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With the transition of working pattern from physical workplaces to remote workplaces amid COVID-19, there has been existence of imbalance in business organizations due to lack of effective communication channels. For continued importance and relevance in modern workplace, it is essential to upgrade the human resources management function such that these issues can be addressed. Thus, this study aims to determine the impact of COVID-19 on the human resource policies and practices in the Indian service sector. For this examination qualitative analysis has been conducted based on 10 HR managers of IT and hospitality industry in Bengaluru, India. Herein, it was observed that HR managers struggled to engage their employees in disciplined manner and there was high resistance in employees to cope up with the newly developed remote working culture of the firms. The interviewees affirmed that several online opportunities like hybrid approach or people centric working style can lead to better management of employees’ wellbeing and derive effectiveness.

This paper analyses the various HR practices in the Indian IT sector. To gain a competitive advantage in maintaining the brand image IT companies has to add some prominent HR Practices and also has to delete the atrocious HR Practices. The objective of this paper is to identify both good and bad HR practices in the Indian IT sector and their effectivity on the human resource management system. It has been found that IT companies with good HR practices have a sound human resource management system and they are becoming the leaders in the service market. However, the responsibilities and duties of HR professionals have been increased with all such practices. It has been very well defined that companies who can manage their human resource effectively will gain many advantages in the productivity and growth of the firm. This paper is a qualitative approach to better understand the good and bad HR practices and understand their importance in the Indian IT sector.

Purpose The study aims to focus on developing a methodology of technical calculation for fixation of piece rate for embroidery homeworkers of fashion industry to ensure an ethical livelihood standard. The standardised methodology for wage fixation will ensure better payments for homeworkers with clarity down the supply chain and sustainability of pay scales that will in turn improve the homeworkers’ impecunious living standards. The brands giving living wage will be benefitted in terms of savings on training costs, more stable work force, reliable services and enhancements to the reputation. Design/methodology/approach Interviews of subcontractors and agents down the supply chain in a target region were conducted to know current practice of wage fixation. The influential parameters were work content, basic living expenses and necessary benefits under government policies. Based on the aforementioned parameters, a formula has been generated. The present study is an attempt to develop a standard methodology to be used for piece rate calculation to ensure fair compensation for homeworkers. Impact of increased earnings of home workers on garment free on board cost has also been analysed. Findings As there is no uniformity in methodology used for piece rate calculation, and work content is not considered in calculating piece rate, the wage earned per month by homeworkers, minimum wage and living wage are INR 2,860, 6,998 and 8,007, respectively. Homeworkers receive 54-58 per cent of total embroidery labour cost incurred by suppliers. It can be increased up to 75 per cent, which would result in increasing the wage earned per month by homeworkers to INR 4,000. Originality/value The impact of implementing the outcome of the study will increase the earnings of embroidery homeworkers and reduce wage inequality in women’s favour, as there are more women than men in embroidery homeworking.

In modern times a nation cannot afford to have any of its citizens who are capable of economic development to be non-productive. However, the resource crunch, lack of skills and financial paucity leads to 75% people being unemployed. This can be elevated through interventions of Government by giving directions and purpose for their livelihood. Empowerment is the ability to gain power over oneself and take decisions over one’s life. It boosts the confidence, self-esteem, wellbeing and control over one owns life. The study explores the influence, through focus group discussions and interviews, of self-help groups, which can contribute towards economic development and livelihood programs to make a difference in the life of citizens below the poverty line. The paper brings out the effectiveness of social mobilisation and economic development by presenting the cases and demonstrates how they are making a difference in society. It tries to analysis how SHG as a part of social innovation can be used for empowering women /girls through entrepreneurship alleviation. It also reveals its social and economic implications by women involvement in productive and financial contribution in the family hence addressing the importance of SHG’s and its progressive development of women .New public policies can be designed to strengthen and pave the way for financing these SHG (Self Help Group). Corporates can be encouraged to adopt regions to support SHG as part of mandatory CSR (Corporate Social responsibility) activity as per Companies Act 2013 in India. This paper summarizes how self-help groups may promote awareness among the members if they are provided with sufficient opportunities for empowerment to combat poverty. Besides, involvement in SHG’s has enabled members to voice their opinions on community affairs, and it has also helped in gaining freedom, self confidence, self-identity to tackle problems and gaining power over decision making in the household.

Current business scenario is facing high volatility, uncertainty and rapid occurring changes. At the same time, organisations want to increase their productivity with lean manpower and more automation. It necessitates organisations to find out ways to tap full potential of their employees with better performances and efficiencies. Employees put their discretionary efforts on jobs, only if they feel happy and engaged at workplace. Employee engagement became a viable solution for organisations in their human resource practices to drive and empowering the changes. Based on the existing literature and available definitions, the aim of this study is to systematically understand the origin, evolution and various concepts of employee engagement in chronological order. Further, the study also tries to highlight the distinction of employee engagement with related concepts and makes a conscious effort to identify different variables, constructs and their relationship with employee engagement.

Any organization, in any industry, is able to perform efficiently when the objectives of the organization and the resulting objectives of the roles in the organization are unambiguous, structured, and well communicated and understood. In the event of lack of such clarity, the organization often faces various complex inter-related problems, such as wasted employee expertise, unrealistic performance standards, lack of human resource planning, incorrect talent hiring, talent gaps, low employee motivation, and so on. This case study, therefore, tries to elaborate upon the important link of job analysis that serves as a strong foundation in an organization to prevent many human-resource-related problems.

In this challenging and competitive economy, well-designed strategies need to be developed, and talent crises should be addressed. Reclassification and rebalancing of work need to be automated. Today, machines can stimulate the intuitive and emotional aspects of human behavior. Machines will simplify the comparative advantages of workers with problem-solving, leadership, creative skills, and empathy. These workers were doing routine, methodical jobs. Intelligent digitalization will alter jobs and their perceived value. Endless possibilities are available in this digital era, and artificial intelligence (AI) being the latest, human resources leaders have to use AI to the fullest, which stands apart in this digital world. AI applications will have huge gains when used in the recruitment and hiring process. AI-based people analytics is used in the process.

This research paper’s objective is to facilitate the researches, academicians and marketing and HR practitioners gain insights on the corporate image building concept in the context of HR practices and to provide research opportunities in the area of corporate image building in Indian IT sector. Adopting the inductive and conceptual theory building approach with a qualitative research method for data collection and data analysis has been used. Data was collected from hundred respondents specifically professionals from IT companies, namely HCL, Infosys, IBM, Wipro, TCS and Accenture. In this research, IT company-specific conceptual perspective have been integrated and extracted to formulate a conceptual framework that includes three main variables (1) employer branding (2) corporate social responsibility (3) corporate social performance and results indicates that these variables play a significant role in corporate image building in Indian IT companies. Also, this research provides and suggests innovative measures for corporate image building through HR practices in Indian IT sector.

CSR is a potent tool in achieving the social and environmental goals of a nation by collaborating partnership with corporations in combating developmental challenges in emerging economies like India. The State Government in India can provide big leap to government developmental programs if they can muster wholehearted support from corporates for implementing social welfare and awareness programmes. This paper makes a special reference to the Cleanliness drive "Swachh Bharat Abhiyan (SBA)", wherein Indian Government identified that the ambit of SBA is vast and utilized the funds and expertise of corporate through CSR to collaborate in implementing programmes such as the construction of toilets, sewage treatment, river cleaning and so forth. This paper is analytical and descriptive in explaining how government and corporates together can shape social demographics of India through CSR by leveraging the value and resources of corporate and utilizing the governmental expertise in identifying the social gaps and accordingly formulating the plans for development to create high impact outcomes. The purpose of this paper is to investigate the role of CSR in the government development plan in India. It explores the intersection of corporate social responsibility efforts and public policy. This qualitative research is based on extant literature on CSR and detailed interviews with government and agencies like NGOs, social enterprises which are involved at the level of identifying corporate partners and implementing social campaigns.

Knowledge workers contribute to operations of their employers through their skills and expertise to solve complex business problems. This makes then indispensable and crucial to the success of such firms.

This research paper explores the factors of shared leadership in IT sector in India. A reliable and a valid scale for the measurement of shared leadership (Scale for Measuring Shared Leadership, S.M.S.L) is therefore developed as the previous researches brought to light the requirement of such scales which relate to the Indian IT sector. Attempt is made to reduce large number of variables, studied in relation to the shared leadership from various books and research journals, to few workable factors and analyse how the factors so derived explain the latent construct of shared leadership in the context of IT sector in India. The paper also explores the factors of shared leadership using the factorial analysis of the data collected from teams working in the IT sector in India. It is a team level study of Shared Leadership in IT sector with focus on obtaining the factors using factor analysis method on IBM SPSS. The various variables by which researchers have tried to explain the construct of shared leadership were collected from secondary sources which were then used to develop a questionnaire. The questionnaire was pilot tested and its reliability and validity was evaluated thereafter. Data collected was put to factor analysis through SPSS software to obtain the factors explaining the shared leadership construct in the context of the Indian IT sector. Numerous variables were reduced to few factors. With their help, the Shared leadership in IT sector could be explained as a construct. The findings of this paper also include explanation of the variations in the construct of shared leadership in IT sector and which factors contribute in what order to these variations.

This paper presents the dynamic analysis and active vibration control of a two storeyed flexible structure using real time seismic data. The building is modelled as a mass-spring-damper equivalent system and an active controller is designed to control the floor vibrations based on the proposed sliding mode controller. The sliding mode controller is designed using LQR approach which ensures stable motion during sliding and Gao's power rate reaching law is utilized to synthesize a proposed control law. The effectiveness of the proposed controller is demonstrated using Matlab simulations and results are compared with conventional PI Controller. In specific the proposed sliding mode controller is providing superior performance in terms of suppressing the external vibrations due to earthquakes than PI controller.

Academic research on Mobile phone behavior and etiquette in the Urban Adult Indian Context is limited and has not been documented in literature from the Bystander's perspective. This study has attempted to explore