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Archives Volume-3, Issue-1 (January-June)

TABLE OF CONTENTS

Paper Title:
Knowledge Management Practices and Traits Emotional Intelligence on Organizational Learning for Organizational Diagnosis: A Conceptual Framework
Author Name:
K.Sivakumar
Country:
India
Page No.:
1-12
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Knowledge Management Practices and Traits Emotional Intelligence on Organizational Learning for Organizational Diagnosis: A Conceptual Framework
Author: K.Sivakumar

Abstract
Organization in the present market environment encountering challenges both by internal
and external factors. Today organizations are growing both tall and wide to cater to the
global competition in ways of structure, size, product and many other factors but the major
concern which has made a thought in many researchers mind to analysis the present DNA of
the organization by diagnosing for better understanding of learning, emotional and
knowledge capability of the human resources. Based on various literatures reviews a
conceptual framework has been drawn which has long way to go to prove. This conceptual
paper encompasses three important factors that can help organization to diagnose by
organization learning, trait emotional intelligence and knowledge management practices.
Today the present world is talking about knowledge that is fetched in any organization
which is core strength of any entity. Many studies have been carried out in the areas of organizational learning, trait emotional intelligence and knowledge management, but a
new initiative is taken to draw a line relating how these factors can help an organization to
diagnose by using this model. The papers points out why this model is necessary and how it
can help any organization. It also finds to say how it is necessary to include organizational
learning, trait emotional intelligence and knowledge management practices into
organizational diagnosis as a process. It could be said that Organizational Diagnosis is a
specific form of Organizational Analysis- a form focused on the performing of
Organizational Change for the purpose of improving Organizational Performance, but here
this paper focuses a model for how Organizational Diagnosis can be done by understanding
the learning, emotional and knowledge contribute towards organizational diagnosis.
Key Words:Knowledge Management,Organizational Learning, Traits Emotional
Intelligence, Organizational Diagnosis

Paper Title:
Women Role and Relevance in Skill Based Education
Author Name:
Shashi Sharma
Country:
India
Page No.:
13-24
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Women Role and Relevance in Skill Based Education
Author: Shashi Sharma

Abstract
This study explores challenges and opportunities for the empowerment of women through
education . Based on an analysis of the existing research ,the study shows how various
factors like poverty, gender stereotypes and institutional cultures impact upon educational
outcomes . Consequently, a more quitable distribution of educational resources , gender
sensitive institutional cultures and practices, and challenging social norms and
expectations of men and women are needed. Greater access to the labour market, better
earnings, and personal empowerment will be the return . The challenge for policy makers is
finding the right policy mix and the political will to address the complex factors that affect
women’s and girls’ empowerment through education. So, by extending women’s visibility
and their self – sustaining ability, Higher Education must train them to become leaders with
decision- making capacities to achieve the best for themselves and the country.
Keywords: globalization, women, India, culture, family, household, social change,

Paper Title:
Challenges to Human Capital – Macro and Micro Perspective
Author Name:
Priyaka Khanna
Country:
India
Page No.:
25-41
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Challenges to Human Capital – Macro and Micro Perspective
Author: Priyaka Khanna

Abstract
Human capital is one of the big unknowns of research on the determinants of economic
development. The majority of empirical and theoretical literature suggests the existence of a
relationship between social indicators and economic growth. Human capital is deemed an
important and special component of social development, which can be accumulated and
probably has external effects. Another important aspect of human capital is that it can be
quantified. Indian policymakers – like most of their counterparts across the developing and
developed world – have been concerned with the employability of their working-age
populations in particular, for obvious economic and sociopolitical reasons. However, such
concern has been largely missing as far as the future workforce is concerned. Today’s
workforce is more heterogeneous than at any time in history. As people retire later, we see
70 year olds working side by side with 18 year olds. So, it is imperative to understand the
country and sub-country level dynamics, processes and practices or forces informing,
influencing and challenging the unfolding of this trend. Incidentally, these forces can be
viewed from two differing but intertwining perspectives, that of the state and that of the
corporate world. The paper refers to these as the ‘macro’ and ‘micro’ perspective
respectively.
Keywords: Human capital formation, Skill development, Demographic, Labour force.

Paper Title:
The Contribution of International Court Of Justice in the Development of “Human Rights Jurisprudence”
Author Name:
Bal Krishan Chawla
Country:
India
Page No.:
42-53
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The Contribution of International Court Of Justice in the Development of “Human Rights Jurisprudence”
Author: Bal Krishan Chawla

Abstract
The term protection of human rights which may mean implementation and enforcement
action does not find place in the U.N. Charter. Among the United Nations agencies only the
Security Council and the International Court of Justice can engage in enforcement action;
only they have a competence to pass a binding resolution or issue a binding judgment. The
Security Council can threaten or vote sanctions in relation to its own previous actions or that
of the Court. Enforcement is thus the authoritative application of human rights. All other
actions beyond promotion but short of enforcement may be considered as implementation
efforts.
Human rights are, therefore, those rights which belong to an individual as a consequence of
being human as a means to human dignity. These are the rights which all men everywhere
at all times ought to have, something of which no one may be deprived without a grave
affront to justice. They are based on elementary human needs as imperatives. Some of these
human needs are elemental for sheer physical survival and health. In the protection and
developments of human rights, the ICJ very often is not in a position to contribute to human
rights law, put its increasing sensitivity to the fate of human being has nevertheless
contributed to the humanization with individual complaints.

Paper Title:
E-HRM: A Contemporary Issue in Human Resource Mangment
Author Name:
Gurvinder Kaur
Country:
India
Page No.:
54-66
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E-HRM: A Contemporary Issue in Human Resource Mangment
Author: Gurvinder Kaur

Abstract
Electronic Human resource Management or E-HRM, is the use of technology to outcome
human resource activities and functions. According to today’s trend each company need
HRM to manage a proper balance between employees or managers but sometimes it gets
failure due to the human or social related problem but from E-HRM we can easily overcome
all these problems. But, it is necessary to create the environment in which all the members
can contribute to the limits of their ability. Through E-HRM we can build transparent
environment for employees because E-HRM has no emotions and nobody can blame E-HRM
for partiality. E-HRM improves organization climate and in good climate everybody gets
relaxation and can do their job very well, so it relates to the excellent production or enhance
quality. The objectives of this study are to understand the concept of E-HRM, to identify the
external drivers for adoption of technology in HRM and to understand E-HRM activities in
an orgainsation. The main purpose of the study focus on the advantage of applying IT in the
human resource and how it can help to improve the overall human resource performance of
the company.

Paper Title:
Social Entrepreneurship: A Catalyst for Sustainable Development
Author Name:
Nirmala K.D
Country:
India
Page No.:
67-74
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Social Entrepreneurship: A Catalyst for Sustainable Development
Author: Nirmala K.D

Abstract
The social environment is central not only to the growth of a stable and resilient economy
but also to its long-term sustainability. In recent years, social entrepreneurship has steadily
emerged as a significant topic of discussion in academic circles, policy platforms and
professional forums across the world. It serves as a catalyst for constructive social change
and helps address persistent societal challenges. While traditional entrepreneurship focuses
on market gains, social entrepreneurship places emphasis on resolving social concerns and
fostering systemic transformation. This paper explores the concept of social
entrepreneurship, the importance of social innovation in driving social transformation, and
the contribution of social entrepreneurial initiatives to sustainable development.
Keywords: social environment, social entrepreneurship etc.

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