NGO in India helps in this kind of work and promote sustainable development through their efforts and knowledge. They evaluate and make development decisions which lead to a more sustainable society.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Dunlop’s system theory (1958) – theories of industrial relations - industria...manumelwin
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
Human resource management involves bringing people and an organization together to achieve their respective goals. It is the part of management that plans, organizes, directs, and controls how human resources are obtained, developed, and maintained within an organization. The functions of HRM include recruitment, training, performance appraisal, compensation, and health and safety. The objectives of HRM are to meet organizational goals, develop employee skills and careers, comply with legal regulations, and foster positive union relations.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
1) Organisational development is a technique used to bring planned change across an entire organisation through utilising behavioural science, research, and theory.
2) The purpose of organisational development is to expand knowledge and effectiveness of people to accomplish successful organisational change and performance.
3) Organisational development involves both "hard" issues like strategies and structures as well as "soft" issues like developing appropriate skills, attitudes, behaviours, and culture within an organisation.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Dunlop’s system theory (1958) – theories of industrial relations - industria...manumelwin
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
Human resource management involves bringing people and an organization together to achieve their respective goals. It is the part of management that plans, organizes, directs, and controls how human resources are obtained, developed, and maintained within an organization. The functions of HRM include recruitment, training, performance appraisal, compensation, and health and safety. The objectives of HRM are to meet organizational goals, develop employee skills and careers, comply with legal regulations, and foster positive union relations.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
1) Organisational development is a technique used to bring planned change across an entire organisation through utilising behavioural science, research, and theory.
2) The purpose of organisational development is to expand knowledge and effectiveness of people to accomplish successful organisational change and performance.
3) Organisational development involves both "hard" issues like strategies and structures as well as "soft" issues like developing appropriate skills, attitudes, behaviours, and culture within an organisation.
Emerging trends in human resource management (HRM) require HR policies and procedures to be more democratic and employee-friendly to motivate workers. HR must also be proactive, innovative, and measure value added to business. HR executives now facilitate training, consult on issues, and ensure effective resource use. Changing workforce expectations, technologies, and government policies present challenges for HR professionals to improve productivity and quality through education, teamwork, and employee involvement. Strategic HRM involves optimizing resources to achieve goals by acquiring, developing, and motivating human capital aligned with organizational culture.
This document discusses personnel planning and recruitment. It covers forecasting personnel needs, internal and external recruiting sources, advantages of HR planning, and steps for effective HR planning. Internal recruiting sources include transfers, promotions, employee referrals, and former employees. External sources include advertisements, educational institutions, agencies, and online recruiting. Advantages of HR planning include meeting manpower needs, managing change, developing talent, and achieving organizational goals. Effective HR planning involves environmental scanning, analyzing labor supply, identifying gaps, action planning, and evaluation.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
Problem solving theory by helen harris perlmanUzma Hasan
Helen Harris Perlman developed the problem-solving model of direct social work practice in the 1950s. Her model emphasized client capacity and a collaborative process to identify and address problems. While widely adopted, her model was sometimes misrepresented over time. The problem-solving approach views clients as capable and seeks to enlist them in finding positive changes. Some criticisms are that problem-solving does not always occur in reality, it is only one approach, and may be culture-bound. However, evaluation research has found problem-solving approaches can be effective in practice.
The document discusses the process of selection in organizations. It begins by explaining that selection involves identifying the best candidates for jobs based on matching their skills to organizational requirements. An effective selection process involves multiple steps, including screening applications, testing candidates using tools like interviews, personality tests and situational tests. The document then outlines various types of interviews commonly used in selection like informal interviews, stress interviews and panel interviews. It emphasizes that selection should follow principles like having sufficient applicants, clear standards, and competent evaluators to identify the most suitable candidates for roles.
This document discusses the nature and scope of social welfare administration in non-governmental organizations. It defines key terms like administration, social administration, and social welfare administration. It describes social welfare administration as both an art and a science. The objectives of social welfare programs are outlined. The scope of social welfare administration is discussed using the POSDCoRB and integral views. Non-governmental organizations are defined, and the types of NGOs are categorized by orientation and level of cooperation.
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
Learning resources compiled by S.Rengasamy for Social Group Work for the students doing their graduation course in Social Work in the colleges affiliated to Madurai Kamaraj University
FOR THE STUDENTS OF SOCIAL WORK
.
These slides were prepared by Prof. Amir Zada Asad, ex Chairman Department of Social Work, university of Peshawar. They have been modified by Dr. Imran A. Sajid.
They are based on the works of Walter Friedlander in his book Introduction to Social Work and Social Welfare.
This presentation is highly useful for the students of BS and Masters in Social Work, Social Welfare, or Social Policy.
Dr. Imran A. Sajid
University of Peshawar
Top 5 steps of human resource planning processHRMC Matrix
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
This document outlines statutory and non-statutory welfare schemes that can be provided in the workplace. Statutory schemes mandated by law include providing drinking water, seating facilities, first aid, latrines/urinals, canteens, lighting, washing places, changing rooms, and rest rooms. Non-statutory schemes encompass optional programs like health checkups, flexible work schedules, employee assistance programs, harassment policies, insurance, and employee referral incentives. Examples of non-statutory welfare include credit societies, stores, libraries, recreational activities, and support for religious/national celebrations.
Social action aims to bring about structural changes through mobilizing masses. It focuses on preventing harmful changes and improving mass conditions. The goals of social action include preventing needs, solving mass problems, influencing policies, and redistributing power and resources more equitably. Effective social action is built on principles like credibility building, legitimization, dramatization, using multiple strategies including educational, persuasive, facilitative and power approaches, adopting a dual approach of building counter-systems while mobilizing public support, and implementing a variety of economic, social and political programs.
Social action is a method of social work used to mobilize masses and bring about structural changes in society. It aims to solve mass problems and improve living conditions through organized efforts like social legislation, reforms, and community organization. Skills needed for social action include relational, analytical, intervention, communication, and training abilities. Some challenges are empowering clients, managing groups, remaining unbiased, and balancing micro and macro issues. The overall goal of social action is to create a society with richer opportunities and a better life for all citizens.
Community organization is a method of social work that aims to develop capacity within communities to handle their own needs and problems. It involves helping communities identify and prioritize needs, develop confidence to address them, find internal and external resources, and promote cooperative attitudes. The objectives of community organization are to involve community members democratically in meeting needs and developing services, and to improve coordination between organizations. It is guided by democratic values and empowering communities through participation.
Green HRM refers to the use of HR policies and practices to promote environmental sustainability within organizations. It has two main goals: implementing environmentally friendly HR practices and preserving knowledge capital. Some key HRM practices for Green HRM include green recruitment, performance management, training and development, compensation, and initiatives like paperless offices, green buildings, and product take-back programs. An example is Infosys, which uses green recruiting and has received LEED certifications for its radiant cooling buildings that use technologies like daylight sensors and solar power. Implementing Green HRM helps engage employees, lower costs, and make organizations more environmentally sustainable.
SIP report on Recruitment and SelectionAnant Vijay
Hello everyone, my self Anant Vijay and I am from Kota(RAJ), and i am a student of MBA 2nd year with specialization in HR, and i am sharing my SIP report on Recruitment and Selection of Datt Engineering and Fabrication, I hope you like it and it may use full to you, Thank You.
Models of HRM - human resource management - Manu Melwin Joymanumelwin
One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’).
This document discusses the evolution of social work education in India. It outlines key milestones and developments from the 19th century to present. Some of the major events include the establishment of the first social work school, Tata Institute of Social Sciences, in 1936. The 20th century saw the growth of various social reform movements led by Gandhi that emphasized community development. Formal social work education expanded across India in the mid-20th century with new schools opening. National organizations were formed to coordinate social work education efforts. Government reviews helped standardize curriculum and accreditation processes. Today there are over 200 social work institutions across stages of initiation, experimentation, expansion, and recent explosion in growth.
HelpAge India has advocated for the rights of senior citizens in India since 1978. They work with local and national governments to implement elderly-friendly policies and raise awareness of senior issues. Sargam Sanstha helps vulnerable children, the elderly, and youth in India overcome injustice, deprivation, and inequality. Smile Foundation aims to provide universal education and healthcare to underprivileged groups to improve their lives. GiveIndia promotes efficient charitable giving to help poorer communities in India.
This document presents information on challenges in managing NGOs in India. It begins with definitions of NGOs and lists the top 10 NGOs in India. It then discusses some benefits provided to Indian NGOs and common problems they face, such as lack of funds and trained personnel. Suggested remedies include increasing government grants and improving leadership standards. Brief overviews are also given of NGO landscapes in China and America, noting restrictive policies faced by Chinese NGOs and issues like public policy changes challenging American NGOs. The conclusion emphasizes NGO roles in aiding underserved groups and calls for more support of their grassroots work.
Emerging trends in human resource management (HRM) require HR policies and procedures to be more democratic and employee-friendly to motivate workers. HR must also be proactive, innovative, and measure value added to business. HR executives now facilitate training, consult on issues, and ensure effective resource use. Changing workforce expectations, technologies, and government policies present challenges for HR professionals to improve productivity and quality through education, teamwork, and employee involvement. Strategic HRM involves optimizing resources to achieve goals by acquiring, developing, and motivating human capital aligned with organizational culture.
This document discusses personnel planning and recruitment. It covers forecasting personnel needs, internal and external recruiting sources, advantages of HR planning, and steps for effective HR planning. Internal recruiting sources include transfers, promotions, employee referrals, and former employees. External sources include advertisements, educational institutions, agencies, and online recruiting. Advantages of HR planning include meeting manpower needs, managing change, developing talent, and achieving organizational goals. Effective HR planning involves environmental scanning, analyzing labor supply, identifying gaps, action planning, and evaluation.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
Problem solving theory by helen harris perlmanUzma Hasan
Helen Harris Perlman developed the problem-solving model of direct social work practice in the 1950s. Her model emphasized client capacity and a collaborative process to identify and address problems. While widely adopted, her model was sometimes misrepresented over time. The problem-solving approach views clients as capable and seeks to enlist them in finding positive changes. Some criticisms are that problem-solving does not always occur in reality, it is only one approach, and may be culture-bound. However, evaluation research has found problem-solving approaches can be effective in practice.
The document discusses the process of selection in organizations. It begins by explaining that selection involves identifying the best candidates for jobs based on matching their skills to organizational requirements. An effective selection process involves multiple steps, including screening applications, testing candidates using tools like interviews, personality tests and situational tests. The document then outlines various types of interviews commonly used in selection like informal interviews, stress interviews and panel interviews. It emphasizes that selection should follow principles like having sufficient applicants, clear standards, and competent evaluators to identify the most suitable candidates for roles.
This document discusses the nature and scope of social welfare administration in non-governmental organizations. It defines key terms like administration, social administration, and social welfare administration. It describes social welfare administration as both an art and a science. The objectives of social welfare programs are outlined. The scope of social welfare administration is discussed using the POSDCoRB and integral views. Non-governmental organizations are defined, and the types of NGOs are categorized by orientation and level of cooperation.
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
Learning resources compiled by S.Rengasamy for Social Group Work for the students doing their graduation course in Social Work in the colleges affiliated to Madurai Kamaraj University
FOR THE STUDENTS OF SOCIAL WORK
.
These slides were prepared by Prof. Amir Zada Asad, ex Chairman Department of Social Work, university of Peshawar. They have been modified by Dr. Imran A. Sajid.
They are based on the works of Walter Friedlander in his book Introduction to Social Work and Social Welfare.
This presentation is highly useful for the students of BS and Masters in Social Work, Social Welfare, or Social Policy.
Dr. Imran A. Sajid
University of Peshawar
Top 5 steps of human resource planning processHRMC Matrix
Human Resource Planning can be defined as a process of forecasting the organization’s demand for and supply of the manpower needed in near future. This is also called manpower planning or human capital planning. Human resource planning is considered as an integral part of an organization’s strategic management. Human resource planning process is involved in analyzing current human resources depending on forecasts of future business requirements.
The human resource planning process not only focuses on filling vacant positions, but also emphasizes on hiring right people for the right position. Organization’s objectives must be clarified to complete a successful human capital planning. Setting of organization’s objectives must include what types of manpower is required for specific position. The overall human resource planning process is conducted by human resource department in any organization.
This document outlines statutory and non-statutory welfare schemes that can be provided in the workplace. Statutory schemes mandated by law include providing drinking water, seating facilities, first aid, latrines/urinals, canteens, lighting, washing places, changing rooms, and rest rooms. Non-statutory schemes encompass optional programs like health checkups, flexible work schedules, employee assistance programs, harassment policies, insurance, and employee referral incentives. Examples of non-statutory welfare include credit societies, stores, libraries, recreational activities, and support for religious/national celebrations.
Social action aims to bring about structural changes through mobilizing masses. It focuses on preventing harmful changes and improving mass conditions. The goals of social action include preventing needs, solving mass problems, influencing policies, and redistributing power and resources more equitably. Effective social action is built on principles like credibility building, legitimization, dramatization, using multiple strategies including educational, persuasive, facilitative and power approaches, adopting a dual approach of building counter-systems while mobilizing public support, and implementing a variety of economic, social and political programs.
Social action is a method of social work used to mobilize masses and bring about structural changes in society. It aims to solve mass problems and improve living conditions through organized efforts like social legislation, reforms, and community organization. Skills needed for social action include relational, analytical, intervention, communication, and training abilities. Some challenges are empowering clients, managing groups, remaining unbiased, and balancing micro and macro issues. The overall goal of social action is to create a society with richer opportunities and a better life for all citizens.
Community organization is a method of social work that aims to develop capacity within communities to handle their own needs and problems. It involves helping communities identify and prioritize needs, develop confidence to address them, find internal and external resources, and promote cooperative attitudes. The objectives of community organization are to involve community members democratically in meeting needs and developing services, and to improve coordination between organizations. It is guided by democratic values and empowering communities through participation.
Green HRM refers to the use of HR policies and practices to promote environmental sustainability within organizations. It has two main goals: implementing environmentally friendly HR practices and preserving knowledge capital. Some key HRM practices for Green HRM include green recruitment, performance management, training and development, compensation, and initiatives like paperless offices, green buildings, and product take-back programs. An example is Infosys, which uses green recruiting and has received LEED certifications for its radiant cooling buildings that use technologies like daylight sensors and solar power. Implementing Green HRM helps engage employees, lower costs, and make organizations more environmentally sustainable.
SIP report on Recruitment and SelectionAnant Vijay
Hello everyone, my self Anant Vijay and I am from Kota(RAJ), and i am a student of MBA 2nd year with specialization in HR, and i am sharing my SIP report on Recruitment and Selection of Datt Engineering and Fabrication, I hope you like it and it may use full to you, Thank You.
Models of HRM - human resource management - Manu Melwin Joymanumelwin
One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’).
This document discusses the evolution of social work education in India. It outlines key milestones and developments from the 19th century to present. Some of the major events include the establishment of the first social work school, Tata Institute of Social Sciences, in 1936. The 20th century saw the growth of various social reform movements led by Gandhi that emphasized community development. Formal social work education expanded across India in the mid-20th century with new schools opening. National organizations were formed to coordinate social work education efforts. Government reviews helped standardize curriculum and accreditation processes. Today there are over 200 social work institutions across stages of initiation, experimentation, expansion, and recent explosion in growth.
HelpAge India has advocated for the rights of senior citizens in India since 1978. They work with local and national governments to implement elderly-friendly policies and raise awareness of senior issues. Sargam Sanstha helps vulnerable children, the elderly, and youth in India overcome injustice, deprivation, and inequality. Smile Foundation aims to provide universal education and healthcare to underprivileged groups to improve their lives. GiveIndia promotes efficient charitable giving to help poorer communities in India.
This document presents information on challenges in managing NGOs in India. It begins with definitions of NGOs and lists the top 10 NGOs in India. It then discusses some benefits provided to Indian NGOs and common problems they face, such as lack of funds and trained personnel. Suggested remedies include increasing government grants and improving leadership standards. Brief overviews are also given of NGO landscapes in China and America, noting restrictive policies faced by Chinese NGOs and issues like public policy changes challenging American NGOs. The conclusion emphasizes NGO roles in aiding underserved groups and calls for more support of their grassroots work.
NGOs play an important role in rural development by filling gaps left by governments and helping communities through activities like literacy programs, healthcare, marketing local products, and advocacy. They work at the grassroots level on specific issues and projects, but sometimes lack coordination, transparency, and long-term funding. Effective NGOs collaborate with governments and local institutions to advance community interests through community involvement, tailored development programs, and holding stakeholders accountable.
Non Governmental Organizations (NGOs) in IndiaPuneeth Kamath
Non-governmental organizations (NGOs) are non-profit groups organized on a local, national, or international level. They are task-oriented and focus on issues like human rights, the environment, health, poverty eradication, and more. NGOs are classified based on their level of operation from community-based to international levels, and by their orientation ranging from charitable to empowering. In India, NGOs play important roles in entrepreneurship development, providing services like training, counseling, infrastructure development, and technical assistance. Several examples of prominent Indian NGOs active in entrepreneurship and other domains are described briefly in the document.
ROLE OF NGO IN UPLIFTMENT OF SOCIETY -A CASE STUDY OF KALGIDHAR TRUST, BARU S...JIVO WELLNESS PVT LTD
Academia 2015 - Amarpreet Singh Ghura – Assistant Professor, Babasaheb Gawde Institute of Management Studies.
Dr H.S.Cheema – Director, Institute of Future Education Entrepreneurship and Leadership.
Harjit Singh Lamba – Technology and Management Consultant.
The children who have ever been deprived of food know the real meaning of hunger. It’s our time to be the light in their lives by donating to children’s charity. This way we are doing our bit for the ones who will shape the future of our country.
The document discusses quality issues that can arise in non-governmental organizations (NGOs). It provides background on NGOs, noting they are independent organizations that work on social causes. The document then discusses common quality problems NGOs face, such as lack of monitoring and evaluation, poor financial management, and weak governance structures. It stresses the importance of implementing total quality management approaches in NGOs to address these issues through methods like continuous improvement, data-driven decision making, and stakeholder involvement.
There are many NGOs in India that are working with corporate and public enterprises to promote CSR in India. One such renowned organisation has undertaken several projects through CSR to facilitate urban renewal.
NGO Registration Methods in India outlines three common methods for registering non-profit organizations: trusts, societies, and non-profit companies under Section 25. Trusts are governed by state Trust Acts and require a trust deed. Societies register under the Societies Registration Act of 1860 with a memorandum and rules. Section 25 companies register with the Registrar of Companies and require a memorandum and articles of association. Both societies and Section 25 companies have minimum member requirements while trusts require minimum trustees but have no upper limits.
This presentation based on a research paper by Dr Satish Pandey talks about the challenges in implementing strategies in Non Governmental organizations.
1. NGOs play a vital role in the socioeconomic development of rural India by providing social services and improving living standards. They work on issues like education, healthcare, rural development, sanitation, and human rights on a local, national, or international level.
2. NGOs have established themselves as effective partners for rural development through their non-rigid, locality-specific, need-based, and beneficiary-oriented services. They engage in activities like microfinance, microinsurance, entrepreneurship development, and other programs focused on overall rural development and welfare.
3. Some of the key roles of NGOs in rural development include implementing health, family welfare, nutrition, education and community programs
The document discusses how different living things breathe and obtain oxygen. It explains that plants breathe through stomata in their leaves, exchanging carbon dioxide and oxygen with the air. Fish breathe using gills, where oxygen is absorbed and carbon dioxide removed from the blood vessels. Mammals breathe using their lungs, with oxygen being absorbed by blood vessels in the lungs and carbon dioxide leaving to be exhaled.
The role of an NGO is vital in the progress of a socio-economic environment like India. Support Akshaya Patra and secure the future of Indian children.
Role of NGO's in Sustainable Development (Sustainability in 21st Century)Gaurav Wadhwa
Sustainability in 21st Century
Role of NGO's in Sustainable Development
Corporate - NGO Partnership for Sustainable Development
NGO - Tarun Bharat Sangh
Water Man of India
This document provides information about women saving schemes in India. It discusses the history and guidelines for self-help groups and microfinance through women saving schemes. It outlines various government schemes to promote women saving schemes such as the Bhartiya Mahila Bank and Corporation Bank's savings scheme for women. An interview with Sangeeta Kamble, the leader of a women saving scheme called Vishwa Shanti Mandal, highlights her journey in founding the group and empowering women through financial inclusion and community support.
The document discusses the importance of self-help groups (SHGs) in improving nutrition and food security, especially for women and children in India. It notes that over 1/3 of the population suffers from malnutrition. It then provides guidance on forming effective SHGs, including ensuring homogeneity among members, regular savings contributions and meetings, democratic decision-making, and maintaining proper records. SHGs can then be linked to financial institutions to help improve economic conditions. The role of facilitators in assisting SHG formation and management is also outlined.
Self help group and a Women EntrepreneurAkshay Surve
Kiran Mazumdar Shaw is an Indian entrepreneur who founded Biocon, India's largest biotechnology company. Some key points:
- She has a degree in brewing but switched careers to found Biocon in 1978, becoming India's first female brewmaster.
- Under her leadership, Biocon transitioned from producing enzymes to becoming an integrated biopharma company conducting strategic research.
- She faced challenges as a young female entrepreneur in an unfamiliar industry lacking funds, but was determined to succeed.
- Biocon's achievements include being the first company to produce insulin in India. Shaw has received many honors for her contributions to science, business, and India.
A self-help group (SHG) is a village-based financial intermediary usually composed of 15-20 local women who make small regular savings contributions until there is enough capital to begin lending. SHGs aim to organize and empower women by enhancing participation, inculcating savings habits, and building capacities on a suitable platform for women. Objectives include creating an appropriate forum for addressing community needs, generating a sense of collective action, and improving socioeconomic status. SHGs progress through thrift and credit, social, and micro-enterprise stages and are said to empower participants more than other programs while also reducing material and structural costs.
Reliance Foundation works in rural transformation, education, health, urban renewal, arts and culture, and disaster response in India. It aims to build an inclusive India through various initiatives like supporting small farmers, providing education and healthcare, improving rural livelihoods and urban areas, and responding to natural disasters. The Foundation is the philanthropic arm of Reliance Industries and carries out its work through dedicated teams and partnerships across India.
Bioscope real stories of real people - reliance foundationReliance Foundation
There was a small puddle on the mud floor where the
roof had leaked in the night. Kusumben sighed as she
wiped the wet patch. The rain was a blessing for
farmers, but it was a sort of curse for her. The roof had
begun to leak last year. Her husband had patched it up
then, but the repair had been of a temporary nature.
For more please visit: reliancefoundation.org
Csr programs are laying the foundation of india for the upcoming youthReliance Foundation
Community development, Healthcare development, development in the education standards of the society, environmental development etc are some of the key programs of CSR in India that have managed to help many people from the economically and socially backward sectors of the country.
India is currently a nation which is climbing the ladder of progress gradually. But we are in search of some sources that will work as catalysts and help in making the actions at a much faster rate.
There are large inequalities in access to secondary education in income, gender, social group and geography. The capacity of the secondary schooling system needs to be significantly expanded.
Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
A Guide to AI for Smarter Nonprofits - Dr. Cori Faklaris, UNC CharlotteCori Faklaris
Working with data is a challenge for many organizations. Nonprofits in particular may need to collect and analyze sensitive, incomplete, and/or biased historical data about people. In this talk, Dr. Cori Faklaris of UNC Charlotte provides an overview of current AI capabilities and weaknesses to consider when integrating current AI technologies into the data workflow. The talk is organized around three takeaways: (1) For better or sometimes worse, AI provides you with “infinite interns.” (2) Give people permission & guardrails to learn what works with these “interns” and what doesn’t. (3) Create a roadmap for adding in more AI to assist nonprofit work, along with strategies for bias mitigation.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Indira awas yojana housing scheme renamed as PMAYnarinav14
Indira Awas Yojana (IAY) played a significant role in addressing rural housing needs in India. It emerged as a comprehensive program for affordable housing solutions in rural areas, predating the government’s broader focus on mass housing initiatives.
Contributi dei parlamentari del PD - Contributi L. 3/2019Partito democratico
DI SEGUITO SONO PUBBLICATI, AI SENSI DELL'ART. 11 DELLA LEGGE N. 3/2019, GLI IMPORTI RICEVUTI DALL'ENTRATA IN VIGORE DELLA SUDDETTA NORMA (31/01/2019) E FINO AL MESE SOLARE ANTECEDENTE QUELLO DELLA PUBBLICAZIONE SUL PRESENTE SITO
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.