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

The purpose of this paper is to examine recent research on the role of the state in economic development. It concludes that government incentives to implement sound policies are essential for economic success. It also looks at what happens after episodes of economic and political liberalization, questioning whether political liberalization strengthens government incentives to implement sound economic policies. The answer is convoluted. The majority of episodes of economic liberalization are preceded by episodes of political liberalization. The countries that have fared the best, however, are those that first liberalized their economies before liberalizing their political systems. In 1801 Thomas Jefferson believed that the government’s role should be as follows, Improvements in the institutional framework, development of Agriculture, and development of Industries. Is this minimalist viewpoint still relevant today? Or, as a result of our experiences, have we become wiser? This paper addresses this question by reviewing recent literature on economic growth and the role of government in promoting economic growth. The central conclusion of recent literature is that Jefferson was mostly correct. Not because having a small government is always preferable to have a large one. However, most developing countries’ primary challenge is to establish basic legal and institutional infrastructures that protect property rights, enforce private contracts, and allow individuals to freely exploit market opportunities. Governments can and should do far more than simply provide public goods, correct market failures, reduce income and opportunity disparities, and stabilize excessive economic fluctuations. These other government activities, however, do not determine the success or failure of economic development. The fundamental institutional and legal infrastructures that protect property rights enforce the rule of law and prevent government abuse are crucial.  This leads to a more difficult question. What can developing countries do to aid the emergence of these fundamental institutional infrastructures and, more broadly, to create appropriate government incentives? The paper concludes with a broad discussion of the issue, including a look at some recent research on the effects of economic and political factors. “In such countries, the state’s primary responsibility is to bridge social chasms and foster a psychological, ideological, social, and political environment conducive to economic development.” As a result, the scope of government action is extremely broad and comprehensive. It consists of “maintaining public services, shaping economic institutions, influencing resource use, influencing income distribution, controlling money supply, controlling fluctuations, ensuring full employment, and influencing investment level” The Key Important Role of the State Development of Agriculture In Less Developed Countries (LDCs), agriculture accounts for more than half of total national income. Agriculture, despite this, remains stagnant. It receives a disproportionately small share of national income compared to the number of people employed in it. Agriculture, for example, employs roughly 70% of the population and generates roughly 50% of India’s national income. The main reason for this is to show the low agricultural productivity per acre. The reasons for the low yield are the uneconomic size of the holdings, land fragmentation, a defective land tenure system characterized by high rents and tenure insecurity, a lack of adequate credit facilities, indebtedness, a lack of irrigational facilities and reliance on rainfall, and the use of obsolete production methods, as well as excessive population pressure on land. Peasants in LDCs are poor, illiterate, and uneducated. They are sloppy in their organization. They have no desire to make changes to the land. Customs and traditions govern their way of life. As a result, the implementation of land reforms and the development of agricultural development plans fall under the purview of state activities. The extent to which agricultural productivity is increased will ultimately determine the success of a plan. Increases in agricultural production are required to meet the raw material requirements of industry, achieve self-sufficiency in food grains, maintain price stability, raise more resources for development, and effectively utilize the economy’s unutilized and underutilized manpower resources. Development of Industries Another important role of the state is to industrialize the economy. It is the responsibility of the state to nationalize its mines, plantations, and other assets. It should investigate its natural resources, devise a plan for their exploitation and development, and construct industries to maximize its profitability. In countries where the private sector is predominantly engaged in the manufacture of a few consumer items for domestic consumption, steel, heavy electrical equipment, heavy chemicals, fertilizers, machine tools, and other materials are necessary. These industries are known for requiring significant investments and long gestation periods. As a result, private businesses are wary of entering these industries. As a result, it is the government’s job to build industries in these domains. Some consumer goods industries, such as sugar and clothes, also need to be rationalized because they rely on obsolete machinery and procedures. To achieve rapid economic development, however, export promotion and import substitution industries must be established. Furthermore, industries are concentrated in a few major cities, leaving the rest of the countryside backward and undeveloped. Other key important areas are as follows  Change in the organization Social and economics overhead Expansion of foreign trade Monetary policies and fiscal policies In Conclusion To address all of these issues, the government must develop and implement a prudent industrial policy, agricultural development and well create a better institutional framework that provides the necessary incentives for the development of cottage, small-scale, and large-scale industries. Industries should be decentralized for them to be distributed across all areas based on their factor endowments. References Acemoglou D., S. Johnson, J. Robinson and Y. Thaicharoen (2003), “Institutional Causes, Macroeconomic Symptoms: Volatility, crises and growth”, Journal of Monetary Economics, vol. 50, n. 1 January, pp. 49-123 Hall, R. E. & Marc, L. (2013). Economics: Principles and Applications. (6th ed.). Mason, OH: South-Western Cengage Learning. Krugman, P. & Robin, W. (2012). Economics. (3rd ed.). New York: Worth Publishers. Mankiw, N. G. (2009). Principles of Economics. (7th ed.). Mason, OH: South-Western Cengage Learning. M.L JHINGAN (1966) The Economics of Development and Planning 41st Edition     Mr. Trimisiyu Omotayo Lawal is working in Skyline University Nigeria as a Lecturer II in the Department