Go Back to the Beginning: Career Development and the Challenges of Transitioning From the Military to Civilian Employment

This chapter examines the transition challenges facing military personnel to moving to civilian employment, a major issue for nations like the USA that have large armed forces. For such personnel, they seek to establish a career after a period of service and often without the credentials required for existing or future job vacancies. This chapter discusses the challenges of career transition from military to civilian employment, largely in the context of the US-based literature. The chapter proceeds to outline the range of obstacles to transition and then considers remedial measures to support transition ranging from pre transition to post transition support programs

Perceptions of Indian managers on the impact of convergent technologies on work and resultant organisational performance in the service Industry

Purpose: This research examines Indian service managers' perceptions on the impact of convergent technologies (CTs) on their work and resultant organisational performance. The research uses four dimensions - task productivity, task innovation, customer satisfaction, and management control - taken together, to investigate the perceived impact of CTs adoption in service organisations context and further examines the resultant organisational performance, based on these dimensions. Design/methodology/approach: The study used the Partial least squares (PLS) approach to evaluate the measurement model and the structural model. The study was conducted in service industry firms that have made significant progress towards adopting CTs. Findings: The results of the study demonstrated higher levels of perceived impact of the adoption of CTs on all the four dimensions (i.e., task productivity, task innovation, customer satisfaction, and management control). The results of the study also indicate that all the impact dimensions positively influence organisational performance. Originality: To researchers best knowledge this is the first study of its kind to evaluate the perceived impact of CTs on organisational performance in the Indian context Research limitations/implications: The results of the study suggest that all the impact dimensions positively influence the organisation; therefore the service sector managers should be aware about the role of adopting latest CTs so as to enhance the task productivity, innovation, customer satisfaction and management control in their job roles. Practical implications: The practical implications of this research are derived on the basis of Future of Work , Labour Market Information Systems, Productivity, Enterprise Development, Enhancing skills of service employees and Employability themes

Bangladesh HR professionals’ competencies: Impact on firm performance and moderating effects of organisation life cycle

Purpose: The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored. Design/methodology/approach: This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings: Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship. Originality/value: There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh. © 2018, Emerald Publishing Limited

Follower Emotional Intelligence: A Mediator between Transformational Leadership and Follower Outcomes

Purpose:The purpose of this paper is to understand the impact of transformational leadership on Follower EI and examine the potential mediation role played by follower emotional intelligence in the relationship between transformational leadership and follower outcomes (i.e. growth satisfaction in the job & job stress). Design:Data were obtained through survey using questionnaire collected from 908 employees who worked across six different sectors, i.e. manufacturing, IT, health care, hospitality, educational and public services in southern India. The mediation model proposed in this study was tested using structural equation modelling and bootstrapping method. Findings :The relationship between TL and Follower EI was significant. Follower emotional intelligence (EI) was found to partially mediate the relationship between transformational leadership and followers' growth satisfaction in job. Contrary to expectations, the follower EI did not significantly predict job stress in this study and hence the follower EI did not mediate in the proposed model. However, follower EI and growth satisfaction in the job jointly mediated the relationship between transformational leadership and follower job stress fully. Implications :This study established a partial and joint mediation of follower EI on the relationship between transformational leadership and follower outcomes. Basing on these findings, this study highlights the need for the practitioners to better understand the importance of emotional intelligence training for the leaders in the organisations for obtaining better outcomes in the followers. Originality/Value:This study is among the first to examine the impact of TL on follower EI and the potential mediation of follower emotional intelligence between transformational leadership and follower outcomes. From a theoretical perspective, this study is one step closer to fully understand the intervening process between transformational leadership and follower outcomes

India’s New Education Policy: A Case of Indigenous Ingenuity Contributing to the Global Knowledge Economy?

In this paper, we analyze India's New Education Policy and discuss how it might impact education an employment in India and the neighborhood. We believe that the NEP (2020) is likely to change to alter the educational landscape of India and make education accessible to all sections of society. In addition, the impact of this bill will be felt in the Indian workplace -- a new type of employable graduate will become the norm – one who understands the Indian ethos, the Indian culture and the Indian workplace. We would urge the policy makers, educationists and corporate leaders to conduct research on the benefits of the NEP in two phases. In the short run, they could study the implementation -- in the long run, all 3 stakeholders should track the changes in the quality of graduates being produced as a result of the new policy. This is the first known critique of the NEP (2020) written by 5 Indian-origin academics and practitioners, offering insight into the policy for scholars and practitioners

‘Are we there yet?’ Australian HR professionals and the Fourth Industrial Revolution

Although still in its early stages, the Fourth Industrial Revolution (FIR), which involves a broad range of artificial intelligence, robotics and machine learning technologies, will fundamentally change the way many of us work and relate to one another. Driven by technology, this transformation presents a range of challenges, as well as opportunities, where we might expect Human Resource (HR) professionals would lead the way. However, little is currently known in relation to how prepared HR professionals in Australia are to ready their organisations for this new era of work and associated resourcing. Consequently, this paper goes some way towards closing that gap. Specifically, the study reported here sets out to explore the levels of preparedness amongst Australian HRM professionals for the impact of the FIR on organisations, workplaces, jobs and skills, as well as on their own professional roles and competencies. The study utilised a sequential mixed methods research design with two phases, the first was qualitative focus groups (n = 5) followed by a quantitative online survey of selected senior HR practitioners (n = 150). The findings indicate that, while most believe that FIR technologies might be useful for their organisations and assist with improving job performance, increasing productivity and making jobs easier for employees, contrarily many did not intend to use them in the foreseeable future. Marginal support was also evident in relation to the potential contributions of FIR technologies to HR process enhancement and overall HR effectiveness. Most respondents were also not impressed with the lack of current Australian government FIR strategies and policies

AI-Augmented HRM: Literature review and a proposed multilevel framework for future research.

The research using artificial intelligence (AI) applications in HRM functional areas has gained much traction and a steep surge over the last three years. The extant literature observes that contemporary AI applications have augmented HR functionalities. AI-Augmented HRM HRM(AI) has assumed strategic importance for achieving HRM domain-level outcomes and organisational outcomes for a sustainable competitive advantage. Moreover, there is increasing evidence of literature reviews pertaining to the use of AI applications in different management disciplines (i.e., marketing, supply chain, accounting, hospitality, and education). There is a considerable gap in existing studies regarding a focused, systematic literature review on HRM(AI), specifically for a multilevel framework that can offer research scholars a platform to conduct potential future research. To address this gap, the authors present a systematic literature review (SLR) of 56 articles published in 35 peer-reviewed academic journals from October 1990 to December 2021. The purpose is to analyse the context (i.e., chronological distribution, geographic spread, sector-wise distribution, theories, and methods used) and the theoretical content (key themes) of HRM(AI) research and identify gaps to present a robust multilevel framework for future research. Based upon this SLR, the authors identify noticeable research gaps, mainly stemming from - unequal distribution of previous HRM(AI) research in terms of the smaller number of sector/country-specific studies, absence of sound theoretical base/frameworks, more research on routine HR functions(i.e. recruitment and selection) and significantly less empirical research. We also found minimal research evidence that links HRM(AI) and organisational-level outcomes. To overcome this gap, we propose a multilevel framework that offers a platform for future researchers to draw linkage among diverse variables starting from the contextual level to HRM and organisational level outcomes that eventually enhance operational and financial organisational performance

Monetisation of digital health data through a GDPR-compliant and blockchain enabled digital health data marketplace: A proposal to enhance patient's engagement with health data repositories

With the growing use of digital technologies, the vision of a predictive, preventive and personalised healthcare system, commonly termed healthcare 4.0, is becoming tangible. However, the manifestation of healthcare 4.0 relies on empowering patients as active stakeholders of the healthcare system and transforming traditionally siloed data repositories into accessible ones. Combining blockchain-like distributed technology and Airbnb-like sharing economy model, this paper proposes a digital health data marketplace (DHDM) through which patients, as the data producer, can sell their health data to data consumers like medical practitioners, researchers, policymakers and machine learning algorithm developers without compromising privacy and security. In conjunction with the Welsh Secure Anonymised Information Linkage (SAIL) Databank, a traditional centralised and siloed data repository, DHDM was evaluated in a simulated environment to understand the technical feasibility, regulation compliance and, most importantly, the impact of such marketplace on healthcare 4.0 transformation

The Growth Satisfaction in Jobs among hospitality employees: The role of transformational leadership, interpersonal communication satisfaction and trust

Leader follower communication and trust are the key factors that contribute to the employees’ growth satisfaction in job in the hospitality industry. Given the relevance of transformational leadership in the hospitality industry, this study explored whether transformational leadership influenced follower growth satisfaction in job through follower interpersonal communication satisfaction and trust. Data were collected from 159 hotel employees in India. The findings using the SPSS PROCESS macro with bootstrapping and RPackage revealed that follower interpersonal communication satisfaction and trust mediate the significant relationship between transformational leadership and follower growth satisfaction in job. The major implications are discussed in this study

AI-augmented HRM:Antecedents, assimilation and multilevel consequences

The current literature on the use of disruptive innovative technologies, such as artificial intelligence (AI) for human resource management (HRM) function, lacks a theoretical basis for understanding. Further, the adoption and implementation of AI-augmented HRM, which holds promise for delivering several operational, relational and transformational benefits, is at best patchy and incomplete. Integrating the technology, organisation and people (TOP) framework with core elements of the theory of innovation assimilation and its impact on a range of AI-Augmented HRM outcomes, or what we refer to as (HRM(AI)), this paper develops a coherent and integrated theoretical framework of HRM(AI) assimilation. Such a framework is timely as several post-adoption challenges, such as the dark side of processual factors in innovation assimilation and system-level factors, which, if unattended, can lead to the opacity of AI applications, thereby affecting the success of any HRM(AI). Our model proposes several testable future research propositions for advancing scholarship in this area. We conclude with implications for theory and practice