Technological innovations are unending and have impacted almost all, in every aspect of life over the past few decades. One such technological innovation which is capable of revolutionising the world, the most spoken, discussed and implemented in many fields is artificial intelligence. Artificial intelligence (AI) is software which can think intelligently, similar to how an intelligent human thinks. Based on few studies AI is organized into four categories such as, it’s a system that thinks like a human (Haugeland, 1985; Bellman, 1978), think rationally (Charnaik and McDermott, 1985; Winston, 1992), act like a human (Kurzweil, 1990; Rich and Knight, 1991) and act rationally (Schalkoff, 1990; Luger and Stubblefield, 1993). As stated by Bersin (2018) AI is now popping in most of the software’s,and it is integratedinto many of the business functions. One such business function wasthe integration of AI is taking place at a faster pace is Human Resources (HR), concerning various HR functions such as hiring process, onboarding, training to mention a few. Integrating AI in HR does not mean that AI would completely take over the role of HR managersrather this will help the HR’s to focus on more strategic work and less focus on repetitive and low-value add tasks. Hence without a doubt, there is a more nuanced picture of the way in which AI would help to streamline and reshape the HR functions for better efficiency and agility. This paper focuses on qualitative research and aims to explain how AI has been integratedinto different functions of HR and its impact towards the organisations, employees and HRs.

All sectors across the globe have started looking at employee engagement as an opportunity because engaged employees always tend to perform better than not engaged or disengaged employees. Organization with engaged employees are always a strength to the organization as it has lot of positive outcomes. This article elucidates the relationship that exists between employee engagement and organizational citizenship behaviorwith reference to employees working in travel organizations. The study focuses on employees working in national and international travel organizations which arelocated in Bangalore. Data was collected with the help of an adapted questionnaire. The findings of the study will help the employers to understand the importance of these two factors and their present engagement and OCB level of the employees working in these organizations and take measures accordingly.

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Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.