The Covid-19 pandemic has heightened tourists' environmental awareness resulting in a desire for green hotels. Existing literature has extensively examined tourists' attitudes and behaviors towards green hotels, but there is a scarcity of research on employees' perceptions of these accommodations. The study investigates the determinants of green behavior among 220 green hotel employees from India using an established behavioral theory called Stimulus-Organism-Response (S-O-R). Structural equation modeling and related statistical techniques are employed to analyze the data gathered from a structured survey. The primary findings indicate that green purchases largely impact normative objectives, implying inadequate significance. Green product and process innovations have a significant impact on employees' green workplace behavior by influencing their hedonic, gain, and normative goals. The study examines human resource management sustainability in Indian hospitality and tourism sectors.

The paper seeks to understand the success of Mahatma Gandhi Rural Employment Guarantee Scheme (MGNREGS) in the state of Tripura, India, in terms of nature and trend of activities, and the benefits accrued to participating households. The study observes that the number of activities taken up under the scheme increased by more than threefold during the six-year study period, i.e., 2014-15 to 2019-20. The trend growth rate of the number of activities stood at 24.8%. Land development, irrigation and water conservation remained the most prominent works, thereby creating an overwhelming dominance of activities earmarked as public works relating to natural resources management in the state. Creation of rural infrastructure, particularly, building of rural roads and internal streets, was also found to be a premier activity. The work completion rate (WCR) was around 44% in 2014-15, but came down to 7.49% in 2019-20, suggesting strong and significant inter-year differences in the average WCR. We also found statistically significant inter-district variations in WCR.

Human Resource (HR) analytics is the process of collecting and analyzing employee data to understand the association between HR practices and firm performance to make decisions and formulate strategies. The study aims to systematically evaluate the literature on HR analytics under three aspects: decision-making, performance, and HR practices and functions. For this purpose, the study systematically reviews the literature on HR analytics available on Web of Science database. The study reviews 43 papers relating to HR analytics and finds decision-making as the building block for various effective HR practices and for enhancing the performance of employees. With regard to other available HR practices, organizations view recruitment and selection, retention, turnover, training, and employee engagement as crucial. These are the areas where management uses HR analytics for tackling big data and improving performance. The study further highlights the value addition HR analytics provides. By analyzing the interconnections between various factors through co-occurrence network analysis, the study shows that the importance management attaches to workforce data (through effective HR practices) while making strategic decisions plays a crucial role in enhancing the performance of the organization.