This study has revealed a growing gap between level of higher education in public and private universities due to introduction of technological means as essential teaching aids. In India, the most serious issue is money of the necessary devices. Cellular data is not available even if gadgets are available. The biggest sticking point for government universities is enticing users to study online classes. For most students, online education has been a hardship due to a complete lack of a smart phone or internet access. Putting the state of Chhattisgarh under scanner, it has been observed that the quality of education in higher educational institutes varies markedly amongst government and private universities. This study analyses the issues and concerns that exacerbate the disparity between private and public institutions and measured quality of higher education. Striking distinguishing features such as classroom infrastructure, teacher quality, extra-curricular programs, and more may be visibly detected. While technology can be advantageous, it can sometimes be constraining, particularly in tribal states like Chhattisgarh, where basic access is limited. Not every student has access to a computer at home or to high-speed internet. Most students are apprehensive about their future as they failed to properly attend even a single online lecture because their parents could not afford the expense, plus streaming technologies appeared to be a significant financial strain. Other challenges beset both students and faculty in this mode of education. On the one extreme, private institution have seamlessly sustained online classes, whilst government universities have gone off the rails.
It is commonly believed that some types of schools, such as those catering to special children, are difficult or problematic places to work (Pratt cited in Nguyen, 2002). Freeman (1988) made the observation that in order to properly care for children who have particular requirements, teachers need to fulfil not only the duty of an educator but also that of a nurse and a parent. Because of this, teachers of special education are more likely to experience burnout and stress (Freeman, 1988). It is necessary to improve special education teachers' capacity to persevere in the face of adversity because they are always facing new obstacles in their work. Therefore, it is essential to have an understanding of one's adversity quotient (AQ). The capacity to persevere in the face of adversity is a crucial component in determining one's quality of life. The findings showed that individuals with a high AQ fared better than those with a low AQ (Stoltz, 1997). In order to raise the adversity quotient (AQ) of the special education teachers working at a special education school in Raipur (Chhattisgarh), three industry professionals designed and tested an Adversity Quotient (AQ) Program. The post- test scores dramatically improved to a level that was considered to be reasonably high after the AQ Program that had been established was put into action. For the purpose of determining their AQ, the Adversity Response Profile Quick Take (Stoltz, 1997) was utilized. In the United States, the Maricopa School District in Arizona implemented a programme called AQ to encourage educators "to achieve more with less." The findings of this study suggest that the adversity quotient could be incorporated into faculty development programmes in order to help special education teachers become more resilient and capable members of the labor force.
This paper presents a panorama of the research that is based on 20 subsisting types of research presupposing that a paradoxical situation is breathing, ergo the humans are being supplanted from performing human resource practices in essence. Researchers are skeptical about the superseding of various jobs from the liveware to the software, indicatively, Artificial Intelligence software. The research is performed leaning on the secondary data collected. Study shows that the inclusion of AI in HR practices may fish out many of the jobs, contrarily, it might also lead to the hatching of a fresh set of jobs summoning highly digitalized intelligence. Human intelligence and artificial intelligence need to be in consociation and apportion responsibilities, in such wise, that expert systems will guard peculiar processes in HR practices, whereas, intelligent retrievals will concentrate on creative cognitive skills, like leadership and problem-solving. Many researchers advocate that a harmonious association between AI and HR is an absolute necessity for the refinement of existing HR practices. Therefore, this paper aims to provide the literature analysis on the active studies with regard to AI and HR practices, where, neither the former overpowers the latter nor the latter surpasses the former, rather there exists an equipoise of intellectuality, be it human or artificial.
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