dimensions in myriad ways. While some of the constructs defined in the process are distinct from each other in their seminal definitions and taxonomy, others seem to be quite overlapping and confusing. While chronicling the journey of evolution of the performance construct, this paper attempts to clearly document the various dimensions of performance and compare and highlight the differences and overlaps between operationalization of these dimensions.
In business organizations’ sales department, there is always a need of efficient and effective sales force. A well-mentioned and maintained sales force in retail sector always in need which can help customers in making more aware and well-informed for their buying decision. The advantage of training in the same direction in retail sector keeping employees intimated towards the services and their products to offer, so that the sales persons can have clear communication with the customer. This idea may lead to an increase in customer satisfaction and their confidence, which resulting in increased sales and its profits. It’s a domino effect, starting with an efficient and effective corporate training practice. The same rule has been applied to customers of retail sectors and their service associates. They must be conscious of processes and policies to proposals about the services and products that consumers are expecting for their continuous dedication. Customer relationship management is concerned with strategies, technologies, and that companies utilize to assess and administer customer interactions with organizations. With the customer lifecycle, their objectives are to be improved in business associations with their customers and helping in customer management and drive growth. The automation manages a portion of the customer lifecycle. Sales force automation’s objectives are to cope up with all the challenges confronted by the sales force and managers of the business organizations. It encounters with challenges such as sales tracking, order closing and booking, payment, and collection of payment furthermore. For this study, total 290 employees were chosen randomly from Indore and Bhopal through self-structured questionnaire, their responses were gathered. The result indicated that if employees are professionally trained, they are able to manage customer relationship more effectively.
The learning outcome can be effective if the students practice study habits according to their learning styles. Students can also learn best when teaching methods match their learning style. The present study tries to unearth the possibility of relationship between the teaching style and learning preferences of the students through the application of VARK inventory and is also interested in finding out whether the students carry out study habits as per their learning preferences. The study relies on the VARK inventory to assess learning styles. Many a times there is no alignment between the teaching style of the teachers and the learning preferences of the students due to which the learning will hardly be effective. Also, students will not know their true learning styles and study in a manner their peers are studying which actually may not bring out productive performance from them. There is less correlation between the learning style of the students identified through VARK and learning style identified by self. Though there is no relationship between learning style of the students and the study habits with the performance of the students in the three examinations, namely SSLC, PUC and University exams. No learning style is superior as it hardly plays a role in influencing the performance of the students. This study reiterates that understanding one's learning style makes the learning effective and meaningful.
Human capital is getting wider attention with increasing globalisation and also because of the saturation of the job market due to the recent downturn in the various economies of the world. Developed and developing countries have put emphasis on more human capital development for accelerating the economic growth by devoting necessary time and efforts. The study attempts to explain the relationship between human capital management and organisational performance. Data were collected by employing a sample size of 116 employees and 16 executives on human capital score card and organisational performance constructs. The reliability of the constructs was validated by Cronbach's alpha value. Pearson's correlation and linear regression were used to test the hypotheses. Results of the study show that an organisation's human capital has a significant positive impact on the organisational performance. The study results provide support to the strategy of investment in human capital and its management for competitive advantage at the organisational and national levels. Finally, this paper develops a model that explains the relationship between human capital and organisation's performance.
Corporate social responsibility (CSR) is viewed as a comprehensive set of policies, practices and programmes that are integrated into business operations, supply chains and decision-making processes throughout the organisation, wherever the organisation does business and includes responsibility for current and past actions as well as future impacts. In the last 20 years, there has been a sea of change in the nature of the triangular relationship between companies, the state and the society. Firms can no longer continue to act as independent entities regardless of the interest of the general public. The evolution of the relationship between companies and the society has been one of slow transformation from a hard-core business to a philanthropic one. In the light of this background, the objective of this paper was to analyse consumers’ expectations and perceptions towards CSR and to find the significant factors that influence consumer perceptions. This paper has also tried to find out the gap between the expectations and perceptions of the consumers about the companies regarding their social responsibility and also helps companies in understanding the expectations of consumers about CSR, so that companies can fulfil their duty in an appropriate manner. Our research suggests that consumers may well make inferences about company CSR performance on the basis of very limited information. This has implications for company CSR strategy and for public policy in which companies attempt to use the CSR halo to manipulate consumer perceptions of CSR performance.
In an increasingly complex business world, characterised by discontinuous and disruptive changes and defined by constant uncertainties, organisations with a focus on structured leadership development achieve excellence. Leadership is not just about driving business growth and transformation in a turbulent business landscape, it is about inspiring and creating next generation leaders to scan, understand, champion and model the change. This paper attempts to track the trends, build a business case and illustrates successful cases as to why leadership development as part of HR strategy culminates in organisational capacity building. The paper concludes that each organisation has its own priorities, context, challenges, and culture on the leadership front. Investments in all phases of the leadership development process needs to be made with a careful and detailed understanding of the specific organisational context linked with the organisation's HR strategy and business growth plan.
This paper is an empirical study which presents the quality of work life of municipal employees in Odisha. Municipal employees are those who are mostly responsible for the improvement of quality of urban life. While taking care of health, education, cleanliness, safety and so on they do promote comfort for the urban population. They too constitute a part of urban life. Therefore, authors of the paper considered it important to analyse the quality of work life of those employees. The study with social relevance is a feedback to the authorities to ascertain the facts and adopt necessary measures to improve the Quality of Work Life (QWL) of these employees to (generate) their motivation and commitment. The study is based on an opinion survey of 380 employees of different age, sex, experience and grade taken from 40 urban local bodies, who were selected on a random sampling method. The opinions, analysed through various statistical methods, revealed the facts that are placed here systematically.
The existence and brand of the academic institutes depend on the performance of the Faculty members of the colleges. Performance of the college faculties depends on many factors. Organisational culture is a very important factor, which influences the performance of the college teachers to a great extent. Apart from the existing factors of organisational culture and parameters of faculty performance, new dimensions like Belief, Role Clarity and Care for the Job, Quality Consciousness, Discipline and Research Orientation, Student Care have also energed in this study. In this study factor analysis is done. Factors with high loadings are selected and based on theirs representations of the questions nomenclatures are given. Thus few new very important areas for the performance of the faculty members of the government colleges have come up.
