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E-learning is the learning process that continues with the help of technology. Learners and educators interact with online platforms or tools like video, audio, virtual or augmented reality, etc. The inclusion of e-learning has geared up during the COVID-19 pandemic. It also existed before where educators used to interact, discuss, teach, or guide the learners from different parts of world. Emotional intelligence is something which we can do, keeping the emotions aside and following the cognitive behaviour for a particular situation. Compassion is a feeling of being moved by someone's feelings and finding a way to help or motivate or support the individual. The sharing of the compassionate feelings becomes difficult in the case of e-learning. This chapter will provide a detailed understanding of the concept of compassion as provided by different authors and the method of practicing compassion for an improved and effective learning process. This chapter will also discuss the relationship of emotional wellbeing with compassionate behaviour.

HR Analytics has expanded increasingly in the last two decades. Nowadays, several companies use the supremacy of analytics, in gaining a competitive edge over others by recognizing all essentials of the employees. Organizations aim to optimize employee-performance, and hence are making use of HR analytics to drive strategic HR decisions. This study examines the advent of HR analytics by in measuring and improving employee engagement and turnover. Employee engagement analytics stands for exercising the use of data in decision-making process by integrating employee engagement with other HR and non-HR data. Employee engagement analytics is a subsection of workforce-analytics. It has become the standard contemporary system in advanced employee administration and retention. Employee engagement analytics benefits all stakeholders within the organization.