Human Resources Development for Sustainable Aquaculture in Bangladesh

The ennoblement of human resources has become a prime issue in the philosophy of sustainable aquaculture development in the new millennium.Being the planners, designers, conductors and philosophers of sustainable aquaculture, human beings always demand their further improvement at level best from their current positions to bring supreme success in the sector. As sustainable aquaculture is socio-economic –cum-environmental in concept, its operation and management requires constant interplay of various human knowledge for ensuring its smooth direction and for achieving its goal. So, the arrangement of different types and levels of training and education are the great need for the development of personnel involved in sustainable aquaculture route and also for growing awareness of environmental issues. The modus operandi of training and education has to be changed systematically to answer the calls of the needs of the new millennium. In the developing and developed countries where aquaculture plays a vital role in promoting production of aquatic organisms, alleviating of poverty, ensuring environmental compatibility, replenishing and improving the natural stocks, increasing socio-economic upliftment through integrated development approach, developing and managing the aquatic resources, maintaining gene banks and preserving the diversity of fish stocks, it has been already proved that Human resources development (HRD) is inevitable to bring sustainable aquaculture and plays a great role in the flourishment of the system . Different types and levels of training of personnel required for sustainable aquaculture in the new millennium are brought forward in the study. The importance of human resources development (HRD) through specialized training to the personnel is also depicted.

The Marine Fishery Resources Development and Management Department of SEAFDEC

The Marine Fishery Resources Development and Management Department of SEAFDEC (Malaysia), its objectives and activities are briefly presented.

An integrated approach to national marine resources development

A review is presented of the various marine resources and their potential, concerning fishing, aquaculture, transportation, pollution, hydrocarbons and solid minerals, renewable energy and ocean thermal energy conversion. Administrative problems confronting their rational management in Sri Lanka are examined, considering coastal area management and development, management issues, and alternatives.

Spatial and temporal flows of China's forest resources: Development of a framework for evaluating resource efficiency

Science & Technology Basic Work Program of China: Scientific Survey of the Middle-lower Reaches of Lantsang River and the Great Shangri-La Region [2008FY110300]; National Basic Research Program of China (973 Program): Ecosystem Services and Ecological Safety of the Major Terrestrial Ecosystems of China [2009CB421106]; National Natural Science Foundation of China [30670374]; EU ; European Commission, DG Research [003874]

Evaluating SWICE-R (South West Information for Clinical Effectiveness - Rural). Final report for South West Workforce Development Confederations (Knowledge Resources Development Unit)

Yeoman, A., Durbin, J. & Urquhart, C. (2004). Evaluating SWICE-R (South West Information for Clinical Effectiveness - Rural). Final report for South West Workforce Development Confederations, (Knowledge Resources Development Unit). Aberystwyth: Department of Information Studies, University of Wales Aberystwyth. Sponsorship: South West WDCs (NHS)

Human Resources Development in Higher Education in Kerala

The study is entitled “HUMAN RESOURCES DEVELOPMENT IN HIGHER EDUCATION IN KERALA”. The concept “Human Resource Development” is of high value in business and industry and has been used and applied since years. In industry and business the 'human' element is considred as a resource and hence its development and protection is very essential and inevitable. Of all the factors of production, human resource is the only factor having rational faculty and therefore, it must be handled with utmost care. Right recruitment, right training and right induction followed by faultless monitoring and welfare measures are but decisive factors in business and industry. Altogether there is a constant attention up on human factor there. But this is not a practice at all in education. So far there has not been any such measure of care and close watch and performance analysis of human resource on education front. This may be the main reason for lack of accountability in the sphere of education. The present study reveals the importance of introducing HRD practices in higher educational institutions in Kerala. In order to promise human capital formation through education, it is basic requirement. The higher educational institutions must follow the method of industry and commerce because education can be treated as an industry in service sector. There also we can follow the methods of right recruitment, right training and promotion, delegation, performance analysis and accountability checking of human resource. HRD is a powerful idea of transformation of human being into highly productive and contributing factor The HRD of students is the sum total of HRD of teachers. Reminding the primordial usage 'Yatha Raja Thadha Praja’ the quality of faculty resembles in students. The quality of administrative staff in colleges also affects the quality of higher education. Hence, it is high time to introduce the managerial method of HRD with all its paraphernalia in higher educational institutions so as to assure proper human capital formation in higher education in India.

Human Resources Development in Higher Education in Kerala

The study is entitled “HUMAN RESOURCES DEVELOPMENT IN HIGHER EDUCATION IN KERALA”. The concept “Human Resource Development” is of high value in business and industry and has been used and applied since years. In industry and business the ‘human’ element is considred as a resource and hence its development and protection is very essential and inevitable. Of all the factors of production, human resource is the only factor having rational faculty and therefore, it must be handled with utmost care. Right recruitment, right training and right induction followed by faultless monitoring and welfare measures are but decisive factors in business and industiy. Altogether there is a constant attention up on human factor there. But this is not a practice at all in education. So far there has not been any such measure of care and close watch and performance analysis of human resource on education front. This may be the main reason for lack of accountability in the sphere of education. The present study reveals the importance of introducing HRD practices in higher educational institutions in Kerala. In order to promise human capital formation through education, it is basic requirement. The higher educational institutions must follow the method of industry and commerce because education can be treated as an industry in service sector. There also we can follow the methods of right recruitment, right training and promotion, delegation, performance analysis and accountability checking of human resource. HRD is a powerful idea of transformation of human being into highly productive and contributing factor The HRD of students is the sum total of HRD of teachers. Reminding the primordial usage ‘Yatha Raja Thadha Praja’ the quality of faculty resembles in students. The quality of administrative staff in colleges also affects the quality of higher education. Hence, it is high time to introduce the managerial method of HRD with all its paraphernalia in higher educational institutions so as to assure proper human capital formation in higher education in India.

notes and links related computer misuse act 1990

collectively edited resource for INFO2009 initially created as a demonstrator

Human resources development for sustainable aquaculture in the new millennium

Human resources development (HRD) is pivotal to aquaculture development in the new millennium, particularly so in the changing global pressure for all development to be environmentally and socially acceptable, irrespective of the economic status of nations. In the above context, HRD in the aquaculture sector has to have a more holistic approach, and the type of training provided has to be changed accordingly. Most nations in which aquaculture plays a significant role in poverty alleviation recognise that HRD is a key to sustained development of the sector. The types and levels of training required in the sector in the foreseeable future are discussed. The need to increase specialised training, particularly for researchers, in some of the developing nations likely to play adominant role in the aquaculture sector in the ensuing years, is also underlined. Examples are presented to indicate that current development programmes do not cater to HRD to the extent that is desirable to have a long-term impact.

Nature of new order rights to minerals : a rubikian exercise since passing the mayday rubicon with a cubic zirconium?

The Mineral and Petroleum Resources Development Act 28 of 2002 has created new categories of rights to "minerals" that may be granted to applicants by the Minister of Minerals and Energy. In this article the nature of these rights will be examined. The legislature has labelled prospecting rights and mining rights to minerals as limited real rights in the MPRD Act. The remaining rights to minerals are not labelled. Provision is made for registration or recording rights in the revived Mining Titles Registration Act 16 of 1967 (as amended). Registered rights are claimed to constitute a limited real right binding against third parties. Discrepancies and contradictions regarding the nature of rights to minerals are created by the two statutes. It is concluded that only upon clarification of the provisions of the two sister statutes, would the nature of rights to minerals be more evident. The proposed amendment of section 5(1) of the MPRD Act would be in line with property doctrine based upon the common law and is to be welcomed.

Review of a refusal to grant a prospecting right

The decision involved an application for the review and setting aside of a refusal to grant a prospecting right in terms of section 17 of the Mineral and Petroleum Resources Development Act 28 of 2002 (the "MPRD Act")(par 1). The decision also dealt with the right (and duty) of an applicant to an internal appeal in terms of section 96 of the MPRD Act (par 5) as well as the procedural fairness of the decision (par18). The decision by the state to refuse the application for a prospecting right was reviewed and set aside by the court, without requiring such internal appeal, (par 20) as the decision was regarded as manifestly unfair (par 18). The court referred the matter back to the Minister for reconsideration (par 18).

Duelling prospecting rights : a non-custodial second?

This decision of the Northern Cape division dealt with competing "old order prospecting rights" and prospecting rights in terms of the Mineral and Petroleum Resources Development Act 28 of 2002 (MPRDA). The decision represents an important contribution to the resolution of tensions between the old mineral law order and the new regime of Act 28 of 2002.

Status of tailings dumps : let D5s go working in the past?

It was decided in the De Beers v Ataqua Mining (Pty) Ltd that ''tailings dumps'' created by mining companies before the Mineral and Petroleum Resources Development Act, 28 of 2002 ("the MPRDA") came into operation are not governed by its provisions because such dumps are not "residue stockpiles" or "residue deposits" for purposes of the MPRDA. Ownership of tailings dumps is determined by the common law principles of accession. Ownership of a movable dump has to be transferred by one of the recognised forms of delivery of movables. Processing of these dumps will, however, still be subject to compliance with South African environmental, health and safety laws in general. It is submitted that mine dumps or tailings dumps created upon the exercise of "old order mining rights" before the commencement of the MPRDA and even after commencement of the MPRDA until eventual termination of the "old order mining rights" are not subject to the extensive, mining, environmental, empowerment provisions of the MPRDA. Termination of "old order mining rights" takes place upon: (i) refusal of an application for conversion of a mining right during (or even after) the period of transition, (ii) conversion into and registration of new order mining rights during (or even after) the period of transition or (iii) termination of unconverted "old order mining rights" on 30 April 2009. To the extent that this decision has made it possible to embark on a shorter and less cumbersome route in the reprocessing and eventual disappearance of most tailings dumps, it is to be welcomed from an economical, environmental, job creation and aesthetic perspective. Proposed amendments to the MPRDA to undo the impact of the De Beers decision should be carefully considered against these mentioned benefits and a possible finding that it may amount to an expropriation without compensation.