Purpose The main purpose of this paper is to examine the current practices related to e-resource collection development in management libraries of India with special reference to the National Capital Region (NCR) of Delhi with some constructive suggestions for improvement in this area. Design/methodology/approach A well-structured questionnaire was administered to the librarians of the nine management libraries under study. Findings The management libraries are actively involved in building e-resource collection. The budget allocation for purchase of e-resources has increased progressively over the years in majority of the libraries. The factors that, to a great extent, affect selection of e-resources include quality, subject coverage, license agreements and vendor support. The study found that libraries associated with management institutions such as ABS, DMS-IITD, FMS, BIMECH and FSM need to add more management-related databases. Research limitations/implications The paper restricts the study exclusively to e-resources as the type of material and the librarians of nine major management institutions of NCR of Delhi as the respondents in its scope of discussion. Practical implications The study is of great importance to information professionals of similar management institutions in India. The recommendations made could also help solve some of the challenges that are being faced. Originality/value Very little is known about the electronic resource collection development practices followed in management institutes’ libraries of India owing to lack of significant research undertaken on the topic. This study is, therefore, significant because its findings fill up the existing knowledge gap in this area.

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Human capital is a significant element in the attainment of sustained competitive advantage and economic survival of organizations. The study explored whether human capital mediates the nexus of human resource management practices and organizational performance. A field study was conducted among 11 internationally and 4 indigenously owned banks. The hypothesized relationships were supported by the data. The results show that the association between selective staffing with the levels of human capital was significant. The results also show that the levels of human capital influenced organizational performance significantly. The results further show that human capital mediated the nexus of HRM practices and organizational performance. The generalizability of the results obtained may be constrained since the present study focused on the banking industry. The study suggests the creation and maintenance of valuable human capital promote competitiveness and sustained competitive advantage. The study contributes to the extant literature by empirically evidencing that human capital mediated the nexus of HRM practice and organizational performance.