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While many organizations are starting to use business intelligence (BI) in many areas of their businesses and make substantial gains, they have taken little advantage of this in the human resources (HR) management area. The purpose of this paper is to advance BI and data analytics technologies as precursors to the design of HR management protocols and database strategies.

The paper discusses the fact that the increasing prevalence of globalization is driven by a number of factors including growing consumers in developing countries, technological progress, and worldwide workforce diversity. HR departments of global companies must implement BI techniques and assemble global databases that obtain information such as employee's attrition and hiring, compensation and benefits, ethnic, gender, cultural, and nationality distributions. By applying advanced analytical techniques on the global database, human resources professionals will acquire intelligent business insight, predict changes and make informed decisions at operational and strategic levels.

The business environment is constantly evolving into a more complex system and with global competition, decision making in organizations has become increasingly intricate and convoluted. This creates challenges for global organizations' HR departments to manage a workforce diverse in cultures, time zones, expertise, benefits and compensations.

Only those multinational enterprises willing to adapt their human resource practices to the changing global labor market conditions will be able to attract and retain high performing employees. BI and data analytics can aid in making informed decisions based on knowledge extracted from the data and options at hand. Organizations that have successfully implemented BI are able to make decisions quickly and with more accuracy. They have better and faster access to the key activities and processes that the organizations and its functional departments must pursue to meet their goals and objectives.

The paper tackles one of the most critical problems of educating multinational enterprises to adapt their HR practices to the changing global labor market conditions. By incorporating BI and data analytics in the design of HRM protocols and database strategies they can attract, develop and retain high performing employees and succeed in the global business competition.

This paper aims to analyze provisions in the existing US laws and government directives for deployment, vigilance and persistence in managing homeland security.

Within about a year after the September 11 terrorist attacks, the US Congress passed various new laws and the executive branch of the government issued a series of directives to maintain domestic security. The approach of the study is to analyze the provisions of the laws and the directives with an aim of seeing how these will enable risk management considering that the resources are not unlimited.

The existing laws and directives enhance the ability of the USA to manage domestic incidents by establishing a single, comprehensive national incident management system. However, the major impediment to risk management is currently the lack of ability to share critical information among federal, state, local, tribal, public and private sector organizations. The government and private sectors should work together to form partnerships and to improve the flow of information. To make risk management processes truly effective, people need to be educated on their advantages and disadvantages so that they can use such tools appropriately to help them prioritize and allocate resources.

The paper advances research and strategies to manage homeland security and eliminate or at least reduce the risk of terrorist attacks.

The purpose of this paper is to advance information systems, research and strategies to manage global human resources. The influx of diversity candidates into the marketplace is driving the wheels of change. With an increase in minorities and international workforce in advanced education and professional positions, employers are choosing to embrace diversity. Those that successfully make this transition will prosper in this new century and beyond. A culturally diverse workforce provides an enriched environment for the development of new ideas, fresh perspectives and innovative methodologies.

The paper discusses the fact that the increasing prevalence of globalization is driven by a number of factors, including shortage of talent in developed countries, availability of low‐cost labor, growing consumers in developing countries, technological progress and worldwide workforce diversity. Human Resources (HR) departments of global companies must assemble global databases that obtain information such as employee's attrition and hiring, compensation and benefits, ethnic, gender, cultural, and nationality distributions. By applying advanced analytical techniques on the global database, HR professionals will get intelligent business insight, predict changes and make informed decisions at operational and strategic levels.

The global supply of talent is short of its long‐term demand, and the gap is a challenge for employers everywhere. The shortage between the demand and supply of talent is likely to continue to increase notably for high skilled workers and for the next generation of business executives.

Only those multinational enterprises willing to adapt their HR practices to the changing global labor market conditions will be able to attract and retain high performing employees. Organizations need to place greater emphasis on attracting human capital in addition to financial capital. Global staffing and management of a workforce diverse in culture and language skills and dispersed in different countries are the key goals of global human resources.

The paper tackles one of the most critical problems of educating multinational enterprises to adapt their HR practices to the changing global labor market conditions. In so doing multinational enterprises will attract, develop and retain high performing employees in order to survive and succeed in the global competition. Management of culturally diverse and geographically dispersed workforce is a key goal of global human resources. It is also critical that businesses not only familiarize with local ways of doing business and understand needs of the local consumers, but also to develop a global mindset, global HR information systems and global HR databases. Global HR will play roles and responsibilities in leading organizations towards openness to cultural diversity.

This paper seeks to advance research and strategies that lead to a heightened awareness of the need to protect data from disclosure, to guarantee the authenticity of data and messages, and to protect systems from network‐based attacks.

The paper introduces the necessary mathematics of cryptography: integer and modular arithmetic, linear congruence, Euclidean and extended Euclidean algorithm, Fermat's theorem, and Elliptic curve.

The results indicate that encryption has expanded beyond confidentiality concerns to include techniques for message integrity checking, sender/receiver identity authentication, digital signatures, interactive proofs, and secure computation.

The results of this research show that all forms of e‐commerce activities such as online credit card processing, purchasing stocks, and banking data processing, if compromised, would lead to businesses losing billions of dollars in lost revenues as well as losing confidence in e‐commerce. In the last few years, it had been reported that organizations that store and maintain customers' private and confidential records were compromised on many occasions by hackers breaking into the data networks and stealing the records from the storage media.

This paper tackles one of the most critical problems of securing data networks. Security problems arise among other things to resource and workload sharing; complexity of interconnected networks; authentication of users; fast expandability of networks; threats to networks such as wiretapping and violations of the seven pillars of security: authentication, authorization, privacy, integrity, non‐repudiation, availability, and audit.

The banking sector requires a major comeback with the series of bank frauds that has shook the nation. The rising non-performing assets (NPAs) and corporate frauds find their roots in the top-level management or executive levels. The purpose of this study to analyse the behavioural component with corporate governance lapses for creating a trail and to what extent it can contribute to forensic analysis to help reduce and prevent fraud in the future.

This study is investigative in nature. This study uses case study approach by taking into account the major Advance–NPA–Fraud cases over period of 2010–2022. RBI data for bank advances, NPAs and advances-relate frauds from 2005 to 2019 were studies and interpreted for creating a trend and pattern for the reduction and prevention of frauds.

The authors found that behavioural factors and personalities affect the systems and culture of the company, thereby giving a jolt to the corporate governance mechanisms along with various entities like depositors, consumers and shareholders.

Assessing the behavioural aspects for risk mitigation remains unexplored in the banking sector. The personality dimension can help in contributing to comprehending the mental aspects and the reasons behind the combination of dark triads with economic offences.

This study is beneficial to all the beneficiaries of the banking sector and the economy at large in understanding the implications of risks because of patterns formed by emotions and vulnerability towards economic and fugitive economic crimes.

This paper aims to introduce the background with the theme issue question: How is the hospitality and tourism industry in India responding to the dynamic digital era?

The paper has discussed the importance of digital technologies and its scope in customer engagement and marketing of hospitality and tourism products; nevertheless, it also identifies the role of human touch and traditional marketing by suggesting the appropriate mix. This paper has examined the role of influencers and online reviews in impacting the purchase tech decisions related to travel and tourism.

This paper highlights the current digital trends in hospitality and tourism of India and highlights the contribution of authors toward the strategic question.

The theme issues draw extensively from industry leaders, digital agencies, restaurant owners and tech consumers to offer relevant and varied perspectives.

India is making significant progress in the adoption of digital technologies; yet, there is limited research in providing insights and barriers about hospitality and tourism services. This theme issue will identify the untapped potential and issues with respect to the Indian context.

The purpose of this paper is to review and summarize the theme issue outcomes in relation to the strategic question: How is the hospitality and tourism industry in India responding to the dynamic digital era?

This paper draws on the findings of the theme issue contributors to identify the response of the Indian hospitality and tourism industry towards the rapid pace of digitization and use of technology.

The summary highlights the research on various facets of digital push with respect to marketing of products and services, role of data analytics, use of technology tools in operations to impact customer experience. It has implications for industry practitioners, researchers and policymakers.

It is quite clear that technology needs to be embraced by the hospitality and tourism Industry in India at a faster pace to compete well globally, deployment of digital technology has potential to positively impact efficiencies and quality of customer experience. There are huge implications for how digital marketing is going to become a critical part of the marketing strategy at large.

The research in this theme provides insight from both practitioner and academic perspectives provide a take on the ground realities with respect to how the hospitality and tourism businesses in India are changing how they work in the digital era.

The learning outcomes of this paper is as follows: to identify unique selling points of a growing business for attaining competitive advantage; to understand the role of segmentation for Wellness Zone Headmasters (WZH); to explore different strategic choices for successful expansion of business; to help students understand the concept of customer satisfaction in a competitive industry; and to understand the importance of differentiation as a major deciding factor for the future of a business.

In March 2020, Kumud Goel, one of the directors of WZH, a chain of wellness spa and salon in Jammu and Kashmir (India), was considering different marketing strategies to grow her existing business. The company had opened two new outlets in the past two years and was looking at increasing its customer base. Kumud was concerned about keeping her customers satisfied in a highly competitive industry. She was aware that differentiation was critical for future growth. In what ways could WZH differentiate itself from its competitors at a time when the market was exploding? Could customer segmentation be the solution? What measures would WZH need to take to increase its repeat customers?

The case is appropriate for use in a 90-min class in a Masters in Business Administration-level management course and for undergraduates, especially marketing majors and in a module on marketing strategy and customer value.

Teaching notes are available for educators only.

CSS 8: Marketing.

This paper aims to study the contact between rough cylindrical surfaces considering the elastic-plastic deformation of asperities.

The elastic deformation of the nominal surface of the curved surface is considered, the contact area is discretized by the calculus thought and then the nominal distance between two surfaces is obtained by iteration after the pressure distribution is assumed. On the basis of the Zhao, Maietta and Chang elastic-plastic model, the contact area and the contact pressure of the rough cylindrical surfaces are calculated by the integral method, and then the solution for the contact between rough cylindrical surfaces is obtained.

The contact characteristic parameters of smooth surface Hertz contact, elastic contact and elastic-plastic contact between rough cylindrical surfaces are calculated under different plastic indexes and loads, and the calculation results are compared and analyzed. The analysis shows that the solution considering the elastic-plastic deformation of asperities for the contact between rough cylindrical surfaces is scientific and rational.

This paper provides a new effective method for the calculation of the contact between rough cylindrical surfaces.

Corruption in India reached a crescendo between 2011 and 2013, with the exposure of the 2G Spectrum scandal and the “Coalgate” report fiasco at the top of all recent events. The largest working democracy is under the scanner. As the third largest economy in Asia, a nuclear power, and an information technology powerhouse, India has a lot to clean up. Current experience shows the failure of the top investigative agencies and the lack of political will to tackle corruption. The spate of high-level corruption scandals has also led to a popular movement in 2011, which also fizzled out, including the newly introduced “Anti-Corruption, Grievance Redressal and Whistleblower Protection Act, 2011.” This chapter examines the several issues involved.