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The major purpose of Green Human Resource Management is to create a workforce that recognizes, values, and implements green ideas while upholding the company's green goal in the Human Resource Management practice of hiring, selecting, training, developing, rewarding, and promoting the human capital of the company. Two key elements of green HR are the protection of intellectual capital and eco-friendly Human Resource practices. Numerous academics have examined the value of green HRM in fostering an environmentally conscious mindset among employees, although this area of study is still in its infancy. Businesses now place a higher priority on environmental management and green management, and they have aligned their goals and tactics to reflect this. As a result of the realities of corporate globalization, the economy has changed from a traditional banking and economic structure to a more modern, capacity-based one. In other words, it takes both environmental economics and environmental management into account. Green human resource management, which has received a lot of attention in corporate organizations, may be used effectively to maintain green workplaces and green practices, which will help to green organizational culture. For businesses to achieve their environmental objectives, such as going green, green HRM is a crucial strategic tool. The results of this study indicate that practices like green hiring have an impact on the sustainable performance of both public and commercial healthcare organizations. Data were acquired using a quantitative research approach. 200 persons, including representatives of both public and private healthcare services, participated in the survey. Partial least squares-structural equation modelling was used to analyze the data. Hiring green candidates benefits the performance of the environment, the economy, and society as a whole. This research benefits organizations by assisting them in applying GHRM techniques that support organizations in every way. Additionally, this research will be helpful to policymakers because it will provide them a better understanding of how to promote GHRM practices and improve organizational sustainability.

Background: Consumer behavior research and neurology are combined in the emerging discipline of neuromarketing. Neuromarketing is considered to be one of emerging field to study how consumer's brain reacts to advertisement and other brand's message by observing brainwave, eye, and skin response. The current study examined the emerging field of constructs of neuromarketing like social, attention, technology, and emotions to examine Indian consumer's buying behavior. Purpose: To study the validity and reliability of constructs of neuromarketing that examines consumer's buying behavior among Indian consumers. Methods: A sample of 191 people of different age groups was considered in the study. A random sampling technique was used for data collection. The self-designed questionnaire used for the measurement of neuromarketing constructs and consumers' buying behavior. The current study applied SPSS and AMOS software to validate the measurement model of neuromarketing. Results: The Kaiser-Meyer-Olkin (KMO) and Bartlett's Test's value is 0.784 and this value confirmed that the sample is adequate for factor analysis. Apart from that, the five constructs of neuromarketing – Attention (A), Social (SC), Technological (T), Emotion (E), and Consumer Buying Behavior (BB) had shown the value of Cronbach's alpha to be more than 0.7. Confirmatory Factor Analysis (CFA) had shown value of average variance explained of each constructs 0.5 and composite reliability more than 0.7 which indicates excellent construct validity of constructs for model formation of neuromarketing. The study also validates measurement research model of neuromarketing on the basis of model fit index (chi-square/df = 3.397, RMSEA = 0.10, GFI = 0.92, and CFI = 0.87). Conclusion: The present study had shown good validity and reliability of constructs of neuromarketing and also proved that marketers can apply these constructs to examine behavior pattern of consumers. [ABSTRACT FROM AUTHOR]

In this study of analysis, the process of Just-in-time and effective manufacturing procedures are discussed impactfully. The determination of innovative HRM practices is highly influential in taking into consideration of the total firm practices. This study projects important questions and objectives of the total research perspectives to have a brief analysis. All the analyses are pursued in the literature review section to have a conceptualised analysis and it is relevant to understanding the severity of the topic. The secondary research is performed in this study with qualitative analysis and it is highly impactful to friend answers to the research questions. Moreover, drawbacks and scopes to the total future study are also discussed in this measurement related to the topic. [ABSTRACT FROM AUTHOR]

In today's competitive world, it is imperative for a Healthy & Progressive Organization to collate, analyze and study accurate real-time data. This is vital for the growth of any organization. Artificial Intelligence (AI) helps an organization towards the same. AI has entered almost in all the departments of a progressive organization, viz. Production, Finance, Human Resources etc. Automation through AI has been slowly and steadily accepted within most of the crucial functions which were heavily dependent on manpower and are also employee facing functions. The core objective of this research is to examine the impact of HR automation in the employee experience within the manufacturing industry in Pune. [ABSTRACT FROM AUTHOR]