essay on people as resource

Conflicts in natural resource governance is associated with various factors such as ownership, sharing, capitalization, commercialization, detaching communities from place of habitation to name a few. Governance pillars viz. Judiciary, Legislature, Executive and Civil Society play a critical role in establishing balance between variables and the real time situations. There have been several instances when resources are exploited through governance, which then become a critical issue warranting action from international agencies,å civil society and to a large extent by communities for bringing the state of affairs to the government and assist in making holistic decisions with priority for nature and environment, its resources. This paper reflects on few such complexities in managing natural resources and derives a qualitative co-relation between governance and natural resources by taking inspiration from the paper To Have or Have not by HBF along with suggestive paths such as enhancing trust and integrity among stakeholders and cultivating a value based political system.

Introduction
In January, HBF collaborated with the Center for Science and Environment (CSE) for the Future Workshop: Resource Governance in 21st Century. The workshop engaged participants from India and Afghanistan. During workshop, these diverse minds pooled their personal experiences and creativity to discuss and propose possible solutions to key natural resource management problems.

Priority Areas

The workshop was a journey, with both practical field visit as well as interactive sessions. It started with a real life experience at a sacred forest colloquially called Bani. Bani has been well protected and taken care of by locals, who strive to spread awareness about its ecological and sacred value in the community. The field visit was a hands-on experience of how resource conservation can be.
India is the seventh largest country in the world. Our country is blessed with many natural resources. But all these resources cannot help our country unless they are tapped, handled and used in a planned way. This can be done only by the people. Man can develop the resources only when he is wise, healthy, educated and properly trained. Thus, the real resources of our country are its people. They are our human resources. The total population of our country is now more than 100 cores. India is the second most populous country in the world, after China. Today, every seventh man in the world is an Indian. Our country’s population is increasing at a rapid rate. It has doubled over the last 45 years. This is the creating many problems. Three out of every four Indians live in villages. They earn their living from farming, forestry, fishing and cattle rising. People are now leaving villages and coming to cities in search of work. This is putting a great pressure on the civil amenities and other facilities in cities. The rapid rise in our population is creating many problems such as shortage of food, clothing, housing, health, education and employment. This has affected our standard of living. We can solve this problem if we have small families. If there were fewer people, we would be able to provide enough food, houses, clothes and jobs for almost everyone. The living conditions of the people can be improved by providing enough food, better education and health conditions. We have achieved great deal since independence, but a lot remains to be done. If we want to make our human resources useful, we will have to improve the quality of our people. The quality of its people is more important than their number for the development and progress of the country. With improvement in the quality of our human resources, we can make better use of our natural resources. We must all work.
Human resource as defined by Armstrong P and Dawson C (1996) is the strategy for acquiring, using, improving and preserving the organisations human resource. It could be well agued that in most cases the human aspect is forgotten in relation to how they manage people, leaving most staff unsatisfied creating a high staff turn over which affects organisational performance. It is therefore an utmost importance that people as opposed to just employees-need to be managed in away that consistent with broad organisational requirement such as quality or efficiency. As in most cases organisational effectiveness depends on they’re being a tight ‘fit’ between human resource and business strategies. Human resource as could be said is all about making business strategies work. It is therefore important that emphasis is placed on how to best match and develop ”appropraite” human resource management (HRM) approach/system of managing people in the tourism hospitality and leisure industry (THL). This easy would therefore be looking at some of the HRM approaches used such as the Harvard model; hard and soft approach in conjunction with the real world of the THL industry and to determine wither the hard approach is more appropriate. Human resource management (HRM) as described by Gratton L. (1999) has a concept with two distinct forms; soft and hard approach, where the soft approach of HRM is associated with human relation and the hard on the other hand sees people as human resource. The Soft HRM is the notion that workers respond better when an organisation recognises their individual needs and addresses them as well as focusing on the overall business objectives. The work of Maslow in stating that humans have a ‘hierarchy’ of needs, which they will exert considerable energy towards achieving, claims that organisations that recognises and addresses these needs will have a happier.
Human resource Management Introduction This literature review is based on Human Resource Management (HRM) and from this I want to develop my research to formulate a specific research question which I will then be able to write a full report on.  The initial review looks at HRM as a whole and the theories that. Human Resource Human Resource (H.R): Introduction The word “manage” as used in business can simply be defined as the art of dealing with people with the aim of bringing the best out of then so as to improve the productivity of the business. It is not easy to manage some of the things we. Human resource management and Employee Voice Employee Voice Ensures Effective Performance Introduction Talking from the perspective of Human Resource Management (HRM), Employee Voice (EV) signifies the involvement of employees in organizational decision making. EV is an offshoot of the Participative Management Model which aims at achieving corporate goals through management-employee harmony. The chief ingredients of EV are Employee. Personal development plan PURPOSE: Human nature is forgettable, that is why I would like to make my personal development plan. I would like to see myself in next 4 years as a manager in my company where I am working now. My company is a large-scale company and we. Slyder interview Last year, Matthew Binder assumed the position of Secondary Level Curriculum and Assessment Coach and the position of Data and Technology Support at North Monterey County Middle School and High School. One major duty relevant to this paper is his responsibility of heading and facilitating the High School Technology Committee. Is absenteeism a predictor Voluntary Turnovers - Is Absenteeism A Predictor? Chapter One - Introduction To The Problem In today's society, absenteeism is a huge problem that organizations do not pay much attention to. Maybe now is the time that.
“The most important benefit of population size and growth is the increase it brings to the stock of useful knowledge. Minds matter economically as much as, or more than, hands or mouths. Progress is limited largely by the availability of trained workers. The more people who enter our population by birth or immigration, the faster will be the rate of progress of our material and cultural civilization.” Population and Progress With respect to population growth: A dozen competent statistical studies, starting in 1967 with an analysis by Nobel prizewinner Simon Kuznets, agree that there is no negative statistical relationship between economic growth and population growth. There is strong reason to believe that more people have a positive effect in the long run. Population growth does not lower the standard of living – all the evidence agrees. And the evidence supports the view that population growth raises it in the long run. Incidentally, it was those statistical studies that converted me in about 1968 from working in favor of population control to the point of view that I hold today. I certainly did not come to my current view for any political or religious or ideological reason. The basic method is to gather data on each country’s rate of population growth and its rate of economic growth, and then to examine whether — looking at all the data in the sample together — the countries with high population growth rates have economic growth rates lower than average, and countries with low population growth rates have economic growth rates higher than average. All the studies agree in concluding that this is not so; there is no  correlation between economic growth and population growth in the intermediate run. Of course one can adduce cases of countries that seemingly are exceptions to the pattern. It is the genius of statistical inference, however, to enable us to draw valid.