NOLEGEIN-Journal of Performance Management & Retention Strategies

The Influence of Work-Life Balance Policies on Employee Well-being in Hotel Industry at Gujarat Region: A Qualitative Approach

2026-05-25T06:57:41+00:00

Work-life balance (WLB) policies have become a critical focus in industries with demanding work environments, such as the hotel sector. This study examines the impact of work-life balance (WLB) policies on the well-being of employees in the hotel sector in the Gujarat region. Through a qualitative analysis of existing literature and case studies, the study examines how policies like flexible working hours, wellness programs, and paid time off affect employees’ mental health, job satisfaction, and work engagement. Findings suggest that while hotels in Gujarat have started implementing WLB initiatives, challenges such as long hours and unpredictable schedules persist. The study highlights the need for a more strategic integration of these policies to enhance employee well-being, reduce stress, and increase productivity. Recommendations for hotel managers include adopting customized WLB strategies to cater to the unique demands of their workforce. The study highlights the significance of consistently enhancing work-life balance practices to support sustainable development within the hospitality sector

A Comparative Study of Traditional vs. Modern Budgeting Techniques

2026-05-25T06:44:31+00:00

Budgeting is a vital managerial function that supports strategic planning, financial control, and effective resource utilization within organizations. It provides a structured mechanism for setting financial objectives, estimating revenues and expenditures, and coordinating activities across departments. Traditionally, budgeting has been primarily concerned with cost control, annual forecasting, and performance monitoring through fixed financial targets. However, the rapidly evolving business environment characterized by globalization, technological advancement, and market volatility has exposed the limitations of conventional budgeting systems. In response to these challenges, modern budgeting approaches have gained prominence. Techniques, such as Zero-Based Budgeting, Activity-Based Budgeting, Rolling Forecasts, and Beyond Budgeting, emphasize flexibility, accountability, continuous planning, and strategic alignment. These methods encourage organizations to justify expenditure, adapt to changing market conditions, and link financial planning directly to value creation and operational efficiency. As a result, budgeting is increasingly viewed not merely as a control tool but as a dynamic process that supports innovation and competitive advantage. This paper presents a comparative analysis of traditional and modern budgeting techniques by examining their methodologies, benefits, constraints, and practical relevance in different organizational settings. Drawing upon existing literature and selected corporate examples, the study explores how businesses are transitioning from rigid annual budgets to more adaptive and participatory financial planning systems. The findings suggest that a balanced integration of traditional discipline and modern flexibility can enhance longterm organizational performance and sustainability.

Work-from-Home Culture: Productivity and Employee Satisfaction Post-COVID-19

2026-05-25T06:29:20+00:00

The COVID-19 pandemic triggered a dramatic transformation in workplace structures, forcing organizations across the globe to rapidly transition from traditional office settings to remote work arrangements. What began as an emergency response to a public health crisis has gradually developed into a long-term operational strategy for many sectors. In the post-pandemic era, work-from-home (WFH) models are no longer viewed merely as temporary solutions but as integral components of modern employment practices. This study investigates the influence of remote work on employee productivity and job satisfaction following the COVID-19 outbreak. It examines how flexible work arrangements affect performance levels, work–life balance, employee engagement, and overall wellbeing. The research also identifies key advantages of WFH, including reduced commuting time, cost savings, and increased autonomy, while addressing challenges such as communication gaps, social isolation, blurred work–life boundaries, and technological constraints. Furthermore, the paper analyzes how organizations have adapted their management strategies, performance evaluation systems, and digital infrastructure to support distributed teams effectively. Drawing upon recent empirical studies and practical case examples, the research evaluates employee perceptions and organizational outcomes associated with remote work adoption. The findings suggest that although remote work presents certain limitations, strategic implementation and supportive policies can enhance both productivity and employee satisfaction in the evolving world of work.

Assessing Training Needs of Madhya Pradesh State Tourism Development Corporation (MPSTDC) Hotel Staff: Identifying and Industry Needs

2026-05-25T06:16:41+00:00

Training of all employees is important as customers interact with employees in different departments and they all must be well trained. When employees join the hotel, they should be given proper training. Training and its feedback would help in improving process quality and also lead to improvement in employees’ performance. Training can mainly be focused on employees who are not meeting their targets, are weak, or are creating a hindrance to effectiveness in their performance. Feedback would provide a clear picture of the weaknesses of the employees and help in understanding the actual needs of employees; accordingly, training can be planned for them. A sample of 110 employees from various departments within the hotels was used, including food and beverage service, culinary, housekeeping, front office, as well as ancillary departments like sales, human resources, etc. The area of study considered is Jabalpur; hence, 110 employees working in different hotels in Jabalpur have been considered. Data collected through a questionnaire was analyzed with the help of frequency and percentage, which is represented with the help of tables. The hypothesis based on the objectives and title of the study has been analyzed with the help of ANOVA applied through SPSS 21.

A Study on Optimizing Advisor Recruitment Processes for Financial Services and Insurance Policies at Ageas Federal Life Insurance

2026-04-22T10:20:33+00:00

The life insurance industry in India has demonstrated consistent growth; however, penetration levels remain relatively low, indicating significant untapped potential. This study examines strategies for optimizing advisor recruitment processes and strengthening financial service training at Ageas Federal Life Insurance. The research is based on a two-month internship experience as a Junior Recruitment Manager Intern and supported by a quantitative, descriptive survey conducted among 100 respondents in Delhi/NCR. Primary data were collected through a structured questionnaire, while secondary data were gathered from academic studies, industry reports, and regulatory publications. The findings reveal moderate awareness of the insurance advisory profession and mixed perceptions regarding recruitment transparency. Financial incentives and flexible work structures emerged as key motivational factors for pursuing an advisory career. However, lack of job clarity, concerns about initial income, and negative perceptions of insurance jobs among youth remain significant barriers. Respondents emphasized the importance of customer relationship management, communication skills, and trustworthiness over mere product knowledge. Additionally, digital recruitment tools, AI-based onboarding, and social media platforms were viewed positively as mechanisms to enhance efficiency and attract younger talent. The study concludes that integrating technology, improving training frameworks, enhancing transparency, and reshaping the public image of insurance careers can strengthen advisor networks and drive sustainable growth in the life insurance sector.

AI-Driven Human Resource Management: Challenges, Opportunities, and Ethical Imperatives

2026-02-21T09:27:08+00:00

Artificial Intelligence (AI) is increasingly influencing Human Resource Management (HRM) by introducing intelligent tools that support advanced decision-making and strategic workforce management. Organizations are adopting AI-driven solutions to streamline HR functions such as talent sourcing, employee assessment, workforce forecasting, engagement analysis, and retention planning. These systems enhance speed, consistency, and analytical depth in HR operations, enabling organizations to move beyond intuition-based practices. Despite these advantages, the application of AI in HRM also presents notable concerns, particularly regarding ethical integrity, fairness of automated decisions, transparency of algorithms, accountability mechanisms, and the safeguarding of employee information. This study explores the evolving role of AI in HRM by identifying its potential value and associated risks. It empirically examines the influence of AI adoption on HR effectiveness while emphasizing the moderating role of ethical AI practices, including responsible governance, explainability, and continuous human supervision. A quantitative research framework was adopted, and primary data were gathered from HR professionals across organizations with varying degrees of AI utilization. The collected responses were analyzed using statistical methods to determine the strength and direction of relationships among the study variables. The results demonstrate that AI-enabled HR practices contribute positively to overall HR effectiveness by improving decision reliability and operational outcomes. Moreover, the findings reveal that ethical AI practices significantly enhance the benefits of AI adoption. The study offers theoretical contributions to AI–HRM research and provides practical guidance for organizations aiming to implement AI responsibly and sustainably in HR functions.