Article Per Year (5 Year)
p-Index From 2021 - 2026
1.383
P-Index
This Author published in this journals
All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Journal of Accounting Research, Utility Finance and Digital Assets (JARUDA) International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT)
Alphonsa S John
Unknown Affiliation
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

Published : 8 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 8 Documents
Search

 1 
ENHANCING EMPLOYEE PERFORMANCE: THE TRANSFORMATIVE POWER OF GREEN HUMAN RESOURCE MANAGEMENT Dr. Aajaz Ahmad Hajam,; Alphonsa S John
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 5 No. 1: IHERT (2023) FIRST ISSUE: International Conference on Health Science, Green Economics,
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v5i1.303

Abstract

The study aimed to investigate the impact of Green Human Resource Management on the operational effectiveness of private sector firms. A total of twenty studies were included as a sample in this inquiry. The findings of this study indicate that the implementation of Green Human Resource Management has a beneficial impact on the overall performance of a business. Enhancing organizational performance is a crucial determinant of a company's sustainability in the market. The present study's findings indicate that implementing green human resource management methods results in enhanced employee and organizational performance.
INVESTIGATING THE PRACTICES AND STRATEGIC IMPLEMENTATION OF GREEN HUMAN RESOURCE MANAGEMENT IN ORGANIZATIONS Aajaz Ahmad Hajam; Alphonsa S John; Shukurov Rustam Ergash O’g’li; Muyassar Raxmonova Abdufattohovna; Narziyeva Visola; Rakhmatullayeva Sogdiana
Journal of Accounting Research, Utility Finance and Digital Assets Vol. 3 No. 1 (2024): July
Publisher : PT. Radja Intercontinental Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/jaruda.v3i1.163

Abstract

The accelerating pace of global industrialization has heightened the need for enhancing employee engagement, motivation, retention, brand value, and reducing labor turnover. Concurrently, increasing environmental risks and ecological imbalances have prompted stakeholders to urgently pursue environmental sustainability. Green Human Resource Management (Green HRM) has emerged as an innovative strategy that aligns human resource management with environmental sustainability. This study aims to elucidate the concept of Green HRM, its benefits, the policies and practices adopted by organizations, and the impact of Green HRM on traditional HR alternatives.
ETHICAL CHALLENGES IN AI AND AUTOMATION IN MANAGEMENT: IMPLICATIONS FOR DECISION-MAKING, JOB DISPLACEMENT AND DATA PRIVACY Aajaz Ahmad Hajam; Alphonsa S John
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 6 No. 1 (2024): 7th IHERT (2024): IHERT (2024) FIRST ISSUE: International Conference on Health
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v6i1.415

Abstract

Artificial Intelligence (AI) and automation have rapidly become cornerstones in transforming management practices, streamlining operational efficiency, and enhancing decision-making capabilities across industries. However, these technologies present significant ethical challenges that cannot be overlooked. The core ethical concerns pertain to the transparency and fairness of AI-driven decision-making, the socio-economic effects of job displacement, and data privacy risks in the age of automation. This review article examines these ethical dilemmas through an extensive exploration of existing literature, identifying the key concerns and potential strategies for addressing them. Additionally, it proposes a research problem and objective focused on developing ethical frameworks to guide the integration of AI and automation into management. The conclusion emphasizes the need for collaborative efforts among stakeholders—corporations, governments, and civil society organizations—to ensure the responsible adoption of AI and automation technologies.
WOMEN ENTREPRENEURS IN INDIA AS REAGENT FOR INCLUSIVE GROWTH AND ECONOMIC EMPOWERMENT Alphonsa S John; Dr. Aajaz Ahmad Hajam
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 4 No. 5 (2024): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v4i5.2192

Abstract

Women entrepreneurs in India are driving significant economic and social change, contributing to innovation, job creation, and sustainable development. Their contributions span industries and include addressing societal challenges through their ventures. However, systemic challenges like financial constraints, socio-cultural barriers, and limited access to professional networks hinder their full potential. This paper examines the historical evolution of women’s entrepreneurship in India, their contributions to economic and social progress, and the challenges they face. Using a mixed-method approach, the study explores the role of government policies, private sector initiatives, and digital advancements in empowering women entrepreneurs. The paper provides detailed recommendations for fostering an inclusive entrepreneurial ecosystem, emphasizing the importance of gender-sensitive policies, financial inclusivity, and skill development.
MODERN ERA OF HUMAN RESOURCE MANAGEMENT:A STRATEGIC EDGE TO HUMAN TALENT MANAGEMENT Dr.Aajaz Ahmad Hajam; Alphonsa S John
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 4 (2023): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i4.151

Abstract

Increasing theoretical and conceptual understanding of human talent management (HTM) is the aim of this research. To clarify the important connections between competency emphasis, talent pooling, talent investment, and talenting orientation and value generation, authors have put out a conceptual framework and a few propositions. A human talent management model has been presented by the authors, which could help academics and practitioners alike better comprehend the talent management orientation. Also, using this approach, practitioners may be able to intelligently match talent strategies with company objectives to produce higher economic value (Shareholders, Employees, Owners, Customers, agents, and other stakeholders).
A CONCEPTUAL ANALYSIS OF THE DIFFICULTIES AND POTENTIAL HRM TECHNIQUES FOR THE INTERACTION OF MANPOWER WITH ARTIFICIAL INTELLIGENCE Dr. Aajaz Ahmad Hajam; Alphonsa S John
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 1 No. 2 (2022): January (January-March)
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v1i2.744

Abstract

Abstract     Objective - This essay intends to particularly address the difficulties that modern organizations' human resource management (HRM) departments and leaders confront as a result of the close interaction between human workers and artificial intelligence (AI)—primarily robots—especially at the team level. On the basis of a conceptual evaluation of the available research, it also offers some prospective solutions that may be helpful to overcome these difficulties. Design, methodology, and approach — To give a very comprehensive yet critical overview of the interaction between AI (especially robots) and HRM in modern organizations, the current study engages in conceptual work that integrates several streams of literature. Results - We emphasize that interactions and teamwork between human workers and robots are evident across a variety of organizational tasks and industries, where both are contributing team members. The HRM function in modern organizations is faced with some particularly difficult challenges as a result of the need to address workers' anxiety about working with AI, particularly in relation to potential job loss and the challenging dynamics of establishing trust between human employees and AI-enabled robots as team members. Along with these, HRM staff members need to carefully handle employee performance evaluations in the future as well as human workers' expectations for task completion with their AI-enabled robot co-workers. When placing human workers in teams with robots, the authors discovered that organizational support mechanisms such as a welcoming climate, training opportunities, and assuring a suitable technological competence level are crucial. Finally, we discovered that one of HRM's most difficult difficulties is performance evaluation in teams where humans and AI (including robots) coexist. We emphasized the possibility of drawing insights from the computer gaming literature, where performance evaluation models have been developed to analyze human and AI interactions while keeping the context and limitations of both in mind. We discussed the lack of frameworks to guide HRM managers in this concern. Originality/value - Our study is one of the few to go beyond a broad or functional analysis of AI in the context of human resource management. It focuses primarily on the teamwork aspect, where human employees and AI-powered robots (robots) collaborate and provide insights and suggestions for such teams' efficient operation.
HRM PRACTICESON EMPLOYEE PERCEPTION AND ITS EFFECT ON ORGANIZATIONAL COMMITMENT Dr. Aajaz Ahmad Hajam; Alphonsa S John
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 3 No. 1 (2023): April (April-June)
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v3i1.747

Abstract

The corporate environment has changed dramatically since the start of globalization, both in terms of complexity and dynamism. Companies are coping with shifting market conditions, changing workforce demographics and diversity, technological advancements, increased customer and quality focus, a talent shortage, and shifting economic realities (Noe, 2002). In order to attain long-term sustainability and total organizational success, it is crucial for businesses to continuously alter their business strategy, policies, and practices to conform to the shifting needs of the business environment. In other words, firms are compelled to implement and successfully manage change continuously (Bridges & Mitchell, 2000; Kanter, 1985). Despite the fact that organizations need to manage change more effectively, 70% of change initiatives fail (Beer &Nohria, 2000), and this failure rate has remained stable over time. Insufficient attention to issues relating to people is one of the most frequently mentioned causes of change implementation failure (Spiker & Lesser, 1995; Kotter, 1995). During the 1990s, there has been widespread recognition of the significance of employees, their psychological reactions, and their behavior during organizational transformation; yet, in practice, managers do not place enough emphasis on these concerns (Becker & Gerhart, 1996). Others who have conducted empirical studies in this area concur with this viewpoint. For instance, research on the implementation of a customer relationship management (CRM) project at three banks in New Zealand and discovered that firms tend to prioritize technological difficulties while ignoring issues relating to people.
SUSTAINABLE HR PRACTICES AND THEIR INFLUENCE ON CORPORATE SUCCESS Aajaz Ahmad Hajam; Alphonsa S John; Jo’rayeva Hilola Orif Qizi; Shayzaqova Shaxnoza; Muyassar Raxmonova Abdufattohovna; Narziyeva Visola; Rakhmatullayeva Sogdiana
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 2 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i2.1843

Abstract

The evolving concept of sustainability in business has broadened to include not just environmental concerns but also social and economic aspects, impacting various organizational practices, particularly human resource management (HRM). This review examines Sustainable Human Resource Management (Sustainable HRM) and its influence on organizational performance by integrating sustainability into HR practices, aiming to achieve economic, social, and environmental benefits. Despite the recognized potential of Sustainable HRM to enhance employee satisfaction, environmental outcomes, and financial performance, empirical evidence remains fragmented. This review seeks to synthesize existing research, identifying patterns, discrepancies, and the impact of sustainable practices on organizational outcomes. By doing so, it aims to provide a comprehensive understanding and practical recommendations for integrating sustainability effectively into HR practices. Recent studies underscore the role of Sustainable HRM in boosting innovation, adaptability, and aligning organizational practices with global sustainability goals, thus enhancing overall corporate reputation and operational success.
Co-Authors Aajaz Ahmad Hajam Dr. Aajaz Ahmad Hajam Dr. Aajaz Ahmad Hajam, Dr.Aajaz Ahmad Hajam Jo’rayeva Hilola Orif Qizi Muyassar Raxmonova Abdufattohovna Narziyeva Visola Rakhmatullayeva Sogdiana Shayzaqova Shaxnoza Shukurov Rustam Ergash O’g’li