Call for Papers

  • Submit extended abstracts of 1,000-2,500 words clearly indicating objectives, methodology, findings, and contributions of the study.
  • Authors whose extended abstracts are accepted may submit full papers of 5,000-8,000 words.
  • All papers must be written in English language, prepared as per APA 6.0 guidelines (refer www.apastyle.org) and submitted in Microsoft Word format (.doc/docx).
  • All extended abstracts/full papers must be submitted through e-mail to icsushrm@gmail.com

Conference Themes

The conference welcomes papers on various themes/topics of HRM, although the focus is on Sustainable HRM. The aim of the Conference is to bring together international scholars and practitioners to reflect on the progress, to present state-of-the art scholarly work in the field of HRM, and to create agenda for further research.

Conference sub-themes

  • employer-employee relationships
  • Organizational citizenship behavior
  • Competency-based sustainable HRM
  • Organizational culture and climate
  • Cross-cultural HRM
  • Organizational development and change management
  • Digital HRM
  • Performance management systems
  • Disruptive trends in HRM
  • Positive psychology
  • Diversity and sustainability
  • PsyCap and sustainable HRM
  • e-HRM
  • Psychological contract
  • Employee engagement
  • Recruitment and selection for sustainable work
  • Employer branding
  • Re-engineering for enhancement of work processes
  • Engaging & managing human resources
  • Role of leaders and managers in sustainable delivery and outcomes of HRM
  • Equality, diversity and inclusion: Matters of sustainable HRM
  • Self-sustaining excellent HR systems
  • Flexibility & change management
  • Social media & privacy
  • Green HRM
  • Strategic human resource planning
  • Harnessing analytics for HRM effectiveness
  • Strategic staffing
  • HR Analytics: Sustainability and the role of data
  • Sustainability and managing performance
  • HR information systems
  • Sustainability of flexibility and entrepreneurialism in future labor markets
  • HR outsourcing & offshoring
  • Sustainable careers
  • HR shared services
  • Sustainable HRM and sustaining employee motivation
  • HRM and corporate ethics
  • Sustainable HRM for all: A multi stakeholder perspective
  • HRM and entrepreneurship
  • Sustainable HRM for the public sector
  • HRM and societal responsibility
  • Sustainable HRM in Educational Institutions
  • HRM and sustainable organizations
  • Sustainable HRM in healthcare organizations
  • HRM, employee well-being and organizational performance
  • Sustainable HRM: How do we measure?
  • HR's role in organizational innovation
  • Sustainable organizations
  • Human capital management
  • Sustainable talent acquisition and employer branding
  • Inclusive HRM for vulnerable employees
  • Sustainable workforce
  • Industrial relations to employee relations
  • Talent management
  • Innovation and HRM
  • Technology-based self-service applications
  • Intellectual capital and HRM
  • Learning & development
  • International HRM
  • The implementation and value of innovative HRM
  • Intersection of sustainable HRM and proactive organizations
  • Union substitution strategies and co-partnership
  • Leadership, with focus on sustainable leadership
  • Work harm reduction
  • Learning organization
  • Work-life harmony
  • Learning, development and talent management for sustainability
  • Interdisciplinary studies in contemporary research
  • Multiple dimensions of sustainability and HRM
  • Theories and strategies for sustainable HRM
  • Offices without Humans
  • Organizational behavior
  • Other contextually relevant research papers
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