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The purpose of this article is to examine the Emotional, Behavioural and Psychological impact, and impact of explosion of Technology-led complexity on Managerial Competencies. The article offers a new training and development agenda that can mitigate these impacts, and improve employee productivity and well-being.

After exploring the theoretical underpinning of management competencies, and dimensions that could impact them, discussions with senior industry experts from different sectors were carried out to understand the impact and suggest ways to mitigate them.

COVID-19 shock and experiences may have impacted the Intrapersonal skills, Interpersonal skill and Leadership skills. Technology explosion may have impacted all these and Business skills as well. A new Learning and Development agenda is suggested to mitigate the emotional and technology impact on each of the managerial competencies, thus improving on-job productivity.

A strategic development program can be created to mitigate the recent emotional, psychological and technology impact on different managerial competencies. This granular training program that understands the cause, and offers a specific solution will greatly benefit the organizations and employees.

The paper combines the understanding of managerial competencies with recent social and workplace developments, and draws on the learnings from industry experts to make practical suggestions for talent development.

The purpose of this paper is to draw attention to the organizational factors that can impact the perception of value proposition as offered by organizations. It aims to highlight the importance of Perceived Organizational Support (POS), Organization’s Perceived Identity (OPI) and Exchange Quality in enhancing the value perception among employees.

This study is based on a review of the literature and offers a conceptual analysis to explain the impact of POS, OPI and exchange quality on the employee’s perception of value proposition.

POS, OPI and exchange quality can act as social exchange elements and can co-create value for internal customers thereby enhancing value perception. They act as the stimuli for the employees which make them realize the benefits that they are offered by the organization.

This is a conceptual paper hence based on literature review of relevant papers.

This study has major implications for understanding the factors that can improve the overall workplace experience of employees and can make the organization one of the best places to work. This will, in turn, enhance employee retention and can be a major strategy of talent management.

The paper provides a novel approach to show the enhancement in value perception by these three factors i.e. POS, OPI and exchange quality with the help of relevant literature.

This study aims at examining the factors governing business benefits of moving to Enterprise 2.0. Web 2.0 has been around for more than a decade, and has been exploited by a lot of business organizations for improving their operations and profitability. However, the success rate has not been uniform.

Is there a pattern behind this successful adoption has been a matter of curiosity for most top management personnel. This paper goes into analyzing what factors govern this movement from Enterprise 1.0 to Enterprise 2.0 and uses structured equation modeling to predict the possibilities.

It concludes by demonstrating that business benefits to the organization are significantly linked to the usage of Web 2.0 tools.

The paper has been done in India, and the authors expect that similar studies around the world will result in similar results.

Results of this paper emphasize the strong correlation between the use of Web 1.0 and Web 2.0 tools with business benefits obtained in terms of improved productivity of resources used and a higher level of information quality leading to better decision-making. Thus, transition to the Enterprise 2.0 state should be strived by all business organizations.

This is an original work of the authors.

This research examines and analyzes the impact of employee branding and employer branding in multinationals that exceeded the national boundaries in globalization. The motive of the research is to identify the significance of employer and employee branding for the success of the multinationals. The emergence of a MNC culture in India is widespread, and it promotes an employee-oriented philosophy by making all the amenities available to the employees. Multinational organizations focus on employee and employer branding to achieve the desired goals. Employee branding is a new term in the service industry that emphasizes the internal marketing of the organization Infront towards the external image of a company. India has a significant presence of service sectors as in the top 10 around the world. Employment rate in the service sector in India is more that 32.33% as per the collected data by the World Bank in 2020, wherein the large number of employees contributing their services in the different fields becomes a matter of concern for a company’s policies. This research was conducted on a population sample size of 204 respondents working in multinational organizations of Gurugram, India, using convenience sampling through a structured questionnaire. Data analysis of the survey was coded in Ms-excel 2015 and SPSS-21. Primary and secondary data are used in this study. Primary data are collected through questionnaire method, and secondary data are collected through journals, books, websites etc. This study will help human resource managers to improve HR policies and organization culture and to increase employee branding to gain desired success in organizations.

Experts believe that the COVID-19 pandemic has had a far greater impact on the world than the Great Depression and World War II. While people were seen battling for their life on one side, there were also those who were battling for everyday necessities due to lack of income. Businesses are rethinking strategies and rewriting business plans as the game rules seem to have changed overnight with the entry of the virus. The objective of this chapter is to review the disturbing effect the pandemic has had on the Indian and world economy and further discuss the strategies that would help businesses in the short as well as long run to overcome the challenges posed by the pandemic. Literature review has been carried out to gather the data for this study. This is a narrative review and not a systematic one. A few strategies that have helped organizations to win over the COVID situation are digital transformation, reworking cost structures and implementing agile operations. Utilizing remote workforce, opting for digital transactions and providing services online have become the new normal. The researcher concludes that businesses need to accept the challenge before them and adapt people-centric strategies which rely on key technologies that are resilient and work hand-in-hand with government agencies to help reconstruct the local community that they are a part of. This collaboration will prove to be beneficial in the long run for both the organization as well as the community.

Purpose: Consumer acceptance is considered the most important factor in functional food success and is given top priority in new product development. This study focussed on finding factors that influence consumer perceptions about active food and the pattern of active food consumption. This chapter aims to provide a deeper understanding of taste trading based on a consumer decision-making framework.

Research Methodology: Cross-sectional consumer data were collected by floating G-Doc containing the questionnaire which was supposed to be answered by people according to their behaviours, preferences, knowledge regarding functional foods etc. It contained questions about their income, gender, preference towards functional foods, factors affecting decision-making while purchasing functional foods etc.

Results of the Study: The findings suggest that the consumers' attitude towards functional foods was mainly influenced by the quality and suitability of the product. Purchase intent was found based on age, literacy of population, income and health benefits of active foods. Awareness of functional foods and their price significantly affected the purchase of functional foods. Most people were willing to spend more on functional foods in the future regardless of the taste and provided high quality and product suitability.

Digital technology has had a massive impact on business management procedures, driving modifications. The goal of this study is to figure out how human resource management (HRM) in businesses should change as digital technology develops. Via social, mobile, analytic and cloud technology, businesses can monitor and ensure that preconceptions and assumptions inside the organization drive acceptable behaviour. The outcomes of this study reveal that information transformation has influenced jobs growth, labour supply and the composition of corporate talent. Management and control in management of human resources (HR) should give way to empowerment. The goal of the current review is to examine current technological trends in HRM-related enterprises. Peer-reviewed articles from databases like EBSCO, Emerald and Sage publications provide the foundation of the review. Since there are few academic articles on the subject of the study, which covers technology in HRM and cloud in HRM, references from organizational reports have also been incorporated. Utilizing digital technologies in HR will increase organizational performance through decisions involving talent, forecasting workforce requirements and maximizing talent through planning and development. Informed decision-making will also allow HR to assist an organization in achieving corporate objectives. It also makes it possible to manage staff members through hiring, training, job happiness, productivity and task assignment based on qualifications. Additionally, it aids in determining the cause of attrition and locating high-value individuals who are departing.