A large number of people of the fringe areas of Sundarban enter into the forests every year and encounter with the tigers simply for their livelihood. This study attempts to examine the extent and impact of human-animal conflicts in the Sundarban Reserve Forest (SRF) area in West Bengal, India. An intensive study of the data of the victims (both death and injury) between 1999 and 2014 reveals that, fishermen crab collector, honey collectors and woodcutters are generally victimized by the tiger attack. Pre monsoon period (April to June) and early winter period (Jan to March) are noted for the two-peak periods for casualties. Maximum casualty occurs between 8-10 am, and 2-4 pm. Jhilla (21.1%), Pirkhali (19.72 %), Chandkhali (11.72%), and Arbesi (9.35%) are the four most vulnerable forest blocks accounting more than 60 per cent occurrence of incidences. 67.24 per cent of the tiger attack victims were residents of Gosaba followed by Hingalganja (15%) and Basanti, (9.76%). The vulnerability rating puts the risk of tiger attack to 0.88 for every 10,000 residents of Gosaba block followed by 0.33 at Hingalganj Block and 0.11 at Bansanti Block. The majority of the victims (68%) were found to be males, aged between 30 and 50 years.

This study investigates the integration of Yao ethnic cultural history into sustainable jewelry design and its implications for human resource planning, organizational management, and employee engagement techniques within creative sectors. The research emphasizes new approaches to improving employee well-being, work happiness, and organizational commitment by integrating cultural authenticity with circular economy concepts. The study specifically aims to (1) use Yao cultural elements to strengthen the organization’s identity and boost employee pride, (2) evaluate how consumers respond to circular economy ideas and how these ideas impact employee motivation and performance, and (3) explore how sustainability efforts based on culture affect consumer behavior and the morale of the workforce. We used a mixed-methods approach, combining qualitative interviews with fifteen experts in design, sustainability, and cultural heritage with a quantitative survey of 240 participants. Research indicates that using Yao motifs—such as traditional needlework and nature-inspired designs—enhances market attractiveness and promotes more employee alignment with business ideals, hence improving satisfaction and performance. The increasing customer acceptance of recycled and upcycled items enhances employees’ sense of purpose and engagement. These findings highlight the importance of incorporating sustainable HR practices, including culturally oriented training and open ethical principles, to enhance labor relations and foster equity. Utilizing cultural heritage in design innovation serves as a strategic instrument to enhance human capital and promote long-term organizational sustainability.

The aim of this paper is to introduce a research project dedicated to identifying gaps in green skills by using the labor market intelligence. Labor Market Intelligence (LMI). The method is primarily descriptive and conceptual, as the authors of this paper intend to develop a theoretical background and justify the planned research using Natural Language Processing (NLP) techniques. This research highlights the role of LMI as a tool for analysis of the green skills gaps and related imbalances. Due to the growing demand for eco-friendly solutions, there arises a need for the identification of green skills. As societies shift towards eco-friendly economic models, changes lead to emerging skill gaps. This study provides an alternative approach for identification of these gaps based on analysis of online job vacancies and online profiles of job seekers. These gaps are contextualized within roles that businesses find difficult to fill due to a lack of requisite green skills. The idea of skill intelligence is to blend various sources of information in order to overcome the information gap related to the identification of supply side factors, demand side factors and their interactions. The outcomes emphasize the urgency of policy interventions, especially in anticipating roles emerging from the green transition, necessitating educational reforms. As the green movement redefines the economy, proactive strategies to bridge green skill gaps are essential. This research offers a blueprint for policymakers and educators to bolster the workforce in readiness for a sustainable future. This article proposes a solution to the quantitative and qualitative mismatches in the green labor market.

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.