Objective: This study synthesizes current evidence on the role of Artificial Intelligence (AI) and, where relevant, Open Science (OS) practices in enhancing Human Resource Management (HRM) performance. It focuses on recruitment processes, ethical considerations, and employee participation. Methodology: A systematic literature review was conducted in Scopus covering the period 2019–2024, following PRISMA guidelines. The initial search yielded 1486 records. After de-duplication and screening using Rayyan, 66 studies (≈ 4.4%) met the inclusion criteria, which targeted peer-reviewed works addressing AI-supported HR decision-making. A combined content and bibliometric analysis was performed in R (Bibliometrix) to identify thematic patterns and conceptual structures. Results: Analysis revealed four thematic clusters: 1) Implementation and employee participation emphasizing human-in-the-loop approaches and effective change management; 2) ethical challenges including algorithmic bias, transparency gaps, and data privacy risks; 3) data-driven decision-making delivering higher accuracy, fewer errors, and personalized recruitment and performance assessment; 4) operational efficiency enabling faster workflows and reduced administrative workloads. AI tools consistently improved selection quality, while OS practices promoted transparency and knowledge sharing. Implications: The successful adoption of AI in HRM requires employee engagement, strong ethical safeguards, and transparent data governance. Future research should address the long-term cultural, organizational, and well-being impacts of AI integration, as well as its sustainability.

Modified chitosan hybrids were obtained via chemical reaction of chitosan with two pyrazole aldehyde derivatives to produce two chitosan Schiff bases, Cs-SB1, and Cs-SB2, respectively. FTIR spectroscopy and scanning electron microscopy confirmed both chemical structures and morphology of these Schiff bases. Thermal gravimetric analysis showed an improvement of thermal properties of these Schiff bases. Both chitosan Schiff bases were evaluated in a batch adsorption approach for their ability to remove Cu(II) ions from aqueous solutions. Energy dispersive X-ray for the Schiff bases adsorbed metal ions in various aqueous solutions was performed to confirm the existence of adsorbed metal ions on the surface substrate and their adsorptive efficiency for Cu(II) ions. Results of the batch adsorption method showed that prepared Schiff bases have good ability to remove Cu(II) ions from aqueous solutions. The Langmuir isotherm equation showed a better fit for both adsorbents with regression coefficients (R² = 0.97 and 0.99, respectively) with maximum adsorption capacity for Cu(II) of 10.33 and 39.84 mg/g for Cs-SB1 and Cs-SB2, respectively. All prepared compounds, pyrazoles and two chitosan Schiff bases, showed good antimicrobial activity against three Gram +ve bacteria, three Gram –ve bacteria and Candida albicans, with varying degrees when compared to the standard antimicrobial agents.

HRIS is a crucial tool for HR departments as it provides a digital platform for managing and automating various HR functions. HRIS is a comprehensive solution that integrates HRM functions with IT, enhancing the daily operations of HR professionals. In today’s knowledge-based economy, business success relies heavily on the performance of its human resources, which are essential in a rapidly changing global environment. Businesses continually strive to stay ahead of the curve in the ever-evolving technology landscape to thrive in the market. Some scholars have highlighted the negative impact of Human Resource Information Systems, primarily focusing on the invasion of privacy as the main disadvantage. The study indicates that implementing a Human Resource Information System (HRIS) enhances business performance in the tourism and hospitality industry of the Maldives. It highlights that user satisfaction and ease of use are positively influenced by these systems. The research surveyed 211 professionals and managers from the Maldives tourism and hospitality sector using a Likert Scale questionnaire to assess the impact of the HRIS on business performance. The study used SPSS 22.0 to analyze the impact of the Human Resource Information System (HRIS) on the dependent variable. The findings indicate that managerial personnel and human resource specialists in organisations find a user-friendly and satisfying HRIS motivating and beneficial for enhancing their performance. Organisations implement the HRIS to achieve their goals, identify system shortcomings, and develop strategies to improve business performance in the Maldives’ tourism and hospitality sector.

Two-dimensional hexagonal boron nitride nanosheets (h-BNNS) were synthesized on silver (Ag) substrates via a scalable, room-temperature atmospheric pressure plasma (APP) technique, employing borazine as a precursor. This approach overcomes the limitations of conventional chemical vapor deposition (CVD), which requires high temperatures (>800 °C) and low pressures (10−2 Pa). The h-BNNS were characterized using FT-IR spectroscopy, confirming the presence of BN functional groups (805 cm−1 and 1632 cm−1), while FESEM/EDS revealed uniform nanosheet morphology with reduced particle size (80.66 nm at 20 min plasma exposure) and pore size (28.6 nm). XRD analysis demonstrated high crystallinity, with prominent h-BN (002) and h-BN (100) peaks, and Scherrer calculations indicated a crystallite size of ~15 nm. The coatings exhibited minimal disruption to UV-VIS reflectivity, maintaining Ag's optical properties. Crucially, Vickers hardness tests showed a 39% improvement (38.3 HV vs. 27.6 HV for pristine Ag) due to plasma-induced cross-linking and interfacial adhesion. This work establishes APP as a cost-effective, eco-friendly alternative for growing h-BNNS on temperature-sensitive substrates, with applications in optical mirrors, corrosion-resistant coatings, energy devices and gas sensing.