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Human resource development includes development at various levels, including community. Community development requires HRD efforts, such as training and organization development. Community development is an alternative route to educating and training citizens of a community. Community settings, especially in developing countries, require that HRD practitioners take into account many factors, such as cultural variables, beliefs, traditions, and gender roles before bringing about change. Practicing HRD in a community setting requires a holistic approach to development. By its nature community development is multidisciplinary and, thus, using theories with a narrow focus to understand community development is inappropriate
Community development is a process where community members come together to take collective action and generate solutions to common problems. Community wellbeing (economic, social, environmental and cultural) often evolves from this type of collective action being taken at a grassroots level. Community development ranges from small initiatives within a small group to large initiatives that involve the broader community.
Effective community development should be:
- a long-term endeavour
- well-planned
- inclusive and equitable
- holistic and integrated into the bigger picture
- initiated and supported by community members
- of benefit to the community
- grounded in experience that leads to best practices
The Community Development Programme of India
The Community Development Programme has been the biggest rural reconstruction scheme undertaken by the government of free India. It has been variously described as the magnacarta of hope and happiness for two-thirds of India’s Population, the testament of emancipation, the declaration of war on POVERTY, ignorance, squalor and disease under which millions have been groaning etc.
The Community Development Programme of the present form is, in the main, an American concept. It is, in a way, the culmination of the economics of rural reconstruction as learnt and developed in the United States with its practical usefulness justified under the Indian conditions.
The Community Development Programme is broadly divided into three phases. They are- (a) the National Extension Phase, (b) the Intensive Community Development Project Phase and (c) the Post-Intensive Development Phase.
In the first phase, the areas selected are subjected to the method of providing Services on the ordinary rural development pattern with a lesser governmental expenditure. In the intensive phase, the blocks selected are subjected to more composite and more intensive development schemes with larger governmental expenditure.
In the post-intensive phase, it is presumed that the basis for self-perpetuation of the process initiated during the earlier phases has been created and the need for special government expenses reduced. Slowly the areas are left in the charge of the departments for the development.
An elaborate organization has been created to implement Community Development Projects; it is known as the Community Project Administration. Originally functioning under the Planning Commission, it is now under the charge of the newly created Ministry of Community Development.
The entire administration is composed of four major types- the central administration, the state administration, the district organization and the project administration. The power and the control flow from top to bottom making it a hierarchic bureaucratic organization.
Scope:
Needless to say that the Community Development Programme is a universal phenomenon practised both in developed and developing countries. But, the programme assumes vital significance in developing countries because of their low-level of development in various segments of social life.
Owing to its wider applicability in multifaceted fields of operation, it is not practically feasible to evolve a theoretical framework of the scope of Community Development Programme. However, for the sake of convenience, the field of Community Development Programme can broadly be divided into the following items.
1. Agricultural and allied fields:
Under this category activities regarding following items are included, (a) reutilisation of virgin and waste lands, (b) repairing of old wells, digging new wells and provision of major/minor Irrigation facilities, (c) adoption of qualitative high-yielding seeds, manures, Fertilizers, use of tractors etc., (d) provision of credit facilities for the development of Animal Husbandry, Poultry farming, fishery, Soil conservation etc. and (e) Growth of vegetables and Plants etc.
2. Organisation:
Organisation of ‘co-operative service societies’, multi-purpose Cooperative Societies, ‘Marketing co-operatives’ and other types of people’s institutions.
3. Education:
Attaching importance to primary education, adult education and social education with the aim of expanding the mental horizon of the ruralites.
4. EMPLOYMENT:
For solving the problem of rural Unemployment, attempts have been made for the setting up of small scale and Cottage industries.
5. Health Services:
Provision for mobile, permanent dispensaries, arrangements for maternal care, medical aid during pregnancy, midwife service, child care etc.
6. Communication:
Repair of old roads, construction of new roads and arrangement for transportation and communication facilities.
7. Vocational training:
Imparting vocational training in the field of tailoring, embroidery, carpentry etc.
8. Supply of drinking water:
Attempting to provide Safe drinking water by repairing old wells or constructing new ones.
9. Social welfare:
Social welfare activities include rehabilitation of old, disabled and destitute, provision for better housing, organisation of Sports, promotion of cultural activities etc.
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Human Capital is the collective knowledge, skills, experience, and abilities of an organization’s workforce. It is a valuable asset that can be used to create a competitive advantage.
The power of human capital is in its ability to generate innovation and productivity. When employees are well-educated and have the skills they need to do their jobs, they are more likely to be creative and come up with new ideas. They are also more likely to be productive and efficient in their work.
Improving human capital is essential for organizations that want to succeed in the global economy. There are many ways to do this, including providing employees with Training and Development opportunities, creating a culture of Learning, and investing in research and development.
Skills are the abilities that people have to perform tasks and solve problems. They can be learned through education, training, or experience. There are many different types of skills, including cognitive skills, physical skills, and social skills.
Values are the beliefs and principles that guide people’s behavior. They are learned through socialization and experience. There are many different types of values, including religious values, moral values, and political values.
Human capital, skills, and values are all important components of a successful organization. By investing in these areas, organizations can create a workforce that is innovative, productive, and values-driven.
One way to improve human capital is to provide employees with training and development opportunities. This can be done through formal education programs, such as on-the-job training or apprenticeships, or through informal learning opportunities, such as mentoring or coaching. Training and development can help employees to develop the skills they need to be successful in their jobs.
Another way to improve human capital is to create a culture of learning. This means encouraging employees to be lifelong learners and to take advantage of opportunities to learn new things. A culture of learning can help employees to stay up-to-date on the latest trends and technologies, and it can also help them to develop new skills and knowledge.
Finally, organizations can improve human capital by investing in research and development. This means funding research projects that have the potential to lead to new products, services, or processes. Research and development can help organizations to stay ahead of the competition and to create new opportunities for growth.
Improving human capital is an Investment in the future of an organization. By investing in the skills and knowledge of its employees, an organization can create a workforce that is innovative, productive, and values-driven. This can lead to a competitive advantage and to long-term success.
In addition to the above, there are many other ways to improve human capital. Some of these include:
- Providing employees with opportunities for advancement
- Creating a positive work Environment
- Offering competitive salaries and benefits
- Recognizing and rewarding employees for their accomplishments
- Investing in employee health and wellness
By taking these steps, organizations can create a workforce that is engaged, productive, and loyal.
What is human capital?
Human capital is the economic value of the skills, knowledge, experience, and other intangible assets of an individual or population. It is a key factor in economic growth and development.
What is the power of human capital?
Human capital is a powerful force for economic growth and development. It can help to increase productivity, innovation, and competitiveness. It can also help to improve the Quality Of Life for individuals and communities.
How can we impart education?
Education can be imparted through formal and informal channels. Formal education takes place in schools, colleges, and universities. Informal education takes place through family, friends, and the media.
What are the different types of skills?
There are many different types of skills, including cognitive skills, physical skills, social skills, and emotional skills. Cognitive skills are the ability to think, reason, and solve problems. Physical skills are the ability to use your body to perform tasks. Social skills are the ability to interact with others effectively. Emotional skills are the ability to manage your own emotions and the emotions of others.
What are the different types of values?
There are many different types of values, including moral values, religious values, cultural values, and personal values. Moral values are beliefs about what is right and wrong. Religious values are beliefs about the nature of God and the relationship between God and humans. Cultural values are beliefs about what is important in a particular culture. Personal values are beliefs about what is important to an individual.
What are the benefits of human capital?
There are many benefits of human capital, including:
- Increased productivity: Human capital can help to increase productivity by providing workers with the skills and knowledge they need to do their jobs effectively.
- Innovation: Human capital can help to promote innovation by providing workers with the creativity and problem-solving skills they need to come up with new ideas.
- Competitiveness: Human capital can help to improve a country’s competitiveness by providing workers with the skills and knowledge they need to compete in the global marketplace.
- Quality of life: Human capital can help to improve the quality of life for individuals and communities by providing them with the skills and knowledge they need to live healthy, productive lives.
What are the challenges of human capital?
There are a number of challenges associated with human capital, including:
- The cost of education: The cost of education can be a barrier to entry for some people, particularly those from low-income families.
- The time it takes to develop human capital: It takes time to develop human capital, which can be a challenge for businesses that need to hire workers quickly.
- The need for continuous learning: Human capital is constantly evolving, so workers need to be able to learn new skills and knowledge in order to stay competitive.
- The risk of obsolescence: Human capital can become obsolete if the skills and knowledge it represents are no longer in demand.
What are the future trends in human capital?
The future of human capital is likely to be shaped by a number of trends, including:
- The rise of Artificial Intelligence: Artificial intelligence is likely to automate some tasks that are currently performed by humans, which could lead to job displacement.
- The need for lifelong learning: The pace of change in the world of work is likely to continue to accelerate, which means that workers will need to be able to learn new skills and knowledge throughout their careers.
- The importance of soft skills: In addition to technical skills, employers are increasingly looking for workers with soft skills such as communication, teamwork, and problem-solving.
- The growing importance of diversity and inclusion: The workforce is becoming increasingly diverse, and employers are recognizing the importance of creating a workplace that is inclusive of all employees.
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Which of the following is not a factor of production?
(A) Land
(B) Labor
(C) Capital
(D) Human capital -
Which of the following is not a characteristic of human capital?
(A) It is a stock of knowledge and skills.
(B) It is a renewable resource.
(C) It is a non-rival good.
(D) It is a non-excludable good. -
Which of the following is not a way to invest in human capital?
(A) Education
(B) Training
(C) Experience
(D) Health care -
Which of the following is not a benefit of human capital?
(A) Higher wages
(B) Increased productivity
(C) Improved health
(D) Reduced crime -
Which of the following is not a cost of human capital?
(A) The cost of education
(B) The cost of training
(C) The cost of experience
(D) The cost of health care -
Which of the following is not a way to measure human capital?
(A) Years of schooling
(B) Years of experience
(C) test scores
(D) Wages -
Which of the following is not a theory of human capital?
(A) The human capital theory of wages
(B) The human capital theory of investment
(C) The human capital theory of growth
(D) The human capital theory of crime -
Which of the following is not a policy that can promote human capital development?
(A) Providing free education
(B) Providing job training
(C) Providing health care
(D) Providing tax breaks for businesses that invest in human capital -
Which of the following is not a challenge to human capital development?
(A) Poverty
(B) Inequality
(C) Discrimination
(D) Disease -
Which of the following is not a goal of human capital development?
(A) To increase the productivity of the workforce
(B) To reduce poverty and inequality
(C) To improve health and well-being
(D) To promote economic growth