This paper’s objective is to scientifically identify the present research trends for future research agenda in Human Resource Analytics (HRA) domain by conducting a comprehensive literature study. Our proposed article applied the existing SPAR-4-SLR protocol for the systematic assessment of the HRA literature. Based on search parameters including subject, function, and language, the authors discovered 226 publications from the Scopus database. We performed a systematic literature review by considering the top 60 highly cited publications and identified five key themes such as HR analytics, Training and Development, Performance Management, Big Data, AI and ML, and Human Resource Information System and Organisation Development. This study extends the HRA research by incorporating systematic assessment to build a systematic grasp of the field of study and highlights the emerging relevance of HRA for effective, objective, and transparent Human Resource Development (HRD).

Purpose – The objective of this study is to analyse the integration of technology in Human Resources Management (HRM) with a special focus on Artificial Intelligence (AI), Machine Learning (ML), Internet of Things (IoT) and Big Data. Design/methodology/approach – This study aims to contribute to the understanding of these trends by conducting a thorough bibliometric analysis using the Scopus database, encompassing research on HRM and Technology from 1991 to 2022. By employing citation analysis, co-citation analysis and co-word analysis, the study uncovers key patterns and trends in the field. Findings – The findings indicate that AI, Big Data and ML are the focal points of research when exploring the intersection of Technology and HRM. These technologies offer promising prospects for enhancing Human Resource processes, such as Talent Acquisition, Performance Management and Employee Engagement. Research limitations/implications – In our study, we showcase the practical implications that offer guidance for HR researchers and professionals, enabling them to make informed decisions regarding the adoption and implementation of Information Technology. Practical implications – This research can provide valuable insights to HR managers on the use of cutting-edge technology in HRM. It aims to enhance the manager’s awareness of how technology-enabled HRM can improve HR performance. Originality/value – This study adds to the existing body of knowledge on how Modern Technology empowers HRM. It also proposes a conceptual framework for the use of Modern Technology along with Strategic Management and Knowledge Management to improve Human Resource Performance.

Introduction: The application of artificial intelligence (AI) can substantially enhance both short- and long-term decision-making in human resource management (HRM) practices. However, academic research fails to address the dark side of AI in confluence with HRM and primarily paints a bright picture of the advantages of AI. Purpose: The current research emphasises the challenges faced in the HRM domain in applying AI in HRM practices and further discusses the future path to maximise the effect of AI on HRM. Methodology: The study rigorously surveyed secondary sources like the journal papers, consultant reports and other databases to critically examine the challenges encountered in applying AI in HRM practices. Findings: Analysis of the above-mentioned sources shows that AI algorithm might bring routinisation of work. HRM ethics, data safety and integrity, biased algorithm from the programmer, fewer data to train the AI model, lack of technical skills of HR executive, neglecting values, and ignoring the creative thinking by employees are a few aspects that might cause difficulty in the adaptation of AI in the HRM domain. As a consequence, there could be unnecessary extra monitoring of employee behaviour, which in turn could lead to loss of workplace well-being and trimming of the human element in HRM. Practical Implications: This study adds value by focusing on the challenges and suggests the path for robust HRM practices; because, the biased decision-making by AI could potentially lead to improper decision-making by the top management, and in turn, the sustainability of a firm could be at stake.

Purpose Servant Leadership, a much talked about concept, is a new area of research in understanding leadership in organizations. Servant leadership is gaining its importance across industries worldwide. The term servant leadership coined by Robert K. Greenleaf hinting at serving helping the subordinates rather leading in the traditional sense. The purpose of this study is to investigate the existence of servant leadership in Indian IT industry, also to determine the extent that employee job related attitudes namely, job satisfaction, team commitment and team effectiveness associated with the perception of servant leadership in IT industries of South India in a psychological climate termed as trust in leader. Servant leadership being anecdotal in nature lacks sound base of theory and empirical evidence. The literature throws light on the historical background of servant leadership, key characteristics and contrast between the most followed leadership styles and servant leadership in the modern business era. Methodology. The study attempts to find empirical evidence for relationship between servant leadership, trust and job related attitudes. The researcher adopted Servant Organizational Leadership Assessment (SOLA) Instrument by J. A. Laub revised by Sharon Dury in 2004, Team Commitment Survey (TCS) by H. Bennett (2000), for data collection. Mediation analysis used to determine the level of association between the variables. Findings. Sample of 568 supports the empirical evidence for servant leadership in Indian context with the fitment of servant leadership model along with the followers' job attitudes and the mediating role of trust in leader in improving the association among the variables furthermore. Values of the results. The study concludes the supportiveness of servant leaders in enhancing the level of team commitment in the industry.

The evolution of information technology is seen as a response to the growing needs for business organizations to keep abreast with industry trends, as well as necessary needs and preferences of employees, other stakeholders. From current literature most of the studies document several factors that continue to experience positive effects relative to the banking industry’s increasing adoption of IT. Some of these factors (which play a moderating role in assuring improved performance, productivity or efficiency among employees) include work infrastructure, ease of use, enhanced coordination, skill compatibility, confidence, effective time management, the creation of trust, and higher employee returns (through improved service quality). The present paper suggest that IT implementation through training has led to skill improvements among employees and also yielded a positive, supportive work environment that has, in turn, motivated workforces towards supporting the vision and mission or banking institutions with which they work.

Today, information technology (IT) has become a key element in economic development and a backbone of knowledge based economies in terms of operations, quality delivery of services and productivity of services. Therefore, taking advantage of information technologies (IT) is an increasing challenge for developing countries. The purpose of the paper is to examine the impact of information technology on operational activities of banks, operational efficiency of employees and to acquaint with the level of satisfaction among the customers and employees. Data is collected from different customers and selected employees working in Indian banks. It is noticed that in improving customer services, management information system and ensuring high productivity, technology orientation has become inevitable. Benefits of information technology in banking are: increases operational efficiency, productivity and profitability, offering the superior quality customer services, multi-channel, real-time transaction processing, ability to better cross selling of products and services, improved management information system, management and accountability, efficient nonperforming assets (NPA) and risk/credit management and minimum transaction costs. Heavy investments in IT have been made by the banks in the expectation of improvement in their performance. But improvement in the performance depends upon, differences in the deployment, use and effectiveness of IT.

In the contemporary times, women in India are increasingly, socially & financially engaged in various economic activities with the emphasis on empowerment of women by various Government &non-government agencies; The focal point is on economic empowerment of girls in India. We severely look at the available secondary records on monetary empowerment of women in India from the point of view of empowerment inside the backdrop of development. We present the tendencies approximately the participation of women financial sports and stress at the want for appropriate skilling. There is an remarkable want to as it should be aptitude this altogether expansive staff with the intention that they could change into a noteworthy piece of the financial system. We gift the capabilities required for the aspirant women for his or her economic empowerment.

Leaders typically display the behavior needed to consistently influence and motivate subordinates, and are equipped with ethical and moral values and a zeal to serve. There is a need for more servant and ethical leadership. Ethical leadership is transformational leadership coupled with a moral foundation, while servant leadership refers to an attitude of serving followers through the principle of stewardship. This paper critically reviews servant leadership and ethical leadership models and offers a blended model of serving that fits into the organizational context. Their model stresses that leaders must be trained in morals to promote the common good.