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Introduction: Human resource management (HRM) is going through a transformation phase due to the pandemic. The COVID-19 crisis compelled the employees to work virtually. To mitigate the effects of COVID-19, several organisations heavily invested in artificial intelligence (AI) in the realm of HRM.

Purpose: With limited studies on the paradigm shift in HRM post-pandemic and the role of AI, the study investigates and proposes a conceptual framework for the paradigm shift in HRM practices post-COVID-19 pandemic and the significance of AI. Furthermore, the study investigates the outcomes of the use of AI in HRM for organisations and employees.

Methodology: A comprehensive review of the literature based on the guidelines of Tranfield, Denyer, and Smart (2003) and Crossan and Apaydin (2010) has been followed. A systematic literature review assisted in critically analysing, synthesising, and mapping the extant literature by identifying the broad themes involved.

Findings: COVID-19-related economic disruption has led to a paradigm shift in HRM practices. AI-enabled HRM practices are now centred around remote and contingent workforce management, mindfulness, social capital, increasing employee engagement, reskilling and upskilling towards new competencies, etc. AI is making remote work seamless through smooth recruitment and selection process, onboarding, career and development, tracking and managing the performance, facilitating learning, and talent management. Post-pandemic, AI-powered tools based on data mining (DM), predictive analytics, big data analytics, natural language processing (NLP), intelligent robots, machine learning (ML), virtual (VR)/augmented reality (AR), etc., have paved the way for managing the HRM practices effectively, thereby leading to enhanced organisational performance, employee well-being, automation, and reduced cost.

The aim of this article is to examine some of the imperatives surrounding the preparation of the workforce for the cruise and hospitality industry after the COVID-19 pandemic. This includes a competency-based approach to training.

An analysis of peer-reviewed material was conducted. This involved looking at the literature on the cruise and hospitality industry in the Caribbean region and specifically, Jamaica. Attention was then given to how aspects of training in competency-based education/training (CBE/T) could be utilised to prepare the workforce to sustain a viable cruise and hospitality industry during and after the pandemic.

The pandemic reveals some of the weaknesses of global tourism and academia more generally in terms of curricula and has pointed out that most of the training methods, techniques, pedagogies and subject areas may change in times of crisis in order to better prepare for response and recovery policies, strategies and research. Some of the competencies that the post-pandemic cruise and hospitality workforce will require were identified in the review, such as technological, health management and resilience competencies.

The review implies that there are new and emerging competencies that are driven by the COVID-19 pandemic. These must be reflected in a competency-based education and training (CBET) curricula as educational change will be required to prepare the post-pandemic workforce.

Relationships and results will need to be the focus of CBET for the cruise and hospitality industry. Although the customer focus will remain for industry workers, the workforce will need to learn to interact with tourists via touchless applications, simulations and virtual interactions.

This paper is of value to educators and trainers in the cruise and hospitality industry.

The purpose of studying digitization transformation of the supply chain is to understand how digital technologies and processes are changing the way supply chains operate and to identify the opportunities and challenges associated with this transformation. Studying digitization transformation of the supply chain is important because it can help global businesses in identifying the best practices in supply chain management (SCM) systems and enhance supply chain performance. Hence, this research study is contributing in revealing the outcomes of digital inclusiveness in overall SCM for the growth of retail and e-commerce based platforms.

This research is using both descriptive and explanatory research designs to provide a comprehensive understanding of the problems in SCM. Descriptive research provides a detailed description of the characteristics of the population under study, while explanatory research identifies the causal relationships between the variables. Descriptive research has helped us to develop hypotheses about the relationships between variables that can be tested using explanatory research. Explanatory research has been used to validate the findings of descriptive research. By using both descriptive and explanatory research designs, our research design has increased the generalizability of our findings.

According to this study, businesses intend to change their supply chain strategies after the wake of competitive era to make them more robust, sustainable and collaborative with suppliers, customers and stakeholders by investing more in SCM technology like Blockchain, AI, analytics, robotic process automation and data control centers. This study evaluates the impact of digitization on supply chain systems. This includes assessing the benefits of digitization and identifying the factors that contribute to successful implementation. This research is studying the role of data analytics in SCM and how it can be leveraged to improve efficiency, reduce costs and increase transparency.

The study highlights the importance of adopting digitization in supply chain systems to improve supply chain robustness, sustainability and collaboration with stakeholders. This study's emphasis on data analytics in SCM presents an opportunity for businesses to gain insights into their supply chain systems and make data-driven decisions. This can enhance efficiency, reduce costs and improve overall supply chain performance. The study's focus on SCM technology and data analytics may overlook other factors that contribute to successful SCM, such as organizational culture, human resources and supply chain governance.

This study will complement to the existing body of information, management theory and practice and will benefit all. The research work is original and can be implemented worldwide to promote digitization in SCM for smooth transactions in the entire chain of wholesalers, retail distributors and customers.

This study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.

The study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.

The study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.

The findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.

This is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.

The catastrophic effects of the COVID-19 pandemic have considerably impacted the labour market and increased job insecurity among workers. This study systematically reviews the literature on job insecurity conducted in the context of the COVID-19 pandemic with three key objectives. First, to identify the key antecedents of job insecurity during the pandemic. Second, to identify the outcomes associated with job insecurity during the pandemic. Third, to identify the underlying boundary conditions that strengthened or alleviated the association between the antecedents of job insecurity and its associated outcomes.

The study followed PRISMA 2020 guidelines for the selection and inclusion of scientific literature by systematically searching five electronic databases, namely, Scopus, ScienceDirect, PubMed, Web of Science and Psych Info.

A perception of health-related risks, negative economic consequences and organizational restructuring during the pandemic were the primary factors contributing to job insecurity among workers. The consequences encompassed detrimental impacts on health and well-being, proactive measures undertaken by employees to alleviate the threat of job loss, and a variety of tactics employed to cope with stress arising from job insecurity. The boundary conditions elucidate the factors that alleviated job insecurity among workers and influenced both their work and non-work outcomes.

This is the first systematic review summarizing the literature on employees' experiences with job insecurity amid the COVID-19 pandemic. Based on a systematic review, this study provides doable steps that HR managers can take to effectively manage job insecurity among workers, particularly during a crisis.

Human history observed an arduous time fighting the novel infectious respiratory disease Covid-19 coronavirus, which started in Wuhan, China and spread rapidly across the globe in 2020. Economies and the countries including India around the world experienced dismay with nationwide lockdowns and the fear of the unknowing. The unforeseen circumstances enforced immediate transitions in the organizations' work environment through remote working, digital infrastructure, online collaborations and new ways of interaction. The pandemic altered the workplace trajectories in lasting ways as the employees settled into a new routine of working from home more quickly than imagined. Now, as India and many other countries slowly move beyond the crisis, there exists a need to realize the implications of the pandemic on the workplace and articulate the future of work. This article, therefore, investigates the key perceived benefits and the HR implications of the new and emerging concept of hybrid workplaces and presents an HRM framework for their successful adoption in India. The findings may prove crucial in framing new workplace norms and shaping them. Moreover, this research would provide practitioners, policymakers, business leaders and HR professionals insights about the need to review the existing workplaces and successfully roll out hybrid work models in accordance with HR strategies.

The methodology of Systematic Review of Literature (SLR) was adopted to study the key perceived benefits and the HR implications of hybrid workplaces.

The findings of the study would help business leaders, HR professionals, policymakers and researchers in developing HR policies and approaches for the adoption of the hybrid workplace as they chart the path toward the post-pandemic future.

The study stresses the HR implications of the future of work as the hybrid workplace paradigm evolves. The approach is explorative and would require quantitative validation in different sectors and countries.

The study makes a direct link between the hybrid workplaces and the impetus for the transformation of HR strategies. It also examines the changing role of the human resources (HR) functions and professionals after the pandemic.

The purpose of the theme issue was to enable cruise ship owners and destination governments to critically assess the viability, vulnerability and responsiveness of Caribbean cruise tourism in the context of the pandemic.

This concluding article uses content analysis to re-visit the contributions made to assessing the impact of the pandemic and the implications for Caribbean cruise tourism.

Governments across the Caribbean will need to re-think how they work with the cruise industry in a more cohesive and integrated way. This initiative is likely to result in the Caribbean having greater latitude in negotiations with the major cruise conglomerates that control over 80% of the industry in the region. Close attention must also be paid to improving local infrastructure and to facilitating the involvement of local people in providing tourists with an authentic Caribbean experience.

The coronavirus disease 2019 (COVID-19) pandemic has had a significant impact on the Caribbean region. In common with the rest of the world, island destinations had to close their borders to mitigate the impact of the virus and as tourism-dependent locations, this has had financial consequences. At present, there is no end in sight, and it is difficult to predict when Caribbean cruise tourism will ever return to pre-pandemic levels.

COVID-19 has shown the world that we are all dependent on each other and that greater collaboration is needed to re-open the cruise industry. The pandemic has also shown that rapid technological development is needed to drive change. Further, it can be argued that technology will enable all stakeholders to coordinate their responses, together with support from governments across the Caribbean.

This theme issue explored the impact of COVID-19 on cruise tourism in the Caribbean and it proposes factors to mitigate re-occurrence. The proposals contained in this theme issue provide a guide to help enable governments in the Caribbean region to re-position their respective countries in response to the pandemic and related socio-economic impacts.

This paper discusses the redevelopment of MSc Civil Engineering and Construction Management of a modern university in the Midlands of the UK in recent years, with the aim to offer flexible future learning opportunities for built environment professionals and address the sector's skill shortage concerns (Augar Review, 2019 and 2021; Department for Education (DfE), 2020 and 2021; Foresight Review, 2017).

The research method is insider action research and a case study approach. It involves interviews with external and internal stakeholders who contributed to this redevelopment and review of relevant documents related to the development.

The research finding showed that both the internal and external stakeholders welcome the proposed redevelopment of postgraduate courses in Civil Engineering and Construction Management. They found the course offers opportunities for civil engineering and construction professionals to further develop their skills and to address government initiatives on flexible and future learning. The online offer of the course is attractive to potential students. It has brought a substantial financial return to the university and created a new international presence of the course and the university.

It has been argued that an insider research approach may have an advantage in accessing information compared to other research methods. The case study approach may have limitations on generalisability.

This research can be used as an example for other universities that aim to enhance their existing offers to address government initiatives and enhance financial viability.

This paper is a pilot study examining a university's response to skill shortage and government proposal on flexible learning for adults through redevelopment and enhancement of the offer of the existing postgraduate courses.