Previewpdf

Reinventing Manufacturing
and Business Processes

Through Artifcial
Intelligence
Innovations in Big Data and Machine Learning
Series Editors: Rashmi Agrawal and Neha Gupta
This series will include reference books and handbooks that will provide the concep-
tual and advanced reference materials that cover building and promoting the feld of
Big Data and Machine Learning which will include theoretical foundations, algo-
rithms and models, evaluation and experiments, applications and systems, case stud-
ies, and applied analytics in specifc domains or on specifc issues.
Artifcial Intelligence and Internet of Things

Applications in Smart Healthcare
Edited by Lalit Mohan Goyal, Tanzila Saba, Amjad Rehman, and Souad Larabi
Reinventing Manufacturing and Business Processes Through

Artifcial Intelligence
Edited by Geeta Rana, Alex Khang, Ravindra Sharma, Alok Kumar Goel,
and Ashok Kumar Dubey
For more information on this series, please visit: www.routledge.com/Innovations-

in-Big-Data-and-Machine-Learning/book-series/CRCIBDML
Reinventing Manufacturing
and Business Processes
Through Artifcial
Intelligence
Edited by Geeta Rana, Alex Khang,

Ravindra Sharma, Alok Kumar Goel,
and Ashok Kumar Dubey
First edition published 2022
by CRC Press
6000 Broken Sound Parkway NW, Suite 300, Boca Raton, FL 33487–2742
and by CRC Press
4 Park Square, Milton Park, Abingdon, Oxon, OX14 4RN
© 2022 selection and editorial matter, Geeta Rana, Alex Khang, Ravindra Sharma, Alok Kumar
Goel, and Ashok Kumar Dubey; individual chapters, the contributors
CRC Press is an imprint of Taylor & Francis Group, LLC
Reasonable efforts have been made to publish reliable data and information, but the author and
publisher cannot assume responsibility for the validity of all materials or the consequences of
their use. The authors and publishers have attempted to trace the copyright holders of all material
reproduced in this publication and apologize to copyright holders if permission to publish in this
form has not been obtained. If any copyright material has not been acknowledged please write and
let us know so we may rectify in any future reprint.
Except as permitted under U.S. copyright law, no part of this book may be reprinted, reproduced,
transmitted, or utilized in any form by any electronic, mechanical, or other means, now known or
hereafter invented, including photocopying, microflming, and recording, or in any information
storage or retrieval system, without written permission from the publishers.
For permission to photocopy or use material electronically from this work, access www.
copyright.com or contact the Copyright Clearance Center, Inc. (CCC), 222 Rosewood Drive,
Danvers, MA 01923, 978–750–8400. For works that are not available on CCC please contact
[email protected]
Trademark notice: Product or corporate names may be trademarks or registered trademarks and are
used only for identifcation and explanation without intent to infringe.
Library of Congress Cataloging-in-Publication Data
Names: Rana, Geeta, editor.
Title: Reinventing manufacturing and business processes through artifcial intelligence / edited by
Geeta Rana, Alex Khang, Ravindra Sharma, Alok Kumar Goel, and Ashok Kumar Dubey.
Description: First edition. | Boca Raton : CRC Press, 2022. | Series: Innovations in big data and
machine learning | Includes bibliographical references and index.
Identifers: LCCN 2021031081 (print) | LCCN 2021031082 (ebook) | ISBN 9780367702090 (hbk) |
ISBN 9780367702106 (pbk) | ISBN 9781003145011 (ebk)
Subjects: LCSH: Industry 4.0. | Production engineering. | Automation. | Artifcial intelligence.
Classifcation: LCC T59.6 .R45 2022 (print) | LCC T59.6 (ebook) | DDC 658.4/038028563—dc23
LC record available at https://lccn.loc.gov/2021031081
LC ebook record available at https://lccn.loc.gov/2021031082
ISBN: 978-0-367-70209-0 (hbk)
ISBN: 978-0-367-70210-6 (pbk)
ISBN: 978-1-003-14501-1 (ebk)
DOI: 10.1201/9781003145011
Typeset in Times
by Apex CoVantage, LLC
Contents
Preface......................................................................................................................vii
Acknowledgments.....................................................................................................ix
Editors .......................................................................................................................xi
Contributors ........................................................................................................... xiii
Chapter 1 The Role of Artifcial Intelligence in Adopting Green

HRM Practices ..................................................................................... 1
Minisha Gupta
Chapter 2 The Role of Artifcial Intelligence in Blockchain Applications......... 19

Haru Hong Khanh and Alex Khang PH
Chapter 3 The Rise of Artifcial Intelligence in Modern Healthcare Sector ...... 39

Yogesh Pant and Balaji Dhanasekaran
Chapter 4 Artifcial Intelligence in Manufacturing ............................................ 63

V. Harish, D. Krishnaveni, and A. Mansurali
Chapter 5 Customer Behavior Prediction for E-Commerce Sites Using

Machine Learning Techniques: An Investigation .............................. 79
G. Rajesh, S.P. Preethi, R. Shanmuga Priya, L. Rajesh, and
X. Mercilin Raajini
Chapter 6 The Impact of Artifcial Intelligence on Global Business

Practices ............................................................................................. 95
Bhakti Parashar and Geeta Rana
Chapter 7 Road Map for Implementation of IoT in Metal Cutting for

the Process Monitoring System to Improve Productivity ................ 115
Mukhtar Sama and Ashwini Kumar Saini
Chapter 8 Reinventing HR with Conversational Artifcial Intelligence:

A Conceptual Framework ................................................................ 137
Neetu Kumari and Geeta Rana
v
vi Contents
Chapter 9 AI and Business Sustainability: Reinventing Business

Processes .......................................................................................... 153
D. Krishnaveni, V. Harish, and A. Mansurali
Index ...................................................................................................................... 173

Preface
The scope of artifcial intelligence (AI) in business transformation is constantly
growing, and there are no signs of it coming to a halt anytime soon. At some point
in time soon, any organization failing to capitalize on AI might not be able to stay
relevant or competitive in the market. In business, artifcial intelligence has a wide
range of uses. In fact, most of us interact with artifcial intelligence in some form
or another on a daily basis. From the mundane to the breathtaking, artifcial intel-
ligence is already disrupting virtually every business process in every industry. The
future is defnitely gravitating toward automation. Artifcial intelligence will be the
driving force behind eliminating the human error factor from business operations.
Extensive and complex datasets are already being analyzed within a matter of min-
utes, and useful insights can be churned out more easily. AI has already changed the
way we do business, and it is going to accelerate operations in more innovative ways
that will beneft entrepreneurs in the long run. As artifcial intelligence technologies
proliferate, they are becoming an imperative for businesses that want to maintain a
competitive edge. This technology provides signifcant development opportunities
that many businesses and companies have already been fast to grab. Many busi-
nesses are disrupting their industries with applications of AI that not only bring on
change but also bring in different types of organizational practices.
In this book, we will look at how artifcial intelligence is benefcial to businesses.
This book offers a practical guide to AI techniques that are used in business. The
book does not focus on AI models and algorithms, but instead provides an overview
of the most popular and frequently used models and techniques in business. This
allows the book to easily explain AI paradigms and concepts for business students
and executives.
The goal of this book is to focus on concrete tips and methods to help prototype,
iterate and deploy models. This book is an anthology of 9 chapters that provide a rich
repertoire of tools and techniques across business functions researched, tested and vali-
dated in various business settings. This book and its chapters structure is focused on
helping you drive concrete business decisions through applications of artifcial intel-
ligence. This book will also enable readers to learn how to use multi-functional area
tools, techniques, innovative frameworks, practices and approaches for understanding,
assessing and managing the strategic value drivers of business excellence. Overall, this
book brings forth a new stream of thoughts by a few fne researchers in the domain of
artifcial intelligence. We wish and hope that this book will generate interest among not
only fellow academicians, but also engineering and management practitioners.
Happy reading!
Geeta Rana
Alex Khang
Ravindra Sharma
Alok Kumar Goel
Ashok Kumar Dubey
vii
Acknowledgments
Artifcial intelligence (AI) is being widely recognized as the power that will fuel
the future global digital economy. AI in the past few years has gained geostrategic
importance, and a large number of countries are striving hard to stay ahead with
their policy initiatives to get their countries ready. We express our sincere gratitude
to our students, colleagues and the executive participants of numerous management
development programs who have helped us clarify our concepts of AI; distinguished
scholars and authors, whose works we have used over the years in our teaching,
research and training, and have thereby become an unconscious part of our ideas and
thoughts discussed in this book. The book in its present form has been possible due
to keen interest shown by academic colleagues from around the world. We would
like to express our gratitude and appreciate the contributions of the authors.
A large number of our friends and colleagues from academia and industry offered
their support to make this project successful. This support has come in many forms:
review and re-review of chapters, suggestions for revisions and modifcations and
critical comments to make the chapters more thorough and meaningful. We acknowl-
edge their tremendous support and are thankful for their valuable comments.
We thankfully acknowledge all the support, inspiration and motivation we
received from our faculty colleagues. We would remain indebted to their outstand-
ing intellectual efforts.
Our special thanks to Prof. Renu Rastogi and Prof. Santosh Rangnekar, Indian
Institute of Technology, Roorkee, India, for their constant encouragement and sup-
port in this endeavor. The book in its present shape has been possible due to keen
interest shown by academic colleagues from around the world. We acknowledge
their tremendous support and are thankful for their valuable comments. We thank
our prospective readers in advance, for they would be a source of improvement and
further development of this book.
We express our thankful to our publisher, CRC Press (Taylor & Francis Group),
and the entire editorial team who lent their wonderful support throughout and
ensured timely processing of the manuscript and bringing out of the book.
Finally, we would fail in our duty if we did not acknowledge the most loving care
and cooperation enjoyed by us, all through the working on this book, from our dear
families for unstained support provided.
ix
Editors
Ashok Kumar Dubey has been professor and dean in the Dept. of Management
and Commerce for 18 years at Bangalore University, India. Prof. Dubey is fellow
member of three professional institutes, completed Ph.D. from Delhi University and
postgraduate work in both management and commerce. He also served 26 years in
industry. His research is situated in the feld of fnance and accounting, with a spe-
cial focus on forensic and behavioral, academic entrepreneurship and collaborative
research and development in industries and academia. He is author of more than 150
research papers in national and international referred journals and more.
Alok Kumar Goel is working at CSIR-Human Resource Development Centre,

Ghaziabad, India. He pursued a Ph.D. in the area of knowledge manage-
ment and human capital creation from Indian Institute of Technology Roorkee.
Dr. Goel is recipient of the highly commended award of the 2013 Emerald/EFMD
Outstanding Doctoral Research Awards in the knowledge management category.
He has published 14 papers in international journals and 27 papers in the proceed-
ings of leading international conferences. Dr. Goel is a visiting scholar of Hasselt
University, Belgium wherein he pursued post-doctoral research work in the interdis-
ciplinary areas of knowledge management, open innovation and entrepreneurship.
His research interests include knowledge management, digital transformation and
human resource management.
Alex Khang has 15 years of teaching information technology and database technol-
ogy in universities of technology in Vietnam, and over 25 years of non-stop working
in the feld of software productions and specialized in data engineering for foreign
corporations from Sweden, the United States, Singapore, and multinationals. Prof.
Khang is a specialist in data engineering and artifcial intelligence at IT Corporation
and also in the contribution stage of knowledge and experience into the scope of
tech talk, a consultant, a part-time lecturer and an evaluator on the sides of content
and engineering for the research and editing of master’s/Ph.D. theses for local and
international institutes and schools of technology.
Ravindra Sharma is assistant professor in the Himalayan School of Management

Studies at Swami Rama Himalayan University, Dehradun, India. He has more than
15 years of corporate and academic experience. He holds master’s degrees in busi-
ness administration (MBA) and computer applications (MCA). He also qualifed for
the University Grant Commission National Eligibility Test in Management (UGC-
NET). He has conducted many FDPs for international and national audiences. He
has published research papers in referred journals of Emerald, Sage, Springer, IGI
Global and Inderscience. He has published books in the area of Internet of Things
(IoT) and employer branding with reputed publishers like Taylor & Francis Group,
Nova Science Publishers and IRP Publication House. He also contributed chapters in dif-
ferent books published by Springer IGI Global, Taylor & Francis Group, and Palgrave
xi
xii Editors
Macmillan. He has attended various workshops, FDPs and MDPs. He has presented
around 28 research papers in national and international conferences. He has also
attended a paper development workshop in the Indian Institute of Management
Rohtak, India. He has been honored as a session chair and keynote speaker in inter-
national conferences in various universities. His research interests include IoT, artif-
cial intelligence, employer branding, entrepreneurship and talent management.
Contributors
Balaji Dhanasekaran has completed his Ph.D. in Computer Science in the year 2010.
He is having 22 years of overall teaching and administrative experience, including
17 years of abroad experience. He has guided more than 50 M.Phil., Masters and
Undergraduate students’ projects and research works. He is presently working as
Head of the Department of IT in University of Technology and Applied Sciences,
Salalah, Oman. He has published 14 journal papers, 34 international conference
papers and 20 national conference papers. He has published few of his research work
as book chapters. He has visited eight countries for presenting his research work.
His research interests are IoT, ICT and M-Learning. He is one of the technical paper
reviewers for many journals and international conferences. He has conducted vari-
ous workshops for college students in India and Oman related to IoT, Research paper
writing, Cloud Computing, etc. He is at present working on two research projects
funded by the University of Technology and Applied Sciences, Salalah. His three
research papers have got accepted by international conferences on Oman Vision
2040, organized by the Sultan Qaboos University, Oman.
Minisha Gupta is a researcher and trainer at Quality Cognition Private Limited,

Delhi, India. She is currently working as a mentor and trainer for engineering and
management students providing online lectures and workshops for them. She has
more than 5 years of teaching and 7 years of post Ph.D. research experience in the
feld of Innovation management, Entrepreneurship, Leadership and Organizational
change. Her research work focuses on innovation management, talent manage-
ment, Green HRM, digital innovation and entrepreneurship. She has published
many research articles in various national and international journals and presented
research papers on national and international conferences of repute.
V. Harish has more than 17 years of industry and academic experience. He has
served in various capacities like zonal manager, project management trainer, con-
sultant. etc. A certifed PMP (Project Management Professional) from Project
Management Institute U.S.A., he has trained numerous professionals from industries
such as IT, construction and banking. Also, as a consultant for lean practices for
companies, he has helped many factories become more effcient. He has published a
book titled Practice Exercises for PMP®. His area of interest is operations manage-
ment, futuristic technologies, project management and lean manufacturing.
Haru Hong Khanh is associated with Saigon University as an Assistant Professor

with more than three years of experience in academics. She is currently a lecturer
in the faculty of Computer Science and Software Engineering, Saigon University,
Vietnam. She is also short-term lecturer in some faculty of Software Engineering
and Cryptocurrency Technology in private universities and institutes. She has
supervised more than 15 undergraduate student projects. Her area of expertise
includes fnance and accounting, fntech, banking, blockchain and cryptocurrency
xiii
xiv Contributors
technology, software engineering, database technology, and data engineering. She

has taught courses such as Blockchain Technology, Software Engineering, and Data
Engineering to graduate-level students.
D. Krishnaveni is a member of the faculty team at PSG Institute of Management,

Coimbatore in the specialization of Human Resources. She is an alumnus of BITS,
Pilani where she graduated in the dual disciplines of Biological Sciences and
Electrical Engineering. After a few years in the software industry, where she worked
on a variety of technologies and with clients across different continents, she moved
to academics. Her academic efforts secured her a host of awards and recognitions.
Along with her MBA, she also completed a Post Graduate Diploma in labour law
and administrative law. Post her MBA, she pursued her Ph.D. in the area of sustain-
able agriculture. She is an avid researcher and has published a number of papers
in reputed journals and has participated in international conferences. With a back-
ground in engineering, computing and the natural sciences, Krishnaveni believes
she is uniquely poised to understand and relate to the sector-specifc and commercial
needs of businesses.
Neetu Kumari holds Ph.D. in Commerce, M.Phil in Commerce, M.Com., MBA

(Human Resource Management and NET in Commerce). Dr Neetu Kumari has rich
experience in teaching and research. She is currently working in the Department
of Commerce, Udaipur Campus, University of Jammu, India. Her research inter-
ests focus on service marketing, entrepreneurship and human resource management
with emphasis on consumer satisfaction, loyalty, service quality and perceived value.
Her research work has been acknowledged in referred international journals like
Journal of Relationship Marketing, International Journal of Pharmaceutical and
Healthcare Marketing, Management Research Review, Health Marketing Quarterly,
Journal of Indian Business Research and national journals like NICE Journal and
International Journal of Customer Relationship Management, etc. She has authored
books on E-commerce, digital marketing and women entrepreneurship which was
enjoyed tremendous success and was highly appreciated by academicians, scholars
and students. She is a frequent speaker in national and international conferences on
several topics related to marketing, human resource and entrepreneurship. She has
authored more than 30 research papers, case studies and chapters in books includ-
ing papers listed in Scoupus and ABDC ranked journals. She has also received
best paper presentation award in national conference (2021) organized by Social
Science & Management Welfare Association Jammu & Kashmir, Youth Economic
Association J&K.
A. Mansurali is an academician in the feld of business management, with special

focus on marketing, analytics and applied research. With innovative and engaging
pedagogy, he engages and trains students to understand the current developments
in the feld and has several academic contributions in the form of publications to
his credit. He is profcient in R, Python, Tableau, Power BI and machine learning
algorithms. He is also a certifed trainer for R and Machine learning from STAR
certifcation. His competence in analytics and research has earned him key roles in
Contributors xv
sponsored research projects. He has spent ten years in teaching management grad-
uates marketing, analytics related courses and researching the same. He has also
bagged funding from the University Grants Commission to conduct research in the
area of Microfnance.
Yogesh Pant is an assistant professor at Himalayan School of Science and

Technology in Swami Rama Himalayan University, India. He is member of inter-
national association of engineers (IAENG). He has been teaching since 2014 in
different disciplines of computer science and artifcial intelligence. His research
focuses primarily on machine learning, Internet of Things and quantum computing.
He has presented many of his work in many international conferences and authored
many book chapters in cloud computing, IoT and artifcial intelligence application
in business.
Bhakti Parashar is an assistant professor of Economics at Vellore Institute of

Technology-Bhopal University. She is at present program chair of VIT-Business
School as well. She completed her Ph.D. at Barkatulla University, Bhopal, India.
She has been teaching since 2007 in various disciplines of economics and manage-
ment such as managerial economics, environmental studies, engineering economics
& business organization, microeconimics, macroeconimics, talent management and
emotional intelligence. Her research focus is mainly on Economics, Management
and Social Sciences. She has published articles on health economics, education,
demography, confict management, employer’s branding and globalization, digital
marketing in journals, book chapter conference proceedings. She has international
book chapter publications in NOVA publication USA and presented research papers
in national and international conferences as well.
S.P. Preethi is a student pursuing a masters degree in the Department of Information

Technology (M.Tech), Madras Institute of Technology, Anna University, Chennai.
Her research focuses primarily on machine learning, deep learning and remote
sensing.
R. Shanmuga Priya is presently working in the Department of Information

Technology, Madras Institute of Technology Campus, Anna University, Chennai. She
is currently pursuing her Ph.D. in College of Engineering, Guindy, Anna University.
Her research focuses primarily on image processing, remote sensing, deep learn-
ing, video processing analytics and artifcial intelligence. She has published research
articles and presented research papers on international conferences in image pro-
cessing and machine learning. She has also authored books in big data analytics and
artifcial intelligence.
X. Mercilin Raajini received Ph.D. degree in the faculty of Electrical Engineering,

Anna University, Chennai. She is currently working as an associate professor in
Prince Shri Venkateshwara Padmavathy Engineering College, Ponmar, Chennai,
India. She published more than 20 papers in conferences and international journals.
She authored three books in the area of wireless sensor network. She has 13 years
xvi Contributors
of teaching experience. She is a life member in The Indian Society for Technical
Education. She guided more than 30 under graduate and post graduate students. Her
area of interest includes wireless sensor networks, signal processing, IOT applica-
tions, drug screening and computational optimization.
L. Rajesh is presently working in the Department of Electronics Engineering, Madras

Institute of Technology Campus, Anna University, Chennai, Tamil Nadu, India. He
obtained his Ph.D. in wireless networks and Master of engineering in communica-
tion and networking from Anna University, Chennai, Tamil Nadu, India. His area of
interest includes wireless networks, game theory. He has number of international and
national journal publications.
G. Rajesh working as an assistant professor, Department of Information Technology

of Anna University, Chennai, India. He completed his Ph.D. from Anna University,
Chennai in wireless sensor networks. He has around 12 years of teaching and
research experience. His area of research interest includes wireless sensor networks
and its IoT applications, software engineering and computational optimization. He
published more than 20 research papers in journals and conferences.
Ashwini Kumar Saini is an assistant professor at the Faculty of Computer Science

and Engineering, G. B. Pant Institute of Engineering and Technology, Pauri Garhwal.
He has 11 years of teaching experience. He has published many research papers on
different topics on emerging technology in national and international journals. He
has participated and presented research papers on national and international confer-
ences on various topics in India. His area of interest is educational data mining,
machine learning, IoT.
Mukhtar Sama is an assistant professor at Mechanical Engineering Department

Marwadi University, Rajkot. He holds Degree in Masters of Engineering in
Production Engineering from MS University Baroda. He has more than nine years of
experience in academics. He has been teaching different subject like, manufacturing
processes, operation research, data mining & analysis and IoT in manufacturing. His
research primarily focuses on implementation of IoT in manufacturing processes.
1 The Role of Artifcial
Intelligence in Adopting
Green HRM Practices
Minisha Gupta
CONTENTS
1.1 Introduction....................................................................................................... 1
1.2 Review of Literature ......................................................................................... 2
1.2.1 Artifcial Intelligence ............................................................................ 2
1.2.2 Green Human Resource Management .................................................. 4
1.2.3 Determinants of GHRM Adoption........................................................ 5
1.3 Role of AI in Adopting GHRM Practices ......................................................... 8
1.4 Conclusion ...................................................................................................... 11
References ................................................................................................................ 12
1.1 INTRODUCTION
Artifcial intelligence (AI) is constantly trying to meet the criteria of Industry 4.0
by transforming traditional organizations into smart factories where human efforts
can be minimized and their talent can be leveraged for attaining organizational
sustainability (Kshetri, 2021). However, business organizations in developing
economies are struggling both internally and externally. On one hand, while orga-
nizations have to meet the demands of Industry 4.0 by transforming themselves
into smart factories, they on the other hand also have to be responsive to the chang-
ing expectations of their customers and environment. With the increasing pres-
sures of maintaining the environment, reducing waste and implementing cleaner
production policies, organizations are shifting their focus to implement green
human resource management (green HRM) practices (Pham et al., 2019). In order
to both meet the ends and satisfy the organizational stakeholders, both internally
and externally, companies are relying on AI (Garg et al., 2018). AI supports orga-
nizations with the advanced digital technologies, cloud computing and data storage
facilities, decision-making applications and smart analytical tools (Kshetri, 2021).
This chapter will explain the role of AI in adopting and implementing green HRM
practices. The next section will discuss the literature carried out on green HRM
and artifcial intelligence. The latest examples and cases from the industry will be
discussed in the chapter.
DOI: 10.1201/9781003145011-1 1
2 Reinventing Processes Through AI
1.2 REVIEW OF LITERATURE

1.2.1 ARTIFICIAL INTELLIGENCE
AI is a not a new concept anymore for developing or developed economies. AI is
the science and engineering of making intelligent machines, especially intelligent
computer programs (McCarthy, 1989). AI is an innovative tool used for transform-
ing the role of management and organizational practices (Kshetri, 2021; Sharma
& Rana, 2021). It is a subpart of computer science, which is concerned with mak-
ing computers sophisticated so that they can act smartly (Nilson, 1980). It includes
various intelligent tasks performed by computers on behalf of human beings such as
recognition, reasoning and learning (Hilker, 1986). AI has changed the pattern of
work and decision-making abilities for many organizations with its smart techno-
logical approach such as genetic algorithms, neural networks, data mining, text min-
ing, sentiment analysis and interactive voice recognition applications (Lauterbach,
2019; Strohmeier & Piazza, 2015). It improves the decision-making ability and cost-
effectiveness of the organizations by making decisions on real-time data (Kahraman
et al., 2011; Rana & Sharma, 2017; Lawler & Elliot, 1996). However, the question
arises: What is artifcial intelligence? Is it a tool, an application, software, a method-
ology or a thought? AI cannot be defned in terms of a written defnition, but various
researchers defned artifcial intelligence in technical and sociological terms.
A review study tries to explain artifcial intelligence through the lens of social
sciences and technology (Lauterbach, 2019). As per social sciences, AI has been
described as artifcial narrow intelligence, artifcial general intelligence and artif-
cial super intelligence. Artifcial narrow intelligence (ANI) focuses on specializing
one task or one function of the organization, which might be scheduling a meeting,
recognizing voices, or human touch. Statistical machine learning in games (chess,
Go and Jeopardy!), self-driving cars, automated assistants (Apple Siri, Amazon
Alexa, Google Now and Microsoft Cortana) are few examples of ANI (Bundy,
2017). Artifcial general intelligence (AGI) is interdisciplinary in nature and pro-
vides multiple solutions for single problems which help the decision-makers to select
the appropriate solution out of the available ones (Voss, 2007). AGI applications use
sensory data (visual or auditory) and deal with attributes to present simplifed data
for researchers and analysts. Artifcial super intelligence (ASI) is defned as, “an
intellect that is much smaller than the best human brains in practically every feld,
including scientifc creativity, general wisdom and social skills” (Bostrom, 2014, pp.
109–114).
On the other hand, AI has also been explained through technological background.
Technological AI is further disseminated in machine learning technologies and per-
ception technologies. Machine learning technologies (MLT) focus on copying the
human skills and thinking to presume in order to provide better analytical results. It
helps in improving the effciency and performance automatically for a given task by
observing the relevant data. It is mostly used for research and development projects,
speech recognition, lie detection, image recognition and several other tasks which
depend on human intelligence and decision-making skills. Perception technologies
include computer vision and natural language processing. Computer vision is a form
of machine learning which includes recognition of faces, developing predictions,
The Role of AI in Adopting Green HRM 3
collecting and tagging data, assessing and analyzing data for manufacturing and
service industries. Natural language processing is a form of AI whereby individuals
can speak with machines and get their work done; for example, the virtual personal
assistant Alexa (Amazon Echo), and call center agents.
The form of artificial intelligence defined here is shown in Figure 1.1.
Figure 1.1 explains the different dimensions of AI which are adopted and imple-
mented by organizations to improve their processes and services. These AI technolo-
gies are not only changing human effort, but also generating more opportunities to
leverage the human skills. AI is not limited to manufacturing or service organiza-
tions but is also implemented for improving organizational efficiency and effective-
ness. Companies are employing AI tools and techniques for various administrative
and HRM functions including recruitment, training and development, performance
appraisal, career development and talent retention.
Modern management theories management by objective (MBO) and manage-
ment by exception (MBE) are focusing more on green environment issues (Chan
& Chan, 2004; Chan et al., 2014; Mařík & Lažanský, 2007). Therefore, along with
the challenge to sustain in this competitive scenario, companies also have to main-
tain green HRM practices and functions. With smart and innovative applications,
AI helps the organizations attain green HRM functions and practices (Sekhri &
Cheema, 2019). In the era of Industry 4.0 when organizations are transforming into
digitalized systems, AI plays a great role in turning imagination into reality. With
its smart and digitally equipped applications, AI is of great help for organizations
Artificial
Intelligence
Social Sciences Technology
Artificial Machine
Perception
Narrow Learning
Technologies
Intelligence Technologies
Artificial
Computer
General
Vision
Intelligence
Natural
Artificial Super
Language
Intelligence
Processing
FIGURE 1.1 Discrimination of artificial intelligence.

to adopt and implement green HRM practices and functions. Applications like chat
boats, digital attendance, job intelligence maestros, automation, distance assistants
and e-pass systems are the major AI tools which have been employed by organiza-
tions to improve their HRM functions and processes. Similarly, as per the scenario
AI tools and applications are used by organizations to adopt green HRM (GHRM)
functions and processes. The next section will discuss the main GHRM functions
practiced in organizations.
1.2.2 GREEN HUMAN RESOURCE MANAGEMENT

With the constantly increasing pressure of environmentalists to maintain and pre-
serve a pollution-free environment, organizations cannot avoid the implementation
of GHRM practices (Jabbour, 2013; Pham et al., 2019). Another reason for the same
is increasing customer awareness and concern of job seekers about the organiza-
tional policies toward maintaining a sustainable and green environment (Teixeira
et al., 2012). Organizations cannot attain sustainable competitive advantage without
leveraging the talent of their employees, and talented employees can only be retained
with effective HRM policies. Therefore, GHRM has attracted the interest of vari-
ous scholars, researchers, policymakers and academics after the research initiated
by a small group of researchers (Jabbour & Santos, 2008; Tomer & Rana, 2020;
Jackson et al., 2011; Pham et al., 2019; Renwick et al., 2016; Yong et al., 2019a,
2019b). Implementation of GHRM practices also helped organizations to minimize
carbon emissions, go for paperless approaches and deduct waste production in manu-
facturing units (Ahmad, 2015; Yong et al., 2019a). GHRM has been considered as a
sustainable change for the organizations (Sawang & Kivits, 2014).
GHRM can be defned as HRM-related aspects of environmental management
(EM) and focuses on the role of HRM in preventing environmental pollution using
organizational procedures (Renwick et al., 2008; Renwick et al., 2013). GHRM prac-
tices have been considered a combination of original HRM practices and strategic
HRM measures of organizations to preserve and sustain green environment (Gholami
et al., 2016). GHRM practices depend on three components: developing green abil-
ity, motivating green employees and facilitating green opportunity to the employ-
ees (Renwick et al., 2013). These practices and measures revolve around the main
HRM functions which are disseminated into recruitment and selection, training and
development, performance management, compensation and reward management,
and fnally talent retention. HRM functions support organizations in implementing
environmental measures by formulating environmental goals (Cohen, 2012). HRM
also serves as a partner to formulate environment-based corporate values and design
strategies to attain sustainability. Therefore, HRM functions are further divided on
the basis of antecedents of GHRM practices. Table 1.1 divides the HRM functions as
per the factors of GHRM practices.
These identifed GHRM functions have been studied by researchers, leading to
an increase in GHRM studies from 2016 (Cabral & Dhar, 2019; Chaudhary, 2018,
2019a, 2019b; Dumont et al., 2017; Guerci et al., 2016; Jabbour & Renwick, 2018;
Pham et al., 2019; Shah, 2019; Srivastava et al., 2020; Yong et al., 2019a; Yusliza
et al., 2017). These studies explain concepts and models of GHRM, implementation
TABLE 1.1
HRM Functions Disseminated on the Basis of GHRM Practices
No Antecedents of HRM Functions Research Studies
GHRM Practices
1 Developing green • Recruitment and Jabbour et al. (2010); Jabbour (2013);
ability selection Renwick et al. (2013); Pham and Paillé
• Training and (2019); Ren et al. (2018); Zaid et al. (2018);
development Chaudhary (2018); Chaudhary (2019a);
• Job description Roscoe et al. (2019)
2 Motivating green • Performance Masri and Jaaron (2017); Gupta (2018);
employees management/appraisal Longoni et al. (2018); Aboramadan (2020)
• Reward and pay system
3 Facilitating green • Employee Jabbour and Santos (2008); Teixeira et al.
opportunities involvement and (2012); Pinzone et al. (2016); Gholami et al.
empowerment (2016); Luu (2017); Masri and Jaaron (2017);
• Supportive climate/ Tang et al. (2018); Gupta (2018); Ren et al.
culture (2018); Chaudhary (2019a); Kim et al.
• Union’s role in EM (2019); Fawehinmi et al. (2020); Aboramadan
• Organizational (2020); Liu et al. (2020); Rubel et al. (2021);
learning Song et al. (2020); Srivastava et al. (2020)
Sources: From Pham et al. (2019) and Yong et al. (2019a)
of GHRM, determinants of GHRM adoption and outcomes of GHRM adoption (at

individual and organizational levels). Since the objective of this study is to fnd the
role of artifcial intelligence in adopting GHRM thus, it will focus only on the deter-
minants and outcomes of GHRM adoption which are discussed in the next section.
1.2.3 DETERMINANTS OF GHRM ADOPTION

With the increasing pressures of customers, stakeholders and orientation toward the
environment, organizations have to look forward toward reducing production waste
and promoting environmental sustainability by taking green initiatives through
HRM practices (Guerci et al., 2016; Yong & Mohd-Yusoff, 2016). Employees’ intel-
lectual capital also signifcantly affects HRM practices (Kong & Thomson, 2009).
An empirical study was conducted on 112 Malaysian manufacturing frms on the
basis of intellectual capital–based view theory which revealed that green human cap-
ital and green relational capital signifcantly infuence the organization’s incentive to
implement green HRM practices (Yong et al., 2019b). Green human capital consist
of employees’ knowledge, skills, capabilities, experience, attitudes, wisdom, creativ-
ity and commitment about green environment or green innovation (Chen, 2008; Li
& Chang, 2010; Chahal & Bakshi, 2014). Organizations with such human capital
fnd it easy to implement green HRM practices. Similarly, green relational capital
is a combination of an organization’s interactive relationship with customers, sup-
pliers, network members and partners about corporate environmental management
and green innovation, which enables it to create fortunes and obtain competitive
advantage (Chen, 2008). As customers, suppliers, employees and partners are the
main stakeholders of the organization, their impact on implementing green HRM
services is relatively greater.
Moreover, green HRM practices can only be adopted and implemented in the
organizations if top management provide support to these practices. Top manage-
ment holds the decision to initiate any change in the organization, and they must
have orientation toward green environment which helps them to support green
HRM practices (Obeidat et al., 2020; Sawang & Kivits, 2014; Teixeira et al., 2012).
With effective leadership and employee commitment, top management initiates
changes to the organizational culture by adopting green HRM practices such as
green recruitment and selection, green job descriptions, green training and develop-
ment, green performance appraisal system, green safety and health provision, green
employee and labor relations, and green grievance handling systems (Ahmad, 2015;
Chaudhary, 2019b; Gholami et al., 2016; Guerci et al., 2016; Jabbour, 2013; Jabbour
et al., 2010; Jackson et al., 2011; O’Donohue & Torugsa, 2016; Ren et al., 2018; Rana
& Sharma, 2019; Renwick et al., 2013; Shah, 2019; Siyambalapitiya et al., 2018;
Srivastava et al., 2020; Tang et al., 2017; Zibarras & Coan, 2015). Adoption of green
HRM practices help organizations attain green environmental goals by transform-
ing employee behavior and attitudes toward adopting green behaviors and develop-
ing a green workforce (Aboramadan, 2020; Cabral & Dhar, 2019; Cabral & Dhar,
2020; Chaudhary, 2019b; Dumont et al., 2017; Fawehinmi et al., 2020; Islam et al.,
2020; Jackson & Seo, 2010; Kim et al., 2019; Luu, 2017; Luu, 2018; Mishra, 2017;
Aboramadan, 2020; Mukherjee & Chandra, 2018; Ojo et al., 2020; Renwick et al.,
2013; Rubel et al., 2021).
Green recruitment and selection helps organizations attract more talented employ-
ees due to their policies as most of the Generation Y employees look for employers
with green HRM practices (Chaudhary, 2018). Employers have transformed them-
selves as green employer to attract talent (Ahmed, 2015). European companies like
Siemens, BASF, Bayer, Mannesmann and Rover Group use environmental activities
as part of their job descriptions (Wehrmeyer, 1996). A systematic review was car-
ried out on 22 peer-reviewed articles and identifed the recommendations of recruit-
ment and selection, along with mediators and moderators, to establish a relationship
between applicant attraction outcomes and corporate environmental sustainability
(Pham & Paillé, 2019).
In order to transform the employees into a green workforce, organizations are
integrating environmental performance with performance management systems to
prevent any damage to the environment (Epstein & Roy, 1997). Companies install
environmental performance standards and green information systems to attain use-
ful data on employees’ organizational performance (Alfred & Adam, 2009). They
also initiate green training and development to educate employees about managing
environment, minimizing waste, water preservation, conserving energy and provid-
ing them with opportunities to identify sustainable innovations to preserve the envi-
ronment (Zoogah, 2011). Previous research studies have unraveled the determinants
of employee green behavior as it is important for implementing green HRM policies
(Aboramadan, 2020; Islam et al., 2020; Liu et al., 2020; Ojo et al., 2020; Rubel
et al., 2021). Green training and development is an important construct which affect
employees’ behavior toward environmental safety and prevention. It also makes
employees aware of the different aspects of environmental management as they look
for more eco-friendly options like paperless documentation, energy consumption,
waste reduction, recycling scraps and generating creative and innovative solutions.
Training in U.S. frms involves regulatory requirements, employees’ awareness
of environment management and training on environmental quality management
(TEQM) (Milliman & Clair, 1996).
Apart from these, companies are also introducing green compensation policies
whereby employees are rewarded and encouraged to adopt eco-friendly activities.
More than 8% of frms in the United Kingdom are rewarding their employees’ green
behaviors with fnancial or non-fnancial incentives (Phillips, 2007). Employees’
green behavior and their participation in environmental activities is also considered
and awarded by companies as their commitment toward environment management
(Forman & Jorgensen, 2001). To maintain a healthy employee–employer relations,
companies are also adopting green safety and health policies, green employee/labor
relations and green grievance handling systems. These policies facilitate employee
participation and empowerment toward environment management activities.
Previous studies found that involving and empowering employees result in reduced
waste and pollution, along with effcient use of resources (Florida & Davison, 2001;
Kitazawa & Sarkis, 2000; Renwick et al., 2008; Wee & Quazi, 2005). Figure 1.2
describes the determinants of GHRM practices in organizations.
Top
Management
Support
Green
Human and Environmental
Relational Orientation
Capital
Determinants
of GHRM Greem
Organizational employee
Culture empowerment
Stakeholder Customer
Pressure Pressure
FIGURE 1.2 Determinants of adopting green HRM practices.

Source: From Yong et al. (2019a)
Figure 1.2 shows the various factors to which organizations have to adopt GHRM
practices. In a green HR survey, it was revealed that more than 54% of companies
have infused green management practices in their organizational activities, 74% used
digital innovation to conduct meetings without traveling, 76% of organizations pro-
moted paperless documentation, 60% have adopted employee ftness and wellness
programs, and 80% used artifcial intelligence to perform their activities (Aggarwal
& Sharma, 2015). With the smart and artifcially intelligent software, adoption and
implementation of GHRM services becomes easy for organizations (Garg et al.,
2018). For instance, PepsiCo has implemented AI software to interview and select
candidates for their vacant positions. The software automatically scan CVs (cur-
riculum vitae) from various job portals and selects the candidates having matching
profles, which minimizes the job of interviewers to travel across countries to inter-
view the candidates. Infosys implemented new ERP system and smart meters and
able to reduce their energy consumption by 85%. Companies like ITC, Lufthansa
Group, Hyatt Group of Hotels, Nokia, Gensol Consultants Private Limited and id8
Media Solutions have also adopted AI technologies to implement GHRM practices
for adopting green and healthy environment. The next section will discuss about the
role of AI in adopting GHRM practices.
1.3 ROLE OF AI IN ADOPTING GHRM PRACTICES

Organizations—whether in developing or developed economies—have already
adopted various modern technologies to improve their operations and processes. For
instance, using Big Data analytics to analyze the trends and patterns of recruitment,
sales and production has now become common for organizations, but implementing
AI for adopting GHRM practices is still in its nascent stage. With its smart and solu-
tion oriented technologies, AI has become the key to attain sustainable competitive
advantage; however, it is still limited to only few companies. One major reason for
this reluctance is the inability of the talent to manage such applications and another
is the fear of losing jobs as machines replace human effort. On contrary, AI improves
work effciency and reduces human efforts which can be rather used for attaining
green practices. Recently, an application has been developed by an Indian IT com-
pany with the name “AskDexter” which manages 22,000 employees by handling HR
functions like solving employees’ queries about leave and company policies (Garg
et al., 2018). This app also provides information about upcoming job opportunities
and openings. It also helps job seekers to align their skills with the job requirements.
AI is helpful to perform various HR functions. Figure 1.3 explains the role of AI in
GHRM practices.
Figure 1.3 explains that AI supports organizations in developing green ability of
its employees by providing applications which are helpful in recruitment and selec-
tion, training and development, and identifying candidates as per the job description.
AI applications screen and select the CVs of job seekers and select the best ones
matching the requirement of the organization. AI applications have reduced recruit-
ers’ jobs up to 60% through automated and digitalized technologies (Stahl, 2021). AI
will reduce 80% of recruiters’ jobs through HR help desk applications in the future.
Moreover, AI applications also help in reducing cost of traveling for interviewers and
Recruitment & Selection

Developing Green Training & Development
Ability
Job Description
Motivating Green Performance Management/Appraisal

Artificial Intelligence
Employees Reward and Pay System
Employee involvement and empowerment

Facilitating Green Supportive climate/culture
Opportunties Union’s role in EM
Organizational learning
FIGURE 1.3 Role of AI in adopting GHRM practices.
recruiters as they can take interviews using portals like Zoom and Microsoft Teams.
Companies also use AI applications to train their employees like Google Classroom,
or Google Meet platforms to train their employees online.
AI applications also help organizations in motivating employees to go green by
using performance appraisal software and data analytics. Companies assess employ-
ees’ performance on daily, quarterly, and yearly bases, and provide them with feed-
back for self-appraisal and help in overcoming their weaknesses. This feedback also
helps employees to identify how they can reduce waste, what practices they can
follow to maintain a healthy lifestyle and how to focus on creative solutions for main-
taining a green environment. Companies monitor their employees’ activities using
AI applications and reward the employees following green practices. Organizations
fnd it challenging to meet the standards of green performance management and
appraisal as it goes through various departments and staff units. Companies are
trying to understand these issues and they are trying to upgrade their performance
appraisal systems by initiating green information systems to manage the standards
of green performance management.
Various AI applications like chatbots and chat rooms help employees solve
their queries about leave and organization systems, which saves a lot of time for
counselors and mentors which can be used in other productive activities. These
applications are not only employee friendly but also help in improving employee–
employer relationships, solving grievances and developing green corporate culture.
Companies manage their operations like manufacturing processes, warehouse
management, and supply chain management using AI applications which are smart
and help reduce waste and save energy and resources. With the use of AI applica-
tions and technologies, the chance of error reduces and companies can easily adopt
GHRM practices.
Automation through AI is taking place in GHRM services which are depicted
from the AMO (ability, motivation, opportunity) framework shown in Figure 1.4.
FIGURE 1.4 AMO (ability, motivation, opportunity) framework in HRM.

Source: Garg et al. (2018)
TABLE 1.2
AI Technologies for Adopting GHRM Practices
No. Technology Company Outcome
1 Trackerapp Pegasystems This app is designed to help organizations track the spread of
COVID-19 among its employees.
2 Virtual Samsung Providing virtual or e-internships to new recruits of Generation
training Z category to go through Team Samsung Online portal.
3 Jobs DBS Through JIM, talent acquisition specialists take only eight
Intelligence minutes to assess a candidate’s résumé, as compared to the
Maestro typical 30 minutes.
4 Automation EPFO By launching its frst fully automatic claim settlement system in
a record time of just fve days, EPFO disbursed a whopping Rs
11,540 crore to its members in April–May 2020.
5 Distance Amazon Distance Assistant is a new technology driven by machine
Assistant learning (ML) and augmented reality (AR) which uses depth
sensors to provide visual cues to workers, to maintain safe
distance from each other.
6 LTI Safe LTI (Larsen This app has been launched to make sure that the health of the
Radius & Turbo workforce remains protected as they return to offce.
Infotech)
7 Chatbot Sun Life ASC This chatbot answers employees’ queries, and around 74% of
Nina India users have reported being satisfed with responses to their queries.
No. Technology Company Outcome

8 Digital Telangana The automated HRMS will effciently manage all aspects,
HRM State Police including recruitment, employee data (service register), time
system and attendance, absence and leave, performance and rewards,
training, learning and development, administration, user
analytics and personnel grievances.
9 E-Pass Indian It is the paperless version of the privilege passes or privilege
system Western ticket given to employees of the Indian Railways and their
Railway families.
10 Creating Matrimony. The app creates talent cloud to select the experienced employees
talent cloud com and use real-time data to improve employee productivity.
11 Talent Microsoft This allows talent experience management (TXM) for Teams to
acquisition Teams come together to reduce collaborative attrition for many
small-scale and large-scale enterprises for communication.
12 HRMS Indian This system will improve productivity and ensure employee
Railways satisfaction.
13 HR Tools Microsoft VIVA has been launched for better employee experience in
terms of communications knowledge, learning, resources and
insights, along with consulting and advisory services.
Sources: Data accessed from HRKatha.com, PeopleMatters.com
Companies are using automation like data mining techniques to select and retain
green talent. Green employees have the ability to perform tasks as per environmen-
tal requirements; they can be motivated to maintain the environment and given
the empowerment to produce creative solutions for sustaining the environment.
Companies use AI tools to enhance learning and development among their employ-
ees like free digital libraries to explore content. There are few other AI techniques
implemented for adopting sustainable GHRM practices, as shown in Table 1.2.
1.4 CONCLUSION
In this dynamic scenario, when companies are shifting their priorities on attaining
sustainable competitive advantage rather than achieving profts, then it also becomes
their obligation to preserve the nature and environment. It will also make organiza-
tions the preferable employer brands for the job seekers, and they will be able to
attract and retain talent. Thus, organizations have to take measures for implement-
ing green HRM policies. Along with attracting and retaining talent, companies also
have to take care of their existing workforce, because any random change can cre-
ate resistance among the employees (Gupta & Haque, 2015; Gupta & Lenka, 2018).
There comes the role of AI, which helps organizations to adopt GHRM services
by offering various applications and smart technologies which simplify the work
and increase productivity of employees. AI is also important to be undertaken by
organizations because of diverse workforce which includes Baby Boomers (born
1946–1960), Generation X (born 1961–1980), Generation Y (born 1981–2000) and
Generation Z (born 1995–2012) (Naim & Lenka, 2017; Singh, 2014). Gen Y is
achievement oriented and motivated by growth needs; therefore, their motivation

to adopt GHRM practices is different (Wong et al., 2008). A study identifed that
Generation Y employees take care of the planet and they expect to be rewarded for
adapting GHRM practices (Jain & D’lima, 2018). On the contrary, Generation Z is
tech-savvy, empowered, more realistic and pre-matured; therefore, they can be moti-
vated by using technology-driven tools and techniques (Singh, 2014; Sharma et al.,
2021). So, with diversifed workforces, organizations have to use AI tools and tech-
niques to adopt GHRM practices. Previous studies identifed training, recruitment
and rewards as the important factors for implementing GHRM practices (Nobari
et al., 2018). Thus, AI tools and techniques can be used for these processes to engage
and motivate employees to voluntarily participate in green activities. Adoption of
green HRM activities is benefcial for environmental performance and organiza-
tional sustainability (Obeidat et al., 2020).
The present study unravels the role of AI technologies and applications in adopting
green HRM practices. The determinants of GHRM practices have been explained in
detail, which helps in identifying the relevant AI applications for the same. Previous
studies also suggested that for effective implementation of e-HRM practices, use
of AI, Big Data analytics and people/HR analytics should be taken into consider-
ation (Poba-Nzaou et al., 2020; Prakash et al., 2021). However, this study is based
on review of literature only, but can be explored further through case study and
empirical research work. Future studies can be conducted to identify the role of AI
in adopting GHRM practices and to explore the niche areas of GHRM research,
and can also be researched through conceptual or empirical work. Future research
work can also be done to identify the motivating factors at individual, group/team
and organizational levels through which employees can be infuenced to voluntarily
pursue GHRM practices. Future studies can also take into account the relationship
between GHRM and green innovation as a step toward attaining sustainability.
REFERENCES
Aboramadan, M. (2020). The effect of green HRM on employee green behaviors in higher
education: The mediating mechanism of green work engagement. International Journal
of Organizational Analysis. https://doi.org/10.1108/IJOA-05-2020-2190
Aggarwal, S., & Sharma, B. (2015). Green HRM: Need of the hour. International Journal of
Management and Social Science Research Review, 1(8), 63–70.
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent
Business & Management, 2(1), 1030817. https://doi.org/10.1080/23311975.2015.1030817
Alfred, A. M., & Adam, R. F. (2009). Green management matters regardless. Academy of
Management Perspectives, 23(3), 17–26.
Bostrom, N. (2014). Superintelligence: Paths, dangers, strategies. Oxford: Oxford University
Press.
Bundy, A. (2017). Review of preparing for the future of artifcial intelligence. AI and Society,
32(2), 285–287. https://doi.org/10.1007/s00146-016-0685-0
Cabral, C., & Dhar, R. L. (2019). Green competencies: Construct development and measure-
ment validation. Journal of Cleaner Production, 235, 887–900.
Cabral, C., & Dhar, R. L. (2020). Green competencies: Insights and recommendations from
a systematic literature review. Benchmarking: An International Journal, 28(1), 66–105.
Chahal, H., & Bakshi, P. (2014). Effect of intellectual capital on competitive advantage and
business performance: Role of innovation and learning culture. International Journal of
Learning and Intellectual Capital, 11(1), 52–70.
Chan, E. S., Hon, A. H., Chan, W., & Okumus, F. (2014). What drives employees’ intentions
to implement green practices in hotels? The role of knowledge, awareness, concern and
ecological behaviour. International Journal of Hospitality Management, 40, 20–28.
Chan, F. T., & Chan, H. K. (2004). A comprehensive survey and future trend of simulation
study on FMS scheduling. Journal of Intelligent Manufacturing, 15(1), 87–102.
Chaudhary, R. (2018). Can green human resource management attract young talent? An
empirical analysis. Evidence-Based HRM, 6(3), 305–319.
Chaudhary, R. (2019a). Green human resource management and job pursuit inten-
tion: Examining the underlying processes. Corporate Social Responsibility and
Environmental Management, 26(4), 929–937.
Chaudhary, R. (2019b). Green human resource management and employee green behavior: An
empirical analysis. Corporate Social Responsibility and Environmental Management.
https://doi.org/10.1002/csr.1827
Chen, Y. S. (2008). The driver of green innovation and green image: Green core competence.
Journal of Business Ethics, 81(3), 531–543.
Cohen, D. J. (2012). Identifying the value of HR certifcation: Clarifcation and more complex
models required. Human Resource Management Review, 22(4), 258–265.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee work-
place green behavior: The role of psychological green climate and employee green val-
ues. Human resource management, 56(4), 613–627.
Epstein, M., & Roy, M. (1997). Using ISO 14000 for improved organizational learning and
environmental management. Environmental Quality Management, 7, 21–30.
Fawehinmi, O., Yusliza, M. Y., Mohamad, Z., Faezah, J. N., & Muhammad, Z. (2020).
Assessing the green behaviour of academics: The role of green human resource man-
agement and environmental knowledge. International Journal of Manpower, 41(7),
879–900.
Florida, R., & Davison, D. (2001). Gaining from green management: Environmental man-
agement systems inside and outside the factory. California Management Review, 43(3),
64–84.
Forman, M., & Jorgensen, M. S. G. (2001). The social shaping of the participation of employ-
ees in environmental work within enterprises-experiences from a Danish context.
Technology Analysis & Strategic Management, 13(1), 71–90.
Garg, V., Srivastav, S., & Gupta, A. (2018, October). Application of artifcial intelligence
for sustaining green human resource management. In 2018 International Conference
on Automation and Computational Engineering (ICACE) (pp. 113–116). IEEE, Noida,
India.
Gholami, H., Rezaei, G., Saman, M. Z. M., Sharif, S., & Zakuan, N. (2016). State-of-the-
art Green HRM System: Sustainability in the sports center in Malaysia using a multi-
methods approach and opportunities for future research. Journal of Cleaner Production,
124, 142–163.
Guerci, M., Longoni, A., & Luzzini, D. (2016). Translating stakeholder pressures into envi-
ronmental performance: The mediating role of green HRM practices. The International
Journal of Human Resource Management, 27(2), 262–289.
Gupta, H. (2018). Assessing organizations performance on the basis of GHRM practices
using BWM and Fuzzy TOPSIS. Journal of Environmental Management, 226, 201–216.
Gupta, M., & Haque, M. M. (2015). Talent retention: A major concern for organizations. In
Proceedings of ICRBS, 2015, IIT Roorkee, Greater Noida, India.
Gupta, M., & Lenka, U. (2018). Employer branding: A talent retention strategy using social
media. Pragyaan: Journal of Mass Communication, 21.
Hilker, E. (1986). Artifcial intelligence: A review of current information sources. Collection
Building, 7(3), 14–30.
Islam, M. A., Jantan, A. H., Yusoff, Y. M., Chong, C. W., & Hossain, M. S. (2020). Green
Human Resource Management (GHRM) practices and millennial employees’ turnover
intentions in tourism industry in malaysia: Moderating role of work environment. Global
Business Review, 122(1), 1–21. https://doi.org/10.1177/0972150920907000.
Jabbour, C. J. C. (2013). Environmental training in organisations: From a literature review to
a framework for future research. Resources, Conservation and Recycling, 74, 144–155.
Jabbour, C. J. C., & Renwick, D. W. S. (2018). The soft side of environmentally-sustainable
organizations. RAUSP Management Journal, 53(4), 622–627.
Jabbour, C. J. C., & Santos, F. C. A. (2008). Relationships between human resource dimen-
sions and environmental management in companies: Proposal of a model. Journal of
Cleaner Production, 16(1), 51–58.
Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2010). Contributions of HRM through-
out the stages of environmental management: Methodological triangulation applied to
companies in Brazil. The International Journal of Human Resource Management, 21(7),
1049–1089.
Jackson, S. E., & Seo, J. (2010). The greening of strategic HRM scholarship. Organization
Management Journal, 7(4), 278–290.
Jackson, S. E., Renwick, D. W., Jabbour, C. J., & Muller-Camen, M. (2011). State-of-the-art
and future directions for green human resource management: Introduction to the special
issue. German Journal of Human Resource Management, 25(2), 99–116.
Jain, N., & D’lima, C. (2018). Green HRM: A study on the perception of Generation Y as pro-
spective internal customers. International Journal of Business Excellence, 15(2), 199–208.
Kahraman, C., Kaya, İ., & Çevikcan, E. (2011). Intelligence decision systems in enterprise infor-
mation management. Journal of Enterprise Information Management, 24(4), 360–379.
Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human
resource management on hotel employees’ eco-friendly behavior and environmental per-
formance. International Journal of Hospitality Management, 76, 83–93.
Kitazawa, S., & Sarkis, J. (2000). The relationship between ISO 14001 and continuous source
reduction programs. International Journal of Operations & Production Management,
20, 225–248.
Kong, E., & Thomson, S. B. (2009). An intellectual capital perspective of human resource
strategies and practices. Knowledge Management Research & Practice, 7(4), 356–364.
Kshetri, N. (2021). Evolving uses of artifcial intelligence in human resource management
in emerging economies in the global South: Some preliminary evidence. Management
Research Review. https://doi.org/10.1108/MRR-03-2020-0168
Lauterbach, A. (2019). Artifcial intelligence and policy: Quo vadis? Digital Policy,
Regulation and Governance, 21(3), 238–263.
Lawler, J. J., & Elliot, R. (1996). Artifcial intelligence in HRM: An experimental study of an
expert system. Journal of Management, 22(1), 85–111.
Li, Q., & Chang, C. (2010). The customer lifetime value in Taiwanese credit card market.
African Journal of Business Management, 4(5), 702–709.
Liu, Z., Mei, S., & Guo, Y. (2020). Green human resource management, green organization
identity and organizational citizenship behavior for the environment: The moderating
effect of environmental values. Chinese Management Studies. https://doi.org/10.1108/
CMS-10-2019-0366
Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying environmental management across
functions: The relationship between green human resource management and green sup-
ply chain management. Journal of Business Ethics, 151(4), 1081–1095.
Luu, T. T. (2017). CSR and organizational citizenship behavior for the environment in hotel
industry. International Journal of Contemporary Hospitality Management, 29(11),
2867–2900.
Luu, T. T. (2018). Employees’ green recovery performance: The roles of green HR practices
and serving culture. Journal of Sustainable Tourism, 26(8), 1308–1324.
Mařík, V., & Lažanský, J. (2007). Industrial applications of agent technologies. Control
Engineering Practice, 15(11), 1364–1380.
Masri, H. A., & Jaaron, A. A. (2017). Assessing green human resources management prac-
tices in Palestinian manufacturing context: An empirical study. Journal of Cleaner
Production, 143, 474–489.
McCarthy, J. (1989). Artifcial intelligence, logic and formalizing common sense. In R.
Thomason (Ed.), Philosophical logic and artifcial intelligence (pp. 161–190). Dordrecht:
Springer. Retrieved from www-formal.stanford.edu/jmc/ailogic.html.
Milliman, J., & Clair, J. (1996). Best environmental HRM practices in the U.S. In W.
Wehrmeyer (Ed.), Greening people: Human resources and environmental management
(pp. 49–74). Sheffeld, UK: Greenleaf Publishing.
Mishra, P. (2017). Green human resource management. International Journal of
Organizational Analysis, 25(5), 762–788.
Mukherjee, B., & Chandra, B. (2018). Conceptualizing green human resource management
in predicting employees’ green intention and behaviour: A conceptual framework.
Prabandhan: Indian Journal of Management, 11(7), 36–48.
Naim, M. F., & Lenka, U. (2017). Linking knowledge sharing, competency development, and
affective commitment: Evidence from Indian Gen Y employees. Journal of Knowledge
Management, 21(4), 885–906.
Nilson, N. J. (1980). Principles of artifcial intelligence. Palo Alto, CA: Tioga Publishing.
Nobari, A. R., Seyedjavadin, S. R., Roshandel Arbatani, T., & Rahnamay Roodposhti, F.
(2018). Environmental concerns and green human resource management: A meta-
synthesis. Iranian Journal of Plant Physiology, 8(4), 2573–2576.
Obeidat, S. M., Al Bakri, A. A., & Elbanna, S. (2020). Leveraging “green” human resource
practices to enable environmental and organizational performance: Evidence from the
Qatari oil and gas industry. Journal of Business Ethics, 164(2), 371–388.
O’Donohue, W., & Torugsa, N. (2016). The moderating effect of ‘Green’ HRM on the associa-
tion between proactive environmental management and fnancial performance in small
frms. The International Journal of Human Resource Management, 27(2), 239–261.
Ojo, A. O., Tan, C. N. L., & Alias, M. (2020). Linking green HRM practices to environmental
performance through pro-environment behaviour in the information technology sector.
Social Responsibility Journal. https://doi.org/10.1108/SRJ-12-2019-0403
Pham, D. D. T., & Paillé, P. (2019). Green recruitment and selection: An insight into green
patterns. International Journal of Manpower, 41(3), 258–272.
Pham, N. T., Hoang, H. T., & Phan, Q. P. T. (2019). Green human resource management: A
comprehensive review and future research agenda. International Journal of Manpower,
41(7), 845–878.
Phillips, L. (2007). Go green to gain the edge over rivals. People Management, 23(9), 1–9.
Pinzone, M., Guerci, M., Lettieri, E., & Redman, T. (2016). Progressing in the change jour-
ney towards sustainability in healthcare: The role of ‘Green’ HRM. Journal of Cleaner
Poba-Nzaou, P., Uwizeyemunugu, S., & Laberge, M. (2020). Taxonomy of business value
underlying motivations for e-HRM adoption. Business Process Management Journal,
26(6), 1661–1685.
Prakash, C., Saini, R., & Sharma, R. (2021). Role of Internet of Things (IoT) in sustaining
disruptive businesses. In R. Sharma, R. Saini, C. Prakash, & V. Prashad (Eds.), Role of
Internet of Things (IoT) in sustaining disruptive businesses (1st ed.). New York: Nova
Science Publishers.
Rana, G., & Sharma, R. (2017). Organizational culture as a moderator of the human capital
creation-effectiveness. Global HRM Review, 7(5), 31–37.
Rana, G., & Sharma, R. (2019). Assessing impact of employer branding on job engagement:
A study of banking sector. Emerging Economy Studies, 5(1), 1–15.
Ren, S., Tang, G., & Jackson, S. E. (2018). Green human resource management research in
emergence: A review and future directions. Asia Pacifc Journal of Management, 35(3),
769–803.
Renwick, D. W., Jabbour, C. J., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016).
Contemporary developments in Green (environmental) HRM scholarship. International
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1–14.
Renwick, D. W., Redman, T., & Maguire, S. (2008). Green HRM: A review, process model,
and research agenda. University of Sheffeld Management School Discussion Paper, 1,
1–46.
Roscoe, S., Subramanian, N., Jabbour, C. J., & Chong, T. (2019). Green human resource
management and the enablers of green organisational culture: Enhancing a frm’s
environmental performance for sustainable development. Business Strategy and the
Environment, 28(5), 737–749.
Rubel, M. R. B., Kee, D. M. H., & Rimi, N. N. (2021). The infuence of green HRM practices
on green service behaviors: The mediating effect of green knowledge sharing. Employee
Relations: The International Journal. https://doi.org/10.1108/ER-04-2020-+0163.
Sawang, S., & Kivits, R. A. (2014). Greener workplace: Understanding senior management’s
adoption decisions through the Theory of Planned Behaviour. Australasian Journal of
Sekhri, A., & Cheema, D. J. (2019). The new era of HRM: AI reinventing HRM functions.
International Journal of Scientifc Research and Review, 7(3), 3073–3077.
Shah, M. (2019). Green human resource management: Development of a valid measurement
scale. Business Strategy and the Environment, 28(5), 771–785.
Sharma, R., & Rana, G. (2021). Revitalizing talent management practices through technology
integration in industry 4.0. In R. Sharma, R. Saini, & C. Prakash (Eds.), Role of Internet
of Things (IoT) in sustaining disruptive businesses (1st ed.). New York: Nova Science
Publishers.
Sharma, R., Rana, G., & Agarwal, S., (2021). Techno innovative tools for employer brand-
ing in industry 4.0. In G. Rana, S. Agarwal, & R. Sharma (Ed.), Employer brand-
ing for competitive advantage (1st ed.). Boca Raton, FL: CRC Press. https://doi.
org/10.4324/9781003127826-11.
Singh, A. (2014). Challenges and issues of generation Z. IOSR Journal of Business and
Management, 16(7), 59–63.
Siyambalapitiya, J., Zhang, X., & Liu, X. (2018). Green human resource management: A
proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner
Song, W., Yu, H., & Xu, H. (2020). Effects of green human resource management and man-
agerial environmental concern on green innovation. European Journal of Innovation
Management.
Srivastava, A. P., Mani, V., Yadav, M., & Joshi, Y. (2020). Authentic leadership towards sus-
tainability in higher education—An integrated green model. International Journal of
Manpower, 41(7), 901–923.
Stahl, A. (2021). How AI will Impact the Future of Work and Life. Forbes. Retrieved from
https://www.forbes.com/sites/ashleystahl/2021/03/10/how-ai-will-impact-the-future-of-
work-and-life/?sh=5f0b85ae79a3
Strohmeier, S., & Piazza, F. (2015). Artifcial intelligence techniques in human resource man-
agement—A conceptual exploration. In Intelligent techniques in engineering manage-
ment (pp. 149–172). Cham: Springer.
Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management
practices: Scale development and validity. Asia Pacifc Journal of Human Resources,
56(1), 31–55.
Tang, G., Yu, B., Cooke, F. L., & Chen, Y. (2017). High-performance work system and
employee creativity. Personnel Review, 46(7), 1318–1334.
Teixeira, A. A., Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2012). Relationship between
green management and environmental training in companies located in Brazil: A theo-
retical framework and case studies. International Journal of Production Economics,
140(1), 318–329.
Tomer, G., & Rana, G. (2020). Green human resource management: A conceptual study. In
Shivani Agarwal, Darrell Norman Burrell, & Vijender Kumar Solanki (Eds.), Annals of
Computer Science and Information Systems Volume 24, Proceedings of the International
Conference on Research in Management & Technovation (pp. 109–114), Adarsh Vidya
Mandir’s KDM Girls College, Nagpur, MH, India.
Voss, P. (2007). Essentials of general intelligence: The direct path to artifcial general intel-
ligence. In B. Goertzel & C. Pennachin (Eds.), Artifcial general intelligence: Cognitive
technologies (pp. 131–157). Berlin, Heidelberg: Springer.
Wee, Y. S., & Quazi, H. A. (2005). Development and validation of critical factors of environ-
mental management. Industrial management & data systems, 105, 96–114.
Wehrmeyer, W. (Ed.). (1996). Greening people: Human resources and environmental man-
agement. Sheffeld, UK: Greenleaf Publishing.
Wong, M., Gardiner, E., Lang, W., & Coulon, L. (2008). Generational differences in per-
sonality and motivation: Do they exist and what are the implications for the workplace?
Journal of Managerial Psychology, 23(8), 878–890.
Yong, J. Y., & Mohd-Yusoff, Y. (2016). Studying the infuence of strategic human resource
competencies on the adoption of green human resource management practices. Industrial
and Commercial Training, 48(8), 416–422.
Yong, J. Y., Yusliza, M. Y., & Fawehinmi, O. O. (2019a). Green human resource management:
A systematic literature review from 2007 to 2019. Benchmarking: An International
Journal, 27(7), 2005–2027.
Yong, J. Y., Yusliza, M. Y., Jabbour, C. J. C., & Ahmad, N. H. (2019b). Exploratory cases on
the interplay between green human resource management and advanced green manufac-
turing in light of the Ability-Motivation-Opportunity theory. Journal of Management
Development, 39(1), 31–49.
Yusliza, M. Y., Othman, N. Z., & Jabbour, C. J. C. (2017). Deciphering the implementation of
green human resource management in an emerging economy. Journal of Management
Development, 36(10), 1230–1246.
The Role of Artificial Intelligence in Adopting Green HRM Practices
Aboramadan, M. (2020). The effect of green HRM on employee green behaviors in higher
education: The mediating mechanism of green work engagement. International Journal of
Organizational Analysis. https://doi.org/10.1108/IJOA-05-2020-2190
Aggarwal, S. , & Sharma, B. (2015). Green HRM: Need of the hour. International Journal of
Management and Social Science Research Review, 1(8), 63–70.
Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent
Business & Management, 2(1), 1030817. https://doi.org/10.1080/23311975.2015.1030817
Alfred, A. M. , & Adam, R. F. (2009). Green management matters regardless. Academy of
Management Perspectives, 23(3), 17–26.
Bostrom, N. (2014). Superintelligence: Paths, dangers, strategies. Oxford: Oxford University
Press.
Bundy, A. (2017). Review of preparing for the future of artificial intelligence. AI and Society,
32(2), 285–287. https://doi.org/10.1007/s00146-016-0685-0
Cabral, C. , & Dhar, R. L. (2019). Green competencies: Construct development and
measurement validation. Journal of Cleaner Production, 235, 887–900.
Cabral, C. , & Dhar, R. L. (2020). Green competencies: Insights and recommendations from a
systematic literature review. Benchmarking: An International Journal, 28(1), 66–105.
Chahal, H. , & Bakshi, P. (2014). Effect of intellectual capital on competitive advantage and
business performance: Role of innovation and learning culture. International Journal of Learning
and Intellectual Capital, 11(1), 52–70.
Chan, E. S. , Hon, A. H. , Chan, W. , & Okumus, F. (2014). What drives employees’ intentions
to implement green practices in hotels? The role of knowledge, awareness, concern and
ecological behaviour. International Journal of Hospitality Management, 40, 20–28.
Chan, F. T. , & Chan, H. K. (2004). A comprehensive survey and future trend of simulation
study on FMS scheduling. Journal of Intelligent Manufacturing, 15(1), 87–102.
Chaudhary, R. (2018). Can green human resource management attract young talent? An
empirical analysis. Evidence-Based HRM, 6(3), 305–319.
Chaudhary, R. (2019a). Green human resource management and job pursuit intention:
Examining the underlying processes. Corporate Social Responsibility and Environmental
Management, 26(4), 929–937.
Chaudhary, R. (2019b). Green human resource management and employee green behavior: An
empirical analysis. Corporate Social Responsibility and Environmental Management.
https://doi.org/10.1002/csr.1827
Chen, Y. S. (2008). The driver of green innovation and green image: Green core competence.
Journal of Business Ethics, 81(3), 531–543.
Cohen, D. J. (2012). Identifying the value of HR certification: Clarification and more complex
models required. Human Resource Management Review, 22(4), 258–265.
Dumont, J. , Shen, J. , & Deng, X. (2017). Effects of green HRM practices on employee work-
place green behavior: The role of psychological green climate and employee green values.
Human resource management, 56(4), 613–627.
Epstein, M. , & Roy, M. (1997). Using ISO 14000 for improved organizational learning and
environmental management. Environmental Quality Management, 7, 21–30.
Fawehinmi, O. , Yusliza, M. Y. , Mohamad, Z. , Faezah, J. N. , & Muhammad, Z. (2020).
Assessing the green behaviour of academics: The role of green human resource management
and environmental knowledge. International Journal of Manpower, 41(7), 879–900.
Florida, R. , & Davison, D. (2001). Gaining from green management: Environmental
management systems inside and outside the factory. California Management Review, 43(3),
64–84.
Forman, M. , & Jorgensen, M. S. G. (2001). The social shaping of the participation of
employees in environmental work within enterprises-experiences from a Danish context.
Technology Analysis & Strategic Management, 13(1), 71–90.
Garg, V. , Srivastav, S. , & Gupta, A. (2018, October). Application of artificial intelligence for
sustaining green human resource management. In 2018 International Conference on
Automation and Computational Engineering (ICACE) (pp. 113–116). IEEE, Noida, India.
Gholami, H. , Rezaei, G. , Saman, M. Z. M. , Sharif, S. , & Zakuan, N. (2016). State-of-theart
Green HRM System: Sustainability in the sports center in Malaysia using a multi-methods
approach and opportunities for future research. Journal of Cleaner Production, 124, 142–163.
Guerci, M. , Longoni, A. , & Luzzini, D. (2016). Translating stakeholder pressures into
environmental performance: The mediating role of green HRM practices. The International
Gupta, H. (2018). Assessing organizations performance on the basis of GHRM practices using
BWM and Fuzzy TOPSIS. Journal of Environmental Management, 226, 201–216.
Gupta, M. , & Haque, M. M. (2015). Talent retention: A major concern for organizations. In
Proceedings of ICRBS, 2015, IIT Roorkee, Greater Noida, India.
Gupta, M. , & Lenka, U. (2018). Employer branding: A talent retention strategy using social
media. Pragyaan: Journal of Mass Communication, 21.
Hilker, E. (1986). Artificial intelligence: A review of current information sources. Collection
Building, 7(3), 14–30.
Islam, M. A. , Jantan, A. H. , Yusoff, Y. M. , Chong, C. W. , & Hossain, M. S. (2020). Green
Human Resource Management (GHRM) practices and millennial employees’ turnover intentions
in tourism industry in malaysia: Moderating role of work environment. Global Business Review,
122(1), 1–21. https://doi.org/10.1177/0972150920907000.
Jabbour, C. J. C. (2013). Environmental training in organisations: From a literature review to a
framework for future research. Resources, Conservation and Recycling, 74, 144–155.
Jabbour, C. J. C. , & Renwick, D. W. S. (2018). The soft side of environmentally-sustainable
organizations. RAUSP Management Journal, 53(4), 622–627.
Jabbour, C. J. C. , & Santos, F. C. A. (2008). Relationships between human resource
dimensions and environmental management in companies: Proposal of a model. Journal of
Cleaner Production, 16(1), 51–58.
Jabbour, C. J. C. , Santos, F. C. A. , & Nagano, M. S. (2010). Contributions of HRM throughout
the stages of environmental management: Methodological triangulation applied to companies in
Brazil. The International Journal of Human Resource Management, 21(7), 1049–1089.
Jackson, S. E. , & Seo, J. (2010). The greening of strategic HRM scholarship. Organization
Management Journal, 7(4), 278–290.
Jackson, S. E. , Renwick, D. W. , Jabbour, C. J. , & Muller-Camen, M. (2011). State-of-the-art
and future directions for green human resource management: Introduction to the special issue.
German Journal of Human Resource Management, 25(2), 99–116.
Jain, N. , & D’lima, C. (2018). Green HRM: A study on the perception of Generation Y as
prospective internal customers. International Journal of Business Excellence, 15(2), 199–208.
Kahraman, C. , Kaya, İ. , & Çevikcan, E. (2011). Intelligence decision systems in enterprise
information management. Journal of Enterprise Information Management, 24(4), 360–379.
Kim, Y. J. , Kim, W. G. , Choi, H. M. , & Phetvaroon, K. (2019). The effect of green human
resource management on hotel employees’ eco-friendly behavior and environmental
performance. International Journal of Hospitality Management, 76, 83–93.
Kitazawa, S. , & Sarkis, J. (2000). The relationship between ISO 14001 and continuous source
reduction programs. International Journal of Operations & Production Management, 20,
225–248.
Kong, E. , & Thomson, S. B. (2009). An intellectual capital perspective of human resource
strategies and practices. Knowledge Management Research & Practice, 7(4), 356–364.
Kshetri, N. (2021). Evolving uses of artificial intelligence in human resource management in
emerging economies in the global South: Some preliminary evidence. Management Research
Review. https://doi.org/10.1108/MRR-03-2020-0168
Lauterbach, A. (2019). Artificial intelligence and policy: Quo vadis? Digital Policy, Regulation
and Governance, 21(3), 238–263.
Lawler, J. J. , & Elliot, R. (1996). Artificial intelligence in HRM: An experimental study of an
expert system. Journal of Management, 22(1), 85–111.
Li, Q. , & Chang, C. (2010). The customer lifetime value in Taiwanese credit card market.
African Journal of Business Management, 4(5), 702–709.
Liu, Z. , Mei, S. , & Guo, Y. (2020). Green human resource management, green organization
identity and organizational citizenship behavior for the environment: The moderating effect of
environmental values. Chinese Management Studies. https://doi.org/10.1108/CMS-10-2019-
0366
Longoni, A. , Luzzini, D. , & Guerci, M. (2018). Deploying environmental management across
functions: The relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), 1081–1095.
Luu, T. T. (2017). CSR and organizational citizenship behavior for the environment in hotel
industry. International Journal of Contemporary Hospitality Management, 29(11), 2867–2900.
Luu, T. T. (2018). Employees’ green recovery performance: The roles of green HR practices
and serving culture. Journal of Sustainable Tourism, 26(8), 1308–1324.
Mařík, V. , & Lažanský, J. (2007). Industrial applications of agent technologies. Control
Engineering Practice, 15(11), 1364–1380.
Masri, H. A. , & Jaaron, A. A. (2017). Assessing green human resources management practices
in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143,
474–489.
McCarthy, J. (1989). Artificial intelligence, logic and formalizing common sense. In R.
Thomason (Ed.), Philosophical logic and artificial intelligence (pp. 161–190). Dordrecht:
Springer. Retrieved from www.formal.stanford.edu/jmc/ailogic.html.
Milliman, J. , & Clair, J. (1996). Best environmental HRM practices in the U.S. In W. Wehrmeyer
(Ed.), Greening people: Human resources and environmental management (pp. 49–74).
Sheffield, UK: Greenleaf Publishing.
Mishra, P. (2017). Green human resource management. International Journal of Organizational
Analysis, 25(5), 762–788.
Mukherjee, B. , & Chandra, B. (2018). Conceptualizing green human resource management in
predicting employees’ green intention and behaviour: A conceptual framework. Prabandhan:
Indian Journal of Management, 11(7), 36–48.
Naim, M. F. , & Lenka, U. (2017). Linking knowledge sharing, competency development, and
affective commitment: Evidence from Indian Gen Y employees. Journal of Knowledge
Management, 21(4), 885–906.
Nilson, N. J. (1980). Principles of artificial intelligence. Palo Alto, CA: Tioga Publishing.
Nobari, A. R. , Seyedjavadin, S. R. , Roshandel Arbatani, T. , & Rahnamay Roodposhti, F.
(2018). Environmental concerns and green human resource management: A meta-synthesis.
Iranian Journal of Plant Physiology, 8(4), 2573–2576.
Obeidat, S. M. , Al Bakri, A. A. , & Elbanna, S. (2020). Leveraging “green” human resource
practices to enable environmental and organizational performance: Evidence from the Qatari oil
and gas industry. Journal of Business Ethics, 164(2), 371–388.
O’Donohue, W. , & Torugsa, N. (2016). The moderating effect of ‘Green’ HRM on the
association between proactive environmental management and financial performance in small
firms. The International Journal of Human Resource Management, 27(2), 239–261.
Ojo, A. O. , Tan, C. N. L. , & Alias, M. (2020). Linking green HRM practices to environmental
performance through pro-environment behaviour in the information technology sector. Social
Responsibility Journal. https://doi.org/10.1108/SRJ-12-2019-0403
Pham, D. D. T. , & Paillé, P. (2019). Green recruitment and selection: An insight into green
patterns. International Journal of Manpower, 41(3), 258–272.
Pham, N. T. , Hoang, H. T. , & Phan, Q. P. T. (2019). Green human resource management: A
comprehensive review and future research agenda. International Journal of Manpower, 41(7),
845–878.
Phillips, L. (2007). Go green to gain the edge over rivals. People Management, 23(9), 1–9.
Pinzone, M. , Guerci, M. , Lettieri, E. , & Redman, T. (2016). Progressing in the change journey
towards sustainability in healthcare: The role of ‘Green’ HRM. Journal of Cleaner Production,
122, 201–211.
Poba-Nzaou, P. , Uwizeyemunugu, S. , & Laberge, M. (2020). Taxonomy of business value
underlying motivations for e-HRM adoption. Business Process Management Journal, 26(6),
1661–1685.
Prakash, C. , Saini, R. , & Sharma, R. (2021). Role of Internet of Things (IoT) in sustaining
disruptive businesses. In R. Sharma , R. Saini , C. Prakash , & V. Prashad (Eds.), Role of
Internet of Things (IoT) in sustaining disruptive businesses (1st ed.). New York: Nova Science
Publishers.
Rana, G. , & Sharma, R. (2017). Organizational culture as a moderator of the human capital
creation-effectiveness. Global HRM Review, 7(5), 31–37.
Rana, G. , & Sharma, R. (2019). Assessing impact of employer branding on job engagement: A
study of banking sector. Emerging Economy Studies, 5(1), 1–15.
Ren, S. , Tang, G. , & Jackson, S. E. (2018). Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
769–803.
Renwick, D. W. , Jabbour, C. J. , Muller-Camen, M. , Redman, T. , & Wilkinson, A. (2016).
Contemporary developments in Green (environmental) HRM scholarship. International Journal
of Human Resource Management, 27(2), 114–128.
Renwick, D. W. , Redman, T. , & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1–14.
Renwick, D. W. , Redman, T. , & Maguire, S. (2008). Green HRM: A review, process model,
and research agenda. University of Sheffield Management School Discussion Paper, 1, 1–46.
Roscoe, S. , Subramanian, N. , Jabbour, C. J. , & Chong, T. (2019). Green human resource
management and the enablers of green organisational culture: Enhancing a firm’s
environmental performance for sustainable development. Business Strategy and the
Environment, 28(5), 737–749.
Rubel, M. R. B. , Kee, D. M. H. , & Rimi, N. N. (2021). The influence of green HRM practices on
green service behaviors: The mediating effect of green knowledge sharing. Employee
Relations: The International Journal. https://doi.org/10.1108/ER-04-2020-+0163.
Sawang, S. , & Kivits, R. A. (2014). Greener workplace: Understanding senior management’s
adoption decisions through the Theory of Planned Behaviour. Australasian Journal of
Sekhri, A. , & Cheema, D. J. (2019). The new era of HRM: AI reinventing HRM functions.
International Journal of Scientific Research and Review, 7(3), 3073–3077.
Shah, M. (2019). Green human resource management: Development of a valid measurement
scale. Business Strategy and the Environment, 28(5), 771–785.
Sharma, R. , & Rana, G. (2021). Revitalizing talent management practices through technology
integration in industry 4.0. In R. Sharma , R. Saini , & C. Prakash (Eds.), Role of Internet of
Things (IoT) in sustaining disruptive businesses (1st ed.). New York: Nova Science Publishers.
Sharma, R. , Rana, G. , & Agarwal, S. , (2021). Techno innovative tools for employer branding
in industry 4.0. In G. Rana , S. Agarwal , & R. Sharma (Ed.), Employer branding for competitive
advantage (1st ed.). Boca Raton, FL: CRC Press.
https://doi.org/10.4324/97810031450119781003127826-11.
Singh, A. (2014). Challenges and issues of generation Z. IOSR Journal of Business and
Management, 16(7), 59–63.
Siyambalapitiya, J. , Zhang, X. , & Liu, X. (2018). Green human resource management: A
proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner Production,
201, 542–555.
Song, W. , Yu, H. , & Xu, H. (2020). Effects of green human resource management and
managerial environmental concern on green innovation. European Journal of Innovation
Management.
Srivastava, A. P. , Mani, V. , Yadav, M. , & Joshi, Y. (2020). Authentic leadership towards
sustainability in higher education—An integrated green model. International Journal of
Manpower, 41(7), 901–923.
Stahl, A. (2021). How AI will Impact the Future of Work and Life. Forbes. Retrieved from
https://www.forbes.com/sites/ashleystahl/2021/03/10/how-ai-will-impact-the-future-of-work-and-
life/?sh=5f0b85ae79a3
Strohmeier, S. , & Piazza, F. (2015). Artificial intelligence techniques in human resource
management—A conceptual exploration. In Intelligent techniques in engineering management
(pp. 149–172). Cham: Springer.
Tang, G. , Chen, Y. , Jiang, Y. , Paille, P. , & Jia, J. (2018). Green human resource
management practices: Scale development and validity. Asia Pacific Journal of Human
Resources, 56(1), 31–55.
Tang, G. , Yu, B. , Cooke, F. L. , & Chen, Y. (2017). High-performance work system and
employee creativity. Personnel Review, 46(7), 1318–1334.
Teixeira, A. A. , Jabbour, C. J. C. , & de Sousa Jabbour, A. B. L. (2012). Relationship between
green management and environmental training in companies located in Brazil: A theoretical
framework and case studies. International Journal of Production Economics, 140(1), 318–329.
Tomer, G. , & Rana, G. (2020). Green human resource management: A conceptual study. In
Shivani Agarwal , Darrell Norman Burrell , & Vijender Kumar Solanki (Eds.), Annals of
Computer Science and Information Systems Volume 24, Proceedings of the International
Conference on Research in Management & Technovation (pp. 109–114), Adarsh Vidya
Mandir’s KDM Girls College, Nagpur, MH, India.
Voss, P. (2007). Essentials of general intelligence: The direct path to artificial general
intelligence. In B. Goertzel & C. Pennachin (Eds.), Artificial general intelligence: Cognitive
technologies (pp. 131–157). Berlin, Heidelberg: Springer.
Wee, Y. S. , & Quazi, H. A. (2005). Development and validation of critical factors of
environmental management. Industrial management & data systems, 105, 96–114.
Wehrmeyer, W. (Ed.). (1996). Greening people: Human resources and environmental
management. Sheffield, UK: Greenleaf Publishing.
Wong, M. , Gardiner, E. , Lang, W. , & Coulon, L. (2008). Generational differences in personality
and motivation: Do they exist and what are the implications for the workplace? Journal of
Managerial Psychology, 23(8), 878–890.
Yong, J. Y. , & Mohd-Yusoff, Y. (2016). Studying the influence of strategic human resource
competencies on the adoption of green human resource management practices. Industrial and
Commercial Training, 48(8), 416–422.
Yong, J. Y. , Yusliza, M. Y. , & Fawehinmi, O. O. (2019a). Green human resource management:
A systematic literature review from 2007 to 2019. Benchmarking: An International Journal,
27(7), 2005–2027.
Yong, J. Y. , Yusliza, M. Y. , Jabbour, C. J. C. , & Ahmad, N. H. (2019b). Exploratory cases on
the interplay between green human resource management and advanced green manufacturing
in light of the Ability-Motivation-Opportunity theory. Journal of Management Development, 39(1),
31–49.
Yusliza, M. Y. , Othman, N. Z. , & Jabbour, C. J. C. (2017). Deciphering the implementation of
green human resource management in an emerging economy. Journal of Management
Development, 36(10), 1230–1246.
Zaid, A. A. , Jaaron, A. A. , & Bon, A. T. (2018). The impact of green human resource
management and green supply chain management practices on sustainable performance: An
empirical study. Journal of Cleaner Production, 204, 965–979.
Zibarras, L. D. , & Coan, P. (2015). HRM practices used to promote pro-environmental
behavior: A UK survey. The International Journal of Human Resource Management, 26(16),
2121–2142.
Zoogah, D. B. (2011). The dynamics of Green HRM behaviors: A cognitive social information
processing approach. German Journal of Human Resource Management, 25(2), 117–139.
The Role of Artificial Intelligence in Blockchain Applications

Anyoha, Rockwell (2017). The History of Artificial Intelligence. Can Machines Think? Retrieved
from https://sitn.hms.harvard.edu/flash/2017/history-artificial-intelligence/.
McKinsey & Company (2018, September). Notes from the AI Frontier Modeling—The Impact of
AI on the World Economy. Retrieved from
https://www.mckinsey.com/~/media/McKinsey/Featured%20Insights/Artificial%20Intelligence/No
tes%20from%20the%20frontier%20Modeling%20the%20impact%20of%20AI%20on%20the%2
0world%20economy/MGI-Notes-from-the-AI-frontier-Modeling-the-impact-of-AI-on-the-world-
economy-September-2018.ashx.
Rossow, Andrew (2018 April). Bringing Blockchain into Industry 4.0. Retrieved from
www.forbes.com/sites/andrewrossow/2018/04/11/bringing-blockchain-into-industry-4-
0/?sh=7ccf95e6dc7d.
Sandner, Philipp , Jonas Gross , and Robert Richter (2020, September). Convergence of
Blockchain, IoT, and AI. Frankfurt School blockchain Center, Frankfurt School of Finance &
Management, Frankfurt, Germany. Retrieved from
www.frontiersin.org/articles/10.3389/fbloc.2020.522600/full#B22.
TradingView (2021, April). Cryptocurrency Market. Retrieved from
www.tradingview.com/markets/cryptocurrencies/.
Wikimedia Foundation, Inc (2010, December). Satoshi Nakamoto. Retrieved from
https://en.wikipedia.org/wiki/Satoshi_Nakamoto.
The Rise of Artificial Intelligence in Modern Healthcare Sector
Bharali, Sanjeeb , Mathi, Shyamala , Pooja, Dash , Chandra, Sharath , & Chavan, Bhushan . “A
self-governing wheelchair for severely disabled patients in an indoor environment utilizing EEG
and laser technologies.” In Emerging Trends and Innovations in Engineering and Technological
Research (ICETIETR) 2018 International Conference, pp. 1–5 (2018).
Bi, Luzheng , Fan, Xin-An & Liu, Yili. “EEG-based brain-controlled mobile robots: A survey.”
IEEE Transactions on Human-Machine Systems, 43(2), 161–176 (March 2013).
doi:10.1109/TSMCC.2012.2219046.
Bini, S. A. “Artificial intelligence, machine learning, deep learning and cognitive computing:
What do these term means and how will they impact health care?” The Journal of Arthroplasty,
33(8), 2358–2361 (2018).
Burgin, Walker , Pantofaruy, Caroline & Smart, William D. “Using depth information to improve
face detection.” In 2011 6th ACM/IEEE International Conference on Human-Robot Interaction
(HRI) (2011).
Chellappa, R. , Wilson, C. L. & Sirohey, C. “Human and machine recognition of faces: A
survey.” Proceedings of IEEE, 83(5), pp. 705–740 (May 1995).
Dorner, J. , Kozák, Š. & Dietze, F. “Object recognition by effective methods and means of
computer vision.” In IEEE, Strbske Pleso, Slovakia (June 9–12, 2015).
Fabiani, G. E. , McFarland, D. J. , Wolpaw, J. R. & Pfurtscheller, G. “Conversion of EEG activity
into cursor movement by a Brain-Computer Interface (BCI).” IEEE Transactions on Neural
Systems and Rehabilitation Engineering, 12(3), 331–338 (September 2004).
Galton, Francis. “Personal identification and description.” Nature, 173–177 (June 21, 1888).
Gulshan, V. “Development and validation of a deep learning algorithm for detection of diabetic
retinopathy in retinal fundus photographs.” JAMA, 316, 2402–2410 (2016).
Jadhav, N. K. & Momin, B. F. “Eye blink pattern controlled system using wearable EEG
headband.” In 2018 3rd IEEE International Conference on Recent Trends in Electronics,
Information & Communication Technology (RTEICT), Bangalore, India, pp. 2382–2386 (2018).
Khurana, Palak , Sharma, Anshika , Singh, Shailendra Narayan , & Singh, Pradeep Kumar . “A
survey on object recognition and segmentation techniques.” In IEEE, New Delhi, India (March
16–18, 2016).
Le, T. H. “Applying artificial neural networks for face recognition.” Advances in Artificial Neural
Systems, 2011, pp. 1–16 (2011).
Le Nguyen, T. , & Do, T. T. H. “Artificial intelligence in healthcare: A new technology benefit for
both patients and doctors.” In 2019 Portland International Conference on Management of
Engineering and Technology (PICMET), pp. 1–15 (2019).
Liew, C. “The future of radiology augmented with artificial intelligence: A strategy for success.”
European Journal of Radiology, 152–156 (2018).
Mason, S. G. & Birch, G. E. “A general frame work for brain-computer interface design.” IEEE
Transactions on Neural Systems and Rehabilitation Engineering, 11, 70–85 (March 2003).
McCarthy, J. , Minsky, M. L. , Rochester, N. , & Shannon, C. E. “A proposal for the Dartmouth
summer research project on artificial intelligence, August 31, 1955.” AI Magazine, 27(4), p. 12
(December 2006).
Murthy, S. , Kurumathur, J. & Reddy, B. R. “Design and implementation of paper currency
recognition with counterfeit detection.” In 2016 Online International Conference on Green
Engineering and Technologies (IC-GET), Coimbatore, pp. 1–6 (2016).
Musen, M. A. , Middleton, B. & Greenes, R. A. Biomedical Informatics. Shortliffe, E. H. &
Cimino, J. J. (eds.), pp. 643–674 (Springer, London, 2014).
Nielsen, Kim Dremstrup , Cabrera, Alvaro Fuentes & do Nascimento, O.F. “EEG based brain
computer interface—Towards a better control brain computer interface research at Aalborg
university.” IEEE Transactions on Neural Systems and Rehabilitation Engineering, 14(2), Article
ID 1642769, pp. 202–204 (2006).
Padilla, R. , Filho, C. C. & Costa, M. “Evaluation of Haar cascade classifiers designed for face
detection.” Journal of WASET, 6(4), pp. 323–326 (2012).
Picot, A. , Charbonnier, S. & Caplier, A. “On-line detection of drowsiness using brain and visual
information.” In IEEE Transactions on Systems, Man, and Cybernetics—Part A: Systems and
Humans, 42(3), pp. 764–775 (May 2012).
Rakshit, Pushpendu & Sharma, Ravindra . “Building Healthcare 4.0 with smart work-force.” In
Proceedings of the International Conference on Research in Management & Technovation
2020, pp. 91–94. PTI (2020).
Rana, G. & Sharma, R. “Emerging human resource management practices in Industry 4.0.”
Strategic HR Review, 18(4), 176–181 (2019).
Shortliffe, E. Computer-Based Medical Consultations: MYCIN Vol. 2 (Elsevier, New York, 2012).
Singh, V. , Shokeen, V. & Singh, B. “Face detection by Haar cascade classifier with simple and
complex backgrounds images using opencv implementation.” International Journal of A
dvanced Technology in Engineering and Science, 1(12), pp. 33–38 (2013).
Tsalakanidou, F. , Malassiotis, S. , & Strintzis, M. G. “Face recognition.” In Furht, B. (eds.),
Encyclopedia of Multimedia (Springer, Boston, MA, 2008).
Yang, H. & Wang, X. A. “Cascade classifier for face detection.” Journal of Algorithms & Co
mputational Technology, 10(3), pp. 187–197 (2016).
Artificial Intelligence in Manufacturing

Abd Aziz, N. , Adnan, N. A. A. , AbdWahab, D. , & Azman, A. H. (2021). Component design
optimisation based on artificial intelligence in support of additive manufacturing repair and
restoration: Current status and future outlook for remanufacturing. Journal of Cleaner
Production, 126401.
Acharya, S. , Mishra, D. , Rizvi, A. , Haleem, A. , Bahl, S. , & Javaid, M. (2021). Artificial
Intelligence (AI) and its applications in Indian manufacturing: A review. Current Advances in
Mechanical Engineering: Select Proceedings of ICRAMERD, 2020, 825–835.
Aggour, K. S. , Gupta, V. K. , Ruscitto, D. , Ajdelsztajn, L. , Bian, X. , Brosnan, K. H. ,… &
Vinciquerra, J. (2019). Artificial intelligence/machine learning in manufacturing and inspection: A
GE perspective. MRS Bulletin, 44(7), 545–558.
Albahar, M. , & Almalki, J. (2019). Deepfakes: Threats and countermeasures systematic review.
Journal of Theoretical and Applied Information Technology, 97(22), 3242–3250.
Alexopoulos, K. , Nikolakis, N. , & Chryssolouris, G. (2020). Digital twin-driven supervised
machine learning for the development of artificial intelligence applications in manufacturing.
International Journal of Computer Integrated Manufacturing, 33(5), 429–439.
Alonso, R. S. (2020, June). Deep tech and artificial intelligence for worker safety in robotic
manufacturing environments. In International Symposium on Distributed Computing and
Artificial Intelligence (pp. 234–240). Springer, Cham.
Ashima, R. , Haleem, A. , Bahl, S. , Javaid, M. , Mahla, S. K. , & Singh, S. (2021). Automation
and manufacturing of smart materials in additive manufacturing technologies using Internet of
Things towards the adoption of industry 4.0. Materials Today: Proceedings, 45, 5081–5088.
Bajic, B. , Cosic, I. , Lazarevic, M. , Sremcev, N. , & Rikalovic, A. (2018). Machine learning
techniques for smart manufacturing: Applications and challenges in industry 4.0. (p. 29).
Department of Industrial Engineering and Management Novi Sad, Serbia.
Baryannis, G. , Dani, S. , & Antoniou, G. (2019). Predicting supply chain risks using machine
learning: The trade-off between performance and interpretability. Future Generation Computer
Systems, 101, 993–1004.
Chien, C. F. , Dauzère-Pérès, S. , Huh, W. T. , Jang, Y. J. , & Morrison, J. R. (2020). Artificial
intelligence in manufacturing and logistics systems: Algorithms, applications, and case studies.
International Journal of Production Research, 58(9), 2730–2731.
Cioffi, R. , Travaglioni, M. , Piscitelli, G. , Petrillo, A. , & De Felice, F. (2020). Artificial
intelligence and machine learning applications in smart production: Progress, trends, and
directions. Sustainability, 12(2), 492.
Dai, H. N. , Wang, H. , Xu, G. , Wan, J. , & Imran, M. (2020). Big data analytics for
manufacturing internet of things: opportunities, challenges and enabling technologies.
Enterprise Information Systems, 14(9–10), 1279–1303.
Dubey, R. , Gunasekaran, A. , Childe, S. J. , Bryde, D. J. , Giannakis, M. , Foropon, C. ,… &
Hazen, B. T. (2020). Big data analytics and artificial intelligence pathway to operational
performance under the effects of entrepreneurial orientation and environmental dynamism: A
study of manufacturing organisations. International Journal of Production Economics, 226,
107599.
Eren, B. , Guvenc, M. A. , & Mistikoglu, S. (2021). Artificial intelligence applications for friction
stir welding: A review. Metals and Materials International, 27(2), 193–219.
Ghahramani, M. , Qiao, Y. , Zhou, M. , Hagan, A. O. , & Sweeney, J. (2020). AI-based modeling
and data-driven evaluation for smart manufacturing processes. IEEE/CAA Journal of
AutomaticaSinica, 7(4), 1026–1037.
Ghobakhloo, M. , & Ching, N. T. (2019). Adoption of digital technologies of smart manufacturing
in SMEs. Journal of Industrial Information Integration, 16, 100107.
Haenlein, M. , & Kaplan, A. (2019). A brief history of artificial intelligence: On the past, present,
and future of artificial intelligence. California Management Review, 61(4), 5–14.
Hayhoe, T. , Podhorska, I. , Siekelova, A. , & Stehel, V. (2019). Sustainable manufacturing in
Industry 4.0: cross-sector networks of multiple supply chains, cyber-physical production
systems, and AI-driven decision-making. Journal of Self-Governance and Management
Economics, 7(2), 31–36.
Jha, S. , Sahai, T. , Raman, V. , Pinto, A. , & Francis, M. (2019). Explaining AI decisions using
efficient methods for learning sparse Boolean formulae. Journal of Automated Reasoning,
63(4), 1055–1075.
Kim, D. H. , Kim, T. J. , Wang, X. , Kim, M. , Quan, Y. J. , Oh, J. W. ,… & Ahn, S. H. (2018).
Smart machining process using machine learning: A review and perspective on machining
industry. International Journal of Precision Engineering and Manufacturing-Green Technology,
5(4), 555–568.
Kumar, S. L. (2017). State of the art-intense review on artificial intelligence systems application
in process planning and manufacturing. Engineering Applications of Artificial Intelligence, 65,
294–329.
Kusiak, A. (2017). Smart manufacturing must embrace big data. Nature News, 544(7648), 23.
Lee, W. J. , Wu, H. , Yun, H. , Kim, H. , Jun, M. B. , & Sutherland, J. W. (2019). Predictive
maintenance of machine tool systems using artificial intelligence techniques applied to machine
condition data. Procedia Cirp, 80, 506–511.
Li, B. H. , Hou, B. C. , Yu, W. T. , Lu, X. B. , & Yang, C. W. (2017). Applications of artificial
intelligence in intelligent manufacturing: A review. Frontiers of Information Technology &
Electronic Engineering, 18(1), 86–96.
Lin, H. W. , Tegmark, M. , & Rolnick, D. (2017). Why does deep and cheap learning work so
well? Journal of Statistical Physics, 168(6), 1223–1247.
Makridakis, S. (2017). The forthcoming Artificial Intelligence (AI) revolution: Its impact on society
and firms. Futures, 90, 46–60.
Mao, S. , Wang, B. , Tang, Y. , & Qian, F. (2019). Opportunities and challenges of artificial
intelligence for green manufacturing in the process industry. Engineering, 5(6), 995–1002.
Maras, M. H. , & Alexandrou, A. (2019). Determining authenticity of video evidence in the age of
artificial intelligence and in the wake of deepfake videos. The International Journal of Evidence
& Proof, 23(3), 255–262.
Massaro, A. , Manfredonia, I. , Galiano, A. , & Xhahysa, B. (2019, June). Advanced process
defect monitoring model and prediction improvement by artificial neural network in kitchen
manufacturing industry: A case of study. In 2019 II Workshop on Metrology for Industry 4.0 and
IoT (MetroInd4. 0&IoT) (pp. 64–67). IEEE.
McKinsey Global Institute . (2017). Technology, jobs, and the future of work.
Morris, K. C. , Schlenoff, C. , & Srinivasan, V. (2017). Guest editorial a remarkable resurgence
of artificial intelligence and its impact on automation and autonomy. IEEE Transactions on
Automation Science and Engineering, 14(2), 407–409.
Nasiri, S. , Khosravani, M. R. , & Weinberg, K. (2017). Fracture mechanics and mechanical fault
detection by artificial intelligence methods: A review. Engineering Failure Analysis, 81, 270–293.
Nica, E. , Stan, C. I. , Luțan, A. G. , & Oașa, R. Ș. (2021). Internet of things-based real-time
production logistics, sustainable industrial value creation, and artificial intelligence-driven big
data analytics in cyber-physical smart manufacturing systems. Economics, Management, and
Financial Markets, 16, 1.
Nikolic, B. , Ignjatic, J. , Suzic, N. , Stevanov, B. , & Rikalovic, A. (2017). Predictive
manufacturing systems in Industry 4.0: Trends, benefits and challenges. Annals of DAAAM &
Proceedings, 28.
Nti, I. K. , Adekoya, A. F. , Weyori, B. A. , & Nyarko-Boateng, O. (2021). Applications of artificial
intelligence in engineering and manufacturing: A systematic review. Journal of Intelligent
Manufacturing, 1–21.
Patel, A. R. , Ramaiya, K. K. , Bhatia, C. V. , Shah, H. N. , & Bhavsar, S. N. (2021). Artificial
intelligence: prospect in mechanical engineering field—A review. Data Science and Intelligent
Applications, 267–282.
Pillai, R. , Sivathanu, B. , Mariani, M. , Rana, N. P. , Yang, B. , & Dwivedi, Y. K. (2021).
Adoption of AI-empowered industrial robots in auto component manufacturing companies.
Production Planning & Control, 1–17.
Rana, G. , Sharma, R. , & Goel, A. K. (2019). Unraveling the power of talent analytics:
Implications for enhancing business performance. In Rajagopal, Behl R. (ed.), Business
Governance and Society. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-94613-
9_3.
Rana, G. , Sharma, R. , & Rana, S. (2017). The use of management control systems in the
pharmaceutical industry. International Journal of Engineering Technology, Management and
Applied Sciences, 5(6), 12–23.
Senthiil, P. V. , Sirusshti, V. A. , & Sathish, T. (2019). Artificial intelligence based green
manufacturability quantification of a unit production process. International Journal of Mechanical
and Production Engineering Research and Development, 9(2), 841–852.
Sharma, Ravindra , Saini, Ashwini Kumar , & Rana, Geeta. (2021). Big data analytics and
businesses in Industry 4.0. Design Engineering, 2021(2), 238–252.
Sharp, M. , Ak, R. , & Hedberg Jr, T. (2018). A survey of the advancing use and development of
machine learning in smart manufacturing. Journal of Manufacturing Systems, 48, 170–179.
Sun, T. Q. , & Medaglia, R. (2019). Mapping the challenges of artificial intelligence in the public
sector: Evidence from public healthcare. Government Information Quarterly, 36(2), 368–383.
Syam, N. , & Sharma, A. (2018). Waiting for a sales renaissance in the fourth industrial
revolution: Machine learning and artificial intelligence in sales research and practice. Industrial
Marketing Management, 69, 135–146.
Tao, F. , Qi, Q. , Liu, A. , & Kusiak, A. (2018). Data-driven smart manufacturing. Journal of
Manufacturing Systems, 48, 157–169.
Walczak, S. (2019). Artificial neural networks. In Advanced Methodologies and Technologies in
Artificial Intelligence, Computer Simulation, and Human-Computer Interaction (pp. 40–53). IGI
Global.
Wang, L. (2019). From intelligence science to intelligent manufacturing. Engineering, 5(4),
615–618.
Westerlund, M. (2019). The emergence of deepfake technology: A review. Technology
Innovation Management Review, 9(11).
Wu, D. , Jennings, C. , Terpenny, J. , Gao, R. X. , & Kumara, S. (2017). A comparative study on
machine learning algorithms for smart manufacturing: Tool wear prediction using random
forests. Journal of Manufacturing Science and Engineering, 139(7).
Yadav, A. , & Jayswal, S. C. (2018). Modelling of flexible manufacturing system: A review.
International Journal of Production Research, 56(7), 2464–2487.
Zhou, J. , Li, P. , Zhou, Y. , Wang, B. , Zang, J. , & Meng, L. (2018). Toward new-generation
intelligent manufacturing. Engineering, 4(1), 11–20.
Customer Behavior Prediction for E-Commerce Sites Using Machine

Learning Techniques
Arsalwad GP and Dhanawade AA (2017), “Analysis of e-customers behavior using Naïve Bayes
algorithm”, Available: www.ijircce.com/upload/2017/april/169_ANALYSIS.pdf.
Bowen T , (2020), “Forecasting method of E-commerce cargo sales based on ARIMA-BP
model”, 2020 IEEE International Conference on Artificial Intelligence and Computer Applications
(ICAICA), Dalian, China (pp. 27–29).
Burdick D , (2005), “An efficient algorithm for mining maximal frequent item sets”, Data Mining
and Knowledge Discovery (pp. 223–242).
Cheriyan S , (2018), “Intelligent sales prediction using machine learning techniques”,
International Conference on Computing, Electronics & Communications Engineering (access)”,
Southend (pp. 16–17).
Cui Y , (2018), “Modelling customer online behaviours with neural networks: applications to
conversion prediction and advertising retargeting”, Available: https://arxiv.org/abs/1804.07669.
Eric Michael S , (2017), “Forecasting customer behaviour in constrained E-commerce
platforms”, International Conference of Pattern Recognition Systems (ICPRS 2017), Madrid,
Spain (pp. 11–13).
Harsh Valecha , (2018), “Prediction of consumer behaviour using Random Forest algorithm”,
5th IEEE Uttar Pradesh Section International Conference on Electrical, Electronics and
Computer Engineering (UPCON), Gorakhpur, India (pp. 2–4).
He J and Jiang W (2017), “Understanding users’ coupon usage behaviours in E-commerce
environments”, IEEE International Symposium on Parallel and Distributed Processing with
Applications and IEEE International Conference on Ubiquitous Computing and Communications
(ISPA/IUCC), Guangzhou, China (pp. 12–15).
Jain A and Chandra S (2017), “Sales forecasting for retail chains”, Available:
www.semanticscholar.org/paper/Sales-Forecasting-for-Retail-Chains-Jain-
Menon/76a244f4da1d29170a9f91d381a5e12dc7ad2c0f
Jia R , (2017), “E-commerce purchase prediction approach by user behavior data”, International
Conference on Computer, Information and Telecommunication Systems (CITS), Dalian, China
(pp. 21–23).
Jiang Y and Yu S . (2008), “Mining E-commerce data to analyse the target customer behavior”,
First International Workshop on Knowledge Discovery and Data Mining (pp. 406–409).
Karim M , (2012), “Mining E-Shopper’s purchase rules by using maximal frequent patterns: An
e-commerce perspective”, International Conference of Information Science and Applications
(ICISA), Suwon, South Korea (pp. 23–25).
Kuen-Han Tsai , (2017), “Multi-source learning for sales prediction”, 2017 Conference on
Technologies and Applications of Artificial Intelligence (TAAI), Taipei, Taiwan (pp. 1–3).
Kumari Punam , (2018), “A two-level statistical model for Big Mart sales prediction”,
International Conference on Computing, Power and Communication Technologies (GUCON),
Uttar Pradesh, India (pp. 28–29).
Li X , (2020), “Characterizing social marketing behavior of E-commerce Celebrities and
predicting their value”, IEEE INFOCOM 2020—IEEE Conference on Computer Communications
Workshops (INFOCOM WKSHPS), Toronto, Canada (pp. 6–9).
Lin W , (2018), “Social media brand engagement as a proxy for E-commerce activities: A case
study of Sina Weibo and JD”, IEEE/WIC/ACM International Conference on Web Intelligence
(WI), Santiago, Chile (pp. 3–6).
Maheswari K and Packia Amutha Priya P (2017), “Predicting customer behaviour in online
shopping using SVM classifier”, IEEE International Conference on Intelligent Techniques in
Control, Optimization and Signal Processing (INCOS), Srivilliputhur, India (pp. 23–25).
Maksim Korolev and Ruegg K. (2015), “Gradient boosted trees to predict store sales”, Available:
http://cs229.stanford.edu/proj2015/193_report.pdf.
Peker S , (2017), “A hybrid approach for predicting customers’ individual purchase behavior”,
Kybernetes (46(12), pp. 1–22).
Peker S , (2018), “An empirical comparison of customer behaviour modelling approach for
shopping list prediction”, International Convention on Information and Communication
Technology, Electronics and Microelectronics (MIPRO), Opatija, Croatia (pp. 21–25).
Piyush Anil B , (2019), “Designing a sales prediction model in tourism industry and hotel
recommendation based on hybrid recommendation”, Third International Conference on
Computing Methodologies and Communication (ICCMC 2019), Erode, India (pp. 27–29).
Rai S , (2019), “Demand prediction for e-commerce advertisements: A comparative study using
state-of-the-art machine learning methods”, International Conference on Computing,
Communication and Networking Technologies (ICCCNT) (pp. 6–8), Kanpur, India.
Rana Alaa El-Deen Ahmeda , (2015), “Performance study of classification algorithms for
consumer online shopping attitudes and behavior using data mining”, Fifth International
Conference on Communication Systems and Network Technologies, Gwalior, India (pp. 4–6).
Rankothge Gishan Hiranya Pemathilake , (2018), “Sales forecasting based on AutoRegressive
Integrated Moving Average and Recurrent Neural Network hybrid model”, International
Conference on Natural Computation, Fuzzy Systems and Knowledge Discovery (ICNCFSKD),
Huangshan, China (pp. 28–30).
Sastry, SH (2014), “Analysis and prediction of sales data in SAP-ERP system using clustering
algorithms”, Available: arXiv preprint arXiv (p. 1312.2678).
Singh B , (2020), “Sales forecast for Amazon sales with time series modeling”, First
International Conference on Power, Control and Computing Technologies (ICPC2T), Raipur,
India (pp. 3–5).
Tonya Boone , (2019), “Forecasting sales in the supply chain: Consumer analytics in the big
data era”, International Journal of Forecasting (35(1), pp. 170–180).
Victor Haastrup Adeleye , (2014), “Customer behaviour analytics and data mining”, American
Journal of Computation, Communication and Control (pp. 66–74).
Vivek S (2018), “Clustering algorithms for customer segmentation”, Available: https://towards-
datascience.com/clustering-algorithms-for-customer-segmentation-af637c6830ac.
Wang P , (2015), “Learning hierarchical representation model for next basket recommendation”,
Available: www.bigdatalab.ac.cn/~junxu/publications/SIGIR2015_NextBasketRec.pdf.
Xu D , (2018), “Repurchase prediction based on ensemble learning”, IEEE SmartWorld,
Ubiquitous Intelligence & Computing, Advanced & Trusted Computing, Scalable Computing &
Communications, Cloud & Big Data Computing, Internet of People and Smart City Innovations,
Guangzhou, China (pp. 8–12).
Yadav, M. P. , (2017), “Mining the customer behavior using web usage mining in e-commerce”,
Available: https://nevonprojects.com/customer-behavior-prediction-using-web-usage-mining/
Zhao B , (2019), “Loyal consumers or one-time deal hunters: Repeat buyer prediction for E-
commerce”, International Conference on Data Mining Workshops (ICDMW), Beijing, China (pp.
8–11).
Zhuang Q , (2019), “A neural network model for China B2C ecommerce sales forecast based on
promotional factors and historical data”, International Conference on Economic Management
and Model Engineering (ICEMME), Malacca, Malaysia (pp. 6–8).
The Impact of Artificial Intelligence on Global Business Practices

Agarwal, S. (2018). Block Chain Technology in Supply Chain and Logistics. Cambridge, MA:
Massachusetts Institute of Technology.
Andrews, S. , Ayers, S. , Bakovic, T. , (2019). Reinventing Business Through Disruptive
Technologies: Sector Trends and Investment Opportunities for Firms in Emerging Markets. IFC
Report. Retrieved from www.ifc.org/wps/wcm/connect/8c67719a-2816-4694-
91877de2ef5075bc/Reinventingbusiness-through-Disruptive-Tech-
v2.pdf?MOD=AJPERES&CVID=mLo6cfr
Armstrong, S. , Sotala, K. , & ÓhÉigeartaigh, S.S. (2014). The Errors, Insights and Lessons of
Famous AI Predictions – and What they Mean for the Future. Journal of Experimental &
Theoretical Artificial Intelligence, 26(3), 317–342.
Arnet, M. , Gregory, T. , & Zierahn, U. (2016). The Risk of Automation for Jobs in OECD
Countries: A Comparative Analysis. OECD Social, Employment and Migration Working Papers
No. 189.
Arora, B. , & Rahman, Z. (2017). Information Technology Capability as Competitive Advantage
in Emerging Markets: Evidence from India. International Journal of Emerging Markets, 12(4),
447–463.
Atzori, L. , Iera, A. , & Morabito, G. (2010). The Internet of Things: A Survey. Computer
Networks, 54(15), 2787–2805. http://doi.org/10.1016/j.comnet.2010.05.010
Belvedere, V. , Grando, A. , & Bielli, P. (2013). A Quantitative Investigation of the Role of
Information and Communication Technologies in the Implementation of a Product-service
System. International Journal of Production Research, 51(2), 410–426.
http://doi.org/10.1080/00207543.2011.648278
Bloem, J. , van Doorn, M. , Duivestein, S. , Excoffier, D. , Maas, R. , & van Ommeren, E. (2014).
The Fourth Industrial Revolution: Things to Tighten the Link Between It and OT. VINT Research
Report 3 of 4. 2014 Groningen: Sogeti VINT Production LINE UP Boeken Media BV.
Brynjolfsson, E. , (2017). Artificial Intelligence and the Modern Productivity Paradox: A Clash of
Expectations and Statistics. NBER Working Paper No. 24001, p. 10.
Bughin, J. , Hazan, E. , Ramaswamy, S. , Chui, M. , Allas, T. , Dahlström, P. , Henke, N. , &
Trench, M. (2017). Artificial Intelligence the Next Digital Frontier? McKinsey and Company
Global Institute, Discussion Paper.
Cao, L. (2017). Data Science: A Comprehensive Overview. ACM Computing Surveys, 50(3),
1–42. https://doi.org/10.1145/307625
Cioffi, R. , Travaglioni, M. , Piscitelli, G. , Petrillo, A. , & De Felice, F. (2020). Department of
Engineering, Parthenope University, Isola C4, Centro Direzionale, 80143, Napoli NA, 8 January
2020.
Coats, P.K. (1987). Artificial Intelligence, Expert Systems and Business. American Business
Review, 5(2), 7p.
Computer, E. (2017). Artificial Intelligence Transforming the Future of Work. Express Computer.
Retrieved from https://searchproquestcom.nnu.idm.oclc.org/docview/1911103619
Davenport, T. , & Ronaki, R. (2018). Artificial Intelligence for the Real World. Harvard Business
Review, 4–10.
Deng, L. , & Yu, D. (2014). Deep Learning: Methods and Applications. Foundations and
Trends® in Signal Processing, 7(3–4), 197–387. http://doi.org/10.1561/2000000039
Frank, R. , Autor, D. , Bessen, J.E. , Brynjolfsson, E. , Cebrián, M. , Deming, D. , Feldman, M. ,
Groh, M. , Lobo, J. , Moro, E. , Wangk, D. , Younk, H. , & Rahwan, I. (2019). Toward
Understanding the Impact of Artificial Intelligence on Labor. Edited by Jose A. Scheinkman .
New York: Columbia University.
Fredman, J. (2018). The Role of Accounting & Finance in Business Management. Chron.
Retrieved from http://smallbusiness.chron.com/role-accounting-finance-business-
management65620
Goodfellow, I. , Bengio, Y. , & Courville, A. (2016). Deep Learning. Cambridge, MA: MIT Press.
Haider, P. , Chiarandini, L. , & Brefeld, U. (2012). Discriminative Clustering for Market
Segmentation. Proceedings of the 18th ACM SIGKDD International Conference on Knowledge
Discovery and Data Mining. ACM.
He, K.F. (2016). Cyber-Physical System for Maintenance in Industry 4.0. Master’s Thesis.
Jonkoping University.
Holtel, S. (2015). Artificial Intelligence Creates a Wicked Problem for the Enterprise. Procedia
Computer Science, 99, 171–180.
Howard, J. (2014). The Wonderful and Terrifying Implications of Computers that Can Learn.
Retrieved from
www.ted.com/talks/jeremy_howard_the_wonderful_and_terrifying_implications_of_computers_t
hat_can_learn
Kagermann, H. , Wahlster, W. , & Johannes, H. (2013). Recommendations for Implementing the
Strategic Initiative INDUSTRIE 4.0. Forschungsunion.
Kaplan, J. (2016). Artificial Intelligence: What Everyone Needs to Know. Oxford: Oxford
University Press.
Klosters, D. (2016). World Economic Forum Annual Meeting 2016 Mastering the Fourth
Industrial Revolution. World Economic Forum. Retrieved from
http://www3.weforum.org/docs/Media/
Liao, Y. , Loures, E. R. , Deschamps, F. , Brezinski, G. , & Venâncio, A. (2017). The Impact of
the Fourth Industrial Revolution: A Cross-country/Region Comparison. Production, 28,
e20180061. https://doi.org/10.1590/0103-6513.20180061
Maynard, A. D. (2015). Navigating the Fourth Industrial Revolution. Nature Nanotechnology,
10(12), 1005–1006. https://doi.org/10.1038/nnano.2015.286. Retrieved from
www.ncbi.nlm.nih.gov/pubmed/26632281
McAfee, A. (2013). What Will Future Jobs Look Like? Retrieved from
www.ted.com/talks/andrew_mcafee_what_will_future_jobs_look_like#t-166952
Mosterman, P. , & Zander, J. (2015). Industry 4.0 as a Cyber-Physical System Study. Software
& Systems Modeling, 15, 17–29.
Mou, Xiaomin. (2019). Senior Investment Officer, Private Equity Funds—Disruptive
Technologies and Funds. IFC, Washington, DC.
National Academy of Science and Engineering . (2013). Acatech Annual Report, 2013.
Retrieved from https://en.acatech.de/publication/jahresbericht-2013
Nilsson, N. (2010). The Quest for Artificial Intelligence: A History of Ideas and Achievements.
Cambridge: Cambridge University Press.
Nisbet, R. , Miner, G. , & Yale, K. (2018). Deep Learning, Chapter-19. In Handbook of Statistical
Analysis and Data Mining Applications (2nd ed.). Cambridge, MA: Academic Press.
Park, S. C. (2017). The Fourth Industrial Revolution and Implications for Innovative Cluster
Policies. AI & Society, 33(3), 433–445.
Parkes, D. C. , & Wellman, M. P. (2015). Economic Reasoning and Artificial Intelligence.
Science, 349(6245), 267–272.
Pavaloiu, A. (2016). The Impact of A.I. of Global Trends. Retrieved from www.biblio.psbedu.net
Prakash, C. , Saini, R. , & Sharma, R. (2021). Role of Internet of Things (IoT) in Sustaining
Disruptive Businesses. In R. Sharma , R. Saini , & C. Prakash , V. Prashad (Eds.), Role of
Internet of Things (IoT) in Sustaining Disruptive Businesses (1st ed.). New York: Nova Science
Publishers.
Rana, G. (2010). Knowledge Management and E-Learning Activities in the 21st Century to
attain Competitive Advantage. Advances in Management, 3(5), 54–56.
Rana, G. , & Sharma, R. (2019). Emerging Human Resource Management Practices in Industry
4.0. Strategic HR Review, 18(4), 176–181.
Remes, J. , Manyika, J. , Bughin, J. , Woetzel, J. , Mischke, J. , & Krishnan, M. (2018). Solving
the Productivity Puzzle: The Role of Demand and the Promise of Digitization. McKinsey Global
Institute.
Rodič, B. (2017). Industry 4.0 and the New Simulation Modelling Paradigm, Organizacija, 50(3),
193–207.
Roetzer, P. (2014). The Marketing Performance Code: Strategies and Technologies to Build
and Measure Business Success. Hoboken, NJ: John Wiley & Sons, Inc.
Sadek, A. W. , & Chowdhury, M. (2012). Artificial Intelligence Applications to Critical
Transportation Issues. Retrieved from
www.researchgate.net/profile/Said_Easa/publication/273576102_Design_and_construction_of_t
ransportation_infrastructure_httponlinepubstrborgonlinepubscircularsec168pdf/links/55097a910
cf26ff55f85932b.pdf#page=14
Saturno, M. , Pertel, V. M. , Deschamps, F. , & Loures, E. R. (2017). Proposal of an Automation
Solutions Architecture for Industry 4.0. In Proceedings of the 24th International Conference on
ge Production Research. Poznan: ICPR.
Schwab, K. (2017). The Fourth Industrial Revolution. Geneva: World Economic Forum.
Sharma, R. , & Rana, G. (2021). Revitalizing Talent Management Practices through Technology
Integration in industry 4.0. In R. Sharma , R. Saini , & C. Prakash (Eds.), Role of Internet of
Things (IoT) in Sustaining Disruptive Businesses (1st ed.). New York: Nova Science Publishers.
Sharma, R. , Rana, G. , & Agarwal, S. (2021a). Techno Innovative Tools for Employer Branding
in Industry 4.0. In: G. Rana , S. Agarwal , & R. Sharma (Eds.), Employer Branding for
Competitive Advantage (1st ed.). Boca Raton, FL: CRC Press.
https://doi.org/10.4324/97810031450119781003127826-11.
Sharma, R. , Saini, A. K. , & Rana, G. (2021b). Big Data Analytics and Businesses in Industry
4.0. Design Engineering, 2021(2), 238–252.
Sırmaçek, B. (2007). FPGA İle Mobil Robot İçin Öğrenme Algoritması Modellenmesi. İstanbul:
Yükseklisanstezi, Yıldız TeknikÜniversitesi.
Smith, C. , McGuire, B. , Huang, T. , & Yang, G. (2017). The History of Artificial Intelligence
[Scholarly Project]. Retrieved November 20, 2017 from
https://courses.cs.washington.edu/courses/csep590/06au/projects/history-ai.pdf
Soni, Neha , Sharma, E. , Singh, N. , & Kapoor, A. (2019). Impact of Artificial Intelligence on
Businesses: From Research, Innovation, Market Deployment to Future Shifts in Business
Models. Final manuscript is submitted to Journal of Business Research—Elsevier for
Consideration.
Strusani, D. , & Houngbonon, G. V. (2019). The Role of Artificial Intelligence in Supporting
Development in Emerging Markets. EMCompass, No. 69, International Finance Corporation,
Washington, DC.
Tantuğ, A. C. , & Türkmenoğlu, C. (2015). Türkçe Metinlerde Duygu Analizi. İstanbul:
Yükseklisanstezi, İstanbul TeknikÜniversitesi.
Turing, A. (1950). Computing Machinery and Intelligence. Mind, 59, 433–460.
Van Gordon, W. , Shonin, E. , Zangeneh, M. , & Griffiths, M. D. (2014). Work-Related Mental
Health and Job Performance: Can Mindfulness Help? International Journal of Mental Health and
Addiction, 12, 129–137.
Wasserman, P. (2016). Santander InnoVentures Distributed Ledger Challenge: Decoding Block
Chain. Retrieved from www.sachsinsights.com/santanders-innoventures-distributed-ledger-
challenge-decoding-blockchain
Witkowski, K. (2017). Internet of Things, Big Data, Industry 4.0—Innovative Solutions in
Logistics and Supply Chains Management. Procedia Engineering, 182(1), 763–769.
Xu, X. (2012). Robotics and Computer-Integrated Manufacturing From Cloud Computing to
Cloud Manufacturing Ubiquitous Product Life Cycle Support. Robotics and Computer Integrated
Manufacturing, 28(1), 75–86.
Zhong, R. Y. , Xu, X. , Klotz, E. , & Newman, S. T. (2017). Intelligent Manufacturing in the-
Context of Industry 4.0: A Review. Engineering, 3(5), 616–630.
Road Map for Implementation of IoT in Metal Cutting for the Process
Monitoring System to Improve Productivity
Aivaliotis, P. , Georgoulias, K. , & Alexopoulos, K. (2019). Using digital twin for maintenance
applications in manufacturing: state of the Art and Gap analysis. In 2019 IEEE International
Conference on Engineering, Technology and Innovation (ICE/ITMC) (pp. 1–5). IEEE, France.
Alptekinoğlu, A. , & Corbett, C. J. (2008). Mass customization vs. mass production: variety and
price competition. Manufacturing & Service Operations Management, 10(2), 204–217.
Alvian, P. , Eun, Y. , Meerkov, S. M. , & Zhang, L. (2020). Smart production systems:
automating decision-making in manufacturing environment. International Journal of Production
Research, 58(3), 828–845.
Arnold, J. T. , & Chapman, S. N. (2004). Introduction to materials management. Pearson
Education India.
Athreya, A. P. , DeBruhl, B. , & Tague, P. (2013, October). Designing for self-configuration and
self-adaptation in the Internet of things. In 9th IEEE International Conference on Collaborative
Computing: Networking, Applications and Worksharing (pp. 585–592). IEEE, USA.
Atzoria, L. , Iera, A. V. , & Morabito, G. (2010). The internet of things: a survey. Computer
Networks, 54(15), 2787–2805.
Benardos, P. G. , & Vosniakos, G. C. (2017). Internet of things and industrial applications for
precision machining. In Solid state phenomena (Vol. 261, pp. 440–447). Switzerland: Trans
Tech.
Cakir, M. , Guvenc, M. A. , & Mistikoglu, S. (2021). The experimental application of popular
machine learning algorithms on predictive maintenance and the design of IIoT based condition
monitoring system. Computers & Industrial Engineering, 151, 106948.
Chen, X. , Li, C. , Tang, Y. , Li, L. , & Xiao, Q. (2018). A framework for energy monitoring of
machining workshops based on IoT. Procedia CIRP, 72, 1386–1391.
Cooper, C. , & Kaplinsky, R. (Eds.). (2005). Technology and development in the third industrial
revolution. London: Routledge.
Crognier, G. , Tournebise, P. , Ruiz, M. , & Panciatici, P. (2021). Grid operation-based outage
maintenance planning. Electric Power Systems Research, 190, 106682.
Dai, H. N. , Wang, H. , Xu, G. , Wan, J. , & Imran, M. (2020). Big data analytics for
manufacturing internet of things: opportunities, challenges and enabling technologies.
Enterprise Information Systems, 14(9–10), 1279–1303.
Deshayes, L. , Welsch, L. , Donmez, A. , Ivester, R. , Gilsinn, D. , Rhorer, R. ,… & Potra, F.
(2006). Smart machining systems: issues and research trends. In Innovation in life cycle
engineering and sustainable development (pp. 363–380). Dordrecht: Springer.
Dutta, S. , Pal, S. K. , Mukhopadhyay, S. , & Sen, R. (2013). Application of digital image
processing in tool condition monitoring: a review. CIRP Journal of Manufacturing Science and
Technology, 6(3), 212–232.
Frader, L. L. (2005). The industrial revolution: a history in documents. Oxford: Oxford University
Press.
Grolinger, K. , L’Heureux, A. , Capretz, M. A. , & Seewald, L. (2016). Energy forecasting for
event venues: big data and prediction accuracy. Energy and Buildings, 112, 222–233.
Guoqiang, S. , Yanming, C. , Chao, Z. , & Yanxu, Z. (2013). Design and implementation of a
smart IoT gateway. In 2013 IEEE International Conference on Green Computing and
Communications and IEEE Internet of Things and IEEE Cyber, Physical and Social Computing
(pp. 720–723). IEEE, Beijing, China.
Hentz, J. B. , Nguyen, V. K. , Maeder, W. , Panarese, D. , Gunnink, J. W. , Gontarz, A. ,… &
Hascoët, J. Y. (2013). An enabling digital foundation towards smart machining. Procedia Cirp,
12, 240–245.
Jerard, R. B. , Fussell, B. K. , Suprock, C. A. , Cui, Y. , Nichols, J. , Hassan, R. Z. , & Esterling,
D. (2009, January). Integration of wireless sensors and models for a smart machining system.
In International Manufacturing Science and Engineering Conference, ASME (Vol. 43628, pp.
119–128), West Lafayette, Indiana, USA.
Jia, W. , Zhu, J. , Xie, L. , & Yu, C. (2021). Review of the Research on augmented reality
maintenance assistant system of mechanical system. In Journal of Physics: Conference Series
(Vol. 1748, No. 6, p. 062041). IOP Publishing, UK.
Kamble, S. S. , Gunasekaran, A. , Ghadge, A. , & Raut, R. (2020). A performance measurement
system for industry 4.0 enabled smart manufacturing system in SMMEs-A review and empirical
investigation. International Journal of Production Economics, 229, 107853.
Khalifa, O. O. , Densibali, A. , & Faris, W. (2006). Image processing for chatter identification in
machining processes. The International Journal of Advanced Manufacturing Technology, 31(5),
443–449.
Kim, D. H. , Kim, T. J. , Wang, X. , Kim, M. , Quan, Y. J. , Oh, J. W. ,… & Ahn, S. H. (2018).
Smart machining process using machine learning: a review and perspective on machining
industry. International Journal of Precision Engineering and Manufacturing-Green Technology,
5(4), 555–568.
Kozjek, D. , Kralj, D. , & Butala, P. (2017). Interpretative identification of the faulty conditions in
a cyclic manufacturing process. Journal of Manufacturing Systems, 43, 214–224.
Lee, Y. , & Dornfeld, D. A. (1998). Application of open architecture control system in precision
machining. In 31st CIRP International Seminar on Manufacturing Systems (pp. 436–441),
University of California, Berkeley.
Li, L. , Wang, Y. , & Lin, K. Y. (2021). Preventive maintenance scheduling optimization based on
opportunistic production-maintenance synchronization. Journal of Intelligent Manufacturing,
32(2), 545–558.
Liang, S. Y. , Hecker, R. L. , & Landers, R. G. (2004). Machining process monitoring and
control: the state-of-the-art. The Journal of Manufacturing Science and Engineering, 126(2),
297–310.
Moeuf, A. , Pellerin, R. , Lamouri, S. , Tamayo-Giraldo, S. , & Barbaray, R. (2018). The
industrial management of SMEs in the era of Industry 4.0. International Journal of Production
Research, 56(3), 1118–1136.
Park, H. S. , Qi, B. , Dang, D. V. , & Park, D. Y. (2018). Development of smart machining
system for optimizing feedrates to minimize machining time. Journal of Computational Design
and Engineering, 5(3), 299–304.
Park, H. S. , & Tran, N. H. (2014). Development of a smart machining system using self-
optimizing control. The International Journal of Advanced Manufacturing Technology, 74(9–12),
1365–1380.
Patra, K. , Pal, S. K. , & Bhattacharyya, K. (2013). Strategies for intelligent drill wear prediction
using multiple sensor signals. International Journal of Mechatronics and Manufacturing Systems
23, 6(5–6), 493–512.
Perzylo, A. , Kessler, I. , Profanter, S. , & Rickert, M. (2020). Toward a knowledge-based data
backbone for seamless digital engineering in smart factories. In 2020 25th IEEE International
Conference on Emerging Technologies and Factory Automation (ETFA) (Vol. 1, pp. 164–171).
IEEE, Austria.
Saha, P. , Tarafdar, D. , Pal, S. K. , Saha, P. , Srivastava, A. K. , & Das, K. (2013). Multi-
objective optimization in wire-electro-discharge machining of TiC reinforced composite through
Neuro-Genetic technique. Applied Soft Computing, 13(4), 2065–2074.
Saqlain, M. , Piao, M. , Shim, Y. , & Lee, J. Y. (2019). Framework of an IoT-based industrial
data management for smart manufacturing. Journal of Sensor and Actuator Networks, 8(2), 25.
Schuh, G. , Reuter, C. , Prote, J. P. , Brambring, F. , & Ays, J. (2017). Increasing data integrity
for improving decision making in production planning and control. CIRP Annals, 66(1), 425–428.
Sharma, R. , Saini, A. , & Rana, G. (2021a). Big data analytics and businesses in Industry 4.0.
Design Engineering, 2021(2), 238–252.
Sharma, R. , Saini, R. , Prakash, C. , & Prasad, V. (2021b). Internet of things and businesses in
a disruptive economy, 1st ed. New York: Nova Science Publishers.
Singh, A. K. , Panda, S. S. , Chakraborty, D. , & Pal, S. K. (2006). Predicting drill wear using an
artificial neural network. The International Journal of Advanced Manufacturing Technology,
28(5), 456–462.
Trivedi, J. P. (2015). Mobile advertising effectiveness on Gen Ys attitude and purchase
intentions’. International Journal of Marketing and Business Communication, 4(2), 2.
Urbikain, G. , & de Lacalle, L. L. (2020). MoniThor: a complete monitoring tool for machining
data acquisition based on FPGA programming. SoftwareX, 11, 100387.
Venkataraman, K. , Ramnath, B. V. , Kumar, V. M. , & Elanchezhian, C. (2014). Application of
value stream mapping for reduction of cycle time in a machining process. Procedia Materials
Science, 6, 1187–1196.
Vinod, V. , & Sridharan, R. (2008). Scheduling a dynamic job shop production system with
sequence-dependent setups: an experimental study. Robotics and Computer-Integrated
Manufacturing, 24(3), 435–449.
Wang, C. , Ghani, S. B. , Cheng, K. , & Rakowski, R. (2013). Adaptive smart machining based
on using constant cutting force and a smart cutting tool. Proceedings of the Institution of
Mechanical Engineers, Part B: Journal of Engineering Manufacture, 227(2), 249–253.
Wang, Z. , Ritou, M. , Da Cunha, C. , & Furet, B. (2020). Contextual classification for smart
machining based on unsupervised machine learning by Gaussian mixture model. International
Journal of Computer Integrated Manufacturing, 33(10–11), 1042–1054.
Yu, J. , Zheng, X. , & Wang, S. (2019). A deep autoencoder feature learning method for process
pattern recognition. Journal of Process Control, 79, 1–15.
Zhang, F. , Liu, M. , Zhou, Z. , & Shen, W. (2016). An IoT-based online monitoring system for
continuous steel casting. IEEE Internet of Things Journal, 3(6), 1355–1363.
Zhang, Y. , Qu, T. , Ho, O. K. , & Huang, G. Q. (2011). Agent-based smart gateway for RFID-
enabled real-time wireless manufacturing. International Journal of Production Research, 49(5),
1337–1352.
Reinventing HR with Conversational Artificial Intelligence

Ahmed, O. (2018). Artificial Intelligence in HR. International Journal of Research and Analytical
Reviews, 5 (4), 971–978.
Bean, S. (2018). Generations Divide on the Role of Artificial Intelligence in the Workplace.
Retrieved from https://workplaceinsight.net/generations-divide-on-the-role-of-artificial-
intelligence-in-the-workplace/ (Accessed 31st March 2021).
Budhwar, P. S. & Debrah, Y. (2001). Rethinking Comparative and Cross National Human
Resource Management Research. The International Journal of Human Resource Management,
12 (3), 497–515.
Buzko, I. , Dyachenko, Y. , Petrova, M. , Nenkov, N. , Tuleninova, D. & Koeva, K. (2016).
Artificial Intelligence Technology in Human Resource Development. Computer Modelling & New
Technologies, 20 (2), 26–29.
Dirican, C. (2015). The Impacts of Robotics, Artificial Intelligence on Business and Economics.
Procedia—Social and Behavioural Sciences, 195, 564–573.
Durrani, K. (2020). The Impact of AI in Human Resource Decision Making Processes. Retrieved
from www.hrtechnologist.com/articles/ai-in-hr/the-impact-of-ai-in-human-resource-
decisionmaking-processes/ (Accessed 20th March 2021).
Geetha, R. & Bhanu Sree Reddy, D. (2018). Recruitment Through Artificial Intelligence: A
Conceptual Study. International Journal of Mechanical Engineering and Technology, 9 (7),
63–70.
Hogg, P. (2019). Artificial Intelligence: HR Friend or Foe? Strategic HR Review, 18 (2), 47–51.
Hutson, M. (2017). Even Artificial Intelligence Can Acquire Biases against Race and Gender.
Retrieved from www.sciencemag.org/news/2017/04/even-artificial-intelligence-can-acquire-
biases-against-race-and-gender (Accessed 22nd March 2021).
Ideal . (2019). AI for Recruiting: A Definite Guide for HR Professionals. Retrieved from
https://ideal.com/ai-recruiting/ (Accessed 22nd March 2021).
Jacobs, E. (2019). How Artificial Intelligence Helps Companies Recruit Talented Staff. Financial
Times. Retrieved from www.ft.com/content/2731709c-3043-11e9-8744-e7016697f225
(Accessed 22nd March 2021).
Jain, A. K. & Li, S. Z. (2011). Handbook of Face Recognition. New York: Springer.
Jain, D. S. (2018). Human Resource Management and Artificial Intelligence. International
Journal of Management and Social Sciences Research, 7 (3), 56–59.
Jarrahi, M. H. (2018). Artificial Intelligence and the Future of Work: Human—AI Symbiosis in
Organizational Decision Making. Business Horizons, 61 (4), 1–10.
Jia, Q. , Guo, Y. , Li, R. , Li, Y. & Chen, Y. (2018). A Conceptual Artificial Intelligence
Application Framework in Human Resource Management. In Proceedings of the 18th
International Conference on Electronic Business (pp. 106–114). ICEB, Guilin, China, December
2–6.
Johnson, R. D. , Stone, D. L. & Lukaszewski, K. M. (2020). The Benefits of eHRM and AI for
Talent Acquisition. Journal of Tourism Futures. Retrieved from
www.emerald.com/insight/content/doi/10.1108/JTF-02-2020-0013/full/pdf (Accessed 13 April
2021).
Kaplan, A. & Haenlein, M. (2019). Siri, Siri, in My Hand: Who’s the Fairest in the Land? On the
Interpretations, Illustrations, and Implications of Artificial Intelligence. Business Horizons, 62 (1),
15–25.
Kapoor, B. (2010). Business Intelligence and its Use for Human Resource Management. The
Journal of Human Resource and Adult Learning, 6 (2), 21–30.
Lee, K.-F. (2019). Artificial Intelligence and the Future of Work: A Chinese Perspective, Data,
Ideas and Proposals on Digital Economy and the World of Work. Retrieved from
www.bbvaopenmind.com/wp-content/uploads/2020/02/BBVA-OpenMind-Kai-Fu-Lee-Artificial-
intelligence-and-future-of-work-chinese-perspective.pdf (Accessed 30th March 2021).
Marr, B. (2017). The Future of Performance Management: How AI and Big Data Cobat
Workplace Bias. Retrieved from www.forbes.com/sites/bernardmarr/2017/01/17/the-future-of-
performance-management-how-ai-and-big-data-combat-workplace-bias/?sh=4a87d2c64a0d
(Accessed 23rd March 2021).
Meister, J. (2019). Ten HR Trends in the Age of Artificial Intelligence. Retrieved from Ten HR
Trends in the Age of Artificial Intelligence (forbes.com) (Accessed 30th March 2021).
Merlin, P. R. & Jayam, R. (2018). Artificial Intelligence in Human Resource Management.
International Journal of Pure and Applied Mathematics, 119 (17), 1891–1895.
Meyer, D. (2018). Amazon Reportedly Killed an AI Recruitment System Because It Couldn’t
Stop the Tool from Discriminating Against Women. Retrieved from
https://fortune.com/2018/10/10/amazon-ai-recruitment-bias-women-sexist (Accessed 23rd
March 2021).
Palmu, E. (2020). Human Resource Management with Artificial Intelligence. Retrieved from
www.theseus.fi/handle/10024/338353 (Accessed 20th March 2021).
Pillai, R. & Sivathanu, B. (2020). Adoption of Artificial Intelligence (AI) for Talent Acquisition in
IT, IITes Organisations. Benchmarking: An International Journal, 27 (9).
Prakash, C. , Saini, R. & Sharma, R. (2021). Role of Internet of Things (IoT) in Sustaining
Disruptive Businesses. In R. Sharma , R. Saini & C. Prakash , V. Prashad (Eds.), Role of
Internet of Things (IoT) in Sustaining Disruptive Businesses (1st ed.). New York: Nova Science
Publishers.
Prentice, C. , Dominique Lopes, S. & Wang, X. (2020). Emotional Intelligence or Artificial
Intelligence – An Employee Perspective. Journal of Hospitality Marketing & Management, 29
(4), 377–403.
Pribanic, E. (2018). Future of AI in Corporate Training and Development. Retrieved from
www.techfunnel.com/hr-tech/future-of-ai-in-corporate-training-and-development/ (Accessed
23rd March 2021).
Rana, G. & Goel, A. K. (2015). Birla Milks Its Employees for the Creamiest Leaders of the
Future: Internal Talent Has a Vital Role in Company Development. Human Resource
Management International Digest, 23 (2), 9–11. https://doi.org/10.1108/HRMID-01-2015-0002.
Rana, G. & Sharma, R. (2019). Emerging Human Resource Management Practices in Industry
4.0. Strategic HR Review, 18 (4), 176–181.
Rao, V. S. P. (2013). Human Resource Management. Excel Books, 37.
Sharma, R. , Singh, S. & Rana, G. (2019). Employer Branding Analytics and Retention
Strategies for Sustainable Growth of Organizations. In Understanding the Role of Business
Analytics, pp. 189–205. Singapore: Springer. https://doi.org/10.1007/978-981-13-1334-9_10
Tambe, P. , Cappelli, P. & Yakubovich, V. (2018). Artificial Intelligence in Human Resource
Management: Challenges and a Path Forward. SSRN Electronic Journal. Retrieved from
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3263878 (Accessed 23rd March 2021).
Tzafrir, S. S. (2007). The Relationship Between Trust, HRM Practices and Firm’s Performance.
The International Journal of Human Resource Management, 16 (9), 1600–1622.
Vrontis, D. , Chrostofi, M. , Pereira, V. , Tarba, S. , Makrides, A. & Trichina, E. (2021). Artificial
Intelligence, Robotics, Advanced Technology and Human Resource Management a Systematic
Review. The International Journal of Human Resource Management, 1–30. Retrieved from
https://www.researchgate.net/publication/349383945_Artificial_intelligence_robotics_advanced_
technologies_and_human_resource_management_a_systematic_review
Wang, Y. , & Kosinski, M. (2018). Deep Neural Networks Are More Accurate than Humans at
Detecting Sexual Orientation from Facial Images. Journal of Personality and Social Psychology,
114 (2), 246–257.
Yano, K. (2017). How Artificial Intelligence Will Change HR. People & strategy, 40 (3), 43.
Retrieved from www.cfsearch.com/wp-content/uploads/2019/10/James-Wright-The-impact-of-
artificial-intelligence-within-the-recruitment-industry-Defining-a-new-wayof-recruiting.pdf
(Accessed 21st March 2021).
Yawalkar, V. V. (2019). A Study of Artificial Intelligence and Its Role in Human Resource
Management. International Journal of Research and Analytical Reviews, 6 (1), 20–24.
Zielinski, D. (2017). Get Intelligent on AI: Artificial Intelligence Can Boost HR Analytics But
Know What You’re Buying. Retrieved from www.shrm.org/hr-today/news/hr-
magazine/1117/pages/artificial-intelligence-can-boost-hr-analytics-but-buyer-beware.aspx
(Accessed 22nd March 2021).
AI and Business Sustainability

AIThority . (2020). AIThority. Retrieved from Understanding the Role of AI in Gaming:
https://aithority.com/computer-games/understanding-the-role-of-ai-in-gaming/
Bansal, P. , & DesJardine, M. R. (2014). Business sustainability: It is about time. Strategic
Organization, 12(1), 70–78.
Britannica . (2021). Brundtland Report. Retrieved from Encyclopedia Britannica:
www.britannica.com/topic/Brundtland-Report
Burlakov, G. (2021). Technorely. Retrieved from 10 Challenges for the Financial Services
Industry: https://technorely.com/financial-industry-challenges/
Chazen, D. (2020). Verbit. Retrieved from Solving Challenges in the Media Industry:
https://verbit.ai/challenges-in-the-media-industry/
CIO . (2018). CIO India. Retrieved from 5 Ways Industrial AI is Revolutionizing Manufacturing:
www.cio.com/article/3309058/5-ways-industrial-ai-is-revolutionizing-manufacturing.html
Construction Placements . (2019). Construction Placements. Retrieved from 5 Major Problems
in the Construction Industry: www.constructionplacements.com/5-major-problems-in-the-
construction-industry/
Deloitte . (2020). Future of Mining with AI: Building the First Steps Towards an Insight Driven
Organization. Ontario, Canada: Deloitte.
eTail . (2021). eTail Summit. Retrieved from 5 Key Challenges Facing Retailers Today—And
How to Solve Them: https://etaileast.wbresearch.com/blog/five-key-challenges-for-retailers-
how-to-solve-them
Faggella, D. (2020). Emerj. Retrieved from What is Machine Learning?: https://emerj.com/ai-
glossary-terms/what-is-machine-learning/
Forbes . (2021). Forbes. Retrieved from 10 Ways AI Has The Potential to Improve Agriculture in
2021: www.forbes.com/sites/louiscolumbus/2021/02/17/10-ways-ai-has-the-potential-to-
improve-agriculture-in-2021/?sh=2d18fe9c7f3b
Franklin Institute . (2021). Franklin Institute. Retrieved from What’s the Difference Between AR,
VR, AND MR?: www.fi.edu/difference-between-ar-vr-and-mr
Goodfellow, I. , Bengio, Y. , & Courville, A. (2016). Deep Learning. Cambridge, MA: The MIT
Press.
Goralski, M. A. , & Keong Tan, T. (2020). Artificial Intelligence and Sustainable Development.
The International Journal of Management Education, 18(1).
Guerrouj, L. (2020). Machine Learning: 6 Real-World Examples. Retrieved from Salesforce:
Machine Learning: 6 Real-World Examples.
ICRISAT . (2020). ICRISAT Happenings Newsletter. Retrieved from Artificial Intelligence to
Track Pests and Diseases in India: www.icrisat.org/artificial-intelligence-to-track-pests-and-
diseases-in-india/
Igor, I. (2018). Medium. Retrieved from Variable Rate Application in Precision Agriculture:
Variable Rate Application in Precision Agriculture.
Invonto . (2018). Invonto. Retrieved from Smart Construction: Build Smarter with Artificial
Intelligence: www.invonto.com/insights/smart-construction-artificial-intelligence/
i-scoop . (2021). Industry 4.0: The Fourth Industrial Revolution—Guide to Industrie 4.0.
Retrieved from i-scoop: www.i-scoop.eu/industry-4-0/
Johnson, A. (2019). eLearning Industry. Retrieved from 5 Ways AI Is Changing the Education
Industry: https://elearningindustry.com/ai-is-changing-the-education-industry-5-ways
McKinsey &Company . (2011). The Business of Sustainability. Retrieved from McKinsey:
www.mckinsey.com/business-functions/sustainability/our-insights/the-business-of-sustainability-
mckinsey-global-survey-results#
McKinsey &Company . (2021). McKinsey Insights. Retrieved from Inside a Mining Company’s
AI Transformation: www.mckinsey.com/industries/metals-and-mining/how-we-help-
clients/inside-a-mining-companys-ai-transformation
Mordor Intelligence . (2020). Industry 4.0 Market—Growth, Trends, Covid-19 Impact, and
Forecasts (2021–2026). Retrieved from Mordor Intelligence:
www.mordorintelligence.com/industry-reports/industry-4-0-market
Mungerwal, A. K. , & Mehta, S. (2019). DownToEarth. Retrieved from Why Farmers Today
Need to Take up Precision Farming: www.downtoearth.org.in/blog/agriculture/why-farmers-
today-need-to-take-up-precision-farming-64659
Purvis, B. , Mao, Y. , & Robinson, D. (2019). Three Pillars of Sustainability: In Search of
Conceptual Origins. Sustainability Science, 14, 681–695.
Rana, G. , Agarwal, S. , & Sharma, R. (Eds.). (2021). Employer Branding for Competitive
Advantage: Models and Implementation Strategies (1st ed.). Boca Raton: CRC Press.
https://doi.org/10.1201/9781003127826
Schmaltz, R. (2017). AgFunder. Retrieved from What Is Precision Agriculture?:
https://agfundernews.com/what-is-precision-agriculture.html
Sharma, R. , & Rana, G. (2021). Revitalizing Talent Management Practices through Technology
Integration in Industry 4.0. In R. Sharma , R. Saini , & C. Prakash (Eds.), Role of Internet of
Things (IoT) in Sustaining Disruptive Businesses (1st ed.). New York: Nova Science Publishers.
Sharma, R. , Singh, S. , & Rana, G. (2019). Employer Branding Analytics and Retention
Strategies for Sustainable Growth of Organizations. In Understanding the Role of Business
Analytics, pp. 189–205. Singapore: Springer. https://doi.org/10.1007/978-981-13-1334-9_10
SPD Group . (2021). SPD Stories. Retrieved from Artificial Intelligence for Retail in 2021: 12
Real-World Use Cases: https://spd.group/artificial-intelligence/ai-for-
retail/#1_Stores_can_become_cashier-free
Teach Thought . (2014). Teach Thought. Retrieved from 10 Roles for Artificial Intelligence in
Education: www.teachthought.com/the-future-of-learning/10-roles-for-artificial-intelligence-in-
education/
TechGig . (2020). TechGig. Retrieved from Understanding the Difference between AI, ML, and
DL: https://content.techgig.com/understanding-the-difference-between-ai-ml-
anddl/articleshow/75493798.cms
Towards Data Science . (2019). Towards Data Science. Retrieved from the Growing Impact of
AI in Financial Services: Six Examples: https://towardsdatascience.com/the-growing-impact-of-
ai-in-financial-services-six-examples-da386c0301b2
Vazirani, J. (2018). 10 Real World Examples of Deep Learning Models & AI. Retrieved from
Futran Solutions: www.futransolutions.com/10-real-world-examples-of-deep-learning-models-ai/
Vinuesa, R. , Azizpour, H. , Leite, I. , Balaam, M. , Dignum, V. , Domisch, S. , & Nerini, F. F.
(2020, January 13). The Role of Artificial Intelligence in Achieving the Sustainable Development
Goals. Nature Communications, 11, 233.

Previewpdf

Uploaded by

Copyright:

Available Formats

Previewpdf

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Previewpdf

Uploaded by

Copyright:

Available Formats

Reinventing Manufacturing

and Business Processes

Artifcial Intelligence and Internet of Things

Reinventing Manufacturing and Business Processes Through

For more information on this series, please visit: www.routledge.com/Innovations-

Edited by Geeta Rana, Alex Khang,

Chapter 1 The Role of Artifcial Intelligence in Adopting Green

Chapter 2 The Role of Artifcial Intelligence in Blockchain Applications......... 19

Chapter 3 The Rise of Artifcial Intelligence in Modern Healthcare Sector ...... 39

Chapter 4 Artifcial Intelligence in Manufacturing ............................................ 63

Chapter 5 Customer Behavior Prediction for E-Commerce Sites Using

Chapter 6 The Impact of Artifcial Intelligence on Global Business

Chapter 7 Road Map for Implementation of IoT in Metal Cutting for

Chapter 8 Reinventing HR with Conversational Artifcial Intelligence:

Chapter 9 AI and Business Sustainability: Reinventing Business

Index ...................................................................................................................... 173

Alok Kumar Goel is working at CSIR-Human Resource Development Centre,

Ravindra Sharma is assistant professor in the Himalayan School of Management

Minisha Gupta is a researcher and trainer at Quality Cognition Private Limited,

Haru Hong Khanh is associated with Saigon University as an Assistant Professor

technology, software engineering, database technology, and data engineering. She

D. Krishnaveni is a member of the faculty team at PSG Institute of Management,

Neetu Kumari holds Ph.D. in Commerce, M.Phil in Commerce, M.Com., MBA

A. Mansurali is an academician in the feld of business management, with special

Yogesh Pant is an assistant professor at Himalayan School of Science and

Bhakti Parashar is an assistant professor of Economics at Vellore Institute of

S.P. Preethi is a student pursuing a masters degree in the Department of Information

R. Shanmuga Priya is presently working in the Department of Information

X. Mercilin Raajini received Ph.D. degree in the faculty of Electrical Engineering,

L. Rajesh is presently working in the Department of Electronics Engineering, Madras

G. Rajesh working as an assistant professor, Department of Information Technology

Ashwini Kumar Saini is an assistant professor at the Faculty of Computer Science

Mukhtar Sama is an assistant professor at Mechanical Engineering Department

1.2 REVIEW OF LITERATURE

Social Sciences Technology

FIGURE 1.1 Discrimination of artificial intelligence.

1.2.2 GREEN HUMAN RESOURCE MANAGEMENT

of GHRM, determinants of GHRM adoption and outcomes of GHRM adoption (at

1.2.3 DETERMINANTS OF GHRM ADOPTION

FIGURE 1.2 Determinants of adopting green HRM practices.

1.3 ROLE OF AI IN ADOPTING GHRM PRACTICES

Recruitment & Selection

Motivating Green Performance Management/Appraisal

Employee involvement and empowerment

FIGURE 1.3 Role of AI in adopting GHRM practices.

FIGURE 1.4 AMO (ability, motivation, opportunity) framework in HRM.

No. Technology Company Outcome

achievement oriented and motivated by growth needs; therefore, their motivation

The Role of Artificial Intelligence in Blockchain Applications

Artificial Intelligence in Manufacturing

Customer Behavior Prediction for E-Commerce Sites Using Machine

The Impact of Artificial Intelligence on Global Business Practices

Reinventing HR with Conversational Artificial Intelligence

AI and Business Sustainability

You might also like