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This paper aims to explore the role of human resource (HR) analytics on employees’ willingness to improve performance. In doing so, the paper examines issues related to the performance appraisal (PA) system which affect employees’ willingness to improve performance and how HR analytics can be a potential solution to deal with such issues.

The paper develops a conceptual framework along with propositions by integrating both academic and practitioner literatures, in the field of HR analytics and performance management.

The paper proposes that the use of HR analytics will be negatively related to subjectivity bias in the PA system, thereby positively affecting employees’ perceived accuracy and fairness. This further positively affects employees’ satisfaction with the PA system, which subsequently increases employees’ willingness to improve performance.

The paper provides implications for both researchers and practitioners in the performance management area for improving employees’ performance by applying HR analytics as a strategic tool in the PA system. It also provides implications for future researchers to empirically test the conceptual framework in different organizational settings.

The paper offers insights into how the use of HR analytics can deal with issues of subjectivity bias in the PA system and positively affects employees’ willingness to improve performance.

Shimla is a teeming city, with a population of 140,000. It is located in the north Indian Himalayas, in an area of high seismicity that was rocked by a devastating earthquake a hundred years ago. However, it is oblivious of the ticking time bomb below its foundations. Initiating risk reduction in this fast growing urban economic hub is an enormous challenge. A national non-governmental organisation (NGO) called SEEDS (Sustainable Environment and Ecological Development Society) started working in the city just before the earthquake centenary, with the aim to identify ways of reducing earthquake risk through actions that could be carried out by the citizens and the local government.

The experience has been unique, and has led to further refinement of the community action planning approach that SEEDS (Sustainable Environment and Ecological Development Society) has picked up and worked with over the last ten years in different vulnerable communities in the region. What emerges from the experience is a mix of tools for the improvement of technical aspects, community-based working approaches and governance for risk reduction. It is evident that community-local government-NGO partnerships are the key to solving such acute problems as earthquake safety in a resource strapped, vulnerable city. The assessment and planning phases initiate the building of these partnerships in the early stages of the process.

This paper is an attempt to share the experience of developing and testing a community based urban risk reduction approach for a city at extreme earthquake risk.

The paper aims to highlight the role of enterprise social media as an internal workplace tool for employee engagement purposes.

The paper provides a viewpoint on how social media can be used internally by organizations after considering both academic and practitioner literature in the respective field.

The paper posits that organizations should move beyond using social networking tools for recruitment and branding purposes and take a step further to use social media tools internally for employee engagement initiatives. It provides practical implications for managers to embrace social media as an engagement tool and to increase employees’ participation on such media.

The paper provides implications for both researchers and practitioners for using social media as a strategic employee engagement initiative and devising appropriate social media and human resource strategies to do so.

The paper offers insights into how enterprise social media can be used as an internal communication tool for engaging employees in this technologically connected era.

This paper aims to identify the determinants of team engagement emerging as a collective team-level phenomenon under time pressure context. The paper particularly explores how teams working under time pressure conditions use their social resources to develop into highly engaged teams.

The paper develops a conceptual framework along with related propositions by integrating diverse literature from the field of team processes, leadership and engagement. The arguments are theoretically embedded into the job demands-resources (JD-R) model to explain the emergence of team engagement under time pressure conditions.

The suggested conceptual model based on the JD-R model reveal that teams working under time pressure conditions view it as a challenging job demand and, hence, use their social resources as a coping mechanism, thereby developing into highly engaged teams. However, the paper finds that for team engagement to emerge under time pressure, teams require two important determinants. These two main determinants are team leader engaging behaviors and team climate. Engaging team leader’s behaviors include four sub-components: emotional agility, use of humor, efficient delegation and quality of feedback. Team climate constitute three sub-components: open communication, fun at work and compassion within the team. Only teams which have a strong team climate and team leaders’ engaging behaviors tend to have high team engagement under time pressure contexts.

The paper offers implications for both HR and line managers in team-based organizations to promote factors that enhance team engagement, for teams to perform under time pressure situations.

The paper identifies determinants of team engagement under time pressure context and further adds to the understanding of team processes by theoretically exploring how time pressure as a job demand can be channeled in a positive manner for promoting team engagement by using teams’ social resources: team leader’s engaging behaviors and team climate.

This study aims to encapsulate the crude carotene pigment isolated from waste portion of Cucurbita maxima with the help of different encapsulating agents through lyophilization to transform crude pigment into stable form for further utilization.

This paper opted for encapsulation of extracted carotene pigment by lyophilization using various carrier materials such as maltodextrin 20 dextrose equivalent (DE), maltodextrin 10 DE and tapioca starch along with emulsifier polysorbate-80. After encapsulation of crude carotene pigment, prepared encapsulated powder was subjected to chemical analysis. The data was analysed statistically by a complete randomized design.

Maximum encapsulation efficiency, carotene content, antioxidant activity and water solubility index were achieved when 0.06% of crude carotene pigment was emulsified with same quantity of polysorbate-80, followed by encapsulation with 20% of maltodextrin 20 DE during lyophilization.

Even though few researchers have worked on the encapsulation of colour pigments, no researcher has reported encapsulation of carotene pigment extracted from waste of C. maxima.

Internal fluffy portion along with fibrous strands of ripe pumpkin is considered as waste in processing industries though it contains sufficient amount of ß-carotene pigment. The purpose of this paper is to use the leftover fluffy portion of ripe pumpkin (Cucurbita maxima) after the use of its flesh for the purpose of processing.

The data were analyzed statistically by following a complete randomized design (CRD). All analysis were performed using the software OPSTAT.

One hour pre-enzymatic treatment before solvent extraction showed significant improvement in extraction yield in comparison to the isolation of ß-carotene pigment through solvent only. Temperature time combination was optimized as 40°C for 2 h during solvent extraction to obtain maximum yield irrespective of the type of extraction method used.

Extracted carotene pigment can further be used as a natural food colorant in processed food products not only to enhance the color appeal but also it improves the nutritional value of the product as ß-carotene acts as a precursor of vitamin A.

Coloring agents of natural origin are becoming famous among society due to their health benefits. Consumers are becoming reluctant to use synthetic colors because of the undesirable allergic reactions caused by them, so carotene bio-pigment produced is a natural coloring compound with wide application in the food sector.

Even though few researchers have worked on the extraction of carotene pigment from pumpkin, but no researcher has reported the use of a waste fluffy portion of C. maxima for extraction of ß-carotene pigment.

Due to changes in climatic conditions, hydrometeorological hazards are increasing. Cities are becoming more vulnerable due to usual urban issues, and additional pressure of climate-related hazards. While it is rather impossible to make a city resistant, urban resilience is the possible entry point for dealing the new types of hazards. Keeping this in mind, this book provides a unique series of examples of climate and disaster resilience initiative, which focuses on the different dimensions of city's resilience. Evolved through a participatory approach, the book exemplifies innovations in redefining city's resilience in a way, which is closely linked to city services. Analyzing the cities resilience through five dimensions of physical, social, economic, institutional, and natural, the Climate and Disaster Resilience Initiative (CDRI) focuses on detailed analysis on city or subcity level. CDRI is considered as a tool, as well as a process to enhance the city resilience through steps of assessment, planning, and implementation.