eChapters

Abstract

Nutrition is basic to sustainable development being concerned with ensuring food at all times in terms of quality and quantity. As a bridge between food and health it interlinks several variables such as environment and protection from illness and disease, which helps to lead to an optimal quality life. Despite the substantial progress made in India’s food production, serious nutritional challenges continue to threaten her development in human resource development more so rural women are particularly vulnerable to malnutrition. Poor nutritional status of women during adolescence and their resultant vulnerability to anaemia during pregnancy contributes to a higher level of low birth weight children and if it happens to be girl child then the vicious cycle continues. Although food is available through markets at the district and village level, food security at the house hold level becomes a challenge because of lack of purchasing power. Women contribute significantly to agriculture production; on an average their contribution will be around 55-65 per cent. Hence, conscious effort is needed to develop an intervention strategy. One such strategy would be empowerment of women through transfer of technology, which will help in income generation especially during lean agriculture seasons. Priority areas in the field of nutrition for technology transfer would be processing, preservation and value addition of agro based crops. However, training is required for skill upgrading and capacity building of women.

Abstract

Several methods of composting are in practice in India such as the anaerobic pit composting, Indore method, NADEP method, bio dung method and vermicomposting. Wastes at the domestic, community and industrial level, can be converted to compost as a viable solution in solid waste management, as well as compost production as a viable micro-enterprise functioning as income generation program. Agricultural waste and residues are an excellent resource for composting at rural centres. Beneficial use of this compost in organic farming as well as in soil bioremediation has been well proven.

Abstract

The paper examines some important issues of gender inequity in Agriculture. The issues are women’s contribution to agricultural GDP and their access to agricultural resources such as land, water, credit and technology. The paper also examines gender discrimination in agricultural wages. The paper is in three parts. The first part examines the contribution of women to agriculture in terms of time spent by women on activities and number of women engaged in productive agricultural activities with the help of the data from time use surveys and the National Sample Survey Organization’s Reports and the 2001 census. The second part of the paper then analyses Women’s poor access to land, water, credit and technology that reduces their productivity. The second part also elaborates how the women’s work is undervalued in the economy resulting in a huge amount of unpaid work in family agricultural enterprises and low wages in paid work. The third part explicitly elaborates the adverse consequences of such imbalance in terms of misallocation of resources to unsustainable agricultural production as against sustainable production.

Abstract

In this investigation the low dose effects of pesticides were analyzed both in vitro and in vivo in peripheral blood samples from healthy donors and also in farmers occupationally exposed to pesticides. In vitro studies were conducted to assess the toxicity caused by commonly used pesticides like monocrotophos, profenofos, chlorpyriphos, endosulfan, acephate on lymphocytes from peripheral blood samples. In almost all experiments we could determine chromosomal aberrations and DNA damage at 1/10th of LC50 dosage of the pesticides. For analyzing the in vivo effects, epidemiological studies were conducted in pesticide exposed agricultural workers. The 200 exposed volunteers suffered from fever, nausea, headache and other abnormal symptoms and visited the hospital for general health check-up. These cases were taken up for more detailed studies. Five of them (2.5%) showed decrease in RBC, haemoglobin, and increase in WBC with a large number of immature cells. These volunteers were further diagnosed as Philadelphia negative Chronic Myeloid Leukemia (CML) cases based on clinical and pathological examinations. In similar environs, about 3% of the exposed children showed signs of mental retardation and delayed milestones. It is therefore, concluded that clinical evaluations supported by occupational epidemiology could determine CML in exposed individuals (adults). At low doses we have traced the effect of pesticides at molecular level.

There streams of thought are presented in this paper:

One, that rural women are not only the warriors, creative actors in the agricultural scene, or rural areas, but also the urban poor, the  migrants , the homeless, the source of labour supply into the expanding urban spaces, including trafficking.
 
I would then argue [two] that this spread of the location of “rural women” is the phenomena that we should now look at, the connectivity between the old divisions of rural and urban, as it indicates the pressures that the current development paradigms operating in our countries, is putting on the RURAL … and therefore that we should look at the macroeconomic policies that are in place, globally and regionally and  nationally.

Teaching, Research and Extension are interrelated and interwoven in development. It may be in any field, like agriculture, animal husbandry, fisheries, forestry etc. Whenever we talk of extension, it implies the participation of clients in the program. Extension can never be defined without inclusion of participation of people. Extension approach means application of tools and methods by which we can reach people. The participation is the core value of extension but its use differs from situation to situation bringing out a degree of differences leading to variation in result. In extension the farmers are advised and the blue print prepared for them are recommended to be adopted. Such approach did not yield desirable result, as result regarding realization was under question the impact of extension on farming communities. The studies conducted on extension approaches tend to reveal poor result as the participants failed to own and shape the program designed for them.

In rural development, the sole aim is to transfer the technology for better living of people. The process by which the technology is transferred to users is called Transfer of Technology. Transfer of technology falls in the domain of adoption and diffusion. Therefore, it is necessary to understand adoption and its related issues. Adoption of sustainable agricultural practices is relatively difficult as people do not find newness in it. The transfer of technology is explained in terms of technology movement from place of generation to the hands of the users.

Sustainable agriculture requires sincere attempt by the farmers to be sustainable in their approach. The practices are neither new nor difficult. But the minds of the farmers are so much inclined to inorganic farming that it is not so easy to divert their minds for sustainable agriculture.

Women constitute 50% of our population. Their contribution to farming needs no emphasis as they are integral part of it. Women have developed farming in our country and contributed immensely for growth and maintenance of agriculture as a whole. But majority of them are not fully aware of sustainable agriculture in scientific terms although they practice it. Surveys and observations reveal that women are in favor of traditional agriculture and feel that traditional farming is more sustainable than the present one.

We mean sustainable of agriculture as preservation of productivity of land for a long period. This requires deviation from present methods of cultivation. The deviation needs knowledge about ecological process. At present we mean agriculture in association with terms like, high-tech, bio-tech and info-tech. Our traditional farming system or conventional farming system essentially means sustainable agriculture.

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.

Synonyms : Johne’s disease, Chronic  specific enteritis of cattle, Chronic bacillary dysentery
 
Paratuberculosis (Johne’s disease), an infectious disease caused by Mycobacterium avium subspecies paratuberculosis (MAP), has been recognized as a major disease of ruminants for over a century. It is primarily a disease of domestic and wild ruminants and causes heavy economic losses  in cattle, sheep and goat industry. It is spreading insidiously among animal population worldwide.  Recently it has been shown  that  the disease is not restricted to ruminants only and the host range is expanding to cause disease in other species including Crohn’s disease in humans. In India, the  disease has been occurring  since early 1930s in cattle, sheep and goats in almost every state. The disease in ruminants is clinically characterized by chronic intermittent profuse diarrhea, weight loss, emaciation and finally death.