NOLEGEIN-Journal of Human Resource Management & Development

Artificial Intelligence and Job Security

2026-06-13T09:03:52+00:00

NITI Aayog’s 2025 roadmap reveals that, over 60% of India’s formal sector jobs face significant automation risk by 2030, with IT and BPO industries among the most critically vulnerable sectors. This can be a huge disruption in the job market and will affect millions but, very little research has studied what corporate workers are feeling about this situation at present. Most of the studies done till now are based on Western work environments which do not relate well to India’s diverse & unique professional environment. This study focuses exclusively on the working professionals of Hyderabad by measuring three aspects about them- how scared they are about AI taking over, how ready they are for this transformation and how aware they are about ways to handle this situation. Hyderabad, as one of India’s fastest growing tech and business hubs, presents a very relevant setting to study this issue. The study is conducted using a primary research methodology wherein, working professionals will be surveyed with a questionnaire which will serve as the research data for this study. The collected data will then be analysed using descriptive statistics and analysis to identify various patterns, perceptions, awareness and attitude of professionals towards this situation. The central hypothesis of this study proposes that while the threat of AI taking over is widely felt in corporate setting, technological readiness and awareness of coping mechanisms remain critically low, which shows a significant gap between the perceived threat and actual preparedness. The study is meant to create a new knowledge base about how automation is mentally affecting the professionals, how prepared the workforce is and how much professionals know about handling this situation. These are the gaps in the existing studies and this study aims to fill them. The findings of this study are intended to offer practical implications for corporate organisations, HR professionals and policymakers of India for building an automation- resilient workforce.

Transforming Human Resource Management in the Age of Artificial Intelligence: Emerging Technologies, Ethical Challenges, and Future Directions – A Case Study of Indian Railways

2026-04-22T05:54:45+00:00

The adoption of Artificial Intelligence (AI) has emerged as a transformative force in public sector organizations, particularly in large-scale systems like Indian Railways, where complex human resource operations demand efficiency, accuracy, and transparency. This study examines the application of AI in payroll management and broader Human Resource Management (HRM) functions within Indian Railways, highlighting its role in optimizing administrative processes and strategic decision-making. Data-driven insights indicate that AI-enabled payroll systems contribute to substantial cost savings by minimizing manual errors, reducing processing time, and improving compliance with regulatory frameworks. Beyond payroll automation, AI enhances workforce productivity through predictive analytics, optimized manpower allocation, and improved HR budgeting practices. The study proposes an AI Collaboration Model for HRM redesign, illustrating how governance mechanisms, advanced analytics, and intelligent automation can be systematically integrated to create a transparent and accountable HR ecosystem. This model emphasizes ethical AI deployment by ensuring data security, fairness, and adherence to organizational and legal standards. Furthermore, the integration of AI supports real-time monitoring, informed policy formulation, and proactive workforce planning, enabling Indian Railways to respond effectively to operational and demographic challenges. By analyzing the strategic implications of AI adoption in HRM, this paper provides valuable insights for public sector organizations seeking to modernize HR practices while maintaining ethical governance. The findings underscore AI’s potential to redefine HRM as a strategic enabler rather than a purely administrative function.

A Strategic HRM Framework Integrating Cognitive, Generative, and Sentient AI for Talent Intelligence in Smart Enterprises

2026-04-04T08:27:34+00:00

The accelerating integration of artificial intelligence (AI) within smart enterprises has significantly reshaped the scope and effectiveness of Human Resource Management (HRM). As organizations increasingly rely on intelligent systems, HR functions are evolving from administrative support to strategic decision-making roles. This study proposes a comprehensive strategic HRM framework that integrates three advanced AI paradigms – Cognitive AI, Generative AI, and Sentient AI – to strengthen talent intelligence and workforce planning. Cognitive AI enables predictive analytics, performance forecasting, and evidence-based HR decisions through the analysis of large-scale employee data. Generative AI enhances strategic capabilities by supporting scenario modeling, personalized learning pathways, competency development, and workforce simulations. In parallel, Sentient AI contributes context-aware and adaptive insights by interpreting behavioral cues, organizational dynamics, and real- time environmental factors. The synergistic integration of these AI modalities allows organizations to improve talent acquisition accuracy, enhance employee engagement and retention, and align skill development initiatives with long-term organizational goals. The paper also examines critical implementation challenges, including data governance, ethical responsibility, algorithmic bias, and workforce readiness. Additionally, it highlights the need for transparent AI adoption and continuous human oversight to ensure responsible HR practices. By presenting a forward-looking framework, this study offers valuable insights for practitioners and researchers aiming to leverage AI-driven HR strategies to build agile, intelligent, and sustainable talent ecosystems in smart enterprise environments.

Perspectives of Men Towards Feminism: A Case Study of an Educational Institute

2026-03-23T10:22:04+00:00

In contemporary society, discussions surrounding feminism have increasingly been accompanied by debates over its perceived misrepresentation and alleged misuse, often labeled as “pseudo” or “fake” feminism. Such narratives have contributed to confusion, particularly among men, and in some instances have diverted attention from women who require genuine gender-just support and empowerment. Within this context, the present study examines men’s perceptions and interpretations of feminism in an educational institutional setting. The research seeks to explore how men define feminism, the extent to which they incorporate feminist principles into their everyday interactions, and the influence of socio-cultural backgrounds on their attitudes and beliefs. Adopting a case study approach, the study collected data from 30 male participants aged 18 to 45 years using a self-designed interview schedule. A mixed-methods framework was employed, combining quantitative analysis to identify general trends with qualitative insights to capture personal viewpoints and lived experiences. The findings indicate that most respondents support the ideas of gender equality and women’s empowerment; however, their understanding of feminism remains fragmented and is often shaped by prevailing social norms, cultural conditioning, media narratives, and individual experiences. The study
further reveals that men’s engagement with feminist ideas is neither uniform nor simplistic, but rather layered and context-dependent. These results highlight the importance of structured gender- sensitization initiatives within educational institutions to promote informed, inclusive, and balanced understandings of feminism. Strengthening dialogue and awareness in such spaces can contribute to more constructive male participation in advancing gender equity and social justice.

Leveraging Technology to Boost Engagement in Human Resource Education

2026-03-21T07:57:25+00:00

Human Resource (HR) education in undergraduate programs, particularly within Indian colleges, often struggles with low levels of student engagement due to the highly conceptual and theory-driven nature of subjects such as talent acquisition, performance management, and organizational behavior. Traditional lecture-centric pedagogies frequently fail to connect theoretical frameworks with real- world HR practices, leading to reduced motivation and limited skill retention among learners. This review article explores the role of accessible educational technologies in transforming HR education from passive knowledge transmission into active, immersive, and student-centered learning experiences. Drawing on principles of flow theory and constructivist learning, the study synthesizes recent literature and classroom applications from 2023–2025, focusing on tools such as interactive simulations, gamified learning platforms, virtual reality (VR), augmented reality (AR), and artificial intelligence-enabled instructional systems. The review highlights how these technologies facilitate experiential learning by enabling students to engage in realistic HR scenarios, decision-making exercises, and collaborative problem-solving activities. Evidence from documented classroom implementations indicates improvements of approximately 30–50 percent in student engagement,
alongside enhanced conceptual understanding and practical skill retention. The article also discusses key implementation challenges in resource-constrained academic settings, including infrastructure limitations, faculty readiness, and digital accessibility. Finally, it examines future opportunities aligned with India’s National Education Policy (NEP) 2020, emphasizing technology-enabled pedagogy, skill-based education, and industry relevance. Overall, the findings suggest that accessible technologies are critical for bridging theory–practice gaps and revitalizing undergraduate HR education in India.

The Impact of Green HRM Practices on Employee Job Satisfaction: A Case Study of Multinational Corporations

2026-02-09T09:28:42+00:00

Background: It has been established that green human resource management, or GHRM, is crucial to organizational sustainability, particularly in multinational corporations (MNCs). Although environmental performance has been mentioned in the literature as a potential advantage, the impact of GHRM on employee work satisfaction has been mostly overlooked. Aim: This study aims to
investigate the effects of GHRM policies on workers' job satisfaction in a subset of multinational firms. Method: A quantitative research methodology was employed to collect data, utilizing a structured questionnaire with a five-point Likert scale as the survey instrument. One hundred workers from multinational corporations were chosen at random. Using SPSS, descriptive statistics, correlation, and ANOVA were performed to examine the data. Findings: Management support, like green training, had the highest mean ratings (Tables 5 and 6), suggesting businesses implement these GHRM activities most. Job satisfaction measures like engagement and motivation also agreed well. GHRM was positively correlated with job satisfaction (r = 0.162, p = 0.107). ANOVA showed that job satisfaction measures did not change by age, although total tenure and designation did (p = 0.049). Conclusion: Although it does not significantly impact work satisfaction, involvement in GHRM programs appears to have some positive effects on employee views. However, the association between GHRM efforts and work satisfaction is moderated by demographically important factors such as tenure and designation.