The document provides recommendations from a re-organization committee for reforming SKUAST-Kashmir. Key recommendations include:
1. Consolidating undergraduate and postgraduate faculties in specific locations to reduce costs and promote interdisciplinary learning.
2. Strengthening administrative units like the estates division, press, transport, and medical facilities.
3. Reorganizing research farms and increasing resources for modernization.
4. Improving academic programs through digitization of records, introduction of e-learning, and establishment of centers of excellence.
5. Implementing tenure-based appointments for directors, deans, and other officers to increase accountability.
6. Enhancing financial delegation powers
Most of the engineering institutes have to plan for reforms in introducing various interdisciplinary educational programs to continuously develop themselves. This presentation provides the strategies for planning and implementing suitable reforms.
This document proposes a new approach to improving the employability of youth in India by enhancing their skills. It discusses flaws in the current higher education system such as a lack of industry exposure and outdated curriculums. The proposed solution involves a two-part course structure with discipline-specific training controlled by employer companies and a regular course controlled by colleges. This would focus on hands-on industry training. It provides details on the course structure over four years and stakeholder roles. Infrastructure requirements and costs are also summarized.
Scoping Study: Research Capacities of Cambodia’s UniversitiesiBoP Asia
This document summarizes a scoping study on research capacities at Cambodian universities. It finds that while university enrollment has expanded greatly, research is not yet a core mission and capacities are limited. Challenges include low salaries, lack of research funding, few faculty with advanced degrees, and minimal facilities. However, some universities like RUPP are increasingly active. The study recommends strengthening research leadership, planning support, collaboration, and establishing a long-term research consortium to address challenges and maximize opportunities.
This document outlines proposals for supporting agricultural biotechnology in the Sher-e-Kashmir University of Agricultural Sciences and Technology of Kashmir (SKUASTK) through funding from the Department of Biotechnology (DBT). It describes meetings held to formulate projects in areas like societal development, field crops, horticulture, and animal disease diagnosis. If funded, the proposals aim to address challenges to agriculture in Jammu and Kashmir like climate change, reduce chemical use, and improve livelihoods. Specific projects focus on developing biotech solutions for crops like saffron and rice, establishing a School of Biotechnology and disease diagnosis center, and strengthening rural livelihoods through livestock, poultry and flor
This document provides an introduction to organic farming from the Kenya Institute of Organic Farming. It discusses KIOF's activities in disseminating information about organic farming through training students and farmers. Organic farming avoids synthetic fertilizers and pesticides and relies on crop rotations, animal manures, and biological pest control. The advantages of organic farming include sustainability, efficient nutrient use, self-reliance, environmental protection, health benefits, income generation and economic viability. The principles of organic farming are diversity, maintaining living soil, cyclic nutrient flow, and keeping animals according to their needs.
This document discusses organic farming methods and their advantages over conventional farming. Organic farming prohibits synthetic pesticides, fertilizers, genetic engineering, sewage sludge, and food irradiation. It relies on crop diversity, pest control, livestock, and plant nutrition to farm sustainably. Organic farming can reduce production costs by 25% while eliminating chemicals and increasing yields within 5 years. It produces food free from harmful additives and may reduce health risks like heart disease and cancer. Organic farming also benefits the environment by building soil, reducing water pollution, decreasing energy use and greenhouse gases, and sequestering carbon in the soil.
The organic farming movement began in the 1930s-1940s as a reaction to agriculture's increasing reliance on synthetic fertilizers. Sir Albert Howard is considered the "father of organic farming". Organic farming aims to sustain soil, ecosystem and human health by relying on ecological processes rather than chemical inputs. It combines tradition, innovation and science to benefit the environment and promote fair relationships. Organic farming principles include sustaining health, working with ecological systems, ensuring fairness, and responsible management.
Most of the engineering institutes have to plan for reforms in introducing various interdisciplinary educational programs to continuously develop themselves. This presentation provides the strategies for planning and implementing suitable reforms.
This document proposes a new approach to improving the employability of youth in India by enhancing their skills. It discusses flaws in the current higher education system such as a lack of industry exposure and outdated curriculums. The proposed solution involves a two-part course structure with discipline-specific training controlled by employer companies and a regular course controlled by colleges. This would focus on hands-on industry training. It provides details on the course structure over four years and stakeholder roles. Infrastructure requirements and costs are also summarized.
Scoping Study: Research Capacities of Cambodia’s UniversitiesiBoP Asia
This document summarizes a scoping study on research capacities at Cambodian universities. It finds that while university enrollment has expanded greatly, research is not yet a core mission and capacities are limited. Challenges include low salaries, lack of research funding, few faculty with advanced degrees, and minimal facilities. However, some universities like RUPP are increasingly active. The study recommends strengthening research leadership, planning support, collaboration, and establishing a long-term research consortium to address challenges and maximize opportunities.
This document outlines proposals for supporting agricultural biotechnology in the Sher-e-Kashmir University of Agricultural Sciences and Technology of Kashmir (SKUASTK) through funding from the Department of Biotechnology (DBT). It describes meetings held to formulate projects in areas like societal development, field crops, horticulture, and animal disease diagnosis. If funded, the proposals aim to address challenges to agriculture in Jammu and Kashmir like climate change, reduce chemical use, and improve livelihoods. Specific projects focus on developing biotech solutions for crops like saffron and rice, establishing a School of Biotechnology and disease diagnosis center, and strengthening rural livelihoods through livestock, poultry and flor
This document provides an introduction to organic farming from the Kenya Institute of Organic Farming. It discusses KIOF's activities in disseminating information about organic farming through training students and farmers. Organic farming avoids synthetic fertilizers and pesticides and relies on crop rotations, animal manures, and biological pest control. The advantages of organic farming include sustainability, efficient nutrient use, self-reliance, environmental protection, health benefits, income generation and economic viability. The principles of organic farming are diversity, maintaining living soil, cyclic nutrient flow, and keeping animals according to their needs.
This document discusses organic farming methods and their advantages over conventional farming. Organic farming prohibits synthetic pesticides, fertilizers, genetic engineering, sewage sludge, and food irradiation. It relies on crop diversity, pest control, livestock, and plant nutrition to farm sustainably. Organic farming can reduce production costs by 25% while eliminating chemicals and increasing yields within 5 years. It produces food free from harmful additives and may reduce health risks like heart disease and cancer. Organic farming also benefits the environment by building soil, reducing water pollution, decreasing energy use and greenhouse gases, and sequestering carbon in the soil.
The organic farming movement began in the 1930s-1940s as a reaction to agriculture's increasing reliance on synthetic fertilizers. Sir Albert Howard is considered the "father of organic farming". Organic farming aims to sustain soil, ecosystem and human health by relying on ecological processes rather than chemical inputs. It combines tradition, innovation and science to benefit the environment and promote fair relationships. Organic farming principles include sustaining health, working with ecological systems, ensuring fairness, and responsible management.
The document discusses strategies for managers to enable the flow of ideas to generate more income for colleges. It suggests creating time for people to plan improvements, informing them of challenges and creating processes to harvest ideas. It also recommends having champions, mentors and coaches to support piloting ideas through disciplined testing of small changes and spreading successes across colleges.
1.4 a state the process for defining the vision and mission of the department...Sekar Subramani
The document outlines the process for defining the vision and mission of a department and its program educational objectives (PEOs). It states that a committee is formed including faculty, alumni, employers, parents, and advisory boards to provide feedback. Draft vision and mission statements are prepared after considering trends, needs, and feedback. The statements are then finalized by the entire faculty.
Public Presentation for the Position of Vice Chancellor of Makerere Universitystillian
The document is a presentation by Prof. Venansius Baryamureeba for the position of Vice Chancellor of Makerere University. It summarizes his background and experience, vision for Makerere, and plans to improve areas such as teaching and learning, research, finances, infrastructure, gender mainstreaming and staff welfare if selected for the role.
1) India has a large youth population but many lack employable skills, and the document proposes a new department and process to increase skills.
2) Surveys of industries, institutions, and youth would inform curriculum changes like adding vocational topics and core skill development.
3) Recommendations include industry collaboration, improved teacher hiring, and giving students real-life challenges to build skills before employment. Regular monitoring is proposed to ensure proper implementation.
Academic Recruitment Best Practices -Project Report-Final 7.8.15Brian Groeschel, MA
The document provides a summary of a project conducted by GLW Consultants for the UC Davis Academic Affairs department to develop best practices for academic recruitment. It includes:
1. An introduction describing the objectives of identifying common practices and inconsistencies across UC Davis schools to develop recruitment best practices.
2. A description of the challenges faced, including limiting participation in focus groups and the decentralized structure of academic recruiting at UC Davis.
3. The outcomes of best practices charts, tip sheets for the UC Recruit system, and a draft online toolkit.
4. Recommendations to conduct additional focus groups to develop a more comprehensive best practices list, and to organize resources into an online toolkit to increase accessibility.
The document discusses various ways to maximize and optimize research and innovation in India. It identifies key issues such as lack of funding, infrastructure, and industry-institute collaboration. It proposes solutions like increasing government funding for R&D, setting up more research facilities, incentivizing careers in research, strengthening industry-institute linkages through mentorship programs and jointly developed courses, and improving the patent filing system. The overall goal is to promote research by students and professionals and enhance commercialization of innovations.
The document summarizes a presentation on skill development and capacity building in the energy sector. It discusses how the energy industry is facing unprecedented changes due to factors like changing geopolitics, new technologies, and environmental pressures. This is changing the nature of work. It emphasizes the need to develop the workforce for the future through initiatives like industry-academia collaboration, developing a global training strategy, strengthening vocational training programs, and focusing on skills like agility and mobility. Specific examples of collaboration between industries and academic institutions are provided, as well as recommendations around apprenticeship programs and vocational education.
A Feasibility Plan On Which Commercial Enterprise Shall School of Management ...MOHAMMAD ASIF NASSERI
The School of Management Studies offers a number of courses, which include full-time as well as distant learning courses in various streams of management. It is a matter of pride that this School was the first in the country to introduce MBA course through distant learning for senior defense officers and working executives. This course serves as a measure of rehabilitation for senior army officers and at the same helps working executives to enhance their careers. The department offers quality management education using rigorous multifaceted pedagogy with an effective interface with industry to translate its mission into action. It creates opportunities for its students to develop their understanding of business, social and political environment, to enlarge their ability not only to adjust to change but to become catalyst, and to enhance their ability to conceptualize, decide and communicate. The serene ambience and academic culture of the department with its improved infrastructure provides an ideal environment for the pursuit of academic excellence in management education and research. While the department has achieved high standards of excellence in its academic programmes, it intends to achieve and sustain excellence as one of the leading business schools in India.
Running head RECOMMENDATIONS, STRATEGIES AND STANDARDS 6.docxjeanettehully
The document provides recommendations to improve an academic program that was under evaluation. It discusses several recommendations that were made, including teaching students STEM skills, creating curriculum collaboratively, and rewarding high-performing students. It also outlines regulatory and accreditation standards that departments should comply with, such as ensuring teaching is effective and excellence-focused. Finally, it states that the recommendations generally align with national curriculum standards and help ensure the institution is progressing appropriately.
Academic excellence through improved ecosystem and faculty engagement (4)Thanikachalam Vedhathiri
Engineering institutes have to establish an improved academic ecosystem for faculty development. Without such transformations, the faculty members can not become leaders who have to focus on graduate students, consultancy projects, interdisciplinary research, intellectual property development, and internal revenue generation.
This document discusses organizational change and developments in online learning. It provides case studies of significant change at the Open Polytechnic of New Zealand, Hamdan Bin Mohammed Smart University in Dubai, TAFE New South Wales, and the proposed Woolf University in Oxford. At the Open Polytechnic of New Zealand, the strategic vision is shifting to personalized, self-directed, relevant, connected, and continuously improving learning experiences. Hamdan Bin Mohammed Smart University is shifting from degree programs to lifelong learning and repurposing its systems. TAFE New South Wales is moving from separate colleges to a unitary training organization with industry-focused product managers and a digital lab. Woolf University aims to address problems with adjunct faculty and
The document discusses the importance of industry-institute interaction and cooperation. It outlines 17 UN sustainable development goals and highlights points from India's NEP 2020 that emphasize industry-institute linkages. It describes causes of poor interaction like lack of coordination and job-oriented education. Modes of interaction discussed include student internships, faculty training in industry, and industry sponsoring research. Benefits are outlined for institutes, industry, faculty and students. Platforms and suggestions are provided to strengthen cooperation between industry and higher education institutions.
The IQAC should be chaired by the head of the institution and include heads of departments, faculty members, management representatives, and local community members. It aims to develop and apply quality benchmarks, disseminate information on quality parameters, organize workshops on quality, and prepare annual reports on quality enhancement activities. The responsibilities of the IQAC are to facilitate institutional functioning towards quality enhancement, integrate activities, provide sound basis for decision making, act as a change agent, and improve internal communication. Care should be taken to select IQAC members with integrity, excellence, and commitment to improving teaching and
Break-out session slides Session 1: 1.5 Making general practice a great place...NHS England
The document discusses NHS England's GP Retention Programme, which aims to address issues contributing to GP workforce loss and make general practice a more attractive long-term career. It outlines various initiatives of the programme, including local retention funds, intensive support sites, and a national retention scheme. It also discusses goals of supporting different career stages of GPs, the importance of technology, and signs of early success in improving job satisfaction. The programme is part of broader efforts to fulfill commitments like recruiting 5000 additional GPs and developing primary care networks under the NHS long-term plan.
The document discusses guidelines for an internship program at a School of Water Technology. It defines internships as unpaid positions providing practical experience approved by the university. The objectives are for students to gain work experience, apply knowledge, and identify gaps to address in final projects. Benefits include improved skills and employability for students, and recruitment and innovation opportunities for companies. The guidelines outline responsibilities for students, mentors, and stakeholders to ensure effective implementation and monitoring of internships.
Rodzidah Mohd Rodzi produced a report on the impact of change at CIAST (Centre for Instructors and Advanced Skill Training) in Shah Alam, Selangor. The report identified 6 internal and 4 external factors driving the need for change at CIAST. It explained how changes affect organizations through impacts on staffing, communication, and planning. It compared 4 models of change approaches and described 3 approaches and 3 behavioral responses seen when change occurs. Finally, it explained 3 ways HR can support individuals during change through clear communication of goals, assigning coaches/mentors, and aligning reward systems.
This document summarizes the development of continuing professional development (CPD) activities at the University of Liverpool's School of Health Sciences. It discusses the context that led to creating these activities, including demands from advanced healthcare practitioners and changes in higher education. The School developed three streams of CPD - credit rated modules, non-assessed modules, and short courses. Key lessons learned were to consult stakeholders, ensure quality and fit for purpose delivery, and build alliances to support CPD engagement and culture.
The document summarizes proposals to address the problem of unemployment in India by reforming the education system. It suggests implementing a uniform curriculum from primary level, establishing national exchange programs between rural and urban schools, and having industries conduct lectures to promote interaction. It also proposes giving students real-world projects from industries to gain experience, focusing on innovation and research, improving quality over quantity in institutions, and establishing committees to regularly check education quality. The reforms aim to provide fair opportunities, enhance practical skills, boost innovation, and increase employability to support India's growth.
Key Points covered
1. Role of Productivity SA in SA especially within Dti
2. How does it help business owners? Cover different services and solutions with contributions
3. How do they screen the entrepreneurs
4. How to get hold of Productivity SA to get help.
Here is the link of the video ...https://youtu.be/qQxzXyZ1wDg
The document provides a project brief and achievements update for SKUAST-Kashmir under the IDP-NAHEP program. Key achievements include increasing student placement rates by 10%, faculty research effectiveness by 60%, establishing 11 facilitative units, signing 45 MoUs, adding/upgrading 89 courses, and generating over Rs. 63 crores in annual research grants. The program has also led to greater internationalization, with 56 students completing overseas training, 45 international MoUs signed, and 7 international students enrolled. Reforms have improved systems like HRM, and adoption of NEP-2020. Impact on alumni engagement and equity have also been significant.
This document discusses strategies for making agriculture in Jammu and Kashmir "future ready" through the adoption of new technologies. It notes that agriculture needs to change to keep up with population growth, climate change, and new technologies. The strategies proposed include developing skilled human capital trained in new technologies, establishing centers of excellence for areas like AI and precision agriculture, promoting innovation and entrepreneurship, and implementing proactive policies to support digital agriculture, organized markets, exports, and infrastructure development. The overall goal is to shift Jammu and Kashmir from being importers of agricultural goods to being competitive players in the global agricultural economy.
The document discusses strategies for managers to enable the flow of ideas to generate more income for colleges. It suggests creating time for people to plan improvements, informing them of challenges and creating processes to harvest ideas. It also recommends having champions, mentors and coaches to support piloting ideas through disciplined testing of small changes and spreading successes across colleges.
1.4 a state the process for defining the vision and mission of the department...Sekar Subramani
The document outlines the process for defining the vision and mission of a department and its program educational objectives (PEOs). It states that a committee is formed including faculty, alumni, employers, parents, and advisory boards to provide feedback. Draft vision and mission statements are prepared after considering trends, needs, and feedback. The statements are then finalized by the entire faculty.
Public Presentation for the Position of Vice Chancellor of Makerere Universitystillian
The document is a presentation by Prof. Venansius Baryamureeba for the position of Vice Chancellor of Makerere University. It summarizes his background and experience, vision for Makerere, and plans to improve areas such as teaching and learning, research, finances, infrastructure, gender mainstreaming and staff welfare if selected for the role.
1) India has a large youth population but many lack employable skills, and the document proposes a new department and process to increase skills.
2) Surveys of industries, institutions, and youth would inform curriculum changes like adding vocational topics and core skill development.
3) Recommendations include industry collaboration, improved teacher hiring, and giving students real-life challenges to build skills before employment. Regular monitoring is proposed to ensure proper implementation.
Academic Recruitment Best Practices -Project Report-Final 7.8.15Brian Groeschel, MA
The document provides a summary of a project conducted by GLW Consultants for the UC Davis Academic Affairs department to develop best practices for academic recruitment. It includes:
1. An introduction describing the objectives of identifying common practices and inconsistencies across UC Davis schools to develop recruitment best practices.
2. A description of the challenges faced, including limiting participation in focus groups and the decentralized structure of academic recruiting at UC Davis.
3. The outcomes of best practices charts, tip sheets for the UC Recruit system, and a draft online toolkit.
4. Recommendations to conduct additional focus groups to develop a more comprehensive best practices list, and to organize resources into an online toolkit to increase accessibility.
The document discusses various ways to maximize and optimize research and innovation in India. It identifies key issues such as lack of funding, infrastructure, and industry-institute collaboration. It proposes solutions like increasing government funding for R&D, setting up more research facilities, incentivizing careers in research, strengthening industry-institute linkages through mentorship programs and jointly developed courses, and improving the patent filing system. The overall goal is to promote research by students and professionals and enhance commercialization of innovations.
The document summarizes a presentation on skill development and capacity building in the energy sector. It discusses how the energy industry is facing unprecedented changes due to factors like changing geopolitics, new technologies, and environmental pressures. This is changing the nature of work. It emphasizes the need to develop the workforce for the future through initiatives like industry-academia collaboration, developing a global training strategy, strengthening vocational training programs, and focusing on skills like agility and mobility. Specific examples of collaboration between industries and academic institutions are provided, as well as recommendations around apprenticeship programs and vocational education.
A Feasibility Plan On Which Commercial Enterprise Shall School of Management ...MOHAMMAD ASIF NASSERI
The School of Management Studies offers a number of courses, which include full-time as well as distant learning courses in various streams of management. It is a matter of pride that this School was the first in the country to introduce MBA course through distant learning for senior defense officers and working executives. This course serves as a measure of rehabilitation for senior army officers and at the same helps working executives to enhance their careers. The department offers quality management education using rigorous multifaceted pedagogy with an effective interface with industry to translate its mission into action. It creates opportunities for its students to develop their understanding of business, social and political environment, to enlarge their ability not only to adjust to change but to become catalyst, and to enhance their ability to conceptualize, decide and communicate. The serene ambience and academic culture of the department with its improved infrastructure provides an ideal environment for the pursuit of academic excellence in management education and research. While the department has achieved high standards of excellence in its academic programmes, it intends to achieve and sustain excellence as one of the leading business schools in India.
Running head RECOMMENDATIONS, STRATEGIES AND STANDARDS 6.docxjeanettehully
The document provides recommendations to improve an academic program that was under evaluation. It discusses several recommendations that were made, including teaching students STEM skills, creating curriculum collaboratively, and rewarding high-performing students. It also outlines regulatory and accreditation standards that departments should comply with, such as ensuring teaching is effective and excellence-focused. Finally, it states that the recommendations generally align with national curriculum standards and help ensure the institution is progressing appropriately.
Academic excellence through improved ecosystem and faculty engagement (4)Thanikachalam Vedhathiri
Engineering institutes have to establish an improved academic ecosystem for faculty development. Without such transformations, the faculty members can not become leaders who have to focus on graduate students, consultancy projects, interdisciplinary research, intellectual property development, and internal revenue generation.
This document discusses organizational change and developments in online learning. It provides case studies of significant change at the Open Polytechnic of New Zealand, Hamdan Bin Mohammed Smart University in Dubai, TAFE New South Wales, and the proposed Woolf University in Oxford. At the Open Polytechnic of New Zealand, the strategic vision is shifting to personalized, self-directed, relevant, connected, and continuously improving learning experiences. Hamdan Bin Mohammed Smart University is shifting from degree programs to lifelong learning and repurposing its systems. TAFE New South Wales is moving from separate colleges to a unitary training organization with industry-focused product managers and a digital lab. Woolf University aims to address problems with adjunct faculty and
The document discusses the importance of industry-institute interaction and cooperation. It outlines 17 UN sustainable development goals and highlights points from India's NEP 2020 that emphasize industry-institute linkages. It describes causes of poor interaction like lack of coordination and job-oriented education. Modes of interaction discussed include student internships, faculty training in industry, and industry sponsoring research. Benefits are outlined for institutes, industry, faculty and students. Platforms and suggestions are provided to strengthen cooperation between industry and higher education institutions.
The IQAC should be chaired by the head of the institution and include heads of departments, faculty members, management representatives, and local community members. It aims to develop and apply quality benchmarks, disseminate information on quality parameters, organize workshops on quality, and prepare annual reports on quality enhancement activities. The responsibilities of the IQAC are to facilitate institutional functioning towards quality enhancement, integrate activities, provide sound basis for decision making, act as a change agent, and improve internal communication. Care should be taken to select IQAC members with integrity, excellence, and commitment to improving teaching and
Break-out session slides Session 1: 1.5 Making general practice a great place...NHS England
The document discusses NHS England's GP Retention Programme, which aims to address issues contributing to GP workforce loss and make general practice a more attractive long-term career. It outlines various initiatives of the programme, including local retention funds, intensive support sites, and a national retention scheme. It also discusses goals of supporting different career stages of GPs, the importance of technology, and signs of early success in improving job satisfaction. The programme is part of broader efforts to fulfill commitments like recruiting 5000 additional GPs and developing primary care networks under the NHS long-term plan.
The document discusses guidelines for an internship program at a School of Water Technology. It defines internships as unpaid positions providing practical experience approved by the university. The objectives are for students to gain work experience, apply knowledge, and identify gaps to address in final projects. Benefits include improved skills and employability for students, and recruitment and innovation opportunities for companies. The guidelines outline responsibilities for students, mentors, and stakeholders to ensure effective implementation and monitoring of internships.
Rodzidah Mohd Rodzi produced a report on the impact of change at CIAST (Centre for Instructors and Advanced Skill Training) in Shah Alam, Selangor. The report identified 6 internal and 4 external factors driving the need for change at CIAST. It explained how changes affect organizations through impacts on staffing, communication, and planning. It compared 4 models of change approaches and described 3 approaches and 3 behavioral responses seen when change occurs. Finally, it explained 3 ways HR can support individuals during change through clear communication of goals, assigning coaches/mentors, and aligning reward systems.
This document summarizes the development of continuing professional development (CPD) activities at the University of Liverpool's School of Health Sciences. It discusses the context that led to creating these activities, including demands from advanced healthcare practitioners and changes in higher education. The School developed three streams of CPD - credit rated modules, non-assessed modules, and short courses. Key lessons learned were to consult stakeholders, ensure quality and fit for purpose delivery, and build alliances to support CPD engagement and culture.
The document summarizes proposals to address the problem of unemployment in India by reforming the education system. It suggests implementing a uniform curriculum from primary level, establishing national exchange programs between rural and urban schools, and having industries conduct lectures to promote interaction. It also proposes giving students real-world projects from industries to gain experience, focusing on innovation and research, improving quality over quantity in institutions, and establishing committees to regularly check education quality. The reforms aim to provide fair opportunities, enhance practical skills, boost innovation, and increase employability to support India's growth.
Key Points covered
1. Role of Productivity SA in SA especially within Dti
2. How does it help business owners? Cover different services and solutions with contributions
3. How do they screen the entrepreneurs
4. How to get hold of Productivity SA to get help.
Here is the link of the video ...https://youtu.be/qQxzXyZ1wDg
The document provides a project brief and achievements update for SKUAST-Kashmir under the IDP-NAHEP program. Key achievements include increasing student placement rates by 10%, faculty research effectiveness by 60%, establishing 11 facilitative units, signing 45 MoUs, adding/upgrading 89 courses, and generating over Rs. 63 crores in annual research grants. The program has also led to greater internationalization, with 56 students completing overseas training, 45 international MoUs signed, and 7 international students enrolled. Reforms have improved systems like HRM, and adoption of NEP-2020. Impact on alumni engagement and equity have also been significant.
This document discusses strategies for making agriculture in Jammu and Kashmir "future ready" through the adoption of new technologies. It notes that agriculture needs to change to keep up with population growth, climate change, and new technologies. The strategies proposed include developing skilled human capital trained in new technologies, establishing centers of excellence for areas like AI and precision agriculture, promoting innovation and entrepreneurship, and implementing proactive policies to support digital agriculture, organized markets, exports, and infrastructure development. The overall goal is to shift Jammu and Kashmir from being importers of agricultural goods to being competitive players in the global agricultural economy.
NISP SKUAST K tailored as SISP - a New policySKUASTKashmir
The document discusses the need for an Innovation and Startup Policy for SKUAST-K. It begins by providing background on national policies that aim to transform universities' roles from job seekers to job creators and from consumer-based to knowledge-based economies. It then outlines SKUAST-K's draft policy, highlighting key features such as creating an innovation pipeline, incentives for students and faculty, IP ownership rights, and performance assessment. The policy aims to develop an ecosystem that nurtures ideas into enterprises and supports the university's vision of becoming an innovation-led institution.
IFAD SKUASTK perspective . The project is now appovedSKUASTKashmir
The document discusses various interventions to improve competitiveness in agriculture and allied sectors in Jammu and Kashmir. It proposes developing fringe communities through clustering, skills training, and formation of farmer producer organizations. It also suggests creating a startup ecosystem through incubation centers, an agri-tech startup park, and vocational training institutes. Further interventions proposed include developing export hubs with quality certification infrastructure, and promoting agri-tourism. The overall goal is to transition J&K from subsistence to sustainable and profitable farming.
International education Fair _21-2-2023.pdfSKUASTKashmir
The document summarizes the opportunities for international students to study at SKUAST-Kashmir and SKUAST-Jammu. It highlights the universities' long history and tradition of education in Jammu and Kashmir dating back thousands of years. It promotes the universities' modern world-class education and research programs in agriculture and related fields. It describes the universities' facilities, collaboration opportunities, and welcoming climate and environment for international students.
Agriculture Roadmap Conference 18-19 July SKICC.pdfSKUASTKashmir
Rethinking Agriculture in J&K aims to transform Jammu and Kashmir's agriculture sector towards a knowledge-based, technology-driven and sustainable agri-economy. It discusses several reforms needed like developing human capital, conserving agricultural land, promoting secondary agriculture and building infrastructure. It emphasizes using smart technologies like precision farming and establishing centers of excellence for research and training. The document also highlights opportunities in high-value crops, medicinal plants, food processing, organic farming and livestock development to make J&K a model bio-economy state and contribute significantly to India's national economy and goals of self-reliance.
The document summarizes a workshop held at SKUAST-K on developing an innovation and startup policy for students and faculty in accordance with the National Innovation and Startup Policy for Higher Education Institutions (NISP-2019). The proposed SKUAST-K policy (SISP-2021) aims to create an ecosystem that supports ideas from conception to commercialization. Key elements of the draft policy include establishing an Innovation, Entrepreneurship and Startup Council, offering academic breaks and credits for student startups, incentivizing faculty innovation through APIs, and providing IP ownership, equity sharing and funding support for innovations developed within the university. The policy aims to promote SKUAST-K as an innovation-led
1) Artificial intelligence can help address challenges in Indian agriculture like food insecurity, environmental degradation, and small land holdings through monitoring crops and livestock, predictive analytics, decision making, and automation.
2) Initiatives in India are promoting the use of AI and digital technologies in agriculture through programs, research centers, and improved access to data and computing resources to boost yields, reduce losses, and improve farmer incomes and sustainability.
3) Examples from SKUAST-Kashmir demonstrate how AI and IoT applications are providing real-time decision support and automation to increase precision, efficiency and production for farmers in India.
Digital Agriculture in J & K 13_08_22.pdfSKUASTKashmir
The document discusses the opportunities and challenges of digital agriculture in Jammu and Kashmir (J&K). It outlines key agricultural strengths in J&K including biodiversity, niche crops, and favorable conditions for horticulture. It then discusses agricultural challenges such as climate risks, poor land use, and lack of market linkages. The document proposes a digital agriculture ecosystem for J&K including technologies like IoT, AI, and blockchain to address issues and enable precision agriculture, remote monitoring, and data-driven decision making. Specific initiatives discussed include developing crop advisories, implementing smart irrigation and monitoring systems, and creating centralized digital marketplaces.
International Education Fair Delhi 19-2-2023.pdfSKUASTKashmir
SKUAST-Kashmir welcomes international students to help shape them into global leaders. It has a long history of education and research excellence in agriculture. The university focuses on outcome-based education, translational research, farmer outreach, and innovation/entrepreneurship. It has world-class facilities, 64 postgraduate programs, national and international collaborations, and generates high quality research output. The university addresses region-specific challenges in agriculture through climate-smart, conservation, organic, and commercial approaches. It is developing an innovation and startup ecosystem through various centers and collaborations. SKUAST-Kashmir aims to provide students an enriching educational experience and help celebrate science.
Agriculture Roadmap Conference 18-19 July SKICC.pdfSKUASTKashmir
This document discusses strategies for transforming Jammu and Kashmir's agriculture sector into a knowledge-based, technology-driven, and sustainable agri-economy. It outlines opportunities to make J&K a model bio-economy state and contributor to India's national economy. Key strategies proposed include commercializing and diversifying crops, increasing value addition, building human capital through education and training, conserving agricultural land, promoting secondary agriculture and food processing, developing infrastructure like warehouses and cold storage, adopting smart technologies, developing the vegetable and seed industry, herbal medicines sector, focusing on processing and packaging, and interventions in the livestock and dairy sectors.
The document discusses various interventions to improve competitiveness in agriculture and allied sectors in Jammu and Kashmir. It proposes three main areas of intervention:
1. Developing landless, marginal and fringe communities through community-specific enterprise development and strengthening support services.
2. Creating a startup ecosystem through incubation centers, agri-tech startup parks, and a vocational training institute.
3. Globalizing Jammu and Kashmir's brand by establishing export hubs, strengthening certification processes, and promoting agri-tourism.
This document provides information about Nazir A Ganai's SABRE training at the Department of Genetics and Genomics at Edinburgh University in Scotland from November 17th to December 31st, 2008. It discusses using molecular data like genes and quantitative trait loci (QTL) in animal selection and breeding. Specifically, it covers techniques for QTL mapping like single marker analysis in backcross and F2 populations, interval mapping to estimate QTL position and effects, and using molecular data for marker-assisted selection within and across breeds.
The document discusses the current and projected demand for livestock products in Kashmir and strategies for developing backyard poultry. It notes that milk, meat, and egg production would need to increase 2-12 times by 2030 to meet demand. Developing dual purpose backyard poultry could help address this gap. There is significant genetic diversity among local Kashmiri chickens that could be used to select breeds with higher productivity but tolerance to local conditions. Strategies include vaccination, supplemental feeding, and awareness campaigns to promote scientific housing and make backyard poultry economically viable for farmers.
The document discusses livestock husbandry in India, including:
1) India has the largest population of livestock in the world, including cattle, buffalo, sheep, goats, and poultry. Livestock provide milk, meat, fiber, and more to rural communities.
2) Livestock biodiversity in India is high, with large variations in breed characteristics like milk yield, fiber diameter, and growth rates. Local breeds are important for their disease tolerance and adaptability to local environments.
3) Challenges for the livestock sector include small landholdings and herd sizes for many farmers, as well as the need to greatly increase milk production to meet future demand. Molecular genetics and the use of major genes
The document reports on a whole genome scan that identified quantitative trait loci (QTL) associated with milk fat composition in summer milk. Four significant QTL were detected on chromosomes 14, 15, 26 and 27 that influence levels of saturated and unsaturated fatty acids. The QTL on chromosome 14 had the largest effect, influencing most fatty acid traits. Comparison to a previous study of winter milk composition found some consistent QTL on chromosomes 14 and 26, but many differences in QTL between the two seasons, likely due to environmental and design effects. The results provide opportunities for marker-assisted selection to genetically modify milk fat composition.
The document summarizes research detecting DNA regions associated with milk protein composition in dairy cattle. The study identified regions on chromosomes 6 and 11 that influence casein and beta-lactoglobulin levels. The chromosome 6 region affected all four casein fractions and explained some genetic variants in casein genes. The chromosome 11 region influenced beta-lactoglobulin levels and explained variants of the beta-lactoglobulin gene. Identifying these DNA regions provides opportunities to use genetic selection to improve milk quality and composition for cheese and other dairy products.
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptxCapitolTechU
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
How to Manage Reception Report in Odoo 17Celine George
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
2. RE-ORGANISATION COMMITTEE
1. Prof. F. A. Banday Chairman
2. Prof. T. A. S. Ganai Member
3. Prof. N. A. Ganai Member
4. Dr. M. K. Sharma Member
5. Mr. Gh. Jeelani Kanth Member
6. Mr Aslam Parvez Member Secretary
7. RE-ORGANISE TO REFORM
Reform? Change of an organization for the better
Why reform? To meet the expectations of society
through
• Result oriented Governance
• through improved service quality
• higher internal efficiency
• transparency and
• Accountability
Degree of
reform expected?
Radical change or transformation
What do we intend to
change in re-
organisation?
Improvement in work culture with
inclusive growth
8. THE PARADIGM SHIFTS NEEDED ARE :
Production revolution to Quality revolution.
Commodity to Integrated commodity.
Mono-disciplinary to Multi-and Inter-disciplinary.
General technology to Precision technology.
Supply driven to Market driven.
Production security to Quality security
Food security to Nutritional Security
9. REPORT ON RE-ORGANISATION
Re-structuring of Different units of SKUASTK
Academics
Administrative
E-governance
Accountability
Transparency
10. A. RESTRUCTURING OF DIFFERENT UNITS
Activity Changes
suggested
Justification
Consolidation of UG &
PG faculties at one
place
The UG & PG departments
of all faculties should be
at one pace viz
• Veterinary sciences at
Shuhama
• Fisheries at Rangil
• Agriculture &
Horticulture at Wadura
• Division of
Environmental Sciences
should be part of the
Faculty of Forestry /
Agriculture / Basic
Science
Saving of funds to
reduce the burden on
university exchequer.
To avoid creation of
similar facilities at
different location.
Judicious use of
resources like libraries,
laboratories and
expertise of the faculty.
• To meet the modern
trends of science
Forestry and
Environmental Sciences
are largely inter-
related. It will help for
judicious use of human
resources and demand
of society.
11. CONTINUED…..
Activity Changes suggested Justification
Division of
Estates
• Out-sourcing of major
civil works viz
auditorium, new faculty
buildings
• Strengthening of the
Estates Division through
induction of more
technical manpower for
timely execution of
works etc.
It will help timely
completion of works, reduce
cost escalation, reduce
burden on Estates division.
The works programme of
the university is spread at
different locations and no
sufficient supervisory staff
is made available which
results in poor quality work.
SKUAST
Press
Strengthening Press to
make it self sustaining and
revenue generating unit.
It will save a huge expenditure
being incurred by the
University on publication
outside State, which otherwise
is audit objectionable.
The facility will help to
generate revenue in case
services extended/offered to
other government concerns
/agencies.
12. CONT…..
Transport
Section
/Automobile
Workshop
Strengthening of automobile
workshop through induction of
expert/experienced manpower,
and machinery on modern lines
for repairs and maintenance of
the university vehicle.
The university has
considerable number
of large and medium
size vehicle.
The workshop
established at the
main campus is
deficient of
experienced staff
and adequate
facilities.
To make the
workshop more
vibrant and
workable.
All the vehicles (except officers
vehicles) should be pooled at
one place (Transport section)
for day-to-day deployment.
The services of staff concerned
(Drivers) to be manned by the
Head of the section.
• More Staff buses should ply as
per requirement in each
faculty
13. CONTI…
Medical
Facility
Up-gradation of medical facilities at all the faculties.
Adequate staff to be provided in the dispensaries.
One ambulance at each faculty be made available to meet the
exigency.
Availability of the staff for 24 x 7 and special allowance as in
hospitals should be considered for the staff concerned.
Residential
facilities
Residential facilities for
staff
The university has resident
instructions program and the
facilities available in the campii are
insufficient. The residential
quarters should come up as per
the requirement for teaching/non-
teaching staff at each faculty.
Guest
House
• Construction of more
Guest House
• One post of Manager
Guest house should
be created.
• Adequate staff
should be provided
for running and
maintenance
The Guest House at the main
campus is short of space.
A few more Guest Houses with
different nomenclatures viz
International Guest House, should
come up in the campus which will
accommodate a sizeable number
of guests visiting the university at
different occasions.
.
14. REORGANIZATION OF RESEARCH FARMS
In-charge Farms Associate Director
Research (equivalent to
Professor-cum-Chief Scientist)
should be in-charge of
farm/station. If post is not
available, one post of
Assoc. Professor need to
be upgraded.
For efficient research
management to
address the need
based problems in
agriculture.
Evaluation of Farm
activities
• Constitution of
Evaluation & Monitoring
Committee, and
• Farm Advisory Committe
for each station / Farm
To identify priority
areas for research and
extension for the
respective farm/station
and monitor their
progress.
Strengthening of
farms
Resource mobilization for
Modernization of farms and
Infrastructural development
Farms are the real seats
to develop, demonstrate
and disseminate
technologies / germplasms
15. (B) ACADEMICS
Directorate of
Resident
Instructions
• Re-structuring at par
with Directorate of
Research.
• Creation of post of
Associate Director
Resident Instructions for
improving efficiency
and speedy disposal of
academic affairs
concerning the
Directorate
The enrolment of students
over the period of time has
increased manifold and new
faculties have also come up.
The staff strength is not
sufficient to coup up with the
workload.
Non-availability of such
technical position delays the
approval of Resident
requirements, thereby
delaying completion of
degrees.
Digitization of
records
Digitization of academic
records (grades, results
through development of
dynamic content
management system (CMS)
as part of the e-
governance system.
To improve efficiency and
transparency
Less paper work
As an interface between
faculties and DRI Office
16. CONTI….
Academic
Audit
Creation of faculty-wise
Expert Academic Audit
Committee, with expert
members of national and
international repute
For regular review the
quality of education,
recommend the changes
to bring world-class
standards,
establish links with
reputed academia and
industry.
Centre of
Excellences
Creation of Centres of
Excellence in areas to be
identified by the
university on basis of:
Niche area
Facilities and
expertise available
To build infrastructure and
facilities for
• HRD
• Capacity Building
• Address need based research
challenges
Entrepreneurship
Development
Courses
Initiation of Structured
Entrepreneurship
Development Courses in
different agricultural sectors
Prepare next generation to
identify and maximise new
opportunities in agriculture
industry.
To attract the youth for
agricultural (small and
medium size) business units
To address the unemployment
in the state.
17. CONTD.
ICT in
Education
• Introduction of e-learning
for a real-time change in
education technology.
• Necessary resources (ICT
infrastructure and human
resource) to be created
for the purpose.
FVSc has already
hosted the first e-
learning portal in
veterinary sciences in
the country under
domain name
www.starelearning.org
The expertise
available can be
extended to other
faculties.
Faculty in
each
discipline
Annual Declaration of
faculty for each discipline
out of scientists / teachers
available at different
units/stations/KVKs of the
university.
Help identifying
resource personnel for
each discipline
Help in course
allotment
Help in Guide
allotment
18. D) APPOINTMENT OF OFFICERS
Directors
Appointment as per SKUAST
Statutes on Tenure basis (not
more than 05 years)
• It stands adopted in this university which has
been appreciated by one and all.
• This will help to inculcate a sense of
competitiveness and diversity of wisdom for
improvement of the system.
Dean
Associate Dean (Agril)
should be upgraded to full-
fledged Dean as in case of
other faculties.
Appointment of Deans for
all the faculties on tenure
basis (not more than 03
years)
The selection/appointment of the Dean on
tenure basis will help to provide more
competitiveness and improvement of the
system.
PP&MO
• Criteria to be fixed for
appointment
• Tenure based appointment
(3 years)
• If a qualified person is not
available, then University
may prefer a deputee
from the Govt
Help in efficient planning and fund
arrangements.
19. Registrar
Appointment as per SKUAST
Statutes on Tenure basis (not
more than 05 years)
To increase efficiency,
transparency and
accountability of the
system.
Comptroller
Criteria be laid for appointment
from SKUASTK candidates (tenure
based 3 years) viz. Qualified audit
and accounts exams (required for
the post of financial advisor / Chief
accounts officer)
Or
A depute of the level of Director or
equivalent from Finance department
(tenure based 3 years).
The arrangement on
deputation (period of stay
to be specified) will help to
make Finance of the
university improved and
more attractive besides
getting it executed
smoothly.
Head of the
Division
• On rotation basis through
selection within the discipline
(3-5 years)
• Selection to be made by local
selection committee
comprising of Directors and
Hon’ble Vice chancellor
Help to identify the candidates
with leadership and
management qualities.
Help in determining the
suitability of the person as laid
down in the statutes.
Associate
Director
Research (AS)
• Re-designation as Additional
Director Research (Animal
Science )
A move to decentralize for
more effective research
management in animal
sciences and fisheries
20. (E) DELEGATION OF POWERS
Directors
Administrative
powers:
• Trainings /
Deputations of
scientists within the
country
Appointment of
Supporting staff in
divisions /KVKs/
Stations by a
Committee of 3
Directors, HoD,
representative of
Registry.
Financial Powers
• To be enhanced from Rs 40K to
1 lac
DRI: Special budget at disposal
of DRI for PG research.
DEE: Presently divisions donot
get any funding for extension
activities,
A suitable size of funds should be at
disposal of DEE for effective
implementation of Extension
activities by Divisions.
DR: A buffer amount of 20% out
of ROC at the disposal of DR, in
order to meet additional
requirements of Divisions if any.
21. Dean
Administrative
Full administrative and
financial powers with
respect to UG & PG teaching
Co-ordinate the PG
programme at the
respective faculty
Financial powers
To be enhanced from Rs 40
k to Rs 1.0 lac
Head of the
Division
Financial powers to be revised
substantially in view of the
price escalation etc. for
smooth functioning of the
Divisional affairs.
Financial powers
To be enhanced from Rs 20 k to
Rs 50 k
Comptroller
Financial Management
System in the university to
manage the salaries of the
staff at respective campus
on the pattern of SKIMS.
To improve efficiency, reduce work
load on accounts section,
22. (F) RECRUITMENT POLICY
Directors, Deans,
teaching/scientifi
c staff
As per ICAR recruitment rules.
The rules governing this
university for direct
appointment are at
variance with ICAR set up
while as the rules for CAS
are the same as per ICAR.
To encourage the
scientists to compete at
national level.
Non-teaching As per SKUAST-K Statutes -
Promotions/CAS
Within six months from the
date of eligibility/
implementation
To address the grievance
of the employees
(Teaching/Non-teaching).
To encourage the
efficiency in the working.
Transfers
Uniform Transfers policy may
be adopted.
Unwarranted deployments to
be discouraged.
The change will improve the
working efficiency
23. (G) E-GOVERNANCE
e-governance
Introduce e-governance in
the university.
Establish WAN to connect
different units of the
university through a
common portal.
Establish WIFI at each
campus.
Develop a dynamic CMS
(Content Management
System) for management
of academic, research,
financial affairs of the
university.
Provide high support
internet connectivity.
Support cyber extension
of the university to reach
the farmers.
To be a part of national
e-governance plan.
Make all Public
Services accessible.
Ensure efficiency,
transparency and
reliability of such
services.
Help real time decision
making.
24. (H) ACCOUNTABILITY
Performance
Evaluation of
teaching/scient
ific staff
Bench mark for
performance evaluation:
Innovation and creativity
in:
Teaching, research and
extension
Teachers/scientists
contributing significantly
in the university
development should be
encouraged and rewarded
suitably
Changes for the sake
of reorganization and
empowerment will
be relevant and
meaningful only if
accountability is put
in place.
Rewarding shall
increase
competitiveness
among the
employees.
Non-teaching
staff
Timely file disposal.
Effective accounting
and auditing.