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Article
Publication date: 29 April 2021

Rajasshrie Pillai and Brijesh Sivathanu

To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR…

Abstract

Purpose

To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data quality along with descriptive and predictive financial and non-financial metrics.

Design/methodology/approach

This work utilizes the grounded theory method. After the literature was reviewed, 113 HR managers of multinational and national companies in India were interviewed with a semi-structured questionnaire. The collected interview data was analyzed with NVivo 8.0 software.

Findings

It is interesting to uncover the descriptive and predictive non-financial and financial metrics of HR practices and their influence on organizational performance. It was found that HR data quality moderates the relationship between the HR practices outcome and HR metrics. This study found that HR metrics help in HR decision-making for strategic HRM and subsequently affect organizational performance.

Originality/value

This study has uniquely provided the descriptive and predictive non-financial and financial metrics of HR practices and their impact on HR decision making, strategic HRM and organizational performance. This study highlights the importance of data quality. This research offers insights to the HR managers, HR analysts, chief HR officers and HR practitioners to achieve organizational performance considering the various metrics of HRM. It provides key insights to the top management to understand the HR metrics' effect on strategic HRM and organizational performance.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 15 May 2018

Brijesh Sivathanu and Rajasshrie Pillai

This paper aims to highlight the importance of Smart Human Resources 4.0 (Smart HR 4.0) and its role as a catalyst in the disruption process in the human resource domain…

Abstract

Purpose

This paper aims to highlight the importance of Smart Human Resources 4.0 (Smart HR 4.0) and its role as a catalyst in the disruption process in the human resource domain. This paper illustrates the advantages of Smart HR 4.0 in the HR domain by using the example of Credit Suisse, which has extensively used people analytics to reduce employee attrition.

Design/methodology/approach

The paper discusses the role of Smart HR 4.0 as a disruptor in the human resource domain. With the help of the Smart HR 4.0 conceptual framework, this paper illustrates how Smart HR 4.0 disrupts the talent on-boarding, talent development, and talent off-boarding process.

Findings

An organization would require a successful Smart HR 4.0 strategy to cope up with the challenges of Industry 4.0 transformation. Emerging technologies such as Internet-of-Things, Big Data, and artificial intelligence will automate most of the HR processes, resulting in efficient and leaner HR teams. Both organization structure and leadership style changes would be required for efficient Smart HR 4.0 implementation that would allow HR departments to play a more strategic role in the overall organization growth.

Originality/value

This paper contributes to the existing literature and body of knowledge in the HR domain by developing a Smart HR 4.0 conceptual framework. This paper discusses how Smart HR 4.0 acts as a catalyst in the disruption of talent ion-boarding, talent development, and talent off-boarding process with the help of emerging technologies and change in the employee generation.

Details

Human Resource Management International Digest, vol. 26 no. 4
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 2 May 2019

Poornima Sehrawat and Rajasshrie Pillai

The purpose of this study is to understand the importance of neuroscience for human resource management (HRM).

Abstract

Purpose

The purpose of this study is to understand the importance of neuroscience for human resource management (HRM).

Design/methodology/approach

This study reviewed the extant literature and interviewed doctors and HR managers to understand the implications of neuroscience for HRM.

Findings

This paper highlights the applications and understanding of neuroscience in various verticals of HRM for effective HR management.

Practical implications

This paper provides valuable insights to HR managers to develop HR practices considering the implications of neuroscience for HRM.

Originality/value

This study is valuable, as it provides the details of usage of neuroscience for effective HRM.

Details

Development and Learning in Organizations: An International Journal, vol. 33 no. 4
Type: Research Article
ISSN: 1477-7282

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Article
Publication date: 19 February 2020

Rajasshrie Pillai and Brijesh Sivathanu

The purpose of this paper is to investigate the adoption of Internet of Things (IoT) in the agriculture industry by the farmers' in India using the theoretical lens of the…

Abstract

Purpose

The purpose of this paper is to investigate the adoption of Internet of Things (IoT) in the agriculture industry by the farmers' in India using the theoretical lens of the behavioral reasoning theory (BRT).

Design/methodology/approach

A survey on farmers was conducted to examine the adoption of IoT in agriculture industry (IoT-A) using BRT. The data analysis of the primary survey was done by applying the structural equation modelling (SEM) technique.

Findings

The ‘reasons for’ adoption of IoT-A were as follows: Relative advantage, social influence, perceived convenience, and perceived usefulness. The ‘reasons against’ adoption were as follows: Image barrier, technological anxiety, perceived price and perceived risk. The BRT theory provides the platform to discuss the psychological processing of acceptance of IoT in agriculture industry by the farmers.

Practical implications

This research has unique implications as it studies the rural consumers’ behavior of innovation adoption namely IoT in agriculture. It provides the specific reasons ‘for’ and ‘against’ IoT adoption in agriculture, which will give directions to the marketers of IoT technology to develop suitable marketing strategies to improve the adoption in rural areas.

Originality/value

This research takes the first step in the direction toward deliberation of the adoption of IoT-A by farmers in an emerging Indian economy using the BRT theory, which discusses the ‘reasons for’ and ‘reasons against’ adoption in a proposed model.

Details

Benchmarking: An International Journal, vol. 27 no. 4
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 16 December 2019

Rajasshrie Pillai and Brijesh Sivathanu

The purpose of this paper is to investigate the online learning experience (LE) of massive open online courses (MOOCs) among the students in India using the lens of…

Abstract

Purpose

The purpose of this paper is to investigate the online learning experience (LE) of massive open online courses (MOOCs) among the students in India using the lens of community of inquiry (CoI) model and two additional contextual factors.

Design/methodology/approach

The study conducted a survey using a structured questionnaire among the undergraduate and postgraduate students to examine the LE of MOOCs using the CoI framework and contextual variables – technical barrier (TB) and hedonic motivation (HD). The primary data were analyzed with the partial least squares structural equation modeling technique.

Findings

The results show that teaching presence (TP) influences cognitive presence (CP) and social presence (SP). SP influences CP. It is also found that TP, SP and CP influence the LE of MOOCs. It is found that TB negatively influences LE but is not significant and HD significantly influences LE positively for MOOCs.

Research limitations/implications

This study has a few limitations as it is a cross-sectional study in India, which surveyed undergraduate and postgraduate MOOCs learners, and caution needs to be taken while generalizing the outcomes. Further studies can be conducted across other countries considering demographic factors like age, gender, income groups, education and profession.

Practical implications

This research highlights the antecedents influencing the LE of MOOC learners using the CoI framework which will help the MOOC designers and marketers to apprehend the factors influencing LE. The results of this research will help them formulate suitable strategies in the design and delivery of MOOCs to improve the LE of learners.

Originality/value

This unique research investigates and empirically validates the CoI framework to understand LE of MOOC learners in India. This research extends the CoI framework by adding contextual factors – TB and HD in the context of a developing country.

Details

International Journal of Educational Management, vol. 34 no. 3
Type: Research Article
ISSN: 0951-354X

Keywords

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Article
Publication date: 17 August 2020

Rajasshrie Pillai and Brijesh Sivathanu

Human resource managers are adopting AI technology for conducting various tasks of human resource management, starting from manpower planning till employee exit. AI…

Abstract

Purpose

Human resource managers are adopting AI technology for conducting various tasks of human resource management, starting from manpower planning till employee exit. AI technology is prominently used for talent acquisition in organizations. This research investigates the adoption of AI technology for talent acquisition.

Design/methodology/approach

This study employs Technology-Organization-Environment (TOE) and Task-Technology-Fit (TTF) framework and proposes a model to explore the adoption of AI technology for talent acquisition. The survey was conducted among the 562 human resource managers and talent acquisition managers with a structured questionnaire. The analysis of data was completed using PLS-SEM.

Findings

This research reveals that cost-effectiveness, relative advantage, top management support, HR readiness, competitive pressure and support from AI vendors positively affect AI technology adoption for talent acquisition. Security and privacy issues negatively influence the adoption of AI technology. It is found that task and technology characteristics influence the task technology fit of AI technology for talent acquisition. Adoption and task technology fit of AI technology influence the actual usage of AI technology for talent acquisition. It is revealed that stickiness to traditional talent acquisition methods negatively moderates the association between adoption and actual usage of AI technology for talent acquisition. The proposed model was empirically validated and revealed the predictors of adoption and actual usage of AI technology for talent acquisition.

Practical implications

This paper provides the predictors of the adoption of AI technology for talent acquisition, which is emerging extensively in the human resource domain. It provides vital insights to the human resource managers to benchmark AI technology required for talent acquisition. Marketers can develop their marketing plan considering the factors of adoption. It would help designers to understand the factors of adoption and design the AI technology algorithms and applications for talent acquisition. It contributes to advance the literature of technology adoption by interweaving it with the human resource domain literature on talent acquisition.

Originality/value

This research uniquely validates the model for the adoption of AI technology for talent acquisition using the TOE and TTF framework. It reveals the factors influencing the adoption and actual usage of AI technology for talent acquisition.

Details

Benchmarking: An International Journal, vol. 27 no. 9
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 10 September 2020

Rajasshrie Pillai and Brijesh Sivathanu

This study aims to investigate the customers’ behavioral intention and actual usage (AUE) of artificial intelligence (AI)-powered chatbots for hospitality and tourism in…

Abstract

Purpose

This study aims to investigate the customers’ behavioral intention and actual usage (AUE) of artificial intelligence (AI)-powered chatbots for hospitality and tourism in India by extending the technology adoption model (TAM) with context-specific variables.

Design/methodology/approach

To understand the customers’ behavioral intention and AUE of AI-powered chatbots for tourism, the mixed-method design was used whereby qualitative and quantitative techniques were combined. A total of 36 senior managers and executives from the travel agencies were interviewed and the analysis of interview data was done using NVivo 8.0 software. A total of 1,480 customers were surveyed and the partial least squares structural equation modeling technique was used for data analysis.

Findings

As per the results, the predictors of chatbot adoption intention (AIN) are perceived ease of use, perceived usefulness, perceived trust (PTR), perceived intelligence (PNT) and anthropomorphism (ANM). Technological anxiety (TXN) does not influence the chatbot AIN. Stickiness to traditional human travel agents negatively moderates the relation of AIN and AUE of chatbots in tourism and provides deeper insights into manager’s commitment to providing travel planning services using AI-based chatbots.

Practical implications

This research presents unique practical insights to the practitioners, managers and executives in the tourism industry, system designers and developers of AI-based chatbot technologies to understand the antecedents of chatbot adoption by travelers. TXN is a vital concern for the customers; so, designers and developers should ensure that chatbots are easily accessible, have a user-friendly interface, be more human-like and communicate in various native languages with the customers.

Originality/value

This study contributes theoretically by extending the TAM to provide better explanatory power with human–robot interaction context-specific constructs – PTR, PNT, ANM and TXN – to examine the customers’ chatbot AIN. This is the first step in the direction to empirically test and validate a theoretical model for chatbots’ adoption and usage, which is a disruptive technology in the hospitality and tourism sector in an emerging economy such as India.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 10
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 2 July 2018

Rajasshrie Pillai and Brijesh Sivathanu

This study aims to use the novel approach of applying the behavioural reasoning theory (BRT) to understand the relative influence of reason for and reason against the…

Abstract

Purpose

This study aims to use the novel approach of applying the behavioural reasoning theory (BRT) to understand the relative influence of reason for and reason against the adoption of mobile learning applications (M-learning apps) among information technology (IT) and information technology enabled services (ITeS) employees.

Design/methodology/approach

This study surveys 680 employees of IT and ITeS companies in India to examine the adoption of M-learning apps for learning using the BRT and the primary data analysis was done using the partial least squares-structural equation modelling technique.

Findings

It is found that the context-specific adoption factors for M-learning apps are hedonic motivation, self-efficacy, learning autonomy, ubiquitous and relative advantage, whereas the reasons against adoption of the M-learning apps are traditional barrier, usage barrier and image barrier. It is also found that values of openness to change positively affect the reasons for adoption and do not significantly affect reasons against adoption of M-learning. Values of openness to change affect the attitude towards M-learning apps and attitude affects the adoption intention of M-learning apps for learning.

Research/limitations/implications

This cross-sectional study was conducted only in the Indian IT/ITeS firms and future research can be conducted in other sectors and countries to generalize the results.

Practical implications

This research uniquely highlights the adoption factors both for and against, which should be considered while developing marketing strategies for M-learning apps’ adoption. It is imperative for training managers to consider these factors during the selection of M-learning apps and for designers while designing the M-learning apps.

Originality/value

This study provides new insights towards the use of mobile apps for learning with the employees’ perspective using the BRT theory and it highlights the reason for adoption and reason against adoption of M-learning apps.

Details

Interactive Technology and Smart Education, vol. 15 no. 3
Type: Research Article
ISSN: 1741-5659

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Article
Publication date: 6 August 2019

Brijesh Sivathanu and Rajasshrie Pillai

This paper aims to study is to empirically investigate the role of entrepreneurial orientation (EOR), entrepreneurial bricolage (EBR), technology orientation (TOR)…

Abstract

Purpose

This paper aims to study is to empirically investigate the role of entrepreneurial orientation (EOR), entrepreneurial bricolage (EBR), technology orientation (TOR), sustainability orientation (SOR) and Trust (TUR) in the sustainable enterprise performance (SEP) of tech startups in India. It uses a framework grounded in the EBR theory, upper echelon theory and resource-based view theory.

Design/methodology/approach

A primary survey was conducted using a structured questionnaire amongst 285 sample respondents from 425 tech startups and the data were analyzed using the partial least squares-structural equation modeling technique.

Findings

The findings suggest that EOR and TOR significantly influence SEP. SOR and TUR do not significantly affect the SEP. EBR plays a significant mediating role between TOR and EOR and SEP in the context of Indian technology-based startups.

Research limitations/implications

This cross-sectional study has a geographic limitation as it was conducted in Mumbai, Bangalore and Pune and their suburbs. As this study was carried out in the context of tech startups in a developing country such as India, caution needs to be exercised while generalizing the findings of this study to other regions, countries and cultural contexts.

Practical implications

This study highlights the significance of TOR and EOR in the long-term SEP to the budding entrepreneurs who have strong EOR and deploy EBR strategy to start their new business ventures. It also infers that few of the reasons for the failure of tech startups are because of the lack of attention to TUR and SOR.

Originality/value

This study has a novel contribution as it empirically validates the role of multiple constructs such as EOR, TOR, TUR, SOR and EBR toward SEP in a resource-constrained startup environment in the context of a developing country such as India.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 12 no. 1
Type: Research Article
ISSN: 2053-4604

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Article
Publication date: 7 November 2019

Brijesh Sivathanu and Rajasshrie Pillai

This paper aims to examine the technology usage for talent management and its effect on organizational performance.

Abstract

Purpose

This paper aims to examine the technology usage for talent management and its effect on organizational performance.

Design/methodology/approach

The grounded theory approach was used for this research. Semi-structured interviews with 122 senior HR officers of national and multinational companies in India were conducted after extensive literature review. NVivo 8.0 software was used for the analysis of the interview data.

Findings

Technology usage for talent management contributes to talent analytics and strategic HR management (SHRM). It was found that talent analytics and SHRM lead to developing a high-performing talent pool, which in turn contributes to organizational performance.

Originality/value

This study used the grounded theory approach to develop the proposed conceptual model for organizational performance using talent management technology. This study delivers important insights for talent managers, HR technology marketers and developers of technology.

Details

International Journal of Organizational Analysis, vol. 28 no. 2
Type: Research Article
ISSN: 1934-8835

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