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Item COVID-19: Impact on HRM(International Encyclopedia of Business Management, 2025) Lathabhavan, Remya; P, Ashwini Padhy; Prabir C.Companies worldwide are being forced to accelerate their switch to digital corporate procedures due to extraordinary changes brought about by COVID-19. The core of these changes is human resource management (HRM), which aids businesses in navigating the hazy present and uncertain future. HRM must oversee business personnel during a crisis to maintain work-life balance and allow business continuity. The need to change policies, procedures, workspaces, collaboration tools, and employee well-being is growing as more flexible, remote-friendly, and digital working norms become the norm. The COVID-19 pandemic has brought unprecedented challenges to organizations worldwide, significantly reshaping the landscape of Human Resource Management (HRM). This conceptual paper explores the multifaceted impact of the pandemic on HRM, emphasizing the need for adaptive strategies to address the evolving dynamics of the workforce. The paper outlines the consequences of the pandemic on human resources and addresses the difficulties HRM faces due to the current crisis of remote working. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item Knowledge Management(International Encyclopedia of Business Management, 2025) Lathabhavan, Remya; Padhy, Prabir C.; Panda, SmitaThe chapter on Knowledge Management (KM) comprehensively explores the multidimensional strategies, processes, and technologies organizations employ to systematically harness, organize, and leverage information. Beginning with a definition that encapsulates both explicit and implicit knowledge, the chapter delves into the historical evolution of KM, identifying key concepts such as the DIKW pyramid and intellectual capital. It thoroughly examines the components of KM, from knowledge creation and storage to retrieval, sharing, and transfer, emphasizing the role of technology in this dynamic process. The chapter sheds light on the challenges organizations faces in implementing KM, including cultural and technological barriers, while highlighting the benefits of improved decision-making, enhanced innovation, and increased organizational agility. Real-world case studies illustrate successful KM implementations and offer valuable insights from failures. The exploration extends to emerging technologies shaping the future of KM and anticipates evolving organizational cultures. The chapter provides a roadmap for navigating the intricate landscape of Knowledge Management. It underscores the pivotal role of KM in fostering a culture of continuous learning, innovation, and strategic advantage in today׳s information-driven era. As organizations strive to capitalize on their intellectual capital, this chapter serves as an indispensable guide to understanding, implementing, and maximizing the benefits of Knowledge Management. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item Employee Engagement(International Encyclopedia of Business Management, 2025) Lathabhavan, Remya; Sumathi K.; Padhy, Prabir CThe chapter discusses established tactics for cultivating and maintaining employee engagement, acknowledging it as the vital force behind the triumph of an organization. The chapter explores practical strategies for fostering a culture of empowerment and achieving a harmonious balance between enthusiasm and productivity. It delves into the key components that contribute to a successful and flourishing workplace. Readers will undertake a voyage, starting with comprehending the fundamental principles of engagement, and then proceeding to execute practical methods that will have a long-lasting effect. Utilizing current research, the chapter offers valuable perspectives on converting workplaces into settings where individuals are not only appreciated but also motivated to make their optimal contributions. The study explores the mutually beneficial connection between organizational culture and career development, highlighting how the latter stimulates personal advancement and dedication. When employees recognize the organization׳s commitment to their professional development, the degree of employee engagement rises. The conclusion emphasizes the need for firms to intentionally combine a positive culture with strong career development activities in order to cultivate a motivated and engaged workforce. This conceptual research offers useful insights for organizational leaders who aim to manage the changing terrain of employee engagement in modern organizations. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item Employee Well-Being(International Encyclopedia of Business Managemen, Elsevier, 2025) Lathabhavan, RemyaThis chapter examines the critical link between employee well-being and organizational success. By examining the importance of employee wellbeing, the variables that affect it, and its multidimensional character, it highlights the necessity of prioritizing it. It then outlines practices to improve wellbeing while drawing links organizational behavior theories. It presents strategies used by prosperous businesses and demonstrates creative methods for addressing worker well-being. Understanding the pivotal role that employee well-being plays in organizational success paves the way for strategic insights and practical solutions. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item Artificial Intelligence in Human Resources Management(International Encyclopedia of Business Management, Elsiever, 2025) Lathabhavan, Remya; Hendve, Prasanna; Panda, Kshirabdi T.R.; Gokhroo, Lakshya; Rathod, AmanExamining AI׳s influence at different levels: the firm level, the employee level, and multilevel. The imperative shift toward digitalisation, accelerated by factors like the COVID-19 pandemic and the great resignation, has underscored the strategic importance of AI and machine learning in HRM׳s key domains: acquisition, development, and retention. To bring this article up, we have used bibliometric analysis of the scientific literature that addresses the integration of AI in HRM. We have interviewed two of the most popular AI software of the present time (2023), Chat GPT(open AI) and Bard AI(Google). This analysis has given us a clear understanding of the impact of AI on HRM during recent years, along with its phase of adaptation. Although existing literature clears most of our doubts, AI is revolutionising rapidly. To monitor this continuous change in technology and its capability, this article stands as a small contribution towards HRM. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item Digital Leadership(International Encyclopedia of Business Management, Elsevier, 2025) Lathabhavan, Remya; Keisham, BabeechaThe Encyclopedia of Business Management, Four Volume Set is a comprehensive resource that covers over 200 topics across various areas of business management. Each entry is written in an accessible manner, making complex concepts easy to understand. The encyclopedia addresses interdisciplinary subjects such as cultural entrepreneurship, tourism innovation, and marketing promotions. By emphasizing definitions and practical applications, the entries help readers grasp the relevance of each topic. Expert editors lead each section, ensuring that the contributions are authoritative and well-rounded. The encyclopedia is divided into seven broad themes, including business entrepreneurship, human resource management, innovation management, international business, organizational behavior, project management, supply chain management, and sport and tourism management. Each section's articles begin with a technical analysis of key definitional issues, followed by an exploration of the topic's broader context. This structured approach provides a holistic examination of the subjects, allowing readers to gain a comprehensive understanding of vital business management concepts. © 2026 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.Item LGBTQ inclusion in the workplace: examining the roles of climate, leadership, and psychological empowerment to determine satisfaction(Social Responsibility Journal, 2024-11-21) Lathabhavan, Remya; Mishra, NidhiPurpose Organizations are moving beyond the gender binary in the workplace and are implementing diversity management practices, making Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) inclusion increasingly important as they continue to remain a disadvantaged group. This paper aims to look into the factors that affect job and life satisfaction among LGBTQ employees in India. Design/methodology/approach Data were collected from 348 LGBTQ employees and analysed using structural equation modelling. Findings The results showed that psychological safety has a positive impact on psychological empowerment, job satisfaction and life satisfaction. Additionally, inclusive climate and inclusive leadership were found to have a significant moderating effect on the relationships. The study also revealed that psychological empowerment plays a mediating role between psychological safety and life satisfaction. Originality/value The study stands pioneers among the works that discuss workplace inclusion among LGBTQ employees in Indian context since LGBTQ acceptance in normal social system is still in nascent stage in Indian scenario. The findings can be used to improve LGBTQ inclusion and promote social development and well-being in organizations and society, as the inputs from the study can be taken up for inclusive leadership development and wellbeing of the employees.Item Investigating antecedents of green training transfer among wellness resort employees in India(Journal of Hospitality and Tourism Insights, 2025-12-19) Lathabhavan, RemyaPurpose The present study aims to understand the behavioral outcomes of green training by considering an integrative approach of work environment and behavior of wellness resort employees in India. Design/methodology/approach The study follows the Stimuli-Organism-Behavior-Consequence (SOBC) theoretical approach. A cross-sectional study was conducted among 452 wellness resort employees in India. The data were analyzed using structural equation modeling. Findings The findings show that after completion of green training, the opportunity to perform, supervisory support and peer support act as strong predictors of commitment and self-efficacy of the employee. The findings show a strong association of commitment and self-efficacy with green training transfer intention, and transfer intention with green training transfer. The study also found the moderating effects of green training frequency among the Organism-Behavior-Consequence variables of the present study. Practical implications The wellness resorts need to figure out the factors that support the green training practices among the employees to enhance their pro-environmental behaviors. Understanding the influencing role of training frequency on training effectiveness, organizations must focus on training at fixed intervals, which can reinforce the skills learned and ensure the effective training transfer. A periodic check after the training can unravel the possible issues of training transfer and overall organizational effectiveness. It may conduct thorough surveys or one-one meetings to ensure the training transfer. Originality/value The study contributes to both academia and practice with a holistic SOBC model approach to understand the nature of green training transfer among employees in the wellness resorts in a developing country context with cultural ties. The study also stands among the pioneers that explores the relevance of green training transfer in the hospitality industry.Item The mediating effects of work conditions on the relationship between intrinsic motivators and training transfer(The Learning Organization, 2023-12) Lathabhavan, Remya; Chidananda, H. L.Purpose: This study aims to investigate the relationship between intrinsic motivators and the transfer of knowledge/skills gained during training to work. The intrinsic motivators considered for the study were self-efficacy and motivation to transfer the training knowledge. The study also examined how work conditions mediate the association of intrinsic motivators and training transfer. The working conditions considered in the study were autonomy and the opportunity to perform in the job. Design/methodology/approach: A cross-sectional study was conducted among 426 participants from microfinance institutions in Karnataka, India, who had received a three-week job training six months earlier. Data were collected using a questionnaire and structural equation modelling was performed for the analysis of the data. Findings: The study found positive significant relationships between motivation motivators and training transfer of learning. Positive relationships were also seen between work conditions and training transfer of learning acquired via training. The study also established the role of intrinsic motivators in predicting training transfer through work conditions. Originality/value: This study stands among the pioneering works to investigate the influence of intrinsic motivators on training transfer, while also examining the mediating role of work conditions. It focuses on an emerging economy, specifically India, thereby contributing valuable insights to the field.Item Mental well-being through HR analytics: investigating an employee supportive framework(Personnel Review, 2024-06-25) Lathabhavan, RemyaPurpose Organisations are increasingly adopting and adapting to technological advancements to stay relevant in the era of intense competition. Simultaneously, employee mental well-being has become a prominent global concern affecting people across various demographics. With this in mind, the present study explores the influence of human resource (HR) analytics, mental health organisational evidence-based management (OEBM) and organisational mental health support on the mental well-being of employees. Additionally, the study examines the moderating effects of manager and peer support on the association between organisational mental health support and the mental well-being of employees. Design/methodology/approach Data were collected from 418 employees in India and structural equation modelling was performed to analyse the data. Findings The study found significant positive associations between HR analytics with mental health OEBM, organisational mental health support and mental well-being. Mental health OEBM was also found to be positively related to organisational mental health support and mental well-being. The moderating roles of manager and team support were also found to be significant in the associations between organisational mental health support and well-being. Originality/value The study showed that HR analytics is a valuable source of mental health data. This data can facilitate the development of evidence-based management (EBM) strategies to promote the mental well-being of employees.