http://www.ngos.org.pk/ http://www.piphro.org/ngodirectory2.html S. NoName of NGOContactMissionThematic Area1AahungFocal Person: Shazia Zuberi Address: Town House No. G-28 / 29‚ Embassy Villa 10‚ Ch. Khaliq-u-Zaman Road‚ Block 8 Clifton‚ Karachi Tele: 021-5870244 & 021- 5821654 E:mail. aahung@cyber.net.pk Web Site:http://www.aahung.org/Aahung is a Non-profit Organization. We advocate for an enable environment where every individual’s sexual rights are respected‚ protected ane fullfilled as
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NGOs are defined as “private organizations which conduct and pursue activities to relieve sufferings‚ promote the interests of poor‚ provide basic social services or undertake community development”. In wider usage‚ the term NGO can be applied to any non profiting organization which is independent from the government. NGOs are typically value based organizations which depend‚ in whole or in part‚ on charitable donations and voluntary service. Although theNGO sector has become increasingly professional
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Table of Contents Acknowledgement 3 About RLEK 4 Vision & Mission 4 Objectives 4 Genesis of RLEK 5 Organizational Structure 5 RLEK Activities 6 RLEK Human Rights Centre 6 Legal Cell 6 Community Forest Management 6 Educational Programmes 7 Prakriya 7 Community Kitchen 7 Suggestions and Recommendations 7 Learnings / Insights 8 Daily Journal 9 Day 1 9 Day 2 9 Day 3 9 Day 4 10 Day 5 10 Acknowledgement I would like to thank Mr. Avdhash Kaushal for taking
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Training & Development Training is a very important part of the development of organizations’ human skills which they need to perform their job and their overall motivation towards their regular duty. Prime Bank Limited offer the extensive training program for its employee so that the employees can develop their personal‚ technical skills and leadership skills and help the Bank to achieve its strategic goal by getting the competitive advantage. Prime Bank Human Resources Division has its
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MODELS OF HUMAN RESOURCE MANGEMENT Understanding models in human resource management (HRM) is essential for any human resource practitioner for three reasons. Firstly‚ it provides a macro perspective of HRM practice in overall organizational set up. Secondly‚ the unity and diversity of these models serve as vital inputs in drafting tailor made HRM model for organizations. Thirdly‚ these models offer answers to quite a few dilemmas that practitioners encounter in their mission to pursue an organizationally
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THE INFLUENCE OF AN NGO ON TRIBAL DEVELOPMENT : CASE STUDY ON WEST BENGAL‚ SHANTINIKETAN INTRODUCTION The tribals or the “Adivasis” (in Devanagari script)‚ literally “original inhabitants”‚ comprise a substantial indigenous minority of the population of India‚ officially recognized by the Indian Government as “Scheduled Tribes” in the fifth schedule of the Constitution of India. India accounts for about one-fourth of the world tribal population (according to the 1991 census). Tribal population
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Role of NGOs in Rural Development Shridhar Hegde‚ 2nd year MBA MSRIT Bangalore Kishan B.V ‚ 2nd year MBA MSRIT Bangalore Abstract India has been a land of villages and the Government of India has been Implementing numerous rural development programmes for the upliftment of rural Communities. Non-government organizations with their advantage of non- rigid‚ locality specific‚ felt need-based‚ beneficiary oriented and committed nature of service
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Wright & McMahan 1992). This focus on the strategic role of HRM in meeting business objectives by creating an organizational environment that encourages employee behaviours and capabilities that contribute to firm competitive advantage has been labelled strategic human resource management (SHRM) (Bowen & Ostroff 2004; Collins & Clark 2003; Collins & Smith 2006). 1.1 Background of the Study Numerous studies have found that HRM practices have a positive effect on firm performance (Arthur 1994;
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INTRODUCTION ‘Best Practice’ Human Resource Management: Impact On Employee Performance In Non-Westernised Countries written by Dr Rosmah Mohamed in 2007 for 3rd Uniten International Business Management Conference 2007 at Equatorial Hotel Melaka‚ Malaysia . This article discusses about best practice HRM in Malaysia local government organization and performance from employees point of view. Dr Rosmah Mohamed also investigates impact on employees performance based on the motivation‚ job satisfaction
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planning includes creating an employer brand‚ retention strategy‚ absence management strategy‚ flexibility strategy‚ talent management strategy‚ recruitment and selection strategy. |Contents | Best practices [pic] The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame‚ but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g.‚ number of human resources;
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