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Have you ever wondered why the brown color that quickly forms when a succulent fruit, for instance, an apple results at the first bite? Or have you asked yourself why do chefs, our mothers, wives, and other good cooks often tear rather than cut up lettuce leaves? Well, in response to the first question, this is actually not by chance but rather as a result of a complex enzymatic process known as “enzymatic browning” as we recall from our elementary school that enzymes are substances that speed up a Biological/chemical reaction, and this too (enzymatic browning) is one of such processes. Additionally, for the second question, this is actually because tearing rather than cutting reduces or avoids premature browning and by extension prolongs the life of the lettuce by a day or two. Food Browning is the process of food turning brown, due to the chemical reactions that take place within. Typical examples can be seen in apples, kola nuts, aubergines, and eggplants. Oftentimes than not, people see browning as a way of spoilage rather than an interesting scientific process. The method involved with cooking is one of the chemical responses that occur in food science and addresses a fascinating exploration subject in regards to health, nourishment, and food technology. Even though there is a wide range by which food chemically changes over a long time, browning specifically falls into 2 primary classes: enzymatic versus non-enzymatic cycles. Browning has numerous significant ramifications on the food sector connecting to nutrition, innovation, and economic cost. Scientists are particularly keen on concentrating on the control (inhibition) of browning and the various strategies that can be utilized to amplify this inhibition and eventually elongate the storage capacity life of food since to most people once a portion of food is browned, it is considered spoilt. It is estimated that more than 50% of produce is lost as a result of enzymatic browning. The increase in the human population and consequential depletion of natural resources has prompted many biochemists and food engineers alike to find new or improved techniques to preserve food for a longer period by using different methods to inhibit the browning reaction, which in turn, prolongs the shelf life of food varieties. A superior understanding of the enzymatic browning components, explicitly, understanding the properties of the enzymes and substrates that are engaged with the reaction might help food technologists to control specific stages in the instrument and at last apply that information to inhibit browning to the barest minimum. Apples are fruits commonly studied by researchers due to their high phenolic content, which makes them highly susceptible to enzymatic browning. As per different discoveries in regards to apples and browning movement, a connection has been found between higher phenolic quantities and more enzymatic action in apples. This gives a likely objective and consequently, trust for food enterprises wishing to genetically alter food sources to diminish polyphenol oxidase activity and along these lines reduce browning. An illustration of such achievements in food design is the invention of Arctic apples. These apples, designed by Okanagan Specialty Fruits Inc, are a result of applying gene splicing, a research technique that brings about a decrease in polyphenol oxidase. The challenge of controlling enzymatic browning has been quite a difficult one in the food industry. A variety of approaches are used to prevent or slow down enzymatic browning of foods, each method aimed at targeting specific steps of the chemical reaction. The different types of enzymatic browning control can be classified into two large groups: physical and chemical. Usually, multiple methods are used. The utilization of sulfites (strong anti-browning chemical substances) has been reevaluated because of the potential risks associated with its use. Much exploration has been conducted with regards to the specific kinds of control components that happen when defied with the enzymatic interaction. Other than counteraction, control over browning additionally incorporates measures planned to recover the food color after its browning. For instance, ion exchange filtration or ultrafiltration can be used in winemaking to remove the brown color sediments in the solution. Some of the physical means employed to slow down and or control browning include; Heat treatment (High temperature denatures enzymes), Cold treatment (Freezing also inhibits enzyme activities), Oxygen elimination, and Irradiation. Chemical methods involve Acidification, Antioxidants, and Chelating agents. Other methods include natural agents such as onions, pineapple, lemon, and white wine are known to slow down or inhibit the browning of some products. Genetic modification is another technique employed in eliminating the browning process.  Another type of browning, non-enzymatic, is a method that equally results in brown coloration in excluding enzyme involvement. The two main forms of non-enzymatic browning are Caramelization and the Maillard reaction. Maillard reaction is responsible for the production of the flavor when foods are cooked. food examples undergoing Maillard reaction involve bread, steaks, and potatoes. The Maillard reaction is the reason for producing artificial flavors for food varieties in the seasoning industry since the kind of amino acid included determines the subsequent flavor.   References Corzo-Martínez, Marta; Corzo, Nieves; Villamiel, Mar; del Castillo, M Dolores (2012-01-01). Ph.D, Benjamin K. Simpson (ed.). Food Biochemistry and Food Processing. Wiley-Blackwell. pp. 56–83.  Kaanane, A.; Labuza, T. P. (1989-01-01). “The Maillard reaction in foods”. Progress in Clinical and Biological Research. 304: 301–327. ISSN0361-7742. PMID2675033. Holderbaum, Daniel (2010). “Enzymatic Browning, Polyphenol Oxidase Activity, and Polyphenols in Four Apple Cultivars: Dynamics during Fruit Development”. HortScience. Macheix, J. J.; Sapis, J. C.; Fleuriet, A. (1991-01-01). “Phenolic compounds and polyphenoloxidase in relation to browning in grapes and wines”. Critical Reviews in Food Science and Nutrition. 30(4): 441–486. doi:1080/10408399109527552. ISSN 1040-8398. PMID 1910524. Nicolas, J. J.; Richard-Forget, F. C.; Goupy, P. M.; Amiot, M. J.; Aubert, S. Y. (1994-01-01). “Enzymatic browning reactions in apple and apple products”. Critical Reviews in Food Science and Nutrition. 34(2): 109–157. doi:1080/10408399409527653. ISSN1040-8398. PMID 8011143 Nirmal, Nilesh Prakash; Benjakul, Soottawat; Ahmad, Mehraj; Arfat, Yasir Ali; Panichayupakaranant, Pharkphoom (2015-01-01). “Undesirable Enzymatic Browning in Crustaceans: Causative Effects and Its Inhibition by Phenolic Compounds”. Critical Reviews in Food Science and Nutrition. 55 (14): 1992–2003.  Taylor, Steve L.; Higley, Nancy A.; Bush, Robert K. (1986). “Sulfites in Foods: Uses,

Introduction Rolling out new rules and guidelines for work and providing infrastructural and social support is a thing for the Human Resource (HR) professionals. The HR teams have endeavored to keep employees’ spirits and efficiency levels high during the Covid-19 lockdown. COVID-19 has thrown a curveball at humanity, disturbing almost all walks of life. In organizations, HR teams have been at the frontline, rapidly providing employees with the organization’s response to the pandemic. While rolling out new rules and guidelines for working and giving infrastructural and social support, they have endeavored to keep employee spirits and effectiveness levels high during the lockdown. Their work is to look ahead and make changes to policies, structures, and practices to create a better way of working. The development and usage of these changes call for collaboration and working closely with all stakeholders within the organization. In any case, their challenges are distant from over, as the COVID-19 has created a ‘new’ normal way of working that needs rapid planning. Challenges emerging from the ‘new’ normal HR teams have more than a handful of challenges to handle, with most of the staff having to work remotely. Such as having a robust attendance model. They will need new guidelines and change policies in a case where it is required. Revised work descriptions will need to be framed to suit part-time, full-time, and remote working definitions. New strategic procedures will be required to monitor the efficiency and productivity of employees working remotely. The performance management system may need a total redesign, with new targets, expectations, and rewards. The revised policies and guidelines should incorporate the process of resource accessibility and utilization for their employees to be able to work remotely. HR managers will also need to brainstorm and have innovative thoughts to keep the organization culture highly spirited both for existing employees as well as for new incumbents. For the HR teams to see to long run, they will have to realize that a lot many practices will change, redefining their roles. Remote working becomes the new norm A Gartner analysis predicts that 48% of employers are likely to work remotely, at least part of the time of post-COVID-19. A growing number of industry leaders hold the opinion that the remote working culture is here to remain, and this figure can be higher for organizations that are looking at reducing investment in real estate to offset losses during the lockdown. This would require digitalization and higher adoption of technology and resize and changing brick and mortar working environments into technology-enabled virtual ones. A significant benefit arising from this model is that managers will now be able to find the foremost suitable candidate after receiving a higher number of work applications from all over the nation – since recruitment would become location agnostic. The resurgence of the gig economy Utilizing contingent workers gives bosses greater flexibility concerning workforce management. A Gartner study uncovers that 32% of organizations are replacing full-time workers with contract laborers intending to save costs. Having said that, HR managers that are expected to fill vacant positions with contractual staff will also need to deal with challenges concerning the appropriateness of work laws upon the staff. Emphasis on employee social security Post COVID-19, organizations will proceed their focus on employee safety, security, and their emotional well-being. HR teams will expand their involvement within the lives of employees and ensure improved people connections. A shift in focus – from effectiveness to resilience. Traditionally, organizations have sharpened their focus on employee productivity, but within the post-COVID-19 world, it’s resilience that will take precedence. Keeping in mind the growing remote working culture and the possibility of future outbreaks of infections, recruiters will see a job applicant’s digital dexterity and digital collaboration skills at the time of hiring. Employee training Identified digital tools have been used to give training by employees – managers, mentors, and trainers, particularly, revolving around the concept of working remotely. These Programmes will/has helped them manage stress, build a positive outlook, and remain productive under the remote working model. Use of Artificial Intelligence (AI) The post-pandemic world will see an increased application of artificial intelligence (AI) within the HR function. AI will help recruiters find promising candidates from megabytes of job applications, and help organizations reached their diversity goals, objectives, and targets within the hiring process, but also hold the top talent, and engage them with employees through smart applications. Conclusion Exciting times lie ahead, albeit with a host of challenges. For HR managers, this is a time for them to play a defining role in forming the future of organizations. To sum up, people, approaches, and processes will be the three broad pillars on which they can build a new foundation for HR excellence. References: Mohan Singh, (2020) Redefining HR practices in the post COVID-19 world, https://www.peoplematters.in/site/interstitial?return_to=%2Farticle%2Fstrategic-hr%2Fredefining-hr-practices-in-the-post-covid-19-world-26308%2F Ashwin Kumar, (2021) HR strategies, Challenges HR Managers Facing due to Covid-19 and Overcoming Strategies, Challenges HR Managers Facing due to Covid-19 and Overcoming Strategies – HUMAN RESOURCE STRATEGIES – StuDocu Muhammed Ayyaz Mehmood, (2021)Redefining HR practices in the post COVID-19 world, Redefining HR practices in the post COVID-19 world (linkedin.com) Priya Chakravarty, (2021) Re-defining HR practices in the wake of pandemic, Re-defining HR practices in the wake of pandemic – Essar New normal: Re-defining HR practices in the wake of pandemic, HR News, ETHRWorld (indiatimes.com) Ashraf Elsafty, The Role of Human Resource Management towards Employees Retention during Covid-19 Pandemic in Medical Supplies Sector – Egypt-https://www.researchgate.net/publication/ 342556132_The_Role_of_Human_Resource_Management_Towards_Employees_Retention_During_Covid-19_Pandemic   Dr. Shanmugam Sundararajan is an Associate Professor in the Department of Business Management, Skyline University, Nigeria. He has a Ph.D. in Management from Periyar University Salem, Tamilnadu India. You can join the conversation on Facebook @SkylineUniversityNG and on Twitter @SkylineUNigeria

Introduction Big data is a well-known term that refers to the exponential growth and availability of structured and unstructured data. It is the process of collecting and organizing massive data sets that encompass a range of data, known as big data analytics. Big data is therefore described as data that is more diverse, arrives in greater volumes, and moves faster. In Simple words, big data refers to huge, more complicated data sets, particularly those derived from new data resources. Due to the size of these data sets, traditional data processing systems are incapable of handling them. Data are quantities, characters, or symbols that can be stored and conveyed as electrical signals and recorded on magnetic, optical, or mechanical media and on which a computer conducts operations. Big data, on the other hand, is data that is so massive and complicated that no typical data management solutions can effectively store or process it. Regular data is comparable to big data, however, it is considerably larger. Every day, 600+ terabytes of newly generated data are absorbed into the Facebook databases, according to the statistic. Photo and video submissions, chat conversations, and comments are the primary sources of this data. For example, a single Jet engine can generate 10+terabytes of data in 30 minutes of flight time. With thousands of flights every day, data production can approach petabyte levels. Here are some of the benefits of big data. Big data helps provide solutions to hard questions in business In whatever capacity, big data is one of the best ways to strategize solutions to the tough challenges facing businesses. The more you know about your business history, the more you will be able to learn from it and proffer solutions to make improvements. With big data, you have the information and clues necessary to understand exactly where, when, and how your business is changing.  Anyone can Assess it The cabinet system of searching for files is messy and time-consuming. Since big data relies on a technological infrastructure to capture, store and manage information, it’s much easier to find what you’re looking for. Through browsers like google safari, chrome, etc anyone with internet access can assess it for productive utilization in whatever business capacity. It saves time The key to efficiency in business is your data. These data can provide an insight into the numbers of increased business of different items sold, including the customer persona, preference, age, and sex that can be preserved for future business. This system can ultimately cut down costs and relieve pressure from the Marketing team. If the data is traditionally sorted, it can take weeks if not months to sort and transcribed. An analytics Programme will automate a lot of this tedious work and the luxury of digital information makes accessing data quick and easy, which can save you money in the long run References: https://www.guru99.com/what-is-big-data.html. Ashok Kumar, Dr. I. Laurence Aroquiaraj “Survey on Big Data: Issues, Challenges, and Tools. International Journal of Advanced Research in Biology Engineering Science and Technology (IJARBEST) Vol. 2, Special Issue 10, March 2016. https://www.w3schools.in/hadoop-tutorial/what-is-big-data/#:~:text=Big%20data%20can%20be%20defined,of%20data%2C%20which%20is%20essential. Dr. M. Ashok Kumar is a Lecturer I in the Department of Computer Science, Skyline University Nigeria. He has a Ph.D. in Computer Science from Periyar University, India. You can join the conversation on Facebook @SkylineUniversityNG and on Twitter @SkylineUNigeria