DME Journal of Management

Socio-Cultural and Economic aspects with reference to businessmen and vendors associated with tourism in Lucknow city

Ashok Sengupta, Asad Kareem Usmani, Neerja Dixit — Tue, 30 Jun 2026 00:00:00 +0000

A new economic order is needed if the world has to become one family. The new Economic aspects must recognize a more equal integration of the nations’ economies, appreciating their respective comparative advantages .The world values India’s genuine respect for all religions with zero tolerance for terrorism. Tourism has always attracted people from diverse background. It is like a unifying force that brings together people from all walks of life. Tourism industry can be said to be truly imbibing the concept of ‘Vasudhaiva Kutumbakam’ where the industry is seen to transcend all geographic, socio-cultural and economic boundaries and embrace diversity, and work towards creating an environment of peace, harmony, coexistence and prosperity. The tourism industry in India is a thriving and multifaceted sector that showcases the country’s rich cultural heritage, diverse landscapes, and remarkable historical landmarks. With its vibrant traditions, iconic monuments, spiritual destinations, and breath-taking natural beauty, India has become a popular and sought-after tourist destination for travellers from around the world. The industry encompasses various segments, including heritage and cultural tourism, spiritual and religious tourism, wildlife and nature tourism, adventure tourism, medical tourism and more. India’s tourism industry is an integral part of the country’s economy, contributing significantly to employment generation, foreign exchange earnings, and socio-economic development. Tourism touches life of all people associated with it be it the tourist themselves or people who are associated with providing tourism services like tour operators, tour guides etc. or even people and businessmen living around places of tourism. It has become a major sector that has immensely contributed to revenue generation. It has also been an important means of employment generation. Tourism is also seen to affect cultural construct of the place as people involved influence and get influenced be the culture of one another.
This paper aims to study the socio-cultural and economic aspect related to tourism in Lucknow city. Target respondents in this research are businessmen and vendors who are doing business around prominent tourist spots in the city of Lucknow. This paper with the aim to study the socio-cultural and economic aspect related to tourism in Lucknow city has sample size of 70 people who are businessmen and vendors are doing business around prominent tourist spots in the city of Lucknow. Sample technique used is judgmental sampling. The study found that Lucknow is a popular tourist destination but most of the visitors are from India and the city has not been able to generate attraction among foreign tourist as compared to other cities of the state like, Varanasi and Agra.
Tourism is seen to have positive impact on economic front as it has been able to generate employment and has given a push to local businesses. Tourism is found to have resulted in better infrastructure in terms of roads and transportation. It is also found that tourism has led to increased cost of living but the respondents showed concern for safety and security. The respondent displayed high attachment and belongingness toward culture of Lucknow and felt that tourism has led to increase in activities related to culture of the city however steps are needed to preserve the culture of city.

Sustainability Planning, Monitoring and Evaluation (SPME): A necessity in Corporate Social Responsibility (CSR) initiatives in India

Pankaj Gupta — Tue, 30 Jun 2026 00:00:00 +0000

Purpose: This paper aims to present the findings on programme sustainability and also suggest the indigenous Sustainability Planning, Monitoring and Evaluation framework for corporates in India.
Design/methodology/approach: The paper explains the importance of sustainability in CSR programme planning and implementation. For this purpose primary and secondary data are used. The secondary data was collected from different online and offline sources whereas the primary data was collected through semi-structured interview schedule.
Findings: The findings suggest that the involvement of the people in CSR programmes is limited and they have become the passive recipient of the services offered to them under CSR. Therefore, an Indian version of Sustainability Planning, Monitoring and Evaluation (SPME) Index is proposed at the end of the study, for ensuring programme sustainability in CSR.
Research limitations/implications: Programme sustainability is important if any programme is intended to deliver meaningful services to the beneficiaries and future researches shall focus on this aspect. The companies under study do not wish to disclose their name is the limitation of this study.
Practical implications: The findings of the study and the SPME index can be incorporated in the CSR initiatives for its meaningful implementation.
Social implications: This research paper will help in depicting the actively involvement of the community for sustainability of the CSR initiatives.
Originality/value: The programme sustainability is vital for ensuring the people are involved in their own development and corporates will integrate the same in their CSR initiatives.

Talent Management and Competitive Advantage

Ramandeep kaur, Gurpreet kaur — Tue, 30 Jun 2026 00:00:00 +0000

This paper investigates the connection between the practices in talent management and competitive advantage in organizations, as well as studies the impact of talent management in terms of leadership, organizational culture, technology, and workforce diversity on its effectiveness. The study is done with the aim of knowing the role of talent management in enhancing organizational performance and gaining a competitive advantage in the long term, with some of the key practices that are involved being the recruitment, training, developing, and retaining employees. The study results show that talent management can significantly influence organizational performance, innovation, and competitiveness in a positive way. Employee development and retention are among other relevant practices, especially in achieving success. Moreover, an organizational culture favorable to the talent management efforts, effective leadership, and modern technologies also influence the success of talent management programs to a considerable extent.
Nevertheless, the problems of insufficient integration, the absence of articulated structures, and implementation issues are significant obstacles to full-fledged effectiveness. This research is based on a qualitative and descriptive approach using secondary data. First, it was necessary to review 50-60 research papers, as a result of which 20 relevant peer-reviewed studies (2001-2023) were chosen to provide a detailed analysis. An analytical, thematic, and comparative research was performed to find out some main patterns and relationships associated with the management of talent, performance, and competitive advantage. Although the study gives useful information, it also has some limitations, such as relying on secondary sources, and there is no primary empirical validation, which might limit the generalizability of the study. Also, different definitions and methods of talent management used in studies lead to inconsistencies.
In general, the paper finds that talent management is not merely an HR activity but a strategic instrument that is instrumental in enabling a sustainable competitive advantage. It points to the necessity of organizations coming to integrated, technology-intensive, and employee-intensive talent management practices. The next stage of study must be carried out at the level of an empirical validation and the construction of standard frameworks, and the next partnership of talent management with new fields that are only beginning to exist, like digital transformation and AI.

Talent Management Strategies and their role in Organizational Performance: A Literature Review

Gurvinder Kaur, Gurpreet Singh — Tue, 30 Jun 2026 00:00:00 +0000

Objective: This paper concentrates on “Talent management (TM) strategies” and
organizational performance. It further examines how talent management initiatives
are successful based on employee development, technology, employer branding
and workforce retention.
Purpose : The focus of the study is to investigate the importance of strategies of “Talent
Management” in improving the organizational performance and to find out how the
practices of TM are connected with aspects like the development of human capital,
the use of technology in recruitment, employer branding, and retention of employees.
Findings: The findings reveal that TM strategies bring about a significant increase
in performance, innovation and employee retention. Learning and development
is the most powerful TM practice for sustainable organizational performance. An
organizational culture that facilitates learning, appropriate commitment to leadership,
and effective use of technology can greatly enhance TM effectiveness but inflexible
structures and lack of employee participation are major barriers.
Limitations of the research: The scope of this paper is limited to secondary research
and lacks the longitudinal aspect of the study, hence limiting the ability to generalize
the findings. The future direction should be on empirical research, standardized
TM models, and integration of TM with other growing fields like AI and digital
transformation.
Methodology: The study paper is qualitative and descriptive, but based on secondary
data. The first pool was made of around 60 to 65 papers, 20 out of which were
ultimately chosen as peer-reviewed articles (20042025). Thematic and Comparative
Analysis (TCA) was conducted to assess technological, human, cultural, leadership,
and performance-related TM themes in the literature that were selected.

A Comprehensive Study on Competency Model in Organizations: A Literature Review

Janvi Prashar, Pranav Wadhawan — Tue, 30 Jun 2026 00:00:00 +0000

Objective: The objective of this study is to evaluate and connect the research that has been done on Competency Models in a variety of industry sectors such as Maintenance 4.0; Strategic Thinking; Human Resources Management; Construction; Supply Chain and Organizational Change. The goal of this research is to provide a comprehensive understanding of Competency Based Frameworks and how they can help improve an organization’s performance and competitive advantage.1
Purpose: Through this study, we will evaluate how organizations develop, validate, and roll out competency models. We will consider what competencies are most important to modern businesses—such as digital proficiency, innovative capability, emotional intelligence, and strategic thinking. In addition, we want to look into the connections between the use of competency models and the support for increasing efficiency and effectiveness in an organization’s performance management system.
Methodology: The qualitative approach to research was used in this paper through an extensive review of 20 research articles published by different writers. Many competency models, frameworks and methodologies have been reviewed as well. The paper integrates and contrasts the findings across multiple domains and schools of thought to provide a comprehensive perspective of competency modeling.
Findings: Data suggests competency models are extremely important tools in helping align individual performance to the goals of the organization. Furthermore, the research shows that current competency frameworks are becoming more and more flexible and dynamic as they incorporate technological change, innovation, and flexibility. Competency-based management systems assist greatly with talent development, organizational change, and sustainable competitive advantage. Additionally, competency models should be integrated into knowledge
1management and performance appraisal systems to help increase employee efficiency and organizational productivity as a whole.
Research Limitations: The use of secondary data derived from selected research articles limits this type of research because they are not likely to represent the entire landscape of all types of industries or geographical scope. The generalizability of the results may also be impacted by differing methods used in the research, sample sizes studied, and sector(s) being addressed in each study. In addition, there is no primary empirical validation of any of the articles reviewed in this study

A Comprehensive Study on Knowledge Management in Enhancing Organisational Performance and Competitive Advantage

Ravroop Kaur, Komalpreet Kaur — Tue, 30 Jun 2026 00:00:00 +0000

This study focuses on understanding the advantages of knowledge management in organizations. It relates and links various research studies to describe how knowledge is created, shared and used in companies. The review shows that knowledge management helps to improve decision-making, innovation and overall performance of an organisation. It also highlights that both technology and employee involvement are important for effective knowledge management. The organizations that manage knowledge properly can perform better and stay competitive. The study also identifies some gaps in existing research and suggests areas for future improvement.

Employer Branding & ‘its impact’ on organizational performance-A comprehensive Review

Gurleen Gurleen — Tue, 30 Jun 2026 00:00:00 +0000

Human capital is one of the most important drivers of competitive advantage that is becoming
more and more popular in the contemporary business environment. The concept of employer
branding has become a strategic instrument that helps companies to recruit, involve, and
keep skilled staff. This paper will analyze how the employer branding contributes to employee
engagement, attraction of talents, retention of talents and performance of the organization.
The study uses a qualitative methodology that is grounded in an in-depth examination of
the current literature. Past research indicates that a good employer brand boosts employee
satisfaction, lowers turnover intention, and boosts the success of recruitment “(Backhaus
and Tikoo, 2004, Berthon et al., 2005)”. Also, the digital and sustainable employer branding is
becoming increasingly relevant in the creation of employee perceptions and organizational
reputation “(Sivertzen et al., 2013, App et al., 2012)”.
The results suggest that employer branding plays a crucial role in organizational success as
it enhances employee engagement and talent management practices. Nonetheless, the
research is restricted by secondary data and absence of empirical confirmations. The next
step of research must be quantitative analysis and cross-cultural comparisons that will serve
to prove these results.
Aims of the research:
• To examine the employer branding as a predictor of talent attraction.
• To investigate the effects of employer branding on employee engagement.
• To study the relationship between employer branding and employee retention. To assess
how organizational performance is influenced by employer branding.
• To create a theoretical model of how employer branding is related to major HR outputs.
Purpose of the study :
This research will aim to give an in-depth insight about employer branding and how it affects the
success of an organization. The research combines different aspects like employee engagement,
digital transformation, and sustainability to create a comprehensive view of employer branding.
The study has a background that is as follows:
‘’The concept of employer branding is emerged on the basis of marketing principles and only
found its way into the human resource management discipline’’. It was initially mainly centered
on recruitment but with time it has been extended to a wider idea that has an effect on the
whole life of the employee.
Preliminary research has emphasized the importance of employer branding in talent attraction
and enhancing recruitment performance. But recent studies have gone further to incorporate
employee engagement, retention and organizational performance. This trend is indicative
of the increased importance of employer branding as a strategic resource and not merely a
recruitment strategy.

Platform Promises VS. Lived Experiences: A Case Study of Gig Work in India using Youtube Evidence

Aakarshita Aakarshita, Brindpreet Kaur — Tue, 30 Jun 2026 00:00:00 +0000

Through connecting demand for idle capacities such as labour, assets, and time with
each other, platforms have improved the efficiency of underutilized resources and
changed traditional economic structures, while providing flexible employment in
developing economies, such as India.1 Therefore, platform-based work has become
an important source of economic participation by allowing individuals to produce
income-generating activities and have a lower barrier than other forms of job creation.
Digital platforms including Urban Company, Blinkit, Instamart, etc., have become
known as enablers of livelihood generation for all individuals by actively promoting
the opportunities to earn an income using their services through advertising and
outreach. As a result, through using their services, individuals with technical and
vocational skills, such as hairdressers, repair technicians for appliances, and those in
other low to medium skilled positions, are able to develop a broader client base and
make more money than before.
Although many of these claims are true; however, they do not tell the full story with
regard to what it is like to work on the ground. The promise of earning more money
via digital platforms only creates many of the same rigidities that the traditional
economy created, including algorithmic management, performance pressure, job
insecurity and lack social protections - which have been widely reported by workers
via YouTube and other online media. These personal experiences provide an alternate
viewpoint than that which is offered by promotion material.
Media plays an important role in connecting global ambitions with local experiences.
A case study approach is taken to study Urban Company partners, through the use
of YouTube videos, to demonstrate the realities of life on the ground, and critically
compare these lived realities against broader corporate claims and narratives.

Knowledge Management Processes and Their Role in Organizational Performance: A Literature Review

Ishita Batra, Radhika Kaushik — Tue, 30 Jun 2026 00:00:00 +0000

Objective : “This paper focuses on the relationship between knowledge management (KM) processes and the organizational performance.” It also explores the impact of organizational culture, technology leadership, and “knowledge worker productivity” on the success of “knowledge management initiatives.”
Purpose: “The main purpose of this study is to explore the role of knowledge management (KM) processes in enhancing organizational performance and to understand how KM practices are related to factors such as organizational culture, leadership technology, and productivity of knowledge workers.”
Findings: The results show that KM processes significantly lead to higher performance, increased innovation, and better efficiency. Among all factors, knowledge utilization stands out as the most essential one. A culture that supports, proper leadership, and appropriate technology can significantly improve KM effectiveness, whereas rigid organizational structures and ineffective communication are obstacles to it.
Research limitations: This paper relies on indirect data and has no longitudinal component, which limits its scope for generalization. Besides, the future attempt should be geared towards empirical research, use of standard KM models, and KM integration with other emerging domains.
Methodology: This research paper takes a qualitative and descriptive stance relying on secondary data. The initial pool of research papers consisted of approximately 60 to 65 papers, from which 20 peer-reviewed articles (2015-2025) were finally chosen for the study. Thematic and Comparative Analysis (TCA)was performed to identify technological human cultural, leadership, and performance-related KM themes in the articles under consideration segment.
Keywords: “Knowledge Management Process, Proficiency of knowledge worker, Knowledge Management Performance in Organization”