Network Exploitation
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This document provides an overview of network exploitation, including types of networks, network environments, internal vs external networks, network enumeration tools, and attack routing. It announces upcoming events and provides details about local area networks (LANs), wide area networks (WANs), metropolitan area networks (MANs), corporate and personal network environments, using Nmap and Nessus for scanning, and pivoting through internal networks from external points.
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Trade union
This document provides information about trade unions in India. It defines what a trade union is, discusses their objectives and functions. It outlines the importance of trade unions in economic development and their social responsibilities. It discusses the history of the trade union movement in India and key central trade union organizations. It also covers India's industrial relations policy, reasons workers join unions, causes of industrial disputes, types of strikes and lockouts.
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The document outlines the development of trade unions in India from 1920 onwards. It notes that the All India Trade Union Congress (AITUC) was formed in 1920 and registered under the Trade Union Act in 1926. Today there are over 75,000 registered trade unions in India. The largest include the AITUC, Bharatiya Mazdoor Sangh (BMS), and Indian National Trade Union Congress (INTUC). It also lists the 12 central trade union organizations in India and discusses the roles, functions, and defects of trade unions.
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1. Trade unions are organized associations of workers or professionals that are formed to protect and further their rights and interests.
2. Social responsibilities of trade unions include educating members, keeping societal well-being and progress in mind by avoiding unnecessary strikes, and protecting consumer interests in agreements.
3. Trade unions are also responsible for supporting country's economic development plans, maximizing production and distribution, organizing unorganized workers, and working towards a stable social order with industrial democracy and social justice.
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The document discusses various aspects of industrial disputes and their resolution under the Industrial Disputes Act of 1947 in India. It defines key terms like strikes, lockouts, and gheraos. It outlines the causes of industrial disputes as either economic, relating to issues like wages and bonuses, or non-economic, involving issues like treatment by supervisors. It then describes the various methods of resolving disputes established by the Act, including investigation, negotiation, mediation, conciliation, and arbitration.
Trade unions: objectives, challenges, advantages,features,financing,recruitment
introduction to trade unions
trade unions characteristics
objectives of trade unions
how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
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Advantages of trade unions to workers, employeer and society
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Trade union
This document provides information about trade unions in India. It defines what a trade union is, discusses their objectives and functions. It outlines the importance of trade unions in economic development and their social responsibilities. It discusses the history of the trade union movement in India and key central trade union organizations. It also covers India's industrial relations policy, reasons workers join unions, causes of industrial disputes, types of strikes and lockouts.
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This document provides an overview of employee relations and international labor organizations. It defines employee relations and discusses factors that influence it such as institutional, economic, technological, political/legal, and global factors. It then evaluates international labor organizations like the WFTU, ICFTU, ITUC, and ETUC. Alternative forms of worker representation are described, including work councils, co-determination, and worker cooperatives. Work councils and co-determination systems in different countries are defined. Finally, litigation risks in international employee relations are mentioned.
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1. Trade unions are organized associations of workers or professionals that are formed to protect and further their rights and interests.
2. Social responsibilities of trade unions include educating members, keeping societal well-being and progress in mind by avoiding unnecessary strikes, and protecting consumer interests in agreements.
3. Trade unions are also responsible for supporting country's economic development plans, maximizing production and distribution, organizing unorganized workers, and working towards a stable social order with industrial democracy and social justice.
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The document discusses various aspects of industrial disputes and their resolution under the Industrial Disputes Act of 1947 in India. It defines key terms like strikes, lockouts, and gheraos. It outlines the causes of industrial disputes as either economic, relating to issues like wages and bonuses, or non-economic, involving issues like treatment by supervisors. It then describes the various methods of resolving disputes established by the Act, including investigation, negotiation, mediation, conciliation, and arbitration.
Trade unions: objectives, challenges, advantages,features,financing,recruitment
introduction to trade unions
trade unions characteristics
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how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
Weakness/challenges/problems facing trade unions
Measures to strengthen trade unions
Advantages of trade unions to workers, employeer and society
criticism of trade unions by employer
Trade union AND ITS GROWTH AND EVOLUTION IN INDIA
TOPICS COVERED
1 meaning
2 nature
3 objectives
4 function
5 importance
6 criticism
7 1st to vii phrase
8 reason of growth
9 factors responsible for growth
10 post liberalisation phase
11 reason for join union
12 obstacles or challenges
13 future role
14 suggestion for betterment of union
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- AIOE is the oldest national employers' organization in India and part of FICCI. It aims to promote sound industrial relations.
- EFI was established in 1933 to protect and promote employers' interests in human resources and industrial relations. Along with AIOE and SCOPE, it is part of the top umbrella organization for Indian employers, CIE.
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Industrial Relations (Chapter 1: Introduction)
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
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Collective bargaining is a technique where disputes over employment conditions are resolved through negotiation rather than coercion. The Industrial Disputes Act of 1947 aims to achieve social justice through collective bargaining. Outsiders who lead unions often have little knowledge of the industry or workers' issues, making employers reluctant to negotiate with them. While a ban on outsiders could weaken unions, their influence can undermine collective bargaining when unions are politically affiliated rather than prioritizing workers' interests. Reform is needed to reduce political influence and strengthen internal union leadership focused on workers.
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Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
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3. Industries are classified based on their function in the production process such as primary, secondary and tertiary industries, and by factors like scale and the technologies employed. Commerce facilitates trade between producers and consumers.
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Indian National Trade Union Congress (INTUC) is the trade union wing of the Indian National Congress.To establish an order of society which is free from hindrance in the way on an all round development of its individual members, which fosters the growth of human personality in all its aspects and goes to the utmost limit in progressively eliminating social political or economic exploitation and inequality, the profit motive in the economic activity and organisation of society and the anti-social concentration in any form.
Compensation management Question paper for assignments
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This document outlines the question paper for assignments on compensation management for an MBA program. It is divided into 5 units that cover topics such as the role of compensation in organizations, designing compensation policies and structures, aligning compensation with business strategies, building internal and market competitive pay systems, employee benefits, international compensation, and executive compensation. The questions are meant to assess students' understanding of key compensation concepts and how organizations design compensation programs.Trade Union
A trade union is such an organisation which is created voluntarily on the basis of collective strength to secure the interests of the workers.
Development of modern industry, especially in the Western countries, can be traced back to the 18th century. Industrial development in India on Western lines, however commenced from the middle of the 19th century. The first organised Trade Union in India named as the Madras Labour Union was formed in the year 1918. Since then a large number of unions sprang up in almost all the industrial centres of the country. Similarly, entrepreneurs also formed their organisations to protect their interests.
The Trade Union Act was passed in 1926 under the title of the Indian Trade Union Act and was brought into effect from 1st June 1927 by a notification in the Official Gazette by the Central Government. The Act was amended in 1947, 1960 and 1962, Subsequently the word ‘Indian’ was deleted from the amended Act of 1964, which came into force from 1st April 1965. A comprehensive trade unions (Amendment) Act was passed in 1982.
It is a corporate body: The registered trade union is a corporate body under section 13 of the Act
Section 17 of the Trade Union Act gives immunity to members and office bearers of registered trade unions from criminal conspiracy in connection with trade disputes.
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1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
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Trade union AND ITS GROWTH AND EVOLUTION IN INDIA
TOPICS COVERED
1 meaning
2 nature
3 objectives
4 function
5 importance
6 criticism
7 1st to vii phrase
8 reason of growth
9 factors responsible for growth
10 post liberalisation phase
11 reason for join union
12 obstacles or challenges
13 future role
14 suggestion for betterment of union
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This Learning Material will give you an detailed Comprehension on Industrial Relation Systems in India.
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Trade Unionism, Trade Union, Trade Union in India, Trade Union Act 1926, Trade Union History, Trade Union Movements in India, Trade Union Definition, Trade Union Objectives, Trade Union Characteristics, Trade Union Functions, Problems of Trade Union, Concept and Meaning of Trade Union, Labour's social security, Indian Labour Problems and Legislation
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The document discusses several employers' organizations and associations in India:
- SCOPE represents public sector enterprises and is a member of the Council of Indian Employers and International Organization of Employers.
- AIOE is the oldest national employers' organization in India and part of FICCI. It aims to promote sound industrial relations.
- EFI was established in 1933 to protect and promote employers' interests in human resources and industrial relations. Along with AIOE and SCOPE, it is part of the top umbrella organization for Indian employers, CIE.
7. Values-2-c-converted.pdf
The document discusses trans-cultural human values and their relevance in management. It defines culture and notes that trans-cultural values are shared across cultures worldwide. These values like loyalty and cooperation make good managers. The document also discusses how trans-cultural values are important for credibility, decision-making, and employee morale in organizations. It argues these values should be incorporated into management education through multicultural perspectives and curriculum reform. Both secular and spiritual values are important but can be adapted together, like worshipping plants for their medicinal benefits as well as spiritual significance.
industrial democracy
Industrial democracy involves workers participating in decision making through methods like workers committees and councils. It treats workers as responsible partners rather than under autocratic management. This leads to improved communication between workers and management and more joint decisions that are agreeable to both parties, promoting industrial peace. Representative forms of industrial democracy can also facilitate communication through consultative bodies.
Industrial Relations (Chapter 1: Introduction)
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
New industrial policy 1991
new industrial policy 1991 is about the changes made in the policy in 1991. this policy is devided into two parts 1 is announced on 24 july 1991 which is concernd with the large scale industres including the middle scale and the second part is announced on 6 august 1991 and concerned with small scale sector............
Organizational behavior
This document provides an organizational behavior analysis of ASDA PLC and British Airways. It discusses the relationship between organizational structure and culture, and how factors like structure, leadership style, management approaches, and motivation theories impact individual and group behavior within an organization. The document analyzes how ASDA and British Airways' structures, cultures, leadership styles, and other aspects compare and influence performance. It also explores relevant organizational behavior concepts and theories.
Collective bargaining in India
Collective bargaining is a technique where disputes over employment conditions are resolved through negotiation rather than coercion. The Industrial Disputes Act of 1947 aims to achieve social justice through collective bargaining. Outsiders who lead unions often have little knowledge of the industry or workers' issues, making employers reluctant to negotiate with them. While a ban on outsiders could weaken unions, their influence can undermine collective bargaining when unions are politically affiliated rather than prioritizing workers' interests. Reform is needed to reduce political influence and strengthen internal union leadership focused on workers.
Industrial Relations
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Globalization and human resource challenges
The document discusses the challenges that globalization poses for human resource management. It defines globalization as the increased openness of economies to international trade, financial flows, and foreign direct investment. Some of the key human resource challenges discussed are diversity recruitment to relate to an increasingly diverse customer base, the need for professional development and training to gain new skills for the global marketplace, managing laws across different jurisdictions to avoid legal issues, developing work place flexibility including virtual offices, needing language capabilities or translators to work with international employees, developing a global workforce and managing cultural differences to promote diversity.
Introduction to commerce
1. Commerce has evolved from barter systems to modern economies. Early systems faced constraints like the lack of a common currency that hindered trade.
2. Businesses aim to earn profits through various economic activities like employment, professions, and operating businesses of different sizes, ownership structures, and functions.
3. Industries are classified based on their function in the production process such as primary, secondary and tertiary industries, and by factors like scale and the technologies employed. Commerce facilitates trade between producers and consumers.
INDIAN NATIONAL TRADE UNION CONGRESS
Indian National Trade Union Congress (INTUC) is the trade union wing of the Indian National Congress.To establish an order of society which is free from hindrance in the way on an all round development of its individual members, which fosters the growth of human personality in all its aspects and goes to the utmost limit in progressively eliminating social political or economic exploitation and inequality, the profit motive in the economic activity and organisation of society and the anti-social concentration in any form.
Compensation management Question paper for assignments
Compensation management Question paper for assignmentsAl-Qurmoshi Institute of Business Management, Hyderabad
This document outlines the question paper for assignments on compensation management for an MBA program. It is divided into 5 units that cover topics such as the role of compensation in organizations, designing compensation policies and structures, aligning compensation with business strategies, building internal and market competitive pay systems, employee benefits, international compensation, and executive compensation. The questions are meant to assess students' understanding of key compensation concepts and how organizations design compensation programs.Trade Union
A trade union is such an organisation which is created voluntarily on the basis of collective strength to secure the interests of the workers.
Development of modern industry, especially in the Western countries, can be traced back to the 18th century. Industrial development in India on Western lines, however commenced from the middle of the 19th century. The first organised Trade Union in India named as the Madras Labour Union was formed in the year 1918. Since then a large number of unions sprang up in almost all the industrial centres of the country. Similarly, entrepreneurs also formed their organisations to protect their interests.
The Trade Union Act was passed in 1926 under the title of the Indian Trade Union Act and was brought into effect from 1st June 1927 by a notification in the Official Gazette by the Central Government. The Act was amended in 1947, 1960 and 1962, Subsequently the word ‘Indian’ was deleted from the amended Act of 1964, which came into force from 1st April 1965. A comprehensive trade unions (Amendment) Act was passed in 1982.
It is a corporate body: The registered trade union is a corporate body under section 13 of the Act
Section 17 of the Trade Union Act gives immunity to members and office bearers of registered trade unions from criminal conspiracy in connection with trade disputes.
Workers participation in management
This document discusses worker participation in management (WPM) in India. It defines WPM and explains its objectives and importance, including mutual understanding, higher productivity, and industrial harmony. Several forms of WPM are described, such as consultative participation, administrative participation, and decision/decisive participation. Examples of WPM levels in India include collective bargaining, works committees, shop councils, joint councils, and board representation. Challenges to effective WPM implementation in India are also outlined, as well as examples of WPM practices at Tata Steel and BHEL.
What benefits are of greatest value to employees and to the organization? Why?
There are two main types of benefits that organizations provide employees: monetary and non-monetary. Monetary benefits include cash bonuses, while non-monetary benefits do not involve money and can include special parking or challenging work. Employees in higher positions generally prefer non-monetary benefits, while those in lower roles prefer monetary benefits. For organizations, non-monetary benefits are preferred over monetary ones because they are less costly and can provide longer-term satisfaction for employees.
Industrial relation
The document discusses key concepts in industrial relations including:
1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
Settlement of industrial dispute between employer and employee
The document discusses various procedures for settling industrial disputes between employers and employees under the Industrial Disputes Act of 1947 in India. It outlines mechanisms like collective bargaining, negotiation, conciliation, mediation, arbitration, and adjudication by labor courts, tribunals, and national tribunals. Key points covered include definitions of industrial disputes and these dispute resolution mechanisms, as well as the roles of conciliation officers, labor courts, and tribunals in adjudicating disputes.
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Compensation management Question paper for assignments
Compensation management Question paper for assignments
What benefits are of greatest value to employees and to the organization? Why?
What benefits are of greatest value to employees and to the organization? Why?
Settlement of industrial dispute between employer and employee
Settlement of industrial dispute between employer and employee
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Network Analysis Mini Project 2.pdf
Network traffic analysis is used to monitor network activity and identify anomalies that could indicate security or performance issues. It allows analysis of traffic patterns and protocols to troubleshoot problems, detect malware, and trace attacks. Choosing a network traffic analysis solution requires considering the data sources and network points to monitor, as well as whether full packet capture or flow-based analysis is needed. Network traffic analysis is an important part of network visibility and security.
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We are students from SRM University pursuing B.TECH in Computer Science Department. We took a small initiative to make a PPT about how network traffic can be analyzed through Cyber Security. We have also mentioned the known network analyzers and future scope for network traffic analysis with cyber security.
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Network Exploitation
- 2. Get Involved ● Discord - discord.gg/kuejt8p ● Fire Talks - October 24th, 2018 ● Live Stream - Whenever you want* ● CSG CTF - ctf.utdcsg.club
- 3. Events ● The Assembly Group - Wednesday @ 8:15 pm in ECSS 2.201 ● 0DAYALLDAY Research Event - September 29 @ 11 AM off campus ● Dallas Hackers Association - October 3 @ 7 pm off campus
- 4. Overview ● Types of Networks ● Types of Network Environments ● Internal VS External ● Enumeration ● Tools ● Attack Routing ● Demo
- 5. Types of Networks Local Area Network (LAN) - Internal network of computers inside of a building or a small land mass Wide Area Network (WAN) - External network of computers connected miles apart from each other Metropolitan Area Network (MAN) - A network of computers in a metropolitan area usually a city.
- 6. Types of Network Environments ● Corporate - A network consisting of users, servers, and a domain controller (usually) ● Personal - A home network consisting of a user, router, and sometimes a switch (usually)
- 7. Internal VS External Networks ● Local Area Networks are internal networks in an organisation or home that can communicate with each other through a router or switch ● Wide Area Networks are external networks that must go through a larger datacenter or internet service provider to communicate with other computers ● Exploiting external networks allows you to gain access to someone’s internal network if you are not attacking from within the LAN already ● This gives you more options to pivot and gather information because you have a larger attack surface
- 8. Where are we in the network? What is our goal?
- 9. Network Enumeration External Enumeration ● Open Ports ● Running Services ○ RDP, VPN, RPC, VNC, SSH ● Web portals ○ Ports 80,443 ● Anything that can allow us to get into the network Internal Enumeration ● Find Users/Hosts ● Exploitable Services ● Internal Web portals ● Anything that will give you more information and pivot around the network
- 10. Tools ● NMap - Network scanning tool that allows you to see services and ports that are running ○ Nmap -sC -sV -oA output IPADDRESS ● Nessus - Vulnerability and Services scanning tool (Very heavy not very stealthy)
- 11. Attack Routing ● Routing external attacks through internal network for more surface ● Ability to pivot through a network from a external machine Now time for the demo...