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This paper explores the management of emotions and emotional challenges that human trainees face when interacting with a robot or a humanoid trainer.

This study draws on existing academic and grey literature on robot and humanoids-based training with algorithms, bots, and artificial intelligence (AI).

The study highlights the need for personalized feedback, clear communication, and the establishment of trust between the trainee and robotic trainer. The study discusses the strategies to manage emotions like anger, disgust, fear, happiness, sadness, and surprise that are experienced by human trainees.

The research provides an accessible summary of setting realistic expectations for the emotional experience of working with a robotic trainer to help manage expectations and reduce disappointment.

The managers in charge of implementing robotic training programs can provide education and resources to help individuals effectively manage emotions when working with a robotic trainer.

This paper discusses the applications of virtual reality (VR) in the field of sales training and highlights the implications for practice by building on cutting-edge research and case studies.

This paper is prepared on the basis of the review of recent developments in research and practice related to VR.

VR hardware, content, and applications are being designed to be more realistic and immersive, which may lead to higher visibility and popularity. VR training mimics real jobs, and with immersive experience, trainees do better at their actual jobs. The use of VR is training, transforming, and making it more dynamic, immersive, engaging, affordable, and remotely accessible.

The paper provides condensed insights about the applications and developments of VR in the field of sales training.

The paper saves hours of reading time for busy executives and researchers by selecting and presenting the most relevant and valuable information in a summarized and crisp format.

This paper aims to explore the application of artificial intelligence (AI) for coaching. This paper discusses the different applications, benefits, challenges and implementation issues in AI usage in coaching. It highlights how AI is facilitating the up-skill and re-skill of employees.

The viewpoint reviews the articles, research papers and case studies.

AI-based coaching apps are aiding managers and supervisors in coaching and tracking trainees and mentees’ progress. AI is being used to customize the coaching program as per the mentee’s individual needs. AI-powered coaching systems can analyze recorded sales conversations and offer real-time coaching and feedback.

AI-powered coaching systems help transform coaching from standard in-person one-to-one mode to personalized and customized AI system assisted coaching system. Research is needed to understand the factors that can facilitate AI-powered coaching transform into a game changer in the coaching industry.

This paper reviews and discusses several AI-powered coaching applications. This paper is useful for researchers and professionals in the field of coaching and mentoring, as it offers a review of the current AI-powered coaching applications.

AI systems offer private unbiased feedback and help self-assessment of individual mentee and mentor performance. AI provides a capability for organizations to track individuals’ learning and calculate return on investment.

This paper aims to review and explore the adoption of Metaverse as a training ecosystem. The paper focuses on the current debate on the relevance of Metaverse for training.

This paper reviews the recent articles and interviews and then critically discusses the future of training in Metaverse.

Recent reports, studies and developments show that immersive training holds much potential. The future for training in Metaverse seems to be bright with benefits for both employers and employees.

This viewpoint paper is easy to read and comprehensive.

The purpose of this paper is to model the key influencers or predictors for usage of technology by sales professionals in India.

This study examines the effect of individual, organizational and social factors on the use of technology. The method used for primary research is survey, and data have been collected from 556 sales professionals from across four industries in India. The empirical analysis consists of confirmatory factor analysis using structural equation modeling.

Confirmatory factor analysis has been used to validate the constructs, namely, peer usage, support service, perceived usefulness, attitude, usage and performance. Based on the results, it has been concluded that attitude and peer usage have a direct effect on the use of technology. Support service affects peer usage and perceived usefulness affects attitude. This model helps us understand the direct and indirect predictors of use of sales technology (ST), and its effect on sales performance.

The limitation of this study is that data pertain to India only.

The findings of this paper will help sales managers and organizations develop strategies to increase the acceptance and use of new technologies, and also strengthen their arguments for convincing the various stakeholders about the benefits and relevance of the ST.

The paper attempts to build and validate a parsimonious model taking into account peer usage (social factor) and support service (organizational factor) in addition to perceived usefulness and attitude.

This paper aims to discuss the rationale, theoretical foundation, application, and future of artificial intelligence (AI)-based training.

A review of relevant research papers, articles and case studies is done to highlight developments in research and practice.

AI-based training systems are smart, intelligent and expert in handling queries. These systems can curate content, grade, evaluate, and provide feedback to trainee, thus making learning adaptive and contextual.

Application of AI is vital in the field of training, as it helps personalization and customization of training programs to increase the effectiveness of training.

Executives and researchers can save time by reading relevant information on the linkage, and its contribution to AI is discussed and summarized in an easy to read format.

This paper aims to discuss the developments in augmented reality (AR) and its application and impact in the field of training. It highlights major implications for practice by building on current research and case studies.

This paper is based on the review of important developments in research and practice related to AR.

The engagement and retention are higher for AR-based training, as it layers and supplements the real-world environments with additional content. AR training reduces the pressure of memorizing instructions. AR is being adopted by a variety of organizations ranging from healthcare, automotive, firefighting, military, etc.

The paper provides relevant strategic insights on AR and its relevance in the field of training.

This paper aids the busy executives and researchers by offering the most relevant and valuable information related to AR in a summarized and crisp format.

This paper aims to review the applications of artificial intelligence (AI) in the hiring process and its practical implications. This paper highlights the strategic shift in recruitment industry caused due to the adoption of AI in the recruitment process.

This paper is prepared by independent academicians who have synthesized their views by a review of the latest reports, articles, research papers and other relevant literature.

This paper describes the impact of developments in the field of AI on the hiring process and the recruitment industry. The application of AI for managing the recruitment process is leading to efficiency as well as qualitative gains for both clients and candidates.

This paper offers strategic insights into automation of the recruitment process and presents practical ideas for implementation of AI in the recruitment industry. It also discusses the strategic implications of the usage of AI in the recruitment industry.

This article describes the role of technological advancements in AI and its application for creating value for the recruitment industry as well as the clients. It saves the valuable reading time of practitioners and researchers by highlighting the AI applications in the recruitment industry in a concise and simple format.

The aim of this viewpoint is to distinguish the importance of sales managers’ attitude and role clarity in the context of mentoring, coaching and technology capabilities to achieve stellar sales force operations and performance.

This report reviews the sales training literature to highlight how managerial interventions enhance competencies, behaviours and advanced level of selling orientation by mentoring and coaching construct. The concept of manager’s creativity and imagination is brought out to explain why it should be adapted and carried out in an era of vibrant and dynamic selling paradigm.

Adapting and implementing the concept of mentoring and coaching in a personal or industrial selling context may provide sales organization and academicians a better reason of how leadership and personality traits of manager enhance learning transfer.

Sales managers could develop appropriate new metrics based on market orientation for building strategic relationships, thereby eliminates ambiguity in sales-force function.

Increased sales result in sales force retention, organizational sustainability and economic growth.

This paper introduces the concept of mentoring and coaching touch as improvement tactics to transform average salespeople into exceptional performers in contemporary selling to surpass productivity records.

Introduction: Artificial intelligence (AI) assists recruiters in effectively and efficiently nominating applicants precisely and accurately. It helps in the screening of resumes without biasness. This chapter will identify different AI technology and various organisations using it fully or partially.

Purpose: This chapter aims to get insights about various AI tools that assist human recruiters, save time and cost, and provide modern experiences. It will help identify various applications that are currently in use and their features. It also helps in finding out the benefits and the challenges faced by the recruiters and the applicants while assimilating those applications in hiring.

Need for the Study: The study will be helpful to all those recruiting firms who are presently using AI or not using it to understand the benefits and challenges they might face.

Methodology: The chapter will be based on reviews and industry reports. This chapter will include a study related to human resource (HR) functions where AI is used. To give more insights into AI technology, this study mentions various applications like Mya, Brazen, etc., and their usefulness in recruitment. Also, special emphasis would be given to the recruitment functions as most companies use AI. Some companies like Deloitte and Oracle are using AI fully or partially will also be incorporated.

Findings: The study finds out that although many companies have started to use AI tools for recruitment, they have not explored all the algorithms that can be used to complete the whole recruitment and selection process. Companies like Loreal use AI for candidate applications and recruiter screening, but human recruiters stand strong for assessments and interviews. AI’s widespread use presents human resource management (HRM) practitioners with both opportunities and challenges.

Practical implications: The basic idea of the study is to scrutinise the related literature and find out the features, advantages and limitations/challenges of using AI which would be helpful for recruiters in better understanding of the technology-driven recruitment.