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The creative employees with innovative ideas tend to engage with the latest technologies and the needed organizational processes for the survival of the companies. The culture of workplace innovation (WIP) causes, strengthens, sustains and incentivizes employee performance to enhance employee innovativeness. This paper explores as to what employees perceive on and how to go about WPI; the study of the perception of knowledge professionals about nature, extent, the association and the outcomes of workplace innovation, therefore, assumes importance.

Knowledge professionals were surveyed to collect data regarding workplace innovation. And 481 collected responses were analyzed to infer the results and employed structural equation modeling (SEM) to validate the proposed research model. The results of the reliability and validity tests show that the proposed model has satisfactory psychometric properties.

The present study looked into how culture facilitates WPI and enhances employee innovativeness and performance. The level of trust between employees and organizations has to be very high, and the organization has to have a close-knit working environment to ensure that organizations remain in the market retaining their market standing. This is so particularly in the context of today's global scenario where organizations have access to technologies, and technologies have changed the way we live, consume and meet people. The success of an organization depends on the culture of the organization.

The study has certain constraints. Foremost, the sample collected comprises a good percentage of entry and middle managerial level employees while the proportion of senior managerial level employees is relatively less. In a way, it represents the actual population, as in general, the senior managers make a very less percentage in information technology (IT) organizations.

To accomplish the goal of marinating high performing and innovative organizational workforce, the policymakers and the management of organizations should adopt an employee-centric approach by employing nontechnical innovation at the workplace, namely WPI. The results of this study pronounce the same. The more favorable the culture of an organization, the more likely the employee thrives and continues in it. Hence, the major step from the employer side could be to develop and maintain a supportive and constructive organizational culture.

The value of this original research lies in the understanding of the literature reviewed that it is the first survey of its kind done in India, and it helps the Indian IT organizations and knowledge professionals to understand that the WPI enhances employee innovativeness and job performance.

This study aims to analyze the effectiveness of online teaching and learning in the higher education sector during the COVID-19 pandemic and thereby design and formulate strategies to overcome the lacunas, if any, to enhance teaching effectiveness.

A survey was conducted to analyze how far students were able to adapt to online teaching and learning, access teaching platforms and afford it. It was also studied whether they were able to grasp and apply the concepts learned. A total of 600 questionnaires were given, and 372 complete responses were received. Structural equation modeling is employed to test the hypothesis. Confirmatory factor analysis (CFA) was conducted to test the model fit and measurement model.

This study is first of its kind in India which aims to analyze the effectiveness of online teaching and learning environments. This research model is designed to identify the determinants of effective online learning and to overcome the lacunas existing in the prevailing online teaching methods. It can be applied not just during crises like the pandemic but also during normal times to make teaching and learning more economical, innovative and impactful. The present study examined the impact of five major determinants—adaptability, affordability, bandwidth, grasping and interaction—on online learning and its effectiveness during COVID-19. It was observed that all the determinants positively influence online learning effectiveness.

The scope of the study was restricted to three centrally funded Indian Universities. Other institutions were not part of the study.

This study is the first of its kind done in the current COVID-19 scenario, and the outcome would help overcome the lacunas in the prevailing online teaching scenario across the globe and make it more effective.

One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer.

The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion.

Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible.

Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice.

This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.