Business Management

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  THE ROLE OF HUMAN RESOURCES MANAGEMENT IN ACHIEVING SUSTAINABLE DEVELOPMENT GOALS IN THE COMPANY

  In today’s business world Human Resources Management (HRM) has expanded beyond its role. Now it plays a crucial part in guiding companies towards achieving Sustainable Development Goals (SDGs). This analysis explores the connection between HRM practices and the pursuit of objectives within organizations. HRM serves as a pillar in fostering a ... In today’s business world Human Resources Management (HRM) has expanded beyond its role. Now it plays a crucial part in guiding companies towards achieving Sustainable Development Goals (SDGs). This analysis explores the connection between HRM practices and the pursuit of objectives within organizations. HRM serves as a pillar in fostering a corporate culture where social responsibility and environmental awareness seamlessly integrate into everyday operations. By aligning HRM strategies with SDGs companies can effectively utilize their resources to make contributions to society and the environment. A key element in this collaboration is employee engagement. Committed and motivated staff members actively contribute to achieving sustainability targets. HRM practices that prioritize skill development, diversity and inclusion and employee well-being not improve performance but also lay the foundation for a socially responsible workforce. Through training programs HRM ensures that employees have the knowledge and skills to address sustainability challenges promoting a culture of continuous learning and innovation. Additionally, strategic HRM plays a role in integrating sustainability considerations throughout an employee’s journey within the organization. From recruitment processes that emphasize alignment with company values to performance evaluations incorporating sustainability metrics HRM guides employee behavior and attitudes towards practices. The integration of HRM, with SDGs extends beyond boundaries. Human resource management (HRM) experts are playing a growing role, in fostering supply chains guaranteeing sourcing methods and working together with external partners to enhance the company’s positive influence, on the broader community. In addition, HRM becomes a driver of collective action towards shared sustainability goals through partnerships with educational institutions, NGOs and industry peers. As such, this implies that there exists possible trans formative power within human capital embedded in how these two concepts interact with each other. This means that HRM as a functional requirement but also a strategic enabler for sustainable development is not just part of it but also a significant factor for any company operating in this era of raised environmental and social consciousness. Considering the given factors, the objective of this article is to explore the role of Human Resource Management (HRM) in aligning organizational practices with Sustainable Development Goals (SDGs) and to identify specific HRM strategies that foster sustainable growth within companies.

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  SOCIETAL IMPACTS AND ETHICAL CONSIDERATIONS OF AI IN THE BUSINESS

  Using advanced technologies in general, and AI in particular, are enabling and bringing valuable services and contributions to society in many directions. Likewise, for nature, their contribution is significant in different areas. But, as we consider the positive aspects of AI for society and nature, we must bear in mind that at the same time the ... Using advanced technologies in general, and AI in particular, are enabling and bringing valuable services and contributions to society in many directions. Likewise, for nature, their contribution is significant in different areas. But, as we consider the positive aspects of AI for society and nature, we must bear in mind that at the same time the advancement of technologies and the use of AI are causing societal side effects and external costs, which are tangible and visibly damaging society and nature. In this presentation, through literature sources and empirical findings, we will highlight the positive and side effects of the application of AI, assessing that the challenge of society and professionals in the field is to minimize side effects and external costs of AI, making the AI beneficial for humanity. The paper conveys the hypothesis that the application of AI Ethics is an effective tool to make AI useful and beneficial both for society and for nature. For this purpose, corporations and businesses of all sizes, must clearly articulate their attitude and behaviour in regard to the use of technologies. The collection of literature, empirical findings, analysis, comparison, generalization, and evaluations will be used as research instruments to testify the idea presented. The paper recommends that business organizations should apply the AI Code of Ethics as an integral part of their daily activity.

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  MANAGERIAL TIES AND OPERATIONAL PERFORMANCE OF TOURISM BUSINESSES IN VIETNAM: THE MEDIATING ROLE OF RESOURCE ACCESS

  The outbreak of COVID-19 has a negative effect on the operational performance of tourism business. Thus, many tourism firms have stopped operating. Therefore, social networks and access to external support resources are crucial in overcoming the crisis. This study, which is grounded in social network theory, attempts to assess how managerial ties ... The outbreak of COVID-19 has a negative effect on the operational performance of tourism business. Thus, many tourism firms have stopped operating. Therefore, social networks and access to external support resources are crucial in overcoming the crisis. This study, which is grounded in social network theory, attempts to assess how managerial ties affect operational performance through the mediating function of resource access (RA). The study uses the structural equation modelling (SEM) methodology and includes 212 managers from Vietnamese tourism companies in its sample. The findings show a positive and significant relationship between business partner ties (BPT) and government agency ties (GAT) and operational performance (OP). The study also investigates RA's partial mediating function between GAT, BPT and OP. The results are practical for managers in building relationship networks to increase RA and improve OP. Finally, this study suggests certain limitations and outlines directions for further research.