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Introduction: The Indian insurance sector has a large number of insurance companies. More than 20 companies are in the life insurance business, and nearly 35 are non-life insurers – only one public sector company among the life insurers (Life Insurance Corporation (LIC)). However, there are six public sector insurers in the property insurance division. The government policies have recently increased the foreign direct investment (FDI) share from 49% to 74%.

Purpose: The purpose of the study is based on the latest decision by the Government of India (GOI) to increase the FDI in the insurance sector, which was earlier 49% and now increased to 74%. The study will have objectives that impact change in FDI and its effect on customers’ decisions.

Methodology: This chapter is based on secondary information collected from the Insurance Regulatory and Development Authority and Articles from various journals for objectives 1 and 2. Qualitative analysis is done with the use of NVIVO software. There are primary two objectives taken under consideration in this chapter: objective 1: regulatory framework of insurance sector post-FDI change in limits by GOI and objective 2: customer awareness regarding changed limits of FDI in the insurance sector and its various factors. Fifty-four interviews were conducted, out of which a total of 40 responses have been considered for final analysis. An incomplete and unclear answer has been excluded from the study.

Findings: In the study’s findings, it was found that in accordance with the first objective, GOI changes policies according to time to time. Foreign Direct Investment (FDI) in the insurance sector recently increased by GOI Earlier, it increased in the year 2015 and recently this year, it increased by 49% again to 74%. In the second objective findings, the awareness about changes in FDI in the insurance sector respondent’s sentiments is positive and constructive. A maximum of respondents has said that they are aware of the insurance sector and the participation of various foreign international players in the insurance industry.

Purpose: This paper aims to reveal the impact of the pandemic Covid-19 on the banking and financial sector. Covid-19 is a pandemic disease that’s impacting all nations. However, its amount varies from one country to another depending on the country’s social and economic infrastructure progress. The whole world is passing through great improbability. Indian economy is also facing equivalent issues from contraction in growth to rising inflation, unemployment and low demand. Covid-19 has impacted all industries worldwide, and the financial service sector is not any exception. Covid-19, which began as a health crisis, has now been appropriated as a financial one.

Methodology: This study intends to showcase various new developments in the banking sector. In the present scenario, banks are focusing on utilising new technological innovations to reinforce their risk management competence. Since the aim is to analyse various latest developments in the banking sector and its impact during Covid-19, the focus is to collect the relevant and supporting material from every possible secondary source. To attain the main aim of this paper, the data are collected using secondary sources, i.e. data from the annual reports of the Reserve Bank of India (RBI), Security Exchange Board of India, Federation of Indian Chambers of Commerce & Industry, Organisation for Economic Co-operation and Development (OECD), the International Monetary Fund (IMF), and the World Bank and various others sources. This is taken care of on the primary basis that the reliable and authentic sources are incorporated in this study. Since the study scope is limited to analysing the new developments in the banking sector due to Covid-19, the maximum literature available to attain the paper’s objective is from 2020 to 2021.

Findings: The banking sector is among the most crucial sectors of the Indian economy, which is accountable for almost every financial activity possibly happening within the country. It acts as a holding hand to the industry involved in credit, transactions, collection, etc. With the disruption of supply chains across the globe, numerous physical business places are closed. Banks are the backbone of the economy. Their stability is critical to continue the system up and to run.

Practical implications: The banking sector aims to supply funding to anyone, say corporate or individuals. The decelerate pace can guide prospective job losses, ground stress in banks’ retail loan books. The banks should design a plan to shield employees and their customers from its spread. It has hit the scope to individuals, small- and medium-sized enterprises, and large corporate. The only obvious thing is that every group has faced an income crunch that threatens economic and financial market permanence.

Significance: The relevance of this study stands on the fact that Covid-19 has begun as a health crisis, quickly extended into a business crisis. This is often not only a health crisis but also depression. The outbreak of Covid-19 has created a huge impact on nations. The nationwide lockdowns have almost faded social and economic life. The global economy was hit hard by the continued coronavirus. The whole world is passing through great uncertainty. As a result, various services sectors, banking sectors, and financial services have suffered through various ups and downs, resulting in economic stress. The uncertain and risky environment has had a severe impact on banks’ asset quality. The coronavirus outburst influenced financial markets and consumer emotions as well.

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.

With the increasing prevalence of social media in everyday life, scholars have argued the need of exploring enterprise social media (ESM) for workplace outcomes. This study investigates the relationship between ESM use and organizational learning capability (OLC) by focusing on the mediating role of informal learning (INFL) and the moderating role of social capital (SC).

The paper developed and tested a mediated moderated model explaining the impact of ESM on OLC. The study used temporally separated data of 281 respondents collected in two waves from firms in India that use organizationally facilitated ESM platforms for internal workplace communication.

An analysis of temporally separated two-wave data indicates that INFL mediates the relationship between ESM use and OLC. Also, SC is found to moderate the effect of ESM use on INFL, and INFL mediated the moderation effect of SC on relationship between ESM use and OLC such that the relationship will be stronger when employees have a higher rather than lower level of SC.

The study theoretically contributes and extends the literature on ESM and learning in organizations. The study provides important practical implications to support and institutionalize learning at work. The results of the study provide evidence that ESM are not just networking tools but a platform for learning. Findings of the study suggest that ESM can be one such tool to promote and capture employee INFL. The results also show that SC plays a critical role in predicting the extent to which employees learn informally using ESM, thereby building OLC. This result suggests that organizations should make conscious and concerted efforts to build employee SC. The above findings also have interesting implications for learning and development (L&D) and information technology (IT) managers who wish to implement technology for collaborative purposes.

Addressing the underlying processes that explain how ESM positively influence OLC was highlighted as a critical research gap that needs attention. The paper is novel in its approach as it provides empirical evidence for the relationship between ESM and its impact on employee outcomes, an area pertinent in today's digital economy, however, received sparse attention by management scholars so far. It also provides empirical grounds toward a meaningful shift in the social media discourse – transition from being traditionally viewed primarily as “a networking platform” to “a learning platform.”

The study aims to understand enterprise social media usage at work and explore its impact on employee outcomes, particularly learning behaviors. The scope of the paper is limited to organizationally facilitated enterprise social media (ESM) used internally for workplace communication and draws upon ESM affordances highlighted by the theory of communication visibility.

The study used a qualitative research design based on Miles and Huberman framework (1994) as the research question was exploratory in nature. Thematic analysis was conducted using QSR-NVivo to arrive at the dominant themes and to understand their relationship between enterprise social media use at work. Each emergent theme was generated from the behavioral indicators labelled as nodes. Drawing on qualitative data, the study explored the lived-in experiences of employees using enterprise social media for workplace interactions.

The thematic analysis using QSR-NVivo provided qualitative evidence for the phenomenon of enterprise social media use in the form of four emergent themes: patterns of enterprise social media usage by employees, employees' informal learning behaviors, employee social capital and organizational learning capability.

The study provides theoretical insights into the lived-in experiences of employees using ESM at work and unravel thematic behavioral impact on their learning, social capital and organizational learning capability. The findings of this study support recent research work on impact of ESM on knowledge sharing behaviors (see Sun et al., 2019) and other significant work on co-creation of knowledge (see Wagner et al., 2014). Thus, adding to the body of knowledge management literature.

This study provides evidence for the role of enterprise social media in developing organizational learning capability by offering support and platform for employees' informal learning and building their social capital. Thus, organizations should leverage enterprise social media not only a social networking tool but more as a strategic learning resource. Hence, organizational leaders must encourage employees to be involved on such platforms in order to promote their informal learning. Also, this study captures the role of employee social capital in explaining the enterprise social media, informal learning and organizational learning capability relationship. This shows that enterprise social media can help employees to learn informally when they have good relationships. Hence, this study provides implications for both HR and IT managers and consultants who plan to implement technology for collaborative purposes, should not undermine the importance of building employee social capital. Only then can they utilize the potential of ESM as a learning tool. Last, this research may also influence the general attitude towards social media use at work and further impact the design and implementation of organizational social media policies.

The paper is novel as the qualitative investigation offers deeper insights into the impact of ESM usage on employee and organizational learning behaviors. The paper draws on theoretical underpinnings to present useful linkages between emergent concepts and makes valuable contribution to the literature on enterprise social media use and learning at work.

This study aims to explore how different involvement levels within a single television program influence recall of cognitive vs affective advertisements aired during that television program.

Two studies of 2 (program involvement: high vs low) × 2 (advertisement involvement: cognitive vs affective) between subject design were conducted; one study was for cognitive program and other study was for affective program. Existing scales were used after conducting reliability and validity tests.

The influence of different levels of involvement with a television program on recall of cognitive and affective advertisements was found. Specifically, recall of cognitive advertisement was found to be higher when involvement with television program is low than when involvement with program is high. Recall of affective advertisement was found to be lower when involvement with program is low than when involvement with program is high.

Results indicate that cognitive advertisements are recalled more at point of low involvement with program, whereas affective advertisements are recalled at point of high involvement with program. The implications are in the field of understanding and making advertisement airing decisions.

When the television program progresses, the story tends to build, and hence, the involvement increases. Therefore, involvement level with the program at initial point and later point can vary. This study identified the possibility of cognitive advertisement being recalled more at initial point of a television program, i.e. at low involvement, and affective advertisement being recalled more at the later point of the same television program, i.e. at high involvement.

The purpose of this paper is to draw lessons on how building a talent management strategy based on competency profiling becomes a critical impact area within the field of strategic HRM.

The case study discusses an Indian pharmaceutical organisation, the environment and the issues arising in context to talent management. The case discusses a well designed talent management strategy.

The talent mindset has helped the organisation in recruiting the best talent from the best pharmaceutical organisations. The attrition of the top and valued talent segment has come down. Some of the key positions have been filled through succession planning.

The case study is in a lesser known but emerging sector of the Indian economy. The case has concentrated on attracting and developing and retaining key talent, it does not concentrate on developing average talent into key talent.

The implications lie in whether to grow talent or buy talent. What signal through a communication strategy should a HR manager give when determining for talent segmentation? How to develop talent and retain employees when there are not challenging options available in the internal labour market?

This paper provides insights to HR practitioners on how to attract, acquire and manage talent in a tight internal and external labour market. It also provides empirical support for, and theoretical understanding of, the strategic HRM literature on talent management theme.

This study aims to assess the enrolment scenario of Library and Information Science (LIS) education in India offered through distance mode.

The scope of the study is limited to India, reflecting the trend of distance education in LIS in India. The study is based on the secondary data collected by the Ministry of Human Resource and Development, Government of India (GOI) under All India Survey on Higher Education (AISHE). It is to mention that Ministry of Human Resource and Development, GOI, is regularly collecting data from higher education institutions all across the country under AISHE project. The data in the study have been analysed for the period 2011 to 2018.

The findings of the study reveal that, of the total enrolments made in LIS education in India during the period 2011 to 2018, nearly one-fourth of students were enrolled through regular mode and three-fourth were enrolled through distance mode, signifying distance mode of education as the largest medium of LIS education in India. The enrolment figures through distance mode showed slight inconsistency with the result, a negative (−0.49%) average annual corresponding growth was recorded in the enrolment of LIS students through distance mode. Of the total students enrolled in different LIS programmes through distance mode during the period of study, the majority (67.78%) of students were enrolled in the Under Graduate programme (B.Lib.I.Sc.). Similarly, of the total students enrolled in LIS through distance mode during the period of study, 51.36% were female students and 48.63% male students. In terms of caste category, of the total students enrolled during the period of study, 10.12% belonged to the Scheduled Caste category, 4.7% to Scheduled Tribes category, 28.77% Other Backward Class and 56.08% to others, which include general category students as well.

Learning through distance education is a welcome step as long as the idea is to improve the society and to reach out to those who hitherto remained unreached. Sustainable means of enrolment and employability has to be the order of the day, mostly based on demand and supply principle.

This study is original and first of its kind covering enrolment of the students in LIS courses.