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Publication date: 4 February 2025

Sehrish Shahid, Kuldeep Kaur, Syed Mofazzal Mohyuddin, Verma Prikshat and Parth Patel

The purpose of the paper is to conduct a review of the literature on human-robot collaboration across different functions and activities of human resource management (HRM) and…

47

Abstract

Purpose

The purpose of the paper is to conduct a review of the literature on human-robot collaboration across different functions and activities of human resource management (HRM) and discuss its importance for change readiness in organizations.

Design/methodology/approach

A bibliometric analysis was conducted to identify emerging research themes in the fields of human resources (HR) and robotics, including change readiness. Based on the initial results of the bibliometric analysis, a systematic literature review was subsequently performed to gain a more specific understanding of research across various HRM functions and change readiness.

Findings

The results from bibliometric analysis and systematic review highlight that technological progression in HRM, such as AI-driven staffing and training techniques, improves effectiveness and personalization but raises concerns about privacy and job scrutiny. AI and robotics in performance evaluation enhance objectivity and reduce subjectivity, which can lead to disengagement. Generational differences, cultural factors and emotional quotient complicate readiness to adopt new technologies. The research emphasizes balancing technological effectiveness with employee involvement and meaningfulness to ensure successful implementation and engagement.

Originality/value

This paper synthesizes existing research, including literature, theoretical concepts and models, to identify best practices and successful strategies for implementing human-robot collaboration in HRM functions. It highlights gaps in the current literature and suggests areas for future research to advance the field of human-robot collaboration in HRM. By doing so, this paper enhances theoretical understanding while offering practical insights essential for effective change management.

Details

Business Process Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-7154

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Article
Publication date: 24 January 2025

Sehrish Shahid, Kuldeep Kaur, Parth Patel, Sanjeev Kumar and Verma Prikshat

This study explores the role of human resource management (HRM) practices in advancing sustainable development goals (SDGs) within emerging markets. Specifically, we examine how…

62

Abstract

Purpose

This study explores the role of human resource management (HRM) practices in advancing sustainable development goals (SDGs) within emerging markets. Specifically, we examine how HRM practices in financial institutions in the emerging markets of India and China promote SDGs 8 (decent work and economic growth), 10 (reduced inequalities) and 13 (climate action). We also propose a framework integrating these key SDG goals with core HRM functions.

Design/methodology/approach

Secondary data analysis was employed using data from sustainability reports of the top five Indian and Chinese banks listed in Forbes – the Global (2000) ranking for 2022–2023. These sustainability reports were analysed based on their reporting of indicators from the Global Reporting Initiative GRI 400 series, aligned with the SDGs 8, 10 and 13.

Findings

The result of the comparative analysis indicates that both Indian and Chinese banks use HRM practices of recruitment and selection, rewards and payments, workplace health and safety, and training and development to meet SDGs 8 (decent work and economic growth), 10 (reduced inequalities) and 13 (climate action). Regarding the reporting and disclosure of HRM practices in diversity, equity and inclusion, Indian banks outperform Chinese banks, and these practices contribute significantly to SDGs 8, 10 and 13. The dominance of state-owned initiatives in China dictates the alignment of HRM strategies with economic priorities at the national level, highlighting the challenge of balancing global sustainability initiatives with a centralised management system.

Originality/value

The study provides a comprehensive examination of sustainability reports with a specific focus on HRM practices and their role in advancing SDGs. It applies institutional theory to understand the differences in the reporting and implementation of HRM practices that contribute to the achievement of SDGs.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 24 January 2025

Wahab Shahbaz and Sehrish Shahid

The purpose of this paper is to critically examine the existing literature on workplace mindfulness and suggest positive organizational behavior (POB) scholarship as a suitable…

24

Abstract

Purpose

The purpose of this paper is to critically examine the existing literature on workplace mindfulness and suggest positive organizational behavior (POB) scholarship as a suitable domain to understand the scientific and secular nature of mindfulness.

Design/methodology/approach

This conceptual paper is based on the critical analysis of the literature on POB and contemporary mindfulness at work. This paper highlights the limitations of workplace mindfulness in terms of its research and practice. Then, the limitations of workplace mindfulness are analyzed in relation to POB scholarship to suggest a way forward for research and practice.

Findings

The findings imply that contemporary mindfulness meets the inclusion criteria of psychological capital and thus it can be adopted and investigated in the workplace using the POB scholarship.

Practical implications

It suggests implications for research and practice by considering mindfulness as a psychological capital construct in the workplace context.

Originality/value

Mindfulness is an interesting topic for organizational researchers, and many organizations are adopting mindfulness to improve their workplace functioning. In recent years, scholars have highlighted potential ethical issues with the adoption of the spiritual and religious nature of mindfulness for workplace benefits. In this regard, the understanding of the scientific and secular nature of mindfulness is limited in organizational literature. This paper advances the knowledge of the literature on contemporary mindfulness and POB and argues the importance of the inclusion of mindfulness in psychological capital.

Details

Journal of Management History, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1751-1348

Keywords

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