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All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Accounting Research, Utility Finance and Digital Assets (JARUDA) International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT)
Aajaz Ahmad Hajam
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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

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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.
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 Alphonsa S John Jo’rayeva Hilola Orif Qizi Muyassar Raxmonova Abdufattohovna Narziyeva Visola Rakhmatullayeva Sogdiana Shayzaqova Shaxnoza Shukurov Rustam Ergash O’g’li