What is business incubation?
What is incubation?
What does an incubator provide?
Incubation centres in India.
N.S.R.C.E.M
NS Raghavan Centre for Entrepreneurial Learning
C.I.I.E
B.I.T.S.PILANI TBI
S.I.N.E
Startups
The document provides information about HR practices at Essar Steel Ltd. It discusses Essar's history, vision, mission and business areas. It then describes Essar's HR policies including recruitment, training programs, employee motivation and development initiatives. Essar focuses on hiring and developing entry-level employees through various trainee programs. It also emphasizes continuous training and provides leadership development camps. Essar aims to unlock the potential of each employee and provide opportunities for growth within the organization.
K PANDIYA RAJAN , founder Ranstad Indiaswtnspicyaqua
K. Pandiyarajan is an Indian entrepreneur who founded Ma Foi Management Consultants in 1992. He has over 30 years of experience in human resources and staffing. Under his leadership, Ma Foi grew to become the largest staffing firm in India with over 1,600 professionals and 55 offices before merging with Randstad. Pandiyarajan also founded the Sornammal Educational Trust which supports education for underprivileged children. Currently, he serves as the chairman of Randstad India and is focusing his new venture Ma Foi Strategic Consultants on education, market research, and strategic consulting.
Siraj Chaudhry had a successful career starting at the State Trading Corporation (STC) in India and later at Cargill India. He was top of his class in school and college and studied at the Indian Institute of Foreign Trade. After graduating, he joined the chairman's executive team at STC where he gained valuable experience interacting with top officials. He was sent to lead a soya bean crushing project that was profitable, despite skepticism. This early success led to expanded responsibilities. Later, he joined Cargill and helped establish their first plant in India, leading to significant growth for the company globally.
This document is a report on Nishat Mills Limited submitted by six students. It begins with a dedication to their parents and friends who helped them complete the project. It then acknowledges Allah and the prophet Muhammad for providing guidance. It thanks the management sciences department and Nishat Mills staff for their support. The executive summary overviews Nishat Group's businesses, and provides a brief analysis of Nishat Mills including a PEST, SWOT, portfolio and financial analysis. It discusses future strategies and recommendations. The report also lists benefits of conducting an organizational project.
The document lists the oldest multinational companies that have been operating in India for over 75 years. It discusses how these companies have withstood challenges over their long history in the Indian market and are now an integral part of the business landscape. Readers are prompted to learn about the longest-standing multinational corporations in India as identified in a Business Today report.
This document provides a summary of a strategic human resource planning report for Afroze Company. It begins with acknowledging those who contributed to the report. It then includes an executive summary that overviews the company's HR planning process and highlights sections on the company's strategy, history, labor market, and HR planning model. The full report analyzes Afroze Textiles' strategic HR planning process, including their mission, values, products, competition, and environmental scanning practices. It describes the company's strategic HR planning model and how it aligns individual and corporate goals.
The document discusses Oil and Natural Gas Corporation Limited (ONGC), India's largest public sector petroleum company. ONGC produces 77% of India's crude oil and 81% of the country's natural gas. The Indian government owns 74.14% of ONGC. The company is involved in various corporate social responsibility activities and provides education, healthcare, community development, and support to socially and economically weaker sections of society. ONGC is also sending employees back to school to learn international business skills and partnering with institutes to provide specialized MBA programs to help middle-level employees. The company is working to retain former employees and plans to offer a new voluntary retirement scheme to current employees over 40 with at least 15 years of
The document provides information about HR practices at Essar Steel Ltd. It discusses Essar's history, vision, mission and business areas. It then describes Essar's HR policies including recruitment, training programs, employee motivation and development initiatives. Essar focuses on hiring and developing entry-level employees through various trainee programs. It also emphasizes continuous training and provides leadership development camps. Essar aims to unlock the potential of each employee and provide opportunities for growth within the organization.
K PANDIYA RAJAN , founder Ranstad Indiaswtnspicyaqua
K. Pandiyarajan is an Indian entrepreneur who founded Ma Foi Management Consultants in 1992. He has over 30 years of experience in human resources and staffing. Under his leadership, Ma Foi grew to become the largest staffing firm in India with over 1,600 professionals and 55 offices before merging with Randstad. Pandiyarajan also founded the Sornammal Educational Trust which supports education for underprivileged children. Currently, he serves as the chairman of Randstad India and is focusing his new venture Ma Foi Strategic Consultants on education, market research, and strategic consulting.
Siraj Chaudhry had a successful career starting at the State Trading Corporation (STC) in India and later at Cargill India. He was top of his class in school and college and studied at the Indian Institute of Foreign Trade. After graduating, he joined the chairman's executive team at STC where he gained valuable experience interacting with top officials. He was sent to lead a soya bean crushing project that was profitable, despite skepticism. This early success led to expanded responsibilities. Later, he joined Cargill and helped establish their first plant in India, leading to significant growth for the company globally.
This document is a report on Nishat Mills Limited submitted by six students. It begins with a dedication to their parents and friends who helped them complete the project. It then acknowledges Allah and the prophet Muhammad for providing guidance. It thanks the management sciences department and Nishat Mills staff for their support. The executive summary overviews Nishat Group's businesses, and provides a brief analysis of Nishat Mills including a PEST, SWOT, portfolio and financial analysis. It discusses future strategies and recommendations. The report also lists benefits of conducting an organizational project.
The document lists the oldest multinational companies that have been operating in India for over 75 years. It discusses how these companies have withstood challenges over their long history in the Indian market and are now an integral part of the business landscape. Readers are prompted to learn about the longest-standing multinational corporations in India as identified in a Business Today report.
This document provides a summary of a strategic human resource planning report for Afroze Company. It begins with acknowledging those who contributed to the report. It then includes an executive summary that overviews the company's HR planning process and highlights sections on the company's strategy, history, labor market, and HR planning model. The full report analyzes Afroze Textiles' strategic HR planning process, including their mission, values, products, competition, and environmental scanning practices. It describes the company's strategic HR planning model and how it aligns individual and corporate goals.
The document discusses Oil and Natural Gas Corporation Limited (ONGC), India's largest public sector petroleum company. ONGC produces 77% of India's crude oil and 81% of the country's natural gas. The Indian government owns 74.14% of ONGC. The company is involved in various corporate social responsibility activities and provides education, healthcare, community development, and support to socially and economically weaker sections of society. ONGC is also sending employees back to school to learn international business skills and partnering with institutes to provide specialized MBA programs to help middle-level employees. The company is working to retain former employees and plans to offer a new voluntary retirement scheme to current employees over 40 with at least 15 years of
HR POLICIES AND PRACTICES OF TATA MOTORS Shree Ganesh
The presentation is about the HR policies and practices of Tata Motors.
Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.
Tarmac is India's leading manpower consultant established in 1983 that specializes in supplying professionals for construction, catering, hospitality, oil and gas, and housekeeping. They have innovated to customize human resources to industry needs while focusing on candidates' careers. Leading companies often choose Tarmac to recruit qualified Indian professionals, evaluated and selected by Tarmac's experienced HR and technical managers team. Tarmac invites contact to discuss any manpower needs and looks forward to a successful partnership.
The document provides an overview of HR policies and practices at Aditya Birla Group, a large Indian conglomerate. It discusses the group's recruitment process which includes job descriptions, competency mapping, interviews and assessments. It also summarizes the 360 degree appraisal process and talent management initiatives like development centers, individual development plans, and talent reviews. Continuous learning is emphasized through the Gyanodaya institute and programs like PRATIBIMB and ANUBHAV.
We can see many startups in the country but there are some of the most successful startups. We explored their motivational stories and found out what made them one of the most successful entrepreneurs in India. Here is a list of successful entrepreneurs in India barring big names such as Ratan Tata and alike.
https://www.drilers.com/post/top-10-entrepreneurs-of-india
Tata Steel Group is a Fortune 500 company and one of the top ten global steel producers with over 28 million tons of annual steel capacity. It employs over 81,000 people globally and generated $1.3 billion in revenue in 2011-2012. Despite economic challenges, Tata Steel focused on keeping employees motivated through initiatives like talent development, leadership training, and cross-functional movement of executives worldwide.
Human Resource Management - Bhel vs Tata steelHari Kumar
The document compares the human resource management practices of BHEL and Tata Steel, two major manufacturing companies in India. BHEL is a large public sector company with 46,274 employees while Tata Steel is a private sector company with 81,622 employees. Some key differences are that BHEL offers more job security but lower pay, while Tata Steel offers higher pay but less job security. Both companies focus on training and development but Tata Steel provides more special benefits to employees. The document recommends practices like performance-linked bonuses, feedback systems, and knowledge sharing to improve human resource management.
The document discusses several emerging entrepreneurs in India, including:
- Karunakara M Reddy, founder of Smaat India Pvt. Ltd., a water purification company with annual sales of Rs. 120 crore and 900 employees.
- US Mahinder, founder of Hatti Kaapi coffee shops, which began with an investment of Rs. 1 lakh and now has 25 outlets and 120 employees selling 70,000 cups of coffee daily.
- Nithin Kamath, founder and CEO of online stock trading platform Zerodha, which handles Rs. 5,000 crore in daily trading volume with 100 employees and expects Rs. 40 crore in revenue for the fiscal year.
This document is a newsletter from Tata Chemicals that discusses various people and events related to the company. It introduces the editorial team that produces the newsletter. It also provides brief summaries of topics covered in the issue, including a team building a new office in Singapore, celebrating safety milestones at various locations, and launching a new vision and strategy called LEAP to transform the company by 2020.
The Amalgamations Group is an Indian conglomerate founded in 1945 based in Chennai, with revenue of 8300 crores INR in 2020. It has over 12,000 employees and operates across manufacturing, trading, plantations, and services. A key subsidiary is Tractors and Farm Equipment Limited (TAFE), one of the largest tractor manufacturers globally. TAFE's Chairman and Managing Director is Mallika Srinivasan, who has received numerous awards for her leadership of TAFE and role as one of India's most powerful businesswomen.
Bimal Thapa is applying for a position at the company. He has 3 years of experience as an article assistant and senior auditor. During this time, he has led and participated in audits for various clients in industries like manufacturing, banking, and real estate. He believes in working hard with a positive attitude to achieve organizational and personal goals. He thinks his skills and experience would be a good fit for the company's values of initiative, teamwork, and excellence. He is requesting an interview to further discuss the opportunity.
Step Ahead Assured is a young HR firm that aims to make job seekers more employable through skills training and helping them feel confident during the hiring process. The firm also provides tailored recruiting solutions for employers to streamline hiring while meeting the needs of open roles. A unique advantage is Step Ahead Assured's large talent pool and training programs, as well as partnerships that allow for easy recruitment of fresh and experienced candidates.
The document discusses quality of worklife (QWL) practices at TATA Group in India. It defines QWL as creating a more rewarding work environment for employees by implementing policies that make work less routine. The objectives of QWL are to improve employees' standard of living, increase productivity, and create a positive attitude. TATA Group promotes QWL through gifts and donations for employees, prioritizing health, safety and ethics, and offering memberships to recreational clubs.
The document profiles 10 leading women in business in India, including Roshni Nadar (CEO of HCL Corp), Chanda Kochhar (CEO of ICICI Bank), Kiran Mazumdar Shaw (Chairman of Biocon), Ekta Kapoor (Joint Managing Director of Balaji Telefilms), Shobhana Bhartia (Chairperson of Hindustan Times Group), Nita Ambani (founder of Dhirubhai Ambani International School), Zia Mody (Managing Partner of AZB & Partners), Aruna Jayanthi (CEO of Capgemini India), Vinita Bali (Managing Director of Britannia Industries), and Shik
ISF Make in India - Skills Security Jobs -Agenda and Speaker profilesASHUTOSH LABROO
The document provides an agenda and speaker profiles for the National Conclave 2015 hosted by the Indian Staffing Federation. The event focuses on skills development, employment security, and job creation in India to support the "Make in India" initiative. The agenda outlines sessions on building workforce competencies, sustainable employment growth, and social security. Speaker profiles are provided for industry leaders from companies like Essar, Mahindra, and Vodafone who will address these topics.
Ratan Tata was born in 1937 and received engineering and business degrees from Cornell and Harvard. He joined the Tata Group in 1962 and became chairman in 1991, reshaping the fortunes of the conglomerate. Under his leadership, Tata expanded through strategic acquisitions and launched new companies and products. He emphasized ethics and social responsibility while growing Tata into a global business with services and international operations. Tata stepped down as chairman in 2012 after transforming the conservative manufacturer into a diversified multinational corporation.
1) Nishat Group is a large conglomerate operating over 5 companies in textiles, mills, and power plants across Pakistan and serving international markets.
2) The company prioritizes proper organization, planning, leadership, and control. Key departments are organized efficiently to facilitate information sharing.
3) The company motivates employees through benefits like medical allowances, bonuses, and fuel/mobile expenses to attract and retain talent, though some production workers may experience Theory X management due to being illiterate.
4) Rising cotton prices and electricity issues present risks, though the company runs its own power plants to mitigate risks. Promotion opportunities and break times could be improved for
This document is a project report on training and development at Maruti Suzuki India Limited. Some key points:
- Maruti Suzuki is India's largest car manufacturer and the first to receive an ISO 9000 certification. It was established in 1981 through a collaboration with Suzuki Motor Corporation.
- The report analyzes training programs at Maruti Suzuki to identify gaps and determine how to improve employee skills. It uses questionnaires and interviews of employees to understand their training needs and interests.
- Common training methods identified include refresher training, intermediate training, and extensive training. Most employees agree that training and development are important for their roles and that Maruti Suzuki provides adequate opportunities.
Karsanbhai Patel is an Indian entrepreneur who founded Nirma, a detergent and soap manufacturing company. He started Nirma in 1969 by manufacturing detergent powder in his backyard. Within a few years, Nirma gained huge demand in Gujarat. In 1972, confident in his home venture, Patel quit his job and expanded Nirma's operations. Today, Nirma employs over 18,000 people and generates annual revenues of over $1 billion. Patel has received several honors and awards for his entrepreneurship and philanthropy. He exemplifies the qualities of an entrepreneur by taking risks and successfully growing Nirma into a major consumer products company.
HR POLICIES AND PRACTICES OF TATA MOTORS Shree Ganesh
The presentation is about the HR policies and practices of Tata Motors.
Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.
Tarmac is India's leading manpower consultant established in 1983 that specializes in supplying professionals for construction, catering, hospitality, oil and gas, and housekeeping. They have innovated to customize human resources to industry needs while focusing on candidates' careers. Leading companies often choose Tarmac to recruit qualified Indian professionals, evaluated and selected by Tarmac's experienced HR and technical managers team. Tarmac invites contact to discuss any manpower needs and looks forward to a successful partnership.
The document provides an overview of HR policies and practices at Aditya Birla Group, a large Indian conglomerate. It discusses the group's recruitment process which includes job descriptions, competency mapping, interviews and assessments. It also summarizes the 360 degree appraisal process and talent management initiatives like development centers, individual development plans, and talent reviews. Continuous learning is emphasized through the Gyanodaya institute and programs like PRATIBIMB and ANUBHAV.
We can see many startups in the country but there are some of the most successful startups. We explored their motivational stories and found out what made them one of the most successful entrepreneurs in India. Here is a list of successful entrepreneurs in India barring big names such as Ratan Tata and alike.
https://www.drilers.com/post/top-10-entrepreneurs-of-india
Tata Steel Group is a Fortune 500 company and one of the top ten global steel producers with over 28 million tons of annual steel capacity. It employs over 81,000 people globally and generated $1.3 billion in revenue in 2011-2012. Despite economic challenges, Tata Steel focused on keeping employees motivated through initiatives like talent development, leadership training, and cross-functional movement of executives worldwide.
Human Resource Management - Bhel vs Tata steelHari Kumar
The document compares the human resource management practices of BHEL and Tata Steel, two major manufacturing companies in India. BHEL is a large public sector company with 46,274 employees while Tata Steel is a private sector company with 81,622 employees. Some key differences are that BHEL offers more job security but lower pay, while Tata Steel offers higher pay but less job security. Both companies focus on training and development but Tata Steel provides more special benefits to employees. The document recommends practices like performance-linked bonuses, feedback systems, and knowledge sharing to improve human resource management.
The document discusses several emerging entrepreneurs in India, including:
- Karunakara M Reddy, founder of Smaat India Pvt. Ltd., a water purification company with annual sales of Rs. 120 crore and 900 employees.
- US Mahinder, founder of Hatti Kaapi coffee shops, which began with an investment of Rs. 1 lakh and now has 25 outlets and 120 employees selling 70,000 cups of coffee daily.
- Nithin Kamath, founder and CEO of online stock trading platform Zerodha, which handles Rs. 5,000 crore in daily trading volume with 100 employees and expects Rs. 40 crore in revenue for the fiscal year.
This document is a newsletter from Tata Chemicals that discusses various people and events related to the company. It introduces the editorial team that produces the newsletter. It also provides brief summaries of topics covered in the issue, including a team building a new office in Singapore, celebrating safety milestones at various locations, and launching a new vision and strategy called LEAP to transform the company by 2020.
The Amalgamations Group is an Indian conglomerate founded in 1945 based in Chennai, with revenue of 8300 crores INR in 2020. It has over 12,000 employees and operates across manufacturing, trading, plantations, and services. A key subsidiary is Tractors and Farm Equipment Limited (TAFE), one of the largest tractor manufacturers globally. TAFE's Chairman and Managing Director is Mallika Srinivasan, who has received numerous awards for her leadership of TAFE and role as one of India's most powerful businesswomen.
Bimal Thapa is applying for a position at the company. He has 3 years of experience as an article assistant and senior auditor. During this time, he has led and participated in audits for various clients in industries like manufacturing, banking, and real estate. He believes in working hard with a positive attitude to achieve organizational and personal goals. He thinks his skills and experience would be a good fit for the company's values of initiative, teamwork, and excellence. He is requesting an interview to further discuss the opportunity.
Step Ahead Assured is a young HR firm that aims to make job seekers more employable through skills training and helping them feel confident during the hiring process. The firm also provides tailored recruiting solutions for employers to streamline hiring while meeting the needs of open roles. A unique advantage is Step Ahead Assured's large talent pool and training programs, as well as partnerships that allow for easy recruitment of fresh and experienced candidates.
The document discusses quality of worklife (QWL) practices at TATA Group in India. It defines QWL as creating a more rewarding work environment for employees by implementing policies that make work less routine. The objectives of QWL are to improve employees' standard of living, increase productivity, and create a positive attitude. TATA Group promotes QWL through gifts and donations for employees, prioritizing health, safety and ethics, and offering memberships to recreational clubs.
The document profiles 10 leading women in business in India, including Roshni Nadar (CEO of HCL Corp), Chanda Kochhar (CEO of ICICI Bank), Kiran Mazumdar Shaw (Chairman of Biocon), Ekta Kapoor (Joint Managing Director of Balaji Telefilms), Shobhana Bhartia (Chairperson of Hindustan Times Group), Nita Ambani (founder of Dhirubhai Ambani International School), Zia Mody (Managing Partner of AZB & Partners), Aruna Jayanthi (CEO of Capgemini India), Vinita Bali (Managing Director of Britannia Industries), and Shik
ISF Make in India - Skills Security Jobs -Agenda and Speaker profilesASHUTOSH LABROO
The document provides an agenda and speaker profiles for the National Conclave 2015 hosted by the Indian Staffing Federation. The event focuses on skills development, employment security, and job creation in India to support the "Make in India" initiative. The agenda outlines sessions on building workforce competencies, sustainable employment growth, and social security. Speaker profiles are provided for industry leaders from companies like Essar, Mahindra, and Vodafone who will address these topics.
Ratan Tata was born in 1937 and received engineering and business degrees from Cornell and Harvard. He joined the Tata Group in 1962 and became chairman in 1991, reshaping the fortunes of the conglomerate. Under his leadership, Tata expanded through strategic acquisitions and launched new companies and products. He emphasized ethics and social responsibility while growing Tata into a global business with services and international operations. Tata stepped down as chairman in 2012 after transforming the conservative manufacturer into a diversified multinational corporation.
1) Nishat Group is a large conglomerate operating over 5 companies in textiles, mills, and power plants across Pakistan and serving international markets.
2) The company prioritizes proper organization, planning, leadership, and control. Key departments are organized efficiently to facilitate information sharing.
3) The company motivates employees through benefits like medical allowances, bonuses, and fuel/mobile expenses to attract and retain talent, though some production workers may experience Theory X management due to being illiterate.
4) Rising cotton prices and electricity issues present risks, though the company runs its own power plants to mitigate risks. Promotion opportunities and break times could be improved for
This document is a project report on training and development at Maruti Suzuki India Limited. Some key points:
- Maruti Suzuki is India's largest car manufacturer and the first to receive an ISO 9000 certification. It was established in 1981 through a collaboration with Suzuki Motor Corporation.
- The report analyzes training programs at Maruti Suzuki to identify gaps and determine how to improve employee skills. It uses questionnaires and interviews of employees to understand their training needs and interests.
- Common training methods identified include refresher training, intermediate training, and extensive training. Most employees agree that training and development are important for their roles and that Maruti Suzuki provides adequate opportunities.
Karsanbhai Patel is an Indian entrepreneur who founded Nirma, a detergent and soap manufacturing company. He started Nirma in 1969 by manufacturing detergent powder in his backyard. Within a few years, Nirma gained huge demand in Gujarat. In 1972, confident in his home venture, Patel quit his job and expanded Nirma's operations. Today, Nirma employs over 18,000 people and generates annual revenues of over $1 billion. Patel has received several honors and awards for his entrepreneurship and philanthropy. He exemplifies the qualities of an entrepreneur by taking risks and successfully growing Nirma into a major consumer products company.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
Lifelines of National Economy chapter for Class 10 STUDY MATERIAL PDF
Business incubation Centers In INDIA
1.
2. What is meant by incubation center?
What do you mean by business
incubation?
BUSINESS
INCUBATION
What do business incubators provide?
Incubation centers in india
3. Set up in March 2000 in IIMB
125+ Startups
5400+ Jobs created
Received Rs. 10 cr for expansion in 2007