Growing competition and the increasing need for adaptability often require organizations to switch and convert themselves according to the demand of circumstances. In this process of reformation, employee performance gets affected by many aspects. Aiming at connecting two broad occupational concepts this article analyses and tests the effect of Job Design and Ergonomics on Employee Performance and the relatedness of Job Design and Ergonomics. The research was conducted in 32 organizations, having managers and supervisors at about 64 categories of designations handling teams of workers in the manufacturing units, of the automotive sector of India. This quantitative study, based on a sample collected through 5 points Likert scale questionnaires, was analysed using Confirmatory Factor Analysis (CFA), correlation, and multivariate regression analysis. The results manifested that CFA model and regression analysis described a significant impact of Job Design and Ergonomics on Employee Performance. The correlation outcomes revealed that Job Design and Ergonomics were well connected having p-value of .00, p < .005. The findings suggested, while focusing on improving the employee upshot, it becomes necessary for organizations to include Ergonomics in Job Design as a Design for Safety.

In India, corporate social responsibility and its disclosure got attention during the eighties and have been gaining importance with time in present economic environment, especially after adoption of liberalization, privatization, and globalization (LPG) (Goswami, 2011). Guidelines, principles, and codes are being developed by various regulatory bodies in India and across the globe to increase transparency and accountability about both a companys daily operations and the impact of these operations on society (Tran, 2014) In this paper, the author has studied the CSR guidelines laid down by Global Reporting Initiative G3.1 (GRI-G-3) and The National Voluntary Guidelines by Ministry of Corporate Affairs (NVG-MCA) and has compared them with a self-composed CSR Disclosure Index (CSRDI). The social responsibility initiatives taken by select Indian Automotive Companies have been analyzed and the companies have been rated as per the disclosures made by them. The main focus of the research is to compare the CSR Rankings of companies as per CSRDI with the companies rankings as per GRI-G-3 and NVG-MCA. It was observed that out of 30 sensex companies, Maruti Suzuki and TATA Motors have been the pioneers in contribution towards CSR initiatives. The top five rated companies were TATA Motors, Maruti Suzuki, Mahindra and Mahindra, Hero Motocorp, Bajaj Auto, and Apollo Tyres.

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Technology has played a vital role in education not only in enhancing the students’ academic excellence, improving teacher’s professional quality but also had proved pertinent in the recruitment of the students once they become job seekers. Where education makes them ready to be recruited in the industry, technology eases the process of recruitment through E-Recruitment (Tong, 2019)1. With technological development, the modern way of recruitment (E-recruitment) is used in majority of the corporates and the present generation with the strong inclination towards technology are dominating the work sphere and increasing efficiency and effectiveness at workplace. E-Recruitment is the latest trend and has been adopted by many large and small corporations. Augmented use of e-recruitment methods and systems facilitates this trend by eliminating much of the routine administrative work involved in recruiting and allowing human resource manager to more easily monitor and track recruitment related activities. (Holm, 201).2 The purpose of this study is to examine the impact of factors on perception of Job Seekers, who are millennial students in this study, and their behavioural intention (BI) towards E-Recruitment. The type of research employed in this study is exploratory cum descriptive. Factor Analysis and regression are used as tools of analysis. In the conclusion, this study will enable one to understand that there is a significant effect of perception of job seekers on intention towards e-recruitment.