Under COVID-19, depending on a variety of factors, such as the degree to which demand will be delayed, there is a need for a recovery path back to growth, measure of industry 4.0 application and structural damage intensity.

       It is very much relevant to plan the three broad situations such as V-shaped which describes the classical real economy shock, a displacement of output, but growth rebounds eventually. Annual growth rates in this scenario could completely absorb the shock. We think it is plausible and seems to be optimistic amid today’s gloom.

       The ugly sibling of V-shaped is U-shaped, the shock continues, while the initial growth direction is resumed, there is some continuous loss of output. But in order to make this the simple scenario, we had to see more evidence of the real harm of the virus.

       The other condition is L-shaped, which is a really ugly and weak V and U relationship. In order to materialize, we will have to believe in COVID-19's ability to do significant structural harm. i.e., to break anything on the supply side of the economy—the labor market, the break-down of the creation of capital, or the role of productivity. That’s hard to imagine, even with assumptions that are negative [7].

       Employees are very dynamic. Due to the dynamic nature (emotions, feelings and sentiments) of the employees, proper care and considerations should be taken by the employer. Employees need to be handled in a very tactful manner. The concept of Emotional Intelligence (EI) is aroused here. It is the most important driver of leadership and personal achievement and also the best success predictor. EI is a best practice of corporate management technique. Goleman also emphasizes on IQ which are the requisites for the new aspirants in the procurement process. In order to build congenial rapport with superiors, subordinates and colleagues, managerial skills are of utmost importance [11]. With good IQ, the new aspirant will be well placed and EI helps him for the survival and makes him successful in the organization [12–14]. For better results, EI in a company is an important part of negotiating the dynamics and dilemmas of the relationship between employees and customers. Some causal factors are (a) The speedy growth and heavy emphasis on AI and ML have also echoed the importance of integrating digital transformation with human strengths such as empathy and emotional intelligence, (b) As more successful and innovative workers are happier, leaders with a higher EQ get better results. Emotionally intelligent leaders discover what works for each person instead of pushing a one-size-fits-all approach and adapt their strategy accordingly. Happier workers make higher profits from happier customers, and (c) Improves relationships where relationships with people are important; improves communication with people, improves empathy abilities, behaves with honesty, allows one to gain respect from others, enhances career projections, handles variation more confidently, enjoys the job enthusiastically, feels optimistic and positive in attitude, decreases levels of stress, increases creativity, and to learn from mistakes. Thus, organizations need to promote emotional intelligence at the work place.

       Bar-On emphasizes more on EQ. He stated that a person becomes more competent, faces difficulties and handles all the pressures of everyday life. Thus, EI significantly contributes to the happiness and well-being of a person’s life [15, 16].

       Mayer and Salovey introduced EI as an ‘ability’ model. He stated broad three skills as (i) social skills where a person could able to perceive, respond, and express emotions accurately to others; (ii) emotions can be regulated effectively by a person who could be adaptive to the prevailing situation or influence others and lastly (iii) emotions are utilized in a constructive manner where people with EI solve complex problems and promote intellectual growth.

       Major employment can be related with agriculture for the migrant labors. The government should make trained societies and teams, who can train villagers to encourage organic farming, food processing, etc. Plants producing organic manure can be setup in rural areas. This organic manure can be easily made available to the local farmers at a lower cost and can be a good source of income for rural people. For large scale requirements of food processing industries, contract farming of vegetables, fruits, food grains can be introduced in rural area.

       The state which are endowed with a wide variety of medicinal plants and herbs are very good market potential. A tie or Memorandum of Understanding (MoU) can be done with the pharmaceutical companies for these medicinal plants and herbs.

       Floriculture activities can be taken up in rural areas to employ migrant labor as this activity is a highly labor intensive one. Floriculture is having a good market potential both in domestic market as well as in the export market [17].

       Dairying industry can be developed in rural areas as per the climatic condition that suits to the area [18].

       Migrant labor can also be employed in sericulture, pisciculture and piggery which can be undertaken in rural areas. Some other allied agroforestry activities like social forestry where trees like Eucalyptus and poplar trees can be grown in rural areas which can both bring revenue and employment generation. The rest of the migrant labor can be absorbed in cottage industry and small-scale industry.

       Instant employment generation has been possible only in construction sector like road construction,