Nuwan Madusanka

  As the global requirement for environmental and social responsibility gains motion, the role of Human Resources (HR) departments is undergoing a great transformation. No longer confined to traditional administrative functions, HR is evolving as a pivotal force in driving sustainability initiatives within organizations. This evolution highlights the recognition that sustainable habits are connected to long-term success, including not only environmental stewardship but also social and economic concerns. Within this context, HR leaders are accepting a central role in adopting a culture of sustainability and leading initiatives that align with wider organizational goals. By leveraging their proficiency in talent management, employee engagement, and organizational development, HR professionals are exceptionally positioned to implant sustainability principles into the frame of the workplace (Katarzyna Piwowar-Sulej et al., 2023) . From enlistment and training to performance management ...

 Everyone is special in their own way. The experiences of a person's life have shaped their character and given them the tools they need to overcome obstacles; everyone's story is different (Pricope, Mazilu and Popa, 2020). Each person has their own distinct mix of abilities and needs, and the term "neurodiversity" captures this diversity in neurological traits. Source:  https://www.youtube.com/watch?v=O2D2cN3cZg0 The concept of "neurodiversity" highlights the value of assembling a team with members from a wide range of backgrounds, each bringing unique experiences, viewpoints, and skill sets to the table (Pricope, Mazilu and Popa, 2020). Creativity, fresh ideas, and innovative thinking can all benefit from neurodiversity in the workplace. The company and its employees both gain when bias and stereotypes are pushed aside so that we can appreciate each employee's distinctive strengths and give them the tools they need to thrive. Recognizing and valuing...

  The strategic, cohesive, and integrated approach to employment, growth, and well-being of employees within a company is known as human resources management. Employee performance, attitudes, and behaviors are influenced by policies, practices, and procedures. Because it handles so many crucial procedures, such as hiring and firing, performance management, training and development, labor relations, health and safety, HR planning, etc., human resources management is a vital component of any organization's strategy. It connects all of these ideas, and if it works well, it can have a significant impact on the path the business is taking overall and the success of its goals, objectives, and plan  (Warech&Tracey, 2004) . Recruitment and Retention Organizations which are required to grow in the market have to be able to attract a superfluous labor force. HR specialists will be the ones whose job it will be to look for candidates that identify with the organization's culture and ...

  The aboriginal existence of the virtual working sphere has radically changed the overall vision of companies in relation to recruitment where virtual or remote interviewing has become the central thing within this process. Virtual settings and distributed teams are now in high demand among employers and thus they have to adjust the radius of their search and use state-of-the-art tools and solutions to accomplish that. Virtual interviewing makes it easier for employers to establish communication with individuals who are situated on the other end of the world; thereby, it gives employers a chance to hire people of different cultural backgrounds and cultural perspectives. The space race brings the ability to make technology proficient, both for candidates and employers. Candidates should practice using the internet video conferencing platforms for interviews. They need to be familiar with these tools and the etiquette required to appropriately use them during the interview process. ...

  A rtificial intelligence, machine learning, natural language processing, and others are people analytics buzzwords used to automate processes. Recent advancements include real-time data collection using mobile apps and wearables, as well as agile methods to make human resource teams more responsive and flexible. Source;  https://www.youtube.com/watch?v=Z0PHY4pvsus Artificial intelligence Artificial intelligence automates and improves data collection, analysis, and decision-making in organizations. The study of massive amounts of data by artificial intelligence can reveal hidden patterns and correlations that human researchers may miss. Zippia reports that only 6% of companies employ AI in recruitment. By 2023, 24% of organizations anticipate using AI heavily in internal recruitment (Messeri and Crockett, 2024). A chatbot driven by artificial intelligence can answer HR questions and deliver performance reviews to employees individually.  “Artificial intelligence is not...