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The study aims to study the extent of research done in luxury marketing in an emerging economy like India by conducting a bibliometric analysis. A period of 21 years has been considered to present a comprehensive picture for results and analysis. Key findings indicate the gaps and scope of further research for academics in India and abroad. The findings indicate a dearth of research by scholars and academicians in luxury, counterfeit and masstige, especially when there is a surge of the upper middle class in India. More specifically, Indian-grown luxury brands also present a massive scope for future research.

This study attempts to recognize obstacles and barriers to financial inclusion in the agriculture sector, propose a framework based on the inter-contextual link between the barriers and understand the financial exclusion in the agriculture sector at the grassroots level. Previously published research articles were used to identify the barriers to financial inclusion, followed by informal interviews and collaborative discussions with the local farmers of the Sonipat district of Haryana and expert interviews using a structured questionnaire. TISM and MICMAC analysis are used to decern the nature of the relationship among the barriers discovered. The authors find that inadequate financial literacy, a shortage of financial awareness and the reluctance of various financial institutions are significant linkage barriers to strong driving and dependence power. High transaction costs and poor infrastructural support are the independent barriers. The paper identifies these new barriers to financial inclusion in the Indian agriculture sector and the framework depicting financial exclusion in India. This paper only gives a framework of barriers and does not quantify the effect of any relationship identified, but strongly emphasizes granting the Indian agriculture sector broad and simple financial access to advance and strengthen the nation's sustainable, inclusive economic growth.

Talent management is conducted to maximize an organization's overall performance and efficiency which helps to serve as a competitive advantage. Human resource management is a concept which includes human-related activities, but talent management is a strategy which helps to get new talent, develop their skill sets and provide better employee engagement and experience to retain the top potential employees in an organization. Improvement in recruiting and retention of a workforce results from a well-executed talent acquisition approach. In the 21st century, employee retention has become a primary concern for the organizations specially with work from home and hybrid models.

The workforce for tomorrow is going to be very different from what it has been. Technology is transforming the way people work within organizations. The workplace is rapidly evolving in terms of people and processes and is going through a lot of technological changes. The terminologies such as automation, artificial intelligence, augmented reality and block chain technologies are slowly becoming part of the workplace and everyday activities of the organization.

The challenges are many and especially post-pandemic organizations are going through some major changes such as a mindset shift of employees to take up more remote working opportunities, building virtual teams, increase in the gig economy workers (contractual workers) and a diverse workforce which makes it even more challenging for the organization to manage and retain talent.

Organizations’ culture and environment create a remarkable influence on the minds of the employees. Employees spend a lot of time at the workplace; hence, it is essential to take care of their happiness. Stressful workplace environment reduces the job satisfaction of employees which eventually leads to mental health issues. The study focuses on mapping the publication trends on happiness of employees at their workplace over the years. The mapping was done with the help of Scopus and VOSviewer. The study takes into consideration the research publication on workplace happiness since 2013 from Scopus database using ‘Employee Happiness at Workplace’ which showed around 104 publications related to happiness till Sept 2022. The database was refined and further analyzed by VOSviewer version 1.6.16. Though much research has been done on employee happiness and lot many scales are developed on the happiness index, but bibliometric analysis is yet to be carried out on workplace happiness, it's development, forms and factors. This analysis will bridge the gap of researchers and provide them directions to carry on the research for future.

Research suggests that high employee engagement (EE) leads to high performance. The old notion of considering Corporate Social Responsibility (CSR) as a mode of corporate philanthropy has now changed to use CSR as a strategic investment for the organization. Thus, the purpose of the present study was to examine how the key dimensions of CSR impact the different dimensions of EE in a sample of employees from selected manufacturing organizations of Delhi NCT region. Data were collected from a sample of 300 employees working at different levels from 15 selected manufacturing organizations of Delhi NCT region. The structural model and the measurement model developed to understand the relationship between three sub-dimensions of employee perception of CSR activities, and the dimensions of EE were examined using AMOS 21. The results supported the proposed hypothesis indicating that positive perception of the employees regarding the three dimensions of CSR, i.e. philanthropic activities, ethical and environmental aspects of the organization does lead to intellectual, social and affective engagement amongst employees. The study results suggest that the organizations should realign their processes to develop a positive perception in employees about its CSR activities to affect the dimensions of EE in a positive way. The study contributes by exploring the linkage between employee perception of the CSR dimensions and dimensions of EE. This study enriches the current literature in the area of EE by highlighting the role played by employee perception of CSR dimensions.

The primary objective of this research is to identify and analyze the influence of digital marketing practises on performance of business of manufacturing enterprises in Delhi-NCR. A quantitative and descriptive research design was implemented in this study. 368 participants from various enterprises were chosen. Questionnaires were used to collect data on the benefits and challenges which are perceived of digital marketing, as well as usage and business performance of these enterprises. SPSS v24.0 is utilized to carry out statistical analysis on the collected data. The study discovered that advantages and problems of digital marketing practices influenced the usage of digital marketing. Furthermore, the execution of digital marketing had a prominent influence on sales and total number of customers of these enterprises, and this relationship was moderated by type and size of businesses. It was discovered that using digital marketing strategies increased business profits by raising digital marketing awareness among consumers and various industries. It made digital marketing easier to implement in various businesses. However, research should be conducted for appropriate generalization in a larger scale.