An Exploratory Study on The Integration of Artificial Intelligence in Sustainable HRM Practices Within Indian Public Sector Firms

Sujit Kumar Mahapatro

doi:10.69968/ijisem.2024v3si208-13

Authors

Sujit Kumar Mahapatro Institute of Business Management and Commerce, Mangalayatan University, Beswan, Aligarh, Uttar Pradesh

DOI:

https://doi.org/10.69968/ijisem.2024v3si208-13

Keywords:

Artificial Intelligence, Sustainable HRM, Employee Engagement, Talent Acquisition, Environmental Performance, Public-Sector Enterprises

Abstract

The incorporation of artificial intelligence (AI) into sustainable human resource management (HRM) practices within Indian public sector firms signifies a substantial change in organizational strategy. The objective of this convergence of human capital management and technology is to increase efficiency, mitigate environmental impact, and encourage social responsibility. AI provides optimistic solutions to streamline HR processes, enhance decision-making, and cultivate a more sustainable workplace culture as India's public sector confronts the dual challenges of modernization and sustainability. AI-driven HRM tools have the potential to transform a variety of human resource management functions, including recruitment, training, performance evaluation, and employee well-being. These technologies have the capacity to analyze immense quantities of data in order to identify patterns, predict trends, and offer insights that human managers may overlook. AI can assist in the optimization of resource allocation, the reduction of waste in HR processes, and the advancement of initiatives that encourage employee engagement in environmental and social causes within the context of sustainability. An attempt has been made to provide a brief investigation of AI deployed by Indian public-sector enterprises towards sustainable Human Resource Management (HRM) practices. This study of nearly 100 companies in India, reviews public reports along with government and industry data to assess how AI contributes to the development of sustainable HRM practices such as employee engagement, talent acquisition, and environmental performance. As a part of statistical analysis, regression and correlation tests are carried out, which assess the impact of AI on HRM efficiency or employee productivity as well as sustainability performance. The results suggest that there is a positive association between AI adoption and sustainable HRM practices, particularly in terms of employee engagement processes as well as operational efficiency. In practice, though, many organisations aren't using so much AI for a number of reasons, including cost and expertise. Findings — a view of the actual research reveals that AI contributes to sustainable HRM practices, but it requires infrastructural support for generalization. Future research should place emphasis on AI technologies crafted for public sector needs and pathways to addressing adoption barriers.

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https://doi.org/10.1111/1744-7941.12301