Community Empowerment by Dr. SBM Prasanna, Dr. K Puttaraju, Dr.MS Mahadevaswamy (books under 200 pages TXT) 📕

Orphan children

Children with disabilities

Gender based violence

Child Beggary

Child Prostitution

Children in dangerous employment like mining

Children during natural calamities

Child Sexual violence

LEGISLATIVE INITIATIVES

Indian government has taken child welfare as a community issue & has supported with following Legislative reforms. Legislative reform which transfers real authority over children and families to Indigenous communities is widely considered to be important to the long-term empowerment of Indigenous peoples in the area of children's wellbeing. The legislative models reviewed range from the transfer of legislative, judicial and administrative functions to Indigenous communities to those which retain all of these functions within the mainstream child welfare system.

THE NATIONAL POLICY FOR CHILDREN

The National Policy for children lays down that the State shall provide adequate services towards children, both before and after birth and during the growing stages for their full physical, mental and social development.  The measures suggested include amongst others, a comprehensive health programme, supplementary nutrition for mothers and children, free and compulsory education for all children up to the age of 14 years, promotion of physical education and recreational activities, special consideration for children of weaker sections including SCs and STs and prevention of exploitation of children, etc.

NATIONAL CHARTER FOR CHILDREN

The Government of India has also adopted the National Charter for Children, which has been prepared after obtaining the views/comments and suggestions of the State governments/UT Administrations, concerned Ministries and Departments and experts in the field.  The National Charter is a statement of intent embodying the Government’s agenda for children.  The document emphasizes Government of India’s commitment to children’s rights to survival, health and nutrition, standard of living, play and leisure, early childhood care, education, protection or the girl child, empowering adolescents, equality, life and liberty, name and nationality, freedom of expression, freedom of association and peaceful assembly, the right to a family and the right to be protected from economic exploitation and all forms of abuse.  The document also provides for protection of children in difficult circumstances, children with disabilities, children from marginalized and disadvantaged communities, and child victims. 

The document while stipulating the duties of the State and the Community towards children also emphasizes the duties of children towards family, society and the Nation. 

UN CONVENTION ON THE RIGHTS OF THE CHILD 

India has also acceded to the UN Convention on the Rights of the Child to reiterate its commitment to the cause of children.  The objective of the Convention is to give every child the right to survival and development in a healthy and congenial environment. (Report of the Ministry of Health & Family Welfare -2013 Press Information Bureau, Government of India Publication).

NATIONAL CHARTER FOR CHILDREN

India is also party to the Millennium Development Goals and the SAARC Conventions on Child Welfare and Combating Trafficking of Women and Children is SAARC Region.

NATIONAL PLAN OF ACTION FOR CHILDREN -2005

Ministry of Women and Child Development has prepared a National Plan of Action for Children2005 after harmonizing the goals for children set in the UN General Assembly Special Session on Children held in 2002 and the monitorable targets set in the Tenth Five Year Plan and goals for children in related Ministries/ Departments. ( Report of the Ministry of health & family welfare -2007 press information bureau government of India publication)

GOVERNMENTAL INITIATIVES – Government of India has taken several measures to ameliorate the status of children through child welfare measures .

Integrated Child Development Services (ICDS)

Play home Scheme for the children of working mothers

Nutrition component of Prime Minister Gramodya Yojana and Nutrition Programme for Adolescent Girls

Reproductive and Child Health Programme

Pulse Polio Immunization Programme

Sarva Shiksha Abhiyan

A National Programme for education of girls at elementary level

Kasturba Gandhi Balika Vidyalaya  for girls

Mid-day meal Scheme

Integrated programme for Street Children

Integrated Programme for Juvenile Justice

Child helpline child helpline is a toll free telephone service (1098) 

The National Rural Health Mission

Elimination of Child Labour 

Prevention of Offences against Children

Child Budgeting

Pilot projects for combating trafficking of women and children

PROSPECTIVE CHILD WELFARE MEASURES

Child welfare should be a community responsive issue should not be linked as an individual issue

Community based grassroots approach should be scheduled

Comprehensive neighborhood based child welfare support & services

Family network should be established for Child welfare

There should be collaborative Child welfare activities between government & NGOs

Informal resources should be used towards Child welfare

Broader CW activities based on inclusive & empowerment strategies should be planned

Culturally competent efficient delivery by employing indigenous personnel in support systems such as health education sanitation etc

Service delivery frame work for Child welfare

Community involvement in Child welfare should be a holistic approach

Services providers should have autonomy & flexibility in providing Child welfare

Home need based family tradition maintenance will also help community in supporting Child welfare activities

A rapid expansion and improvement of government health services across the country is urgently needed to redress low and inequitable coverage.

Rejuvenation of the Community-based Health Planning and Services strategy should form the backbone of the expansion plan and the foundation of an effective referral system.

At the same time identified gaps in secondary and tertiary facilities, particularly district hospitals should be filled.

Priority should be placed on scaling up and strengthening governmental intervention in CW policies

CONCLUSION

Thus as Kofi Annan opines when women thrive, all of society benefits, and succeeding generations are given a better start in life gender disparities should be eliminated through imperative policy matters.   Thus child welfare is an imperative issues which calls for arranging for legislative models for CW services to local communities is the need of the hour. Resurgence in demanding greater family welfare measures through policy promotion is being demanded today. Mainstream legislation involving total family welfare should be prioritized. stipulating the duties of the State and the Community towards children also emphasizes the duties of children towards family, society and the Nation.

REFERENCES-

Kapur M, Mukundan H. -Child care in ancient India from the perspective of developmental psychology and pediatrics. 1st ed. New Delhi: Sri Satguru Publications; 2002.

Nirupama Laroia1 & Deeksha Sharma-The Religious & Cultural bases for breastfeeding practices among the Hindus- Breastfeeding Medicine volume 1, Number 2, 2006 Mary Ann Libber.

Prabhata vivek & Satyvrat- Indian mental concepts on children and adolescents Indian Journal of Psychiatry. Jan 2013; 55(Suppl 2):

Report of the Ministry of Health & Family Welfare -2007 Press Information Bureau, Government Of India Publication

IMPACT OF ENTERPISE RESOURCE PLANNING (ERP) ON HUMAN RESOURCE MANAGEMENT (HRM)

MehrabZarei*, Dr.B.Nagaraju** & Mojtaba Sadeghi Moghadam***

*Dos in Commerce, UOM, Mysore.

**, Associate Professor, Dept. of Commerce, UOM, Mysore

***, Dos in Law, Banaras Hindu University, Varanasi, UP.

ABSTRACT

Issues related to enterprise resource planning (ERP) and human resource management (HRM) have been the subject of growing debate across an increasingly wide range of disciplines in social sciences and business and management studies. ERP Systems create effective organizations but measurement of this is complicated. It drives the modern Human resource management in the Organizations. ERP helped in making Human resource Management processes simpler, smarter and efficient with quick availability of decision making data. In this paper we will analyse the impact of ERP on the various aspects of Human Resource Management and how these functions can be made perform better with the ERP.

Keywords: ERP, HRM, Organization.

INTRODUCTION

Businesses are focusing to provide goods and services within a shortest possible time. Therefore they by focus to implement different business applications having consistent and accurate data across units and ERP helps through ‘common language’. Enterprise Planning system is complex as well as most demanding for the businesses. Human Resource Management practices have strongly influence by this ERP system. If there is high level of system use, then it means that system is also linked with human resource management functions including merit based performances, hiring, selection, trainings etc.

Advantages of ERP to Business Activities

Emphasizing advantages and merits of ERP to business activities, O'Leary (2000) indicated that the value creation is attained by the following capabilities:

ERP integrates firm activities: - Enterprise resource planning processes are cross-functional, forcing the firm out of traditional, functional, and locational silos. In addition, an organization's different business processes are often integrated with each other. Further, data that were formerly resident on different heterogeneous systems are now integrated into a single system.

ERPs employ use of "best practices:-" Enterprise resource planning systems have integrated within them a thousand best practice business processes. Those best practices can be used to improve the way that firms do business. Choice and implementation of an ERP require implementation of such best practices. ERP enables organizational standardization:- Enterprise resource planning systems permit organizational standardization across different locations. As a result locations with substandard processes can be brought the firm can show a single image to the outside world. Rather than receiving different documents when a firm deals with different branches or plants, a single common view can be presented to the world, one that puts forth the best image.

ERP provides online and real-time information:- In legacy systems, much information is captured on paper and then passed to another part of the organization, where it is either repackaged (typically aggregated) or put into an electronic format. With ERP systems, information is gathered at the source and placed directly into the system. As a result, information is available online to others and in real time.

ERP allows simultaneous access to the same data for planning and control:- Enterprise resource planning uses a single database, where most information is entered once and only once. Since the data is available online and in real time, virtually all organizational users have access to the same information for planning and control purposes. This can facilitate more consistent planning and control, in contrast to legacy systems.

ERP facilitates intra-organization communication and collaboration:- Enterprise resource planning also facilitates intraorganizational (between different functions and locations) communication and collaboration. The existence of interlocking processes brings functions and locations into communication and forces collaboration. The standardization of processes also facilitates collaboration because there are fewer conflicts between the processes. Furthermore, the single database facilitates communication by providing each location and function with the information they need.

ERP facilitates inter-organization communication and collaboration:- The ERP system provides the information backbone for communication and collaboration with other organizations. Increasingly, firms are opening up their databases to partners to facilitate procurement and other functions. In order for such an arrangement to work, there needs to be a single repository to which partners can go; ERP can be used to facilitate such exchanges. In general, ERP has following advantages.

ERP and HRM

In today‘s world of Globalization, it‘s knowledge, commitment, skills, and training that provides the competitive advantage for world class companies like Microsoft, IBM etc. And it‘s HR‘s job to build that competitive advantage. That means an upgrading of HR‘s traditional role. In early 1900‘s HRM functions used to entail hiring and firing of employees, payment of salaries and administering the benefit plans. The function consisted largely of ensuring that procedures were followed. Today HRM function is shifting from protector and screener to strategic partner and change agent. HRM as a strategic business partner function has major challenges, especially in companies with multiple business units where HRM processes may not have a unified, simple method for tracking employees' time and communicating with them about benefits and services, managing recruitments centrally and co-ordinating training programs organization wide. Lack of centrally driven performance management system and talent management.

ERP can fix all these issues by providing a centrally managed system with defined processes and procedures for various HRM functions. All the functions are defined inline to the best industry practices and procedures. HRM module of ERP covers the Definition of Organization Structures, Locations, Business Group, Organizations, Organization hierarchies, Security Profiles, Master data management, Payroll processing and legal reporting, Performance and talent management, Recruitment etc. All these automated procedures helps in better driving the HRM functions and activities.

ORGANIZATIONAL STRUCTURE MANAGEMENT

One of the most important functions of HRM is Management of organizational structure in the form of Organizational chart. ERP facilitates the Management of organizational structure specific to a time period with the flexibility to analyse and change. It enables real time changes in the organizational structure through its integration with various employee related aspects like transfer and promotions. It enables view of entire organization in one shot and can project a picture of entire organizational structure in line with the future planning.

PERSONNEL ADMINISTRATION