Dr MM Bagali
@dsu.edu.in
Professor of Management-MBA Program
Dayananda Sagar University, India
Accomplished Management Professor, Researcher, PhD Guide, Dean-Director-Head of MBA program; An APO-NPC alumni, and UKIERI-AICTE Trained Education Leader, Full Professor of Management Practices and Human Resources, with Industrial Sociology / Applied Psychology, 7th Rank / Gold Medal to University; PG-PMIR, with first position to dept and PhD (PG / HRD area) / 2nd PhD in Management (HR), with studentship, Karnatak University, with 10 Global HRM Certification from CAMI-USA and AHRD-India. Guided 16 PhD and 11 M.Phil work related to Management.
Visited on academic-research assignment-Japan, Thailand, South Korea, Hong Kong, Singapore, Dubai, Malaysia, Sri Lanka, Vietnam, Indonesia. Published 150 Popular writing and Research papers, keep higher Research interests in Empowerment, Cross Cultural area, HRD and HR strategies for creating global organisation. Awarded and honoured with best Research paper publication of 2001 by ISTD. Second Awarded Doctorate Degree (PHD) in Management Science
EDUCATION
Education and Distinctions
* BA Karnatak University, Dharwad, Karnataka, 73%
* PG PMIR-HR Karnatak University, Dharwad, Karnataka, 65%
* 1st PhD [MSW] S.Ship, Karnatak University, Dharwad / Related area: PMIR
* 2nd PhD [Management], Karnatak University, Dharwad, 5-star NACC accredited
* FDP-XLRI, AICTE-sponsored Management and HR Education
* CAMI-USA/AHRB, Fellowship in Organisational HRM / 10 Global certification
* KSET Lecturer Eligibility Test (Labor/HRM area), First Attempt
* AIMA - AMT Accredited Management Teacher in HRD, First Attempt
* IIAS—Indian Institute of Advanced Studies, Associateship
* APO-NPC Alumni Association of India (earned for representing India@Indonesia )
* Membership Number - 17-IN- 21-GE-WSP-A/2
* 2019-20 AICTE-UKIERI “Technical Leadership Development Program” for AY 2019-2020
Accredited by the Chartered Management Institute (CMI), UK
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, Industrial relations, Business and International Management, Strategy and Management
FUTURE PROJECTS
AI use in HR functions and how the HR manager's role is changing due to AI.
Expansion into new markets is a strategic tool for business growth. However, for HR directors, it also entails negotiating a complex web of legislation, payroll rules, cultural nuances, and compliance concerns. Relying on legacy workflows reduces scalability and increases operational risk. From automating payroll to revealing compliance data, AI provides HR professionals with the speed and intelligence they want. But it raises key questions: Can AI be trusted with delicate human decisions? How can you avoid bias? What is considered safe to automate? Which HR processes should always remain human?
Applications Invited
Joint paper publications, joint research projects and funding, conference organizing in AI and HR
AI use in academia—research areas and how the faculty and professors' role is changing due to AI.
Teachers can shift their focus to more relevant jobs while AI handles tedious duties like attendance, grading, and scheduling. In the AI era, instructors' roles have shifted considerably toward mentorship, guiding students, inspiring curiosity, and promoting critical thinking skills. Despite the rise of AI, not all educators are fully on board. A 2023 poll indicated that over 44% of Indian teachers are concerned about AI's impact on teaching and assessment. Concerns arise from unfamiliarity, a lack of training, and ethical considerations. India's education system, which is developing through hybrid learning models and increased adoption of AI tools, requires robust techniques to properly teach and support instructors.
Applications Invited
Joint paper publications, joint research projects and funding, conference organizing in AI and HR
How are students adopting AI in their academic fields of study, and why are some still in the infant stage?
Students are utilizing AI for research, writing assistance, personalized tutoring, and idea generation, which increases efficiency; however, many are still in the early stages due to ethical concerns (plagiarism, privacy), a lack of digital literacy/access (digital divide), skepticism about over-reliance, and insufficient institutional guidance, while AI itself is still maturing in handling complex, nuanced learning beyond basic tasks. Adoption varies by field, with some welcoming tools for sophisticated problem solving (STEM) and others grappling with critical thinking decline, highlighting the significance of formal frameworks for responsible integration.
Applications Invited
Joint paper publications, joint research projects and funding, conference organizing in AI and HR
Scopus Publications
Scopus Publications
Urmila Itam and Bagali M. M.
IGI Global
Diversity and inclusion have been increasingly recognized and are the most utilized organizational resources over the last three decades. However, research has demonstrated that many organizations may not have the requisite diversity in their midst. Research further highlights that employees might feel that few of their components of their social identities may be valued and included, leaving them feeling excluded. These attitudes may influence employee behaviors, leading to low morale, high absenteeism, low job satisfaction, negative word of mouth, and so on, which will eventually make the estranged employee leave the job/organization. Understanding the impact of diversity and inclusion on individual, group, and organizations performance is analyzed through employee engagement by developing a framework. To develop a framework that provides rigorous theoretical evidence for its ability to determine whether an organization has indeed engendered an inclusive and engaging environment for its employees is the goal of the chapter.
Urmila Itam and Bagali M. M.
IGI Global
Diversity and inclusion have been increasingly recognized and are the most utilized organizational resources over the last three decades. However, research has demonstrated that many organizations may not have the requisite diversity in their midst. Research further highlights that employees might feel that few of their components of their social identities may be valued and included, leaving them feeling excluded. These attitudes may influence employee behaviors, leading to low morale, high absenteeism, low job satisfaction, negative word of mouth, and so on, which will eventually make the estranged employee leave the job/organization. Understanding the impact of diversity and inclusion on individual, group, and organizations performance is analyzed through employee engagement by developing a framework. To develop a framework that provides rigorous theoretical evidence for its ability to determine whether an organization has indeed engendered an inclusive and engaging environment for its employees is the goal of the chapter.
M M Bagali
SAGE Publications
Developing and Managing Human Resources forms the major component of organizational development and growth. There are many ways through which HR is developed and managed. The present buzzword is Empowerment. The present study highlights how it was possible for an organization to develop an outstanding organization and thus create a place to work, where each one was proud and happy to be associated with the organization. The study found many strategies for managing HR, which were unique in the Indian context. The study pleads for a shift from all the theories of HR management towards a culture of empowerment and employee ownership.
RECENT SCHOLAR PUBLICATIONS
Publications
Publications Details LINK
GRANT DETAILS
Awarded ICSSR Study Grant Fellowship, Research work, 1992
Awarded ICSSR Partial Assistance Fellowship, Research work, Delhi 199
Awarded AICTE Career Award for Young Teachers, Delhi, 1998
RESEARCH OUTPUTS (PATENTS, SOFTWARE, PUBLICATIONS, PRODUCTS)
Patent No. E-21/1425/2017-CHE
Published 23 May 2018
Performance management system for faculty members in private management institutions.
Joint Authorship
CONSULTANCY
Research Projects
Individual Projects Completed
ICSSR Research Project, 1997-98
AICTE Career Award for Young Teachers, 1998-2001
Several master's projects for around 24 years - nearly 900+
Evaluated and examined Masters projects around 1200+
Consultancy and Mentoring/Coaching—PhD and Research
INDUSTRY EXPERIENCE
Served as academic head for an edtech startup. EdTech products provide online management courses to help students improve their skills and competencies. Developed and coordinated the whole course design, development, and assessment.
STARTUP
A startup venture
Served as academic head for an edtech startup. EdTech products provide online management courses to help students improve their skills and competencies. Developed and coordinated the whole course design, development, and assessment.
SOCIAL, ECONOMIC, or ACADEMIC BENEFITS
First PhD work in the area of Industrial Accidents,
Social Work Department, Karnatak University, Dharwad,
Karnataka State, 1991-1994, Awarded 1995
Second PhD work in the area of worker empowerment,
Management Department, KIMS, Karnatak University, Dharwad, Karnataka State, 1998-2005, Awarded 2008