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This paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.

This study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.

Perceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.

The present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.

The study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.

Work–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

The purpose of this paper is to examine the potential impact of organisational talent management practices on perceived employer branding. Talented employees are the lifeline of any organisation who contribute effectively to the organisation’s success. Talented workforce and their organisational attraction to remain productive act as a primary competitive enabler for the organizational performance. Employer branding now becomes a key factor to achieve success in business which engenders cognitive and emotional association along with positive involvement at workplace among organizational members. In the context of economic competitiveness and globalisation, employers are experiencing challenge in attracting and retaining talented workers.

This paper uses quantitative design; questionnaire survey method was used for assessing the organisational talent management and employer branding. Data have been collected through a sample of 232 executives’ class employees from various coal and iron mining industries located in Indian subcontinents. Finally, 197 responses were found to be acceptable for analysis. Hypotheses were tested using a comparison of means, correlations and multiple regression analysis.

Findings of the paper show that organisational talent management is strongly and positively with the perceived employer branding. Regression analysis showed that among the eight dimensions of organisational talent management, the predictors that are most effective in predicting the employer branding are, namely, rewards and remunerates fairly, manages work–life balance and attracts and recruits talent.

This paper was limited by a small sample size and the use of a cross-sectional design is not done. On the ground of analysis, more specific approach is required to apply the findings to the general population.

Much of the work on employer branding is conceptual based on marketing principle and limited to deal with potential employees. This paper provides empirical evidence from the internal/current employees’ perspective, by investigating the relationship between organisational talent management practices and organisational attraction internally, that is, perceived employer branding. Present paper contributes significantly to the implication and understanding of social exchange theory, internal branding theory and social identity theory in organisational setting (Eisenberger et al., 1986; Liden et al., 1997; Masterson et al., 2000; Settoon et al., 1996; Wayne et al., 1997).

Degradation measurement of some products requires destructive inspection; that is, the degradation of each unit can be observed only once. For example, observation on the mechanical strength of interconnection bonds or on the dielectric strength of insulators requires destruction of the unit. Testing high-reliability items under normal operating conditions yields a small amount of degradation in a reasonable length of time. To overcome this problem, the items are tested at higher than normal stress level – an approach called an accelerated destructive degradation test (ADDT). The present paper deals with formulation of constant-stress ADDT (CSADDT) plan with the test specimens subject to stress induced by temperature and voltage.

The stress–life relationship between temperature and voltage is described using Zhurkov–Arrhenius model. The fractional factorial experiment has been used to determine optimal number of stress combinations. The product's degradation path follows Wiener process. The model parameters are estimated using method of maximum likelihood. The optimum plan consists in finding out optimum allocations at each inspection time corresponding to each stress combination by using variance optimality criterion.

The method developed has been explained using a numerical example wherein point estimates and confidence intervals for the model parameters have been obtained and likelihood ratio test has been used to test for the presence of interaction effect. It has been found that both the temperature and the interaction between temperature and voltage influence the quantile lifetime of the product. Sensitivity analysis is also carried out.

Most of the work in the literature on the design of ADDT plans focusses on only a single stress factor. An interaction exists among two or more stress factors if the effect of one factor on a response depends on the levels of other factors. In this paper, an optimal CSADDT plan is studied with one main effect and one interaction effect. The method developed can help engineers study the effect of elevated temperature and its interaction with another stress factor, say, voltage on quantile lifetime of a high-reliability unit likely to last for several years.

Concerns about unsatisfactory work-life balance is negatively affecting turnover in many firms. Family-friendly HRM practices that address employee needs can help businesses reverse this trend and achieve desired outcomes from their talent management and employer branding initiatives.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Concerns about unsatisfactory work-life balance is negatively affecting turnover in many firms. Family-friendly HRM practices that address employee needs can help businesses reverse this trend and achieve desired outcomes from their talent management and employer branding initiatives.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

In order to reduce avoidably lengthy duration required to test highly reliable products under usage stress, accelerated life test sampling plans (ALTSPs) are employed. This paper aims to build a decision model for obtaining optimal sampling plan under accelerated life test setting using Type-I hybrid censoring scheme for products covered under warranty.

The primary decision model proposed in this paper determines ALTSP by minimizing the relevant costs involved. To arrive at the decision model, the Fisher information matrix for Type-I hybrid censoring scheme under accelerated life test setting is derived. The optimal solution is attained by utilizing appropriate techniques following a nonlinear constrained optimization approach. As a special case, ALTSP for Type-I censoring is obtained using the same approach. ALTSP under Type-I hybrid censoring using the variance minimization approach is also derived.

On comparing the optimal results obtained using the above mentioned approaches, it is found that the cost minimization approach does better in reducing the total cost incurred. Results also show that the proposed ALTSP model under cost function setting has considerably lower expected testing time. Interesting findings from the sensitivity analysis conducted using a newly introduced failure dataset pertaining to locomotive controls are highlighted.

The research introduces a model to design optimum ALTSP for Type-I hybrid censoring scheme. The practical viability of the model makes it valuable for real-life situations. The practical application of the proposed model is exemplified using a real-life case.

This study aims to discuss the nutritional value and potential nutraceutical properties of Diospyros kaki L. (DKL); to encapsulate recent studies conducted across the world to develop functional foods using different parts of Persimmon fruit to emphasise on the need for further research on Persimmon fruit.

The methodology of the study involved surveying primary and secondary information generated in the respective field of interest. The papers found most suited for the research problem and objective of the study were selected. The perspectives taken by different studies and researchers were synthesised to generate a solution to the research problems and to bridge the research gaps in the field.

As a result of the global rise in the prevalence of metabolic disorders, researchers are aimed at identifying nutrient rich foods and techniques to develop functional foods for the population. Researchers have recognised the role of fresh fruits and vegetables, whole grains and probiotics, are now interested in leveraging these foods by incorporating them in conventional foods, such as breads, jams, pastas and yoghurts as functional ingredients. One such food that has gained the interests of various researchers is DKL. Owing to its rich macro-and micro-nutrient, as well as phytochemical content various studies have been conducted to explore the possibility of using it as a functional ingredient to develop a range of foods.

A limited studies are available that have investigated the effect of the functional foods developed using different parts of Persimmon fruit on different ailments.

This study collected the data/information from recently published research in the field of health and medicinal benefits of Persimmon fruits and its utilisation to develop functional food.

Upon completion of the case study, students should be able to understand how changes in a macro environment affect the competitive landscape in an emerging market; acquire a granular understanding about the logistics industry in an emerging market and the various business models developed to service customer needs; determine the attractiveness and challenges of doing business in a fragmented but sunrise industry in an emerging market; and identify the drivers for growth and profitability in the logistics business.

Manisha Sharaf (she/her) and her co-founders conceived the idea of Truck Hall in 2011 to ride with the tide created by booming public investments in the infrastructure and transportation sector. Truck Hall aimed to improve the efficiency of the logistics industry in India by extensively using technology. However, the market research showed that technology-driven services in logistics faced many challenges owing to low internet penetration in the country, weak network connectivity during transportation and the low literacy rates of the truck drivers who were central to this industry. Between 2015 and 2018, Truck Hall experimented with several business models including load board, brokerage and integrated transporter with the sole purpose of achieving profitable growth in a highly fragmented industry with razor-thin margins. This case documented the dilemma faced by a startup in a high-growth but largely unorganized and unregulated industry in a developing economy. Should Truck Hall continue with the current business model of being a niche player or should it vertically integrate and control major segments of the value chain? Should it compromise on growth to become profitable or first scale up?

This case study can be used at the undergraduate, graduate and executive levels.

Teaching notes are available for educators only.

CSS 11: Strategy.

The study aims to develop an in-depth understanding of challenges faced by Indian women professionals during the pandemic and the human resource (HR) initiatives like effective communication, taken by the organizations to mitigate the plight of these professionals.

A mix of two qualitative research methods namely focus groups in-depth and one-to-one in-depth interviews was used. A total of 32 females working with different organizations participated.

The thematic analysis revealed themes related to challenges faced by working women-gendered burnout, mental health issues, increased household responsibilities, job insecurity, work-life conflict, gender inequalities, reduced internal communication and financial independence, domestic violence and exploitation. The major themes that emerged for the organizational initiatives were flexible working hours, equal women representation in response to planning and decision making, driving transformative change for gender equality, paid leaves for family care, caregiving bonus, leadership development seeds, increased female recruitments, transparent communication and counseling sessions.

The study establishes a holistic understanding of the plight of Indian women professionals and the consequent organizational interventions accompanied by transparent communication. It adds rigor to the evolving literature on COVID-19 and enriches the theoretical narrative of policy adaptations by industry practitioners for aligning them with employee needs. This helps in routing the policy design and implementation in light of the challenges faced.

The study presents an in-depth understanding of challenges faced by women employees; and provides a foundation for identifying human resource management (HRM) interventions customized for working females. It also proposes a framework implementable in the recovery phase, deploying critical strategic shifts like reflection, recommitment and re-engagement of the women workforce in order to maximize their efficacy for rapidly evolving organizational priorities.

Women are the change agents in today's society. They are not only the harbingers of growth and development but also act as a major catalyst in the economic advancement and prosperity of the nation. India has been witnessing an expansion in women entrepreneurs given the conducive startup ecosystem we have created over the years. It has inspired women to break the shackles and switch to being a game changer for themselves and many others over the years. The study aims to explore the impact of social entrepreneurial leadership on women empowerment and how does benchmarking help in this process.

Using a semi-structured questionnaire, the study conducted one-to-one in-depth and focused group interviews with the five women social entrepreneurs and their team. NVivo was used for content and thematic analysis.

Major themes identified from the study include financial independence, women empowerment, social identity, autonomy, mobility, attaining self-confidence, creativity and innovation, fulfillment of motives, action and social learning, and setting standards (benchmarks). The findings revealed that social entrepreneurial leadership has a significant impact on women empowerment through benchmarking.

Social entrepreneurial leadership has the potential to revolutionize the very concept of women empowerment. The research tries to study specific cases of social entrepreneurial leadership and how they have been instrumental in shaping up the life of others through their efforts and determination.