eChapters

Abstract

Human Resource Management (HRM) is an essential function of every organization. Information Technology (IT) application has made such ‘human resource management’ function easy, to a great extent. Now a day, IT has been used widely across the organizations to perform different functions like, Recruitment, training, maintenance and development etc. Human Resource Information System (HRIS) is one of the latest contributions of IT to the area of human resource management, which is going to revolutionise management in 21st Century. Technology has brought changes in the existing working styles of organisations. By the introduction of HRIS, it enhances the efficiency of the organisation by changing the traditional way of working. In Human Resource Information Systems, many organizations use employee data in traditional ways. These can create conflict with the rights and interests of employees, with external stakeholders, and with society at large. The present paper discusses such issues. Other soft issues like, challenges and possible solutions are also discussed.

Abstract

Training is essential but expensive. Hence, training impact is a crucial measure. National Agricultural Research System (NARS), India employs about 30000 scientists. To effectively manage such huge scientific-capital, Indian Council of Agricultural Research (ICAR) establishedCentres for Advanced Faculty Training (CAFT) and National Academy of Agricultural Research Management (NAARM). CAFT train faculty of State Agricultural Universities (SAUs), while NAARM trains scientists of ICAR institutes and SAUs. Assessing impact of these training programmes becomes essential. Application of knowledge, skills and attitude (KSA) acquired during training back at job environment is training-transfer that addresses learning, behaviour and results levels of training impact. This chapter critically analyses training-transfer of NAARM and CAFT programmes, suggests empirical framework to enhance impact of NAARM and CAFT programmes and thus contributes to literature. Policy strategies suggested in this paper hold wider applicability.

Introduction

Training is the crucial and expensive component of HRD, intended to improve the efficiency and effectiveness of performance of the members of organization through planned learning efforts, transfer of such learning at work place and in turn improvement of the organizational performance. Given such objectives, most of the training programmes fail to inculcate the transfer component in trainees (Subedi 2004). Hence, there is an increasing concern over training transfer at work place and the resultant improved organizational performance in terms of productivity, efficiency, effectiveness and turn over etc (Howard 1995, Huselid 1995, Martocchio and Baldwin 1997 and Salas et al.. 2000, Thayer1997).

Improving the skill set of individuals is an important agenda of any development organization. The individuals may be anyone in the system who is directly or indirectly connected to the system.  Agriculture System is a complex and multi-stakeholder system with farmers as the axis of the wheel with other stakeholders’ forms part of spokes of the wheel. The scope for capacity building or training of every stakeholder has been peaking tremendously given the ever changing nature of the profession. The public and private training Institutions are vying with each other for conducting trainings in order to sustain the existence of the Institutions. Though a few institutions are really trying hard to take the technologies in real terms to the farming community, the following observations are very difficult to be masked.

1. Introduction

With the advent of globalization and subsequent economic liberalization, the focus of Indian agriculture is shifting from “subsistence” to “commercial” mode, where farming is viewed as a “business” rather than “life-support” system of poor farmers. Enabling farmers “decision-making” capacity is a primary driver of success in the market-oriented agriculture. This “commercial focus” has brought tremendous changes in the “nature” and “mode” of extension work. On the other hand, extension work organizations in developing countries like India, are being impacted by sharp decline in public sector funding, rapid technological innovations especially in the Information and Communication Technologies (ICTs), and the shift to a knowledge-based workforce. These developments created new opportunities for the extension workers to perform the information dissemination, capacity building and technology application more effectively. 

Agricultural colleges and universities were first formed in the belief that farm production could be increased as a result of the systematic application of current technology and agricultural research findings. The mission of these early educational institutions was to scientifically study agriculture with the participation of the farming community; to carry the results to a broad range of farmers who could use them; and to train farmers, extension workers, agricultural teachers and researchers so that agricultural production could continue to be increased on a sustained basis. In many of the developing countries, agricultural education and training have failed to adapt and respond to the realities of rural societies. In response to the urgent need to review and adjust teaching and training in agriculture at all levels. The training is an important tool to overcome the problem faced by the rural people all over the world. The availability of the resource is the crucial determining factors to strengthen the training Programme for the needy people.

In India’s National Extension Programme, professional workers constitute the link between the people and the institute created to advance economic and social change upon the character philosophy, technical knowledge and compliance of these workers largely rests for the success of the programme. Hence the quality of these workers and their training is the important element to be dealt with properly and guided wisely.

In early fifties, the Gramsevak / Village Level Workers (VLW’s) served as a key-man in Community Development Programme and therefore, the Government of India aimed at imparting him by better training and supervisory assistance. As a step in this direction, Gramsevak Training Centers were started to impart training to GramSevaks / VLW’s and Extension Officers were appointed in block for better supervisory assistance.

Training helps people to become qualified and proficient in doing some jobs (Dahama, 1979). Usually an organization facilitates the employees’ learning through training so that their modified behaviour contributes to the attainment of the organization’s goals and objectives.
 
Training needs refer to the gaps between desired and expected levels of performance. Needs may be numerous. Besides they also need group, affection, recognition and fulfilment of their talents.

Training need may be defined as difference between existing and desired performance of person(s). In other words it is a gap between job requirement and job performance. That means it is gap between the existing and desired level of competency. Thus, the attitude, knowledge and skills of a person are lower than desired if the gap is significant there is a need for training.

Introduction

Today we are part of a highly complex and dynamic society. The complexity and dynamism are primarily due to the chain of changes induced by the scientific and industrial developments. The impetus provided by the information explosion coupled with scientific and technological developments to human life has triggered several unimaginable developments in the number, structure and functions of formal organizations. Realization of the supremacy of human mind over the tangible and exhaustible organizational resources like money, material and machine has led to the concept of ‘human capital’, which is now being considered as the most critical organizational resource to ensure organizational effectiveness and efficiency. Analogously huge investments are going in towards servicing and developing this critical resource of human capital in organizations. In this context, the concepts of human resource development (HRD) and training assume greater significance. In fact, training has been considered as a potential tool for HRD since ages. However, as a distinct profession, and also as a critical management tool, training is still in its early years. At the same time, there have been significant changes in the way training is conceived, understood and practiced.

Introduction

Pollution is the introduction of contaminants into an environment that causes instability, disorder, harm or discomfort to the physical systems or living organisms they are in.
 
Pollution can take the form of chemical substances, or energy, such as noise, heat, or light energy.
 
Pollutants, the elements of pollution, can be foreign substances or energies, or naturally occurring; when naturally occurring, they are considered contaminants when they exceed natural levels. Sometimes the term pollution is extended to include any substance when it occurs at such unnaturally high concentration within a system that it endangers the stability of that system. For example, water is innocuous and essential for life, and yet at very high concentration, it could be considered a pollutant.

Definition
 
Radiation poisoning, also called “radiation sickness” or a “creeping dose” is a form of damage to organ tissue due to excessive exposure to radiation. The term is generally used to refer to acute problems caused by a large dosage of radiation in a short period, though this also has occurred with long term exposure to low level radiation. Many of the symptoms of radiation poisoning occur as ionizing radiation interferes with cell division.
 
The clinical name for “radiation sickness” is acute radiation syndrome. A short exposure can result in acute radiation syndrome; chronic radiation syndrome requires a prolonged high level of exposure. A chronic radiation syndrome does exist but is very uncommon;

Introduction

Chemical warfare involves using the toxic properties of chemical substances to kill, injure or incapacitate an enemy.

Chemical warfare is different from the use of conventional weapons or nuclear weapons because the destructive effects of chemical weapons are not primarily due to any explosive force. The offensive use of living organisms (such as anthrax) is considered to be biological warfare rather than chemical warfare; the use of nonliving toxic products produced by living organisms (e.g., toxins such as botulinum toxin, ricin, or saxitoxin) is considered chemical warfare under the provisions of the Chemical Weapons Convention. Under this Convention, any toxic chemical, regardless of its origin, is considered as a chemical weapon unless it is used for purposes that are not prohibited (an important legal definition, known as the General Purpose Criterion)

Introduction
The major conditions described under this heading are as follows :
    1.    Snakebite 
    2.    Scorpion bite 
    3.    Black widow spider sting 
    4.    Toad poisoning

Snake Bite
Poisonous snakes mainly belong to three categories

Introduction

A toxin (Greek: ôïîéêüí, toxikon, lit. (poison) for use on arrows) is a poisonous substance produced by living cells or organisms that is active at very low concentrations. Toxins can be small molecules, peptides, or proteins and are capable of causing disease on contact or absorption with body tissues by interacting with biological macromolecules such as enzymes or cellular receptors. Toxins vary greatly in their severity, ranging from usually minor and acute (as in a bee sting) to almost immediately deadly (as in botulinum toxin)

Introduction

In the thirst of modernization and industrialization man has contributed pollution to the life and ecology of plants, animals and microbes. Increased demand for food and fiber has lead to the chemicalization of agriculture and we have reached on such a stage that modern agriculture is dependent on high yielding varieties, which can only be grown under the influence of fertilizers and pesticides. Pesticides are the man made chemicals which are being used to produce enough cheap food. In India, 90,000 MT of technical grade pesticides are used annually to control pests and plant diseases. The pesticides are classified as insecticides, fungicides, weedicides, herbicides, nematodicides and rodenticides; of which insecticides constitutes 77% of the total pesticides used in different agricultural and animal husbandry practices and in public health operations.

Introduction

The word mycotoxin is derived from myco, meaning mold and toxin, a poison. A great number of mold metabolites have been identified as mycotoxins. Thus mycotoxins are secondary fungal metabolites (i.e., metabolites not essential to the normal growth and reproduction of the fungus) which cause pathologic, physiologic, and/or biochemical lesions in other species (may include animals, plants, other microbes, etc.).

Introduction

Plants are the main source of nutrition to farm animals for their maintenance and production. But, under certain conditions, plants intoxicate farm animal life due to the presence of some deleterious substances called phytotoxins. Such plants include a variety of fodder plants (Jowar, wheat straw, Lucerne), grasses (Millet grass), ornamental or fencing plants (Crotons, Nerium sps) and weeds (Tribulis) in the farm premises.

Nitrate - Nitrite Poisoning
Sources
Accidental ingestion/grazing of Plants which are Nitrate accumulators 

Arsenic
General Information
    1.    Exists in elemental form (-3), trivalent As⁺³ and pentavalent As⁺⁵ oxidation states
    2.    Arsenic is an essential element for rats, chicks, mini-pigs and goats
    3.    The second most important pollutant for livestock. 

Source
    1.    Inorganic form is used in paints.
    2.    Pasture near smelters may be contaminated. 
    3.    Industrial effluents released into nearby water body
    4.    Insecticides (Arsenic trioxide, lead arsenate).
    5.    Herbicides (Sodium arsenite, lead arsenate)

Definitions

        Toxicology: Knowledge (or science) of poisons, including their chemical properties, identification, biological effects, and the treatment of conditions they cause.

        Poison: Any solid, liquid, or gas that, when introduced into or applied to the body, can interfere with the life processes of cells of the organism - by its own inherent chemical properties - without acting mechanically and regardless of temperature.