Human Resources Professionals Associations

Executive summary There are several considerations one has to make before selecting a local or international HR association to join. In this report, six organizations have been evaluated it has been concluded that, although all these HR associations have a common agenda in that they promote the advancement of HR skills and knowledge through several social events and educational programs for their members.Advertising We will write a custom report sample on Human Resources Professionals Associations specifically for you for only $16.05 $11/page Learn More The Human Resources Professionals Association (HRPA) stands out as the best association that reflects the HR aspirations of practicing and prospective HR managers on an elevated scale.  HRPA offers different membership categories that suit the requirement of any individual who aspire to join the association. In addition, the benefits offered by HRPA outweigh by far the membership and subscription fees. Membership fee depends on the category offered by the association.  Above all, HRPA has attained a global appeal through its numerous HR events that bring together respected international HR experts to share their knowledge with budding HR professionals. Moreover, the association has an online blog that members can use to post their CV and network with other members from different countries to share HR experiences and knowledge. In addition, HRPA members can subscribe for free to receive the Professional Magazine to keep abreast with emerging trends in HR profession. Applied Research on Professional Organizations The current HR is at the core of business performance. Human resource professionals play a key role in decision-making processes that enhance the performance of their organizations. It is thus critical that managers recognize HR as a core business discipline so that they are able to convey utmost benefit to their organizations. There are a number of professional associati ons that are dedicated in supporting the development of HR capabilities. This report will thus evaluate six HR associations. Special focus will be on the costs and benefits an HR professional must consider before selecting the most suitable association that reflects his concerns. The Society for Human Resource Management This is the major alliance in the world devoted to HR running. Established in 1948, SHRM boasts of over 245,000 members in over 130 countries. The alliance promotes and serves the needs of the human resource profession within its body. SHRM has over 570 affiliate chapters spread over the globe that offer international best practices, resources and a network of precious contacts to its members.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a fraction of its obligation to enhance the HR occupation globally, SHRM has unlocked new workplaces in China, Beijing, and Mumbai to offer learning to its members. Moreover, has started a pilot program among selected countries. This program aims to create Member Forums that will promote networking amongst members (SHRM, 2011, p.1). The Executive Engagement team focuses on ways to bring together policymakers, academics to showcase SHRM’s elite members and augment its profile (SHRM, 2009, p.21).  SHRM also has a foundation that grants over $148,000 every year to 125 student members and professionals in certification scholarships and education. In spite of the harsh economic climate in 2009, SHRM recorded 3.1% increase in the volume of applications for its certification exams. In addition, the volume of job postings that apply for SHRM certifications has increased. This is an accolade to the growing value of SHRM’s certifications as an organization with the ability to identify talent and foster development of HR professions (SHRM, 2009, p.31). Chartered Institute of Personnel and Development The C hartered Institute of Personnel and Development is a globally recognized organization with over 134,000 members spread over 100 countries. CIPD takes pride in promoting HR responsible for managing and developing employees in their organizations. CIPD is also the largest human resource development organization in Europe. Its main goals are: fostering sustainability in organizational performance via HR; establishing international standards for HR merit within the profession; and promoting HR capacity. At CIPD, emphasis is laid on the value of creating lasting organization equity as a key aspect of sustainable performance. The association educates HR professions how to drive their organizations to achieve sustainable success. CIPD members are encouraged to pursue operational efficiencies that drive long-term performance Organization development is one special area of focus that HR professionals are able to use to reorganize and reinvent their business strategies. Another strategy adopt ed is employee engagement where HR managers are able to use data to determine and make choices on the basis of what inspires their workers to perform at work (CIPD, 2010, p.5). In addition, the CIPD has a Professional Map that shows what human resource managers do and deliver in all facets of the HR profession and offers full details of the underlining behaviors, skills and knowledge a HR manager need to improve his capabilities throughout the year. CIPD is widely recognized to boost career development and job prospects of its members.Advertising We will write a custom report sample on Human Resources Professionals Associations specifically for you for only $16.05 $11/page Learn More It’s widely identified by employers as a yardstick of HR practice. There are also financial benefits that come with being a member. For instance, HR managers in possession of professional skills can earn over  £150,000 in extra incomes in the course of their jobs. Furthermore, the CIPD prerequisites are acknowledged generally and are intended to assist HR managers augment their understanding and skills in their job. CIPD also provide templates, member advice, and a safe online area to enter and plan CPD activities. Thus, CIPD members have many opportunities to advance their HR skills during their working life (CIPD, 2010, p.6).  In order to become a member of CIPD, one needs to pay a one off admission fee followed by an annual subscription fee. For no-student members, the admission fee is  £125 while the subscription fee is  £25. These charges cover a period of 15 months. For student members, the admission and subscription fees are  £40 and  £25 respectively. CIPD has different levels of qualifications. However, the Foundation level qualification is the most suitable one since it enables a HR manager to gain pertinent skills in human resource and development. This level is tailored specifically for individuals who: aspire to gain HR skills; currently play an auxiliary role in the HR field and intend to develop their skills; and managers who are engaged in HR activities and decisions in the organization but don’t have a specific roe. However, a number of benefits and services are not offered to CIPD members outside of Ireland and UK. The association also may, without prior notice, change, amend, alter, or remove any of the membership benefits that it currently offers (CIPD, 2010, p.7). Australian Human Resource Institute AHRI is an Australian association that has over 10,000 members made up of HR and people management professional. AHRI acknowledges the constant changes within the Australian business environment. AHRI also recognizes the ongoing opportunity for the human resource managers to actively share their professional experience to enable its members convey people management answers to business (AHRI, 2011, p.1). The AHRI Model of Excellence recognizes that HRM is made up of several unified activi ties that merge to drive business performance. HR managers need extra abilities to function as stakeholder managers, strategic architects, credible activists, workforce designers and culture and change agents. The AHRI model thus supports the following HR goals: increase workforce engagement and competency; contribute to a gainful and sustainable organization; creates a vibrant and fruitful work environment; and foster excellence in people management (AHRI, 2011, p.2). Professional membership of AHRI is provided to those who have accomplished a certified AHRI or related undergraduate qualification or an individual who can demonstrate comparable skills, knowledge and experience.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Prospective applicants must provide: a comprehensive resume that demonstrate equivalent skills, knowledge and experience; or a duplicate of an academic certificate to confirm competition of a relevant undergraduate qualification (AHRI, 2011, p.3). There are several programs offered to AHRI members. For instance, the AHRI guiding plan endorses mentoring associations, enabling affiliates to share understandings, acquaintance and counsel. The benefits of the program to mentors are: personal and professional fulfillment; enhanced mentoring skill such as offering feedback, interpersonal abilities and communication; staying abreast with current issues related to inexperienced HR managers; and contributing to AHRI. For mentees, the benefits include: superb opportunities to network; improving communication skill; developing new skills such as problem solving; and access to expert role models (AHRI, 2011, p.4).  The AHRI Mentoring program usually takes about one year to complete. Applicant s must fill an online application form which is then used to match mentors and mentees during the orientation meeting. The session also provides a synopsis of the framework of the program, the various tasks of mentors and mentees and opportunity for the two groups to network. The program is open to HR managers and members who have a HR qualification. An administrative fee of $110 must be paid by mentees on application. The membership type at AHRI is determined by the fees paid. For example, affiliate members pay $ 275, certified professional $330, fellow $385, member (MAHRI) $330, while student members join for free. New members who submit their application via post or fax must pay an administrative fee of $55. However, those who apply online are exempted. Moreover, members who wish to upgrade their membership level are required to pay an upgrade fee of $55 (AHRI, 2011, p.5). Arabian Society for Human Resource Management The Arabian Society for Human Resource Management is a nonprof it society that seeks to promote the capabilities of HR managers and to make sure that HR is an integral aspect in the development and adoption of organization strategy in the Arab World. Membership of the society is open to all persons who intend to play active roles in HR activities of their organization, students, who are studying a degree related to HR management and all other HR professionals (ASHRM, 2011, p.4). The main goal of ASRM is to develop the art and science of HR management in the Arab world. The society plans a full line up of monthly meeting all over the year. The dinner meetings are open to executive directors, HR managers, management consultants and local and international business leaders who come to share their ideas and experiences with ASHRM members. Dynamic question and answer gatherings offer members with a chance to prod the minds of top experts in the HR management and training. These meetings also provide professional contacts and networking opportunities to ASHRM members (ASHRM, 2011, p.5).  At ASHRM, HR and training activities transcend national boundaries. Members are drawn from different countries that live and work in Arab countries. In addition, the society partners with other HR organizations in the region, for example the Bahrain Society for Training and Development (BSTD) which supports a number of activities for the benefit of members of both associations. ASHRM has also partnered with several US based HR organizations such as the American Society for Training and Development and Institute for International Human Resources Management. Thus, since its inception, ASHRM has developed into a notable leader with an impressive track record in HR management in the Arab region (ASHRM, 2011, p.6). Dubai Human Resources Forum The Dubai Human Resource Forum (DHRF) was established in 1975. DHRF is open to any person with HR background and desires to improve his HR skills. It has over 300 active members from over 140 companies across the Emirates (DHRF, 2009, p.1). DHRF is run by an elected committee that meets on monthly basis to plan workshops, seminars, and other events all through the year to pursue the objectives of the forum. DHRF also invites celebrated local and international speakers to lecture on various subjects such as personal development, business excellence, HR practices and other current issues related to HR practices. The forum also has an online site where members can make inquiries and receive feedbacks, share experiences, and chat about emerging issues in HR within the region (DHRF, 2009, p.3). Members are also allowed to post resumes and vacancies so as to enable collaboration with respect to jobs. DHRF charges a one-time joining fee of 150AED and an annual subscription fee of 300AED for individuals who wish to join the forum. In addition, one has to fill an online application form and submit it together with a passport size photo. Moreover members are allowed to bring along guests to the D HRF events but must pay 30 AED as guest fee to take care over incidental expenses (DHRF, 2009, p.4). The Human Resources Professionals Association The HRPA has been granted regulatory roles under the Human Resource Professionals Act (1990) to promote high standards of HR practice so as to safeguard public interests in Ontario. Over half of the HR professionals in Ontario are HRPA members and gain from membership in a number of ways, such as: advocacy on behalf of the profession; the biggest HR professional association in Canada; free services; regulatory and protected designations; price cuts via the Member Savings Program; and lifetime learning and career advancement (HRPA, 2010, p.1). HRPA aims to promote career advancement of its members in three strategic ways.  First, the association support careers of its members by: offering key tools and education to assist them gain and improve their profession via assessment of their needs and the development of credible designations whi ch validate their skills: expansion of its activities to include global views that will enable members acquire a worldwide perspective, which is in high demand by most organizations in Canada; assisting in raising demand for HR experts at all levels with the skills needed to enhance HR operations and management in business organizations; and creating awareness of the importance of the roles of HR professionals in business organizations through media (HRPA, 2010, p.1). Second, HRPA aims to develop a respected and prominent association that is superlative in the HR filed in Canada and able to draw HR professionals from all organizations. It also aims to engage HR senor managers and offer similar career, professional and certification courses that mirror and sustain each other. Third, the association aspires to augment its sway on policy makers in key areas related to its members and be seen as a professional body that safeguards interests of its members via dispensation of quality s ervices (HRPA, 2010, p.3).  The main goal of HRPA is to promote its members in the following ways: assisting them to enlarge the number of employment opportunities in HR and providing training programs to boost their skills; the association also offers exclusive networking avenues for members to enhance beneficial professional and personal affiliations through a number of conferences, seminars, online sites and knowledge exchange forums. Its worth to note that hosts over 190 events in a year, ranging from the Annual Conference (the second biggest in the world) to local forums, seminars, workshops, webinars and roundtables (HRPA, 2010, p.4). HRPA members are eligible to take part in these events to enable them sustain career development. In addition, the association’s surveys, research, online information services and its HR Professional Magazine ensure that members are constantly apprised on emerging trends in HR field. There are also a number of free HRPA services that m embers can benefit from. These include online HR tools, subscription to HR Professional magazine, and HR research help from the association’s Resource Centre experts. Members can also benefit from special discounts on HRPA products and services offered exclusively to members via the Members Savings Program (HRPA, 2010, p.6).  There are different member categories offered by HRPA. For example, a Practitioner member is a HR person who has achieved the HRPA’s academic requirements to be eligible for CHRP status. Full Time Student member is one who is fully or partially employed in HR field and is currently pursuing at least three HRPA certified courses in HR management in a degree or diploma program. The General member category includes line mangers, lawyers, consultants and retirees interested in HR but who are ineligible for other categories. The HRPA membership fee depends on the category offer by the association. Full Time students pay an annual joining and subscrip tion fee of $ 385 and $86 respectively. The General member category attracts $451 and $273 in admission and subscription fees respectively (HRPA, 2010, p.8). Personal perspective Having evaluated the six professional HR organizations above, I have reasons to believe that The Human Resources Professionals Association (HRPA) offers the best prospect for an HR manager who aspires to enhance his HR management skills and knowledge. My choice is based on the fact that HRPA host over 200 HR related events including the Annual Conference, the second largest in the world. These events offers exclusive networking avenues for members to enhance beneficial professional and personal affiliations through a number of conferences, seminars, online sites and knowledge exchange forums. In addition, members can also benefit from special discounts on HRPA products and services offered exclusively to members via the Members Savings Program. The main reasons that make majority of employees to resign from companies are lack of challenges in their job; personal development; and prospect for career growth. As a prospective HR manager, I intent to address these challenges in the following ways.  I will provide a competency framework that will enable all workers to identify their rank within the company, recognize present development prospects and potential upwards and outwards ways for career growth. Competencies will entail required knowledge, abilities and conducts for each role, rank and job family. The developmental appraisal program will enable my staff to ascertain existing skills and allow the recognition of spaces between present and potential positions. A self-evaluation talents audit device will be designed and provided to enable employees to frequently check progress in closing competency gaps. I will also create a career planning program I will use to discuss with my workers about their career ambitions (Noe, 2010, p.15). My strategic career development options will be si milar to the SHRM affiliate chapters that that offer international best practices, resources and a network of precious contacts to its members to enable them share HR knowledge and experience (SHRM, 2011, p.1). Some of my career development options I will offer my staff include: job rotation; cross-organizational experience; peer education; temporary attachments to associate organizations to gain to acquire new skills; and a new network of friends. I will also facilitate acquisition of precise professional abilities through official education and training program (Noe, 2010, p.2). References ASHRM. (2011) Arabian Society for Human Resource Management. Web. CIPD. (2010) Chartered Institute of Personnel and Development. Web. DHRF. (2009) Dubai Human Resources Forum. Web. HRPA. (2010) The Human Resources Professionals Association. Web. Noe, RA. (eds) (2010) â€Å"Careers and Career Management†, Employee Training and Development. Singapore, McGraw-Hill. SHRM. (2009) Annual Report . Web. SHRM. (2011) About the Society for Human Resource Management. Web. This report on Human Resources Professionals Associations was written and submitted by user Kourtney Madden to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

South African Trevor Noah Gets Daily Show

South African Trevor Noah Gets 'Daily Show' Comedy Central announced that Trevor Noah would take over as host of The Daily Show after Jon Stewart leaves the show in late 2015 or early 2016. Noah, 31, is a South African comedian, actor and writer who had become a recurring guest on Stewart’s show since appearing for the first time in December 2014. Though he’s a bonafide star in South Africa, Noah is little-known in the United States and was a something of a surprising choice to host what has become an iconic and important American TV program. Within 48 hours of the network’s announcement, Noah was already in trouble for tweets he had posted over the years that some claimed were offensive to women, Jews and minorities. Noah’s mother is half Jewish, a black South African, and his father is white and of Swiss-German descent. To reduce my views to a handful of jokes that didn’t land is not a true reflection of my character, nor my evolution as a comedian, he tweeted in response to the criticism. A South African citizen of Noah’s talent will have little trouble landing a work visa from U.S. immigration officials - perhaps a P visa that’s often used for performers, entertainers or professional athletes. Most major league baseball players, for example, come to the United States to on an O-1 or P-1 visa. The O visa is for immigrants who demonstrate â€Å"extraordinary ability† in some field, for example, science, the arts or professional sports. The O visa generally is for all-star caliber athletes. Once he gets set up at Comedy Central, it should be a relatively easy matter for Noah to get a green card and attain legal permanent residency. U.S. immigration officials are ready to give status to foreign nationals with extraordinary talents that will contribute to the U.S. economy, as well as culture and the arts. Prominent South Africans who have come here and ultimately earned their U.S. citizenship include recording star Dave Matthews, Academy Award-winning actress Charlize Theron and inventor/entrepreneur Elon Musk. Other well-known South Africans who live much of their years in the United States include golfer Gary Player, tennis players Cliff Drysdale and Johan Kriek, economist Robert Z. Lawrence, actress Embeth Davidtz and musicians Trevor Rabin and Jonathan Butler. South Africans began migrating to the United States in the late 19th century and today, according to the U.S. Census Bureau, about 82,000 U.S. residents trace their origins to the country at the southern tip of the continent. During the 1980s and 1990s, thousands of South Africans fled to the United States for political reasons, escaping the civil strife in their homeland over apartheid and racial division. Many white South Africans, most notably Afrikaners, emigrated out of fears of what would happen when the inevitable transfer of power to the black population occurred under Nelson Mandela. Most South Africans living in the U.S. today are whites of European heritage. According to U.S. immigration officials, non-immigrant visas are  processed  in  Visa Sections at  three United States  Consulates in South Africa located in Johannesburg, Cape Town, and Durban.  U.S. Consulate Johannesburg processes applications for Immigrant Visas to the U.S.  The U.S. Embassy in Pretoria does not provide any visa services. Applicants for visas in the Pretoria area should apply at the U.S. Consulate Johannesburg.

Critical Evaluation of the Paper Case Study Example | Topics and Well Written Essays - 1500 words

Critical Evaluation of the Paper - Case Study Example Viewed through a different lens, we can also see the author’s attempt to effortlessly move from theory to practice and back. This can be accomplished if practice dictates theoretical constructs that can be tested in different firms and industries. Another criterion that could enable this movement is the deconstruction of a complex subject into a well-ordered sequence. The author has been able to fulfill this through his 10-step procedure for strategic thinking. We would provide a balanced approach that hints towards the affirmative, yet there are some gaps that have not been addressed. To illustrate, let us look at Schoemaker where he says that his purpose is to provide a systematic methodology that would fashion a bridge between theory and practice. Whilst agreeing that the author has definitely provided a systematic methodology, there is no evidence of the academic theory that can be tested against the practice. In fact, the author makes no effort to state the key tenets of theory with regard to scenario planning. On the contrary, the paper abounds with several thoughtful instances drawn from practice, where organizational actors and organizations faced critical situations. Extending the answer to our question further, we also find that the author has omitted to explain the validity of his methodology to the context of the broader environment. In other words, we do not know whether the insights gained from these two companies are sufficient to provide an all-encompassing answer with regard to scenario planning.... The author has been able to fulfill this through his 10-step procedure for strategic thinking. Has the author been able to meet his stated purpose through this paper? We would provide a balanced approach that hints towards the affirmative, yet there are some gaps that have not been addressed. To illustrate, let us look at Schoemaker (1995 p.26) where he says that his purpose is to provide a systematic methodology that would fashion a bridge between theory and practice. Whilst agreeing that the author has definitely provided a systematic methodology, there is no evidence of academic theory that can be tested against practice. In fact, the author makes no effort to state the key tenets of theory with regard to scenario planning. On the contrary, the paper abounds with several thoughtful instances drawn from practice, where organizational actors and organizations faced critical situations. Extending the answer to our question further, we also find that the author has omitted to explain the validity of his methodology to the context of the broader environment. In other words, we do not know whether the insights gained from these two companies are sufficient to provide an all-encompassing answer with regard to scenario planning. We have evidence mainly from industry. There are two firms where the author has studied scenario planning. He has probably adopted the role of a facilitator or consultant in these two firms. Hence we can say that the author draws more upon primary research to enhance the credibility of his arguments. Notably, the author also makes select references to past events that transpired such as the attack of Pearl Harbor by the Japanese, the vast penetration of personal

International Trade Operations - Latvia Essay Example | Topics and Well Written Essays - 500 words

International Trade Operations - Latvia - Essay Example plained that a country will export the goods and services that it is able to produce at a lower opportunity cost and import those goods and services that it would otherwise produce a higher opportunity cost (Pugel, 2003, p. 39). Eli Heckscher, a Swedish economist, developed the core idea in 1919 about the international trade pattern. According to him, a country would export the products that use its abundant factors intensively and import the products that use its scarce factors intensively (Pugel, 2003, p. 39). To be more succinct, as Fedotovs (2010, p. 52) noted, a country will export goods whose production is intensive in factors that the country is abundantly endowed. Fedotovs (2010) explained international trade patterns of Latvia, based on the evidences of Latvia’s access to European Union and related how both the theories, comparative advantage and Heckscher-Ohlin theorem explain the case of Latvia. His work has proved the validity of both the theories and concluded that both the theories can be said to be applicable to the case of Latvia. A comparison between the major sectors of minibuses, cement, timber and Livestock etc of both Latvia and European Community, it can be observed that Latvia could claim to have comparative advantage in some areas despite the fact it lagged behind the EC. The productivity of Latvia in some sectors like milk, livestock, grain and meat has proved 17 to 25 times below the level of EC, and same time the productivity in some other sectors were found to be only 5 to 6 times less, and therefore, it can be explained with the theory of comparative advantage. Fedotovs (2010) has given Timber as an example for Latvia’s export to European Market, because Latvia gained comparative advantage in producing timbers as the productivity ratio to other countries was higher than in other industries. Between the periods of 1920s and 1930s, timber was the major export of Latvia and, during this period, the market share of timber has been

Discrimination At the Work Place Essay Example | Topics and Well Written Essays - 2000 words

Discrimination At the Work Place - Essay Example This paper stresses that the utilitarianism approach has various limitations that make it difficult to achieve ethical standards in the organisation. One of the limitations is that most people are taught to focus on self-development, and they do not care about the actions that they may take and influence other people around them. Thus, it is hard for most of the people to practice utilitarianism. Additionally, what may create pleasure to an individual may not create pleasure to someone else. Thus, it is difficult to determine what will make someone happy in a specific condition or situation. This report makes a conclusion that utilitarianism approach offers a method for deciding the morally upright situation in any course of action as discussed in the essay above. Thus, individuals should identify the courses of action before they perform any action. Additionally, they should also determine the harms and the benefits that can result from performing a certain action. Afterwards, they should choose an action that benefits the stakeholders in an organisation. Any discrimination will be done away with if the parties involved consider the consequences of their action. Discrimination causes more harm than good in an organisation. Thus, utilitarianism approach is beneficial in determining the ethical concerns in the organisation. Other models that can be used include the common good approach, justice approach, and virtue approach.

International Relations: Western Centric Discipline

International Relations: Western Centric Discipline In examining whether IR is a Western centric discipline, this essay will firstly look into the significance of the fact that its central thinkers have resided historically in Western countries. It argues that this has an effect on the issues considered relevant to IR, while it also means that IR theory is grounded in a cultural and intellectual context that aggrandises the West, and Others the Third World. The essay secondly looks at the key ideas of Realism and Liberalism (the dominant traditions in the field) in all their forms, and explains how they derive from Western-centric presumptions. It thirdly examines the inherent Western-centrism of the Westphalian model in traditional IR. The majority of IR scholars have come from core countries. Third World scholars have largely been excluded because research and debate take place in specialist journals and academic associations, in English and in a particular language of IR. Financial scarcity in Southern academic institutions also affects Third World scholars ability to participate (Tickner, 2003, pp. 296-301, 311, 324). This has an effect on the discipline overall as scholars are inevitably influenced by their surroundings, both in terms of their distinct academic settings making them subject to particular frameworks and terminologies and their concrete working conditions. A scholar who every day witnesses phenomena such as poverty or war will undoubtedly reflect differently upon reality and prioritise different issues in their research agendas than a scholar in the core. The latters material benefits as well as autonomy accorded by tenure can serve to separate them from the worlds critical problems, enabling th em in conjunction with other academics to artificially construct boundaries to the field through self-referential interaction, and to ignore analytical categories and perspectives that do not sit with their worldviews. This can account for the marginalisation of the Third World in the study in IR (Tickner, 2003, pp. 300-311). Additionally, these Western IR scholars are writing against a cultural backdrop that is Western-centric. It is often implicitly assumed that world politics happens exclusively in the Northern hemisphere and the history regarded as important and relevant in popular discourse reflects this. For example the Holocaust takes a central position in Western historiography while colonial genocides, a routine feature of European expansion, are largely overlooked (Barkawi, 2006, pp. 334-343; Tickner, 2003, p. 307). This is interlinked with the popular and intellectual conception of the (particularly Anglo-American) West as a force for good in the world. WWII for instance is often portrayed as a battle of freedom against tyranny, in which the former supposedly came out victorious. This ignores that the principle of self-determination outlined in the Atlantic Charter was only intended by Western leaders to apply to Europeans; the Allies were fighting the war in the far East largely for control o ver China, and the British only granted India independence because of their realisation that it could no longer be held militarily (Barkawi, 2006, pp. 339-343). There are many examples of such double standards, which are symptomatic of the degrading view of the Orient (I use it here to mean the wider Third World) commonly held in the West (Said, 2003, pp. 1-12). This view was implicit within the writings of early progressive and cosmopolitan thinkers, upon which much modern thinking is based. Kant, despite one of the three major revolutions of his time being the Haitian struggle against slavery, omitted the aspiration of slaves for freedom from three major treatises on love for humanity, while Locke went as far as to justify the colonial seizing of land from Indians. The moral frameworks set out by such thinkers have sinister implications for the social institutions they inspired. If, for instance, Kants theories of international order were not really designed to foster peaceful coe xistence, then Liberal institutionalism becomes highly suspect. Axiomatic categories of international ethics and society are therefore to an extent rooted in concepts pertaining to imperialist and colonial perspectives (Grovogui, 2007, pp. 234-235; Locke, 1764, no page given). As a result the Orient has been defined in Western discourse by what it supposedly lacks rationality, development, and civilisation in contrast with the West. The construction of this dichotomy between the West and Others serves to falsely homogenise different regions, cultures, and histories analytically, thereby masking the complex nature of international reality and preventing nuanced analyses of phenomena in the Third World. This arrogant and narrow view can be seen for example in mainstream Western explanations for violence in periphery states, which is said to derive from a lack of modern Western institutions (Barkawi, 2006, pp. 336-347; Tickner, 2003, pp. 311-315). These public attitudes have indubita bly filtered into academia, and so claims to neutrality and objectivity among Western scholars are inevitably false, serving only to mask intellectual presumptuousness and sympathies with the powerful, imperialist core (Agathangelou and Ling, 2004, p. 36; Barkawi, 2006, p. 344; Grovogui, 2007, pp. 232-237). Western-centrism can clearly be identified in the Liberal and Realist traditions of IR. Liberalism is informed by ethical principles, giving it a normative agenda based on fostering peace and cooperation for mutual gain through international institutions. Yet these ethical principles are a product of Western intellectual histories, while the institutions at the core of their analyses, such as the UN, were founded, and are dominated, by Western powers (Barkawi, 2006, p. 331; Jervis, 1999, pp. 43-63; Powell, 1994, pp. 335-344). It can thus be said that Liberalism serves to rationalise Western hegemony by institutionalising and universalising Western laws, rules and ideas (Agathangelou, 2004, p. 31; Grovogui, 2007, pp. 235-236). Further than this however, these institutions can validly be accused of working in the interests of the West at the expense of the rest of the world. The League of Nations and limited government for instance were two institutions that served to uphold the inters tate commercial system. Liberals claim that this leads to corporate growth, which in turn generates prosperity. However, this ignores the pertinent criticism that it in fact may lead to prosperity solely for Western countries, thereby rendering the Third World economically dependent on an increasingly hegemonic Western order (Agathangelou, 2004, pp. 24-25; Tickner, 2003, p. 306). Realism on the other hand is Western-centric by open admission. It regards Great powers as the most important objects of study because it claims that in an anarchical international system only they can account for change; and in modern times they have been concentrated in the West. The actions of the weak are regarded as marginal or derivative of those of the powerful (Agathangelou, 2004, p. 27; Barkawi, 2006, pp. 329-334; Tickner, 2003, pp. 300-301). Such an outlook however comes from an implicit prioritising of the security needs of the strong. Suggesting that only the Great powers have real agency means the weak, which make up the majority of the worlds population, are left out of the analysis altogether, and therefore their experiences and problems are disregarded. Furthermore, the strong do what they will while the weak do what they must attitude rationalises and justifies Western attempts to dominate other countries, while also ignoring the fact that modern Southern movements do have the ability to fundamentally change world politics as is shown by Al-Qaeda and 9/11 (Agathangelou, 2004, p. 24; Barkawi, 2006, pp. 329-334, 352; Grovogui, 2007, p. 244; Tickner, 2003, p. 300). Traditional IR is intrinsically Western-centric. Its scope is everything that goes on between sovereign states which are regarded as the primary actors to be analysed as opposed to within states. States being the basic units of analysis means that the international arena is regarded as anarchic; containing no supreme body above the state level. This idea is known as the Westphalian model (Barkawi, 2002, pp. 111-112; Tickner, 2003, pp. 299, 309). Yet the condition of international anarchy posited is one that only applies in some contexts. Weaker countries are in practice subordinate to more powerful Western countries; making the international system effectively hierarchical. It can only be seen as otherwise from the eyes of those competing for control of it (Tickner, 2003, p. 309). This Westphalian model relies also on an idea of sovereign statehood which is applicable only to particular times and places mainly the West (Barkawi, 2002, p. 110). In Africa for instance state borders are mostly artificial boundaries drawn up by the old colonial powers, with each national territory containing a variety of social, linguistic, ethnic and religious groups. Accepting the state as the foundation for analysis is the same as acknowledging the legitimacy of colonial territoriality and the institutional expression of colonialism. It also ignores the fact that many states in Africa have been usurped of many of their functions by other bodies, such as armed militias, organic nationalist movements, and international businesses, making them not the central political actors in the region (Grovogui, 2007, p. 236; Tickner, 2003, pp. 315-316). Traditional IR ignores the relevance of community for study, as well as the relations between local political and cultural groups, and therefore the constitution of states. It cannot comprehend, and therefore dismisses, the complex societal interactions that take place in the Third World (Barkawi, 2002, pp. 111-112; Tickner, 2003, pp. 309-3 10, 323). IR scholarship in recent years has attempted to overcome Western-centrism. Dependency theories for instance strove to break Third World economic and intellectual dependence on the core. Later Postpositivist theories acknowledged the artificiality of the disciplines borders and the narrowness of its discourses. However these theories have shown limited success in this regard because they are all based on Western intellectual traditions and analytical frameworks (Agathangelou, 2004, p. 28; Tickner, 2003, pp. 306, 324). It is apparent that IR is a Western-centric discipline. The fact that the vast majority of its scholars hail from the West has an inevitable distorting effect on academic study, in terms of: the issues considered important, the actors given attention, and the categories of Self and Others. These distortions all ultimately derive from Western intellectual tradition and popular and political discourse, which form the basis of the writers understandings and worldviews. There have been attempts in recent years to overcome these problems, but so long as the field of IR continues to be dominated by Westerners and excludes those born and raised in the Third World, it will remain Western-centric. Government Accountability: Child Labour Government Accountability: Child Labour INTRODUCTION: In this topic I have focussed on the Child labour problem in worst form in India, in India though Child Rights recognised and even many legislations passed to deal with the children rights but the children rights are continuously in one or other form violated. The topic try to expose abuse of children rights of those children who are working in hazardous work places like mines, firework industries and other informal (registered or unregistered small mines and quarries) and other sectors. In this topic I tried focus on the worst situation that children facing in the above sectors that the magnitude of the problem and conditions of the children are disclosed. The topic further discussed the role of the Government and Non Governmental Organisations eradicating this social disorder. India continuously facing the child labour problem, in India child labour is a socio, economic and political problem. As a developing nation India facing this problem and it is hampering the growth of the nation in many ways. Indias one of the main goals is to put end to child labour. There is a huge exploitation in the marginalised groups in other terms poor among poor is more or less vulnerable sections. And if we talk about child they are more vulnerable, childhood of these exploited sections are wiped, these tender buds are muscled to take burden of unwanted. Childs are many ways are exploiting like child trafficking, child prostitution, and child labour and child slavery. India is the example for the child labour curse. Since independence, India has dedicated itself to be against child labour. Article 24 of the Indian constitution clearly states, No child below the age of fourteen years shall be employed to work in any factory or mine or employed in any hazardous employment  [ 1]  . Article 39(e) directs State policy such that the health and strength of the workers and the tender age of children are not forced by economic necessity to enter avocations unsuited to their age or strength  [2]  . These two Articles illustrates that India has constantly had goals of taking concern of its children and ensuring the protection of workers. In regard to child labour the Indian government enacted the Child Labour Act in 1986. The purpose of this act is to prohibit the employment of children who have not completed their 14th year in specified hazardous occupations and processes  [3]  . Children life is miserable under fourteen who has to earn for their families and they have to work with great pain for little amount. Poverty and illiteracy are main causes in these segregated sections causing exploitation. Families who are below poverty line do not have think about the any other issue of the society rather to how the day will go on every day. The governments have taken measures but they are lacking in implementation, there is a huge resentment in the civil society the application levels are very low in developing countries and they always try to escape in one or other ways give their accountability to international Agencies. India as signatory of international covenants trying to strengthen to its local and national laws to eradicate the problem. India is signatory to ILO forced labour convention, ILO abolition of forced labour convention and UN convention of the right of the child. As per the International labour organisation report 12.6 million  [4]  children are working in different sectors in India as per the census data on the child labour. NGOs and other social activist working remarkably to bring awareness in the society. Many activities holding awareness programmes in the society trying pull out the society from the plague of child labour. Judiciary also taking very stringent stand over the child labour issues. International covenant on convention on rights of the child recognises that children should be having special care and assistance to grow. Not only is that committee on the rights of the child the body of experts who monitors the implementation of convention by the state parties. The child must be spruced well in the decisive years of his life. He must receive education, acquire knowledge of man and materials and blossom in such an atmosphere that on reaching age, he is found to be a man with a mission, a man who matters so for as the society is concerned. The child rights violated in the form of child slavery or bonded labour, child trafficking, child prostitution and pornography, child soldiers, domestic child servants, hazardous child labour. As the topic mainly dealing with child labour, the children are exploiting as labour in mainly following categories field of work cultivation; agricultural labour; livestock, forestry, fishing, plantation; mining and quarrying; manufacturing, processing, servicing and repairs; construction; trade and commerce; transport, storage, and communication; and other services. Not only the above categories children used as labour, children are used to manufacturing explosives like making matches, crackers, gem polishing, paper bag making, manufacturing sport goods, handicrafts, carpet weaving, gas stations, silk cultivation, glass and brass manufacturing, leather tanning etc, these are the examples of worst form of child labouring these all are some examples that we can understand that in many forms chi ld can be abused and his rights are violated in everyday life. The topic mainly enlightening on child labour who works in mining and quarrying and Agriculture sectors in hazardous and other informal industries. Historical background of child labour laws in India: Before discussing further lets summarise the child labour laws and change in the course of developing nation. Any child under the age specified by law worldwide works full time, mentally or physically to earn for own survival or adding to family income, that interrupts childs social development and education is called child labour. After set up of the International Labour Organisation, in 1919 under the League of Nations there is clear consciousness to set up international guidelines by which the employment of children under a certain age could be regulated in industrial undertakings. And suggested a minimum age of 12 be to work. British India adopted the same Sir Thomas Holland had introduced in the legislative assembly. Though there were many furores by the members, it is the starting of the recognition of child care at work. We can say that the International Labour Organisation is playing a vital role in eradicating the child labour from industrial exploitation. A Royal Commission on Labour came to be established in 1929 to inquire into various matters relating to labour in this country. The report came to be finalised in 1931. It brought to light many inequities and shocking conditions under which children worked. The Commission had examined to conditions of child labour in different industries and had found that children had been obliged to work any number of hours per day as required by their masters. It was also found that they were subject to corporal punishment. The Commission had felt great concern at the placing of children by parents to employers in return for small sums of money; and as this system was found to be indefensible it recommended that any bond placing a child should be regarded as void. The recommendations of the Commission came to be discussed in the Legislative Assembly and the Children (Pleading of Labour) Act, 1933 came to be passed, which may be said to be the first statutory enactment dealing with child labour. Many statutes came to be passed thereafter. As on today, the following legislative enactments are in force prohibiting through various provisions of employment of child labours in different occupations. Factories Act, 1948 prohibit that no child under the age 14 allowed to work in factories. Plantation of Labour Act, 1951 prohibits children under the age 12 in the field of plantation. Merchant shipping Act, 1951 disallows who under age fifteen to carried or engaged to sea to work in any ship though there are some exemptions for who carrying family business and home trade with some restrictions. Mines Act, 1952 in this act prohibits any child to take part in any mining operations; there is total ban on child to take work in the mines in below the grounds or in open cast work. Motor Transport workers Act, 1961 bars no child be allowed to take any work in motor transport undertakings. Apprentice Act, 1961 prescribes the qualification to become apprentice that person shall not qualify unless he crosses the age fourteen. Beedi and Cigar Workers (Conditions of Employment) Act, 1966 prohibits of employment in the concerned industries. Child Labour (Prohibition and Regulation) Act, 1986. (A ct 61 of 1986). These regulations clearly show that legislatives have firmly considered necessary prohibition on Child labour. Though strong legislations in India there are many loopholes and ineffective administration authorities who splitting the wound continuously. Children rights are open to abuse in social, economic and political background of the society. Worst form of child labour some Illustrations: In many industries have been in the process of exploitation like match and firework industries, glass and bangle industries, stone quarrying industries etc., There are no registration industries who dealing with these kind of work in such places high hazardous situations where children were to take work quarries cutting stones brushing them loading and unloading not even shelters to take rest in all the seasons they have to work for more than 6 to 8 hours daily for meagre amount. Many diseases they have to face like bronchitis, lung and respiratory problems. The children are, as bonded labours have to work for little money or for sake of their family earnings. Child labour mostly exploited by informal industries like small mining and quarrying industries, here the large range of work activities and practices take place, like excavating, cutting, panning, processing, breaking, blending, carrying, transporting and marketing. Here one illustration is important to give that how the child workers are working and how they are in miserable conditions. That is in Sivakasi, Tamilnadu state, India it is known as home of Match and firework industries. The region is mostly located with these industries. There are around more than 450 match and firework manufacturers are located. But the exact number of child workers in this industry is difficult to work, but as per the official report Office of the Registrar General, District Profile 1991- Tamil Nadu (1991) more than thirty thousand child between ages six to fourteen in these manufacturing units  [5]  . But some other sources and social activists opine the number is much more than the statistics r eport. Children had had to work in dangerous and hazardous units many Non Governmental Organisations, media, and labour unions continuously drawing attention of the same to government and Merchant association. But their efforts put in to vain in many ways due to negligible administrative authorities, under the power politics of Merchants association. Due to fire accidents in these industries damage is very horrible; in reported news in one accident 23 children were born alive. There are many shivering and terrified incidents took place in these mining industries. Human right activist and Advocate Sri M.C. Mehta filed a writ petition in the Supreme Court of India vide W.P.465/1986  [6]  the Supreme court said that this is the example of worst offender who violating the prohibition of employing child in hazardous industries. Court constituted a committee for analyse and recommendations after considering the recommendations of the committee court directed that employment of childre n in match and firework factories is shall not be permitted. Children who are working in hazardous employment is violated the spirit of the constitution. The Supreme Court directed that the children employed in the match factories for packing purposes must work in separate premises for packing. Employers should not be permitted to take work from the children for more than six hours a day. The employers and State Govt. should provide proper transport facilities for travelling of the children from their homes to their work places and back. Facilities for recreation, socialisation and education should be provided either in the factory or close to the factory. Employers should make arrangements for providing basic diets for the children and in case they fail to do so, the Government may be directed to provide for basic diet one meal a day programme of the State of Tamilnadu for school children may be extended to the child worker. A National Commission for childrens welfare should be se t up to prepare a scheme for child labour abolition in a phased manner. Such a Commission should be to this Honble Court directly and should report to this Honble Court at periodical intervals about the progress. The court decision quite surprising one many other issues that not dealt in this case when there is clear prohibition court try to segregate work in to two different sectors like packaging and processing and working child allowed to packaging section difficult to understand the court view. The most difficult side of these decisions is that they did not afford relief for children employed outside of the enumerated hazardous industries But it show that how the miserable situations the child worker face reflects. The root cause is very simple but very strong one extreme poor condition of the families of those children, more than 75 percentage families eking their livelihood in those groups of society. These people exposed to extreme hazardous conditions no adequate measurements will take place even the prescribed laws are there. Violations are common, health conditions of the children are neglected every minute and day. Though there are many issues have to deal this is the first step towards protection of the child labour rights. This is only one situation where brought in to light where in many other industries like mines, quarrying, glass and bangle etc like many informal industries means non registered industries, are exploiting the childhood of the nation which is intolerable. In quarrying industries child labour situation is unjustifiable and inhuman small children between age 6 to 14 who are working where there is no monitoring and census record shows of their exploitation but it is true that they are openly curbing the child rights every day. Child labour in the quarrying industries works for more than 10 hours a day they are used to cut the stones in different sizes, load and unload the stones. Children are illegally forced to mining works, the mining contractors engage them in digging, breaking stones, filtering, load and unload, dumping, transporting, and processing activities. In iron ore mining child labour used to make a basin of iron ore child has to hammer and fill one basin of ore hardly he earns three pence in a day a child makes 5 to t basin of iron ore earning below 50 pence a day. Every iron basin the child filled up tells the story the magnitude of the problem that they are facing. In these industries very less or no safety equipments and no prescribed pay system even. In the working areas are always open to susceptible to accidents, injuries, and chronic mining leads to severe health problems. Children who engaged in granite industries faces the similar problem they used for collecting kerosene from mine tailing and in the washer pits from their bare hands handling toxic waste. In other hand the contractors, mine owners, traders and all other merchandisers escaping from the accountability easily though they are blatantly violating the child labour laws. The shift to privatisation and open market economy after Indias new economic policies has led to pushing women and children into the informal labour force, especially in sectors like mining where deregulation of laws for attracting foreign direct investment and private investments have led to mechanisation and retrenchment of workers and have diluted the legal protections towards labourers and marginalized sections. This calls for urgent investigation of all the mine s in the country. Hospet-Bellary mining industry in Karnataka is the example of such conditions 3 big mines ranging over 83 hectors, and 6 big mines in bellary regions and 37 other mines spread over the region. These mines excavate iron ore, manganese, gold, quartz, granite and decorative stones. Fact finding team who reported about the child labour violations is shocking shameful to the nation. In these mines Activity takes place with drawing out the ore, breaking the raw ore rocks into small stones and shingles and into fine powder. The mining area has vast extraction site stretching in acres. These areas consist of extraction sites, stone crushing units, stockyards, dump yards, weighing and permit yards, motor vehicle yards, and wagon laoding points across the railway line. These mines in Bellary district are on the hills stretching almost 180 km. The labour that works are migrant workers and mostly form Scheduled cast (Dalits) and tribes these poor labour were engaged by middle persons to work in the mines. In these mines to work the whole family of the poor labour migrates and whole family except old live at work place and work in the mines. In the work area again child labour divided girl labour work with women in breaking the ore into stones. When a heap of lumps is gathered girl children take them to process sieving the lump into iron ore powder. If a boy labour then he goes with men digging and loading and unloading work. And the wages depends on the child labour capability. In these mining areas labour are mostly woman and children more than half of the labour these sections only works. This situation is not only the iron ore mines, in the District Bellary and Hose pet and its surrounding areas children are engaged in granite mines. In these mines kerosene is used to cut the granite and children are used to constrict and strain kerosene tanks and children have to spend hours together dipped their waist in the kerosene tanks. How bizarre to hear and h azardous but this is the daily routine life for them who working in the granite mines in Hosepet, Bellary, Karnataka. From the surround villages of these mines children brought to work, some go to school and some dont, some children who are the sole earners for their families who used to work in the mines. Children are usually got in to expose to accidents and health problems apart from that the children are at high risk to trafficking and sexual harassment. Usually the mines are open cast form and children labour have to work open without any shelter whatever the weather may be, they do not use any safety equipments, even no drinking water facilities available all the labour have to walk a stretch of 2 to 5 kms. No toilets are provided woman and young children has to do their natural calls openly in humiliation conditions. Conditions in the mines are so pathetic, even after the work to wash or bath there is no water facility, and more over labour have to eat with their dirty hands, though the open site dust falls in their vessels. The mine sites are with full of mosquitoes and insects where the children and woman stay and live. Due contaminated and polluted atmosphere children and people who working in the mines usually get sick, while due to meagre amount of wages labour reluctant to go for medication, due to this mining labour developing chronic illness like tuberculosis, siliceous, cancer, respiratory problems and other disorders they are effecting from. These labour work as casual labours and as a curse they cannot use public health services, and they have to go private doctors treatment, and there wages go for medicines and only for temporary relief. These are the merciful conditions of the child labour in the mines industries, traders, owners of these mines very rarely respond on any severe issues raised on. Children rights are apparently abusing by these industries with no accountability and irresponsible authorities helpless with inadequate infrastruc ture. Many social activists and NGOs like HAQ  [7]  (means right in Urdu) ( centre for child rights), Bachpan Bachao Andolan (Save the child movement)  [8]  organisations, M.V. Foundation a voluntary organisation, Hyderabad, Andhra Pradesh, reacted and have taken some initiations to bring out the truth of the child labour conditions in these mines, and submitted report to Karnataka government, acting upon the report Government of Karnataka appointed high level of committee for recommendations. My main concern about the child labour and abuse of their rights, though there are many Acts and regulations land Apex court directions regarding the Child labour, like Mines Act, 1952 prohibits totally children to take any form of work who are below fourteen years. Who are to be blamed for the cycle of exploitation of women and child labour the society, the government, implementation body, parents, judiciary, traders, media we have to move forward in the civilisation society, we have to take collective responsibility, and try to correct every part of the section of society and with the cooperation with each of the institution we have to up lift the children rights. Its now nations duty to eradicate child labour abuses in all forms the above are only the worst form of abuse the child labour rights. In many other organised and unorganised, formal and informal, registered and unregistered industries these rights of children are violated every day. Agriculture sector is where child rights abused extensively, Agriculture is the main source in Indian economy, and in this field child labour is in the form of boned labour. Bonded labour in the farm sector arise when people who do not have any source of land to cultivate or those tenant farmers or small farmers takes loan from the landlords or other sources in return they offer their labour else their children as bonded labour until paid off. Who are considered to be in training to become adult bonded labourers, graze cattle and assist bonded adults. This system is widespread throughout the central India and south India. Bonded children are sometimes subjected to physical punishment and suffer from a high incidence of severe malnutrition, vitamin deficiency, anaemia, tuberculosis, and skin and parasitic diseases. They have no time for either leisure or education over 90 percent of bonded labourers in India, many of whom became bonded as children, have never had the opportunity to g o to school. Children working in Zari (embroidery work on dresses) Industries in Delhi, Delhi as National capital it are destination and transit point for the traffickers. Children from the different places from other States trafficked here for exploitation, they are converted as sex workers or labour in domestic works and zari industries. Fashion and export make Delhi an important business hub. Due to demand of the work contractors engage children as cheap labour to get more marginal benefit. Traffickers lure poor families promising for good earning to send children. Nearby villages people send their children for work attracting by agents. Children are forced to work long hours as up to 20 hours a stretch despite the consequences of their age and ability and of course with total ignoring of their physical and mental requirements. If they refuse to work they were beaten up badly. While working in the embroidery children every so often cut their fingers very badly. They have to work in confined ro oms, and at last children paid only 30 rupees a week (around 40 pence). And some children are trafficked to brick kilns where they have to work with adults making bricks. The families who effected with trafficking are mostly Muslim minorities. Social activists and child right defenders many times rescued these children but many times these children are re-trafficked. Developing countries always struggle with inadequate economic growth; child labour is one of the results due to inadequate economic growth. In one sense economic development, poverty and child labour are interlinked with each other. As a developing country child labour problem haunting India but this problem is not much is to eradicate in concern with economic growth policies. India must do more to combat child labour, primarily if the causes of child labour include caste discrimination, little or no educational opportunities for Young people and misconceptions about childrens work. Children working in the hidden sectors, particularly those in domestic work and prostitution, have become vulnerable to sexual abuse. This makes them more susceptible to unwanted pregnancies and sexually transmitted diseases including HIV/AIDS  [9]  . Active participation Cooperation of NGOs like Bachpan Bachao Andolan (save the child), Haq centre for the right of the child, international programme of elimination of child labour(IPEC), Global march against child labour, UNICEF India, M.V. Foundation, social activists, human right activists are remarkably working towards eradication of child labour problem. Many organisations working on child rights, they are focussed mainly in the tribal and urban informal child labours, and marginalised labour. Educating not only children their families, mobilising them to understand and bring awareness on their rights, exploitation. Social organisations try to bring fact findings of like situations in light and where enforcement authorities fail to do so, even after many fact finding reports submitted to concern administrative authorities if fail to take actions, bringing the inaction of those authorities filing public interest litigation in Supreme Court of India. Government role: India as large democratic country and as member of United Nation Committed to eradicate all social evils which violates Human Rights. And as party to International covenants and one of the main member of International Labour Organisation, as developing country India has many millennium Goals. Committee on the Rights of the Child (CRC) is an international monitoring body monitors implementation of the convention on the rights of the child by state parties. Under this convention every state party has to submit their periodical report to the committee. 53rd session of the committee of right of the child will be help in Geneva January 2010. India as a developing nation and high birth rates and population child labour problem is identified as Socio, Economic and political problem and it is linked with poverty and illiteracy inextricably. Gurupadaswamy Committee  [10]  is the first committee on child labour problem constituted in way back 1974, the committee have suggested many recomme ndations to the government. The committee rightly opined that as long as the poverty and illiteracy continues in the society it is very hard to eradicate the child labour problem. On base of the recommendations of the committee The child labour (prohibition and regulation) Act, 1986 was enacted. The Act prohibits employment of children in certain specified hazardous occupations and processes and regulates the working conditions in others. To deal with the child labour problem Government of India has taken National Child Labour Projects  [11]  these projects are the main rehabilitation schemes for the child labour. The main concept of the project is to open at district level rehabilitation centres and schools through National project societies for the child labour. In these centres make available to children with vocational training, providing supplementary nutrition and non formal education, providing health care through trained doctors. Children are withdrawn from work and main streamed to schools. With the help of international programme of elimination of child labour programme an organisation of international labour organisation the main objectives of the programme to mobilising the society and bringing the awareness in the society in the process of elimination of child labour. The Ministry of Labour, Government of India and US, Deptt. Of Labour have developed a project under ILO-IPEC for Prevention Elimination of Child Labour in identified Hazardous Sectors  [12]  . The main objectives of these projects is to identify the children who are working in hazardous employment, it also insists a detailed survey to be conducted to identify these children. The second aim is those identified children from the age group 8-14 working in hazardous employment withdrawing them from the such employment and providing them rehabilitation facilities and education. These projects not only encourage children to withdraw from employment, these projects recognise the fam ily of the dependent children and assure to provide viable income sources. These projects also insist social education and awareness programmes. In the tribal areas Government of India started Girijana Vikas Kendras and Vidya Vikas Kendras these institutions educate and mobilise them to eradicate child labour. The right of children to Free and compulsory education Act, 2009, is enacted by the parliament of India amending the constitution of India, inserting Article 21-A, providing free and compulsory education for the children off age group 6 to 14 as Fundamental Right. Not only that it provides specific reservation in private schools 25% seats for poor families, without any hassle. Conclusions: Thus child labour is still a burning problem in India and we must be ready and, more importantly, willing to combat this evil which is spreading its wings larger day by day. However, the government is trying but without the concern of the people, this problem cannot be eradicated. The recently conducted surveys are decisive that laws enforcements leaves lot to be desired. On the other hand if a child or his/her parents are unaware of the rights they are privileged with, it makes the task harder. If the family is poor and illiteracy resides in the houses, it becomes a very difficult matter, if not impossible, to eradicate this problem solely by the government itself. Therefore, if the society and the government work together hand in hand, it would be an able effort to regulate and eradicate this problem from our country and make it a better country of our dream. The Latin Maxim boni judicis est ampliare juridictionem(meaning law must keep pace with the society to retain its relevance, for if the society moves but law remains static, it shall be had for both. ) must be followed practically. Children are our assets. The common people should consider this quote and the

BMW Essay -- essays research papers

BMW and Audi, two German automobile manufacturers, have a reputation for making some of the best cars in the industry. Not only are both companies superior in their production, but their financial statements also indicate stability and efficiency. Looking at financial ratios, we will compare both companies on a basis of management efficiency and debt status. As a bank analyst, we will make a recommendation as to which company would be better to approve a loan for. A recommendation will also be made regarding management effectiveness and which company would make a better investment. BMW has captured the attention of automobile drivers from all around the world with their â€Å"Ultimate Driving Machine.† The BMW Company was originally established in Germany and has extended nationally reaching over 12 countries. With Germany and the United States being the top two target countries, BMW has established their products as a combination of luxury, safety, and comfort with product lines to suit all styles of living. Revenues have been increasing each year since before 1996 with profits coming from product line of automobiles and motorcycles. In 2001, BMW came out with a new product group, the Mini. The Mini also contributed to the revenue increase in 2001. BMW has current developments in their sports cars, the Z8. BMW has created a trustworthy name for the automobiles they produce and has all the potential to continue their success in the future. Audi, one of Germany’s first automobile producers, has been designing and building cars since August Horch, its founder, completed his first car in 1901. Over the years following, a series of innovations and mergers have led Audi to the position it is in today. Audi’s subsidiaries include companies to facilitate international operations, part manufacturers, a vehicle customization company, a technology research company, and Lamborghini Corp, a successful sports car manufacturer. Audi’s current developments include its holding the EU Seal of Environmental Protection, and a number of technological advancements, including new car designs and a â€Å"seeing car† technology that has been nominated for the German Future award for Technology and Innovation.   Ã‚  Ã‚  Ã‚  Ã‚  BMW  Ã‚  Ã‚  Ã‚  Ã‚  Audi Profitability Ratios  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Return on Equity  ... ...reflects this. This again shows BMW’s less efficient cost management than Audi. Through Dupont analysis, we have been able to see the specific strengths and weaknesses of BMW and Audi’s management. BMW’s lower profit margin and asset turnover indicate less efficient cost management and asset management. Their debt multiplier indicates that they’re taking advantage of debt, but the benefit of this isn’t realized because of their problems with cost and asset management. Due to Audi’s more efficient use of their assets, and better cost efficiency, it can be said that their management has performed better than BMW’s over the past year. BMW and Audi both build cars that have a reputation for security, reliability and quality. These traits transcend into their financial statements, making both of them a good investment due to their debt status, and management effectiveness. Our recommendation as a bank loan analyst would be for BMW due to its superior liquidity and low risk. When evaluating management performance for equity investment, Audi is clearly a better investment. This is primarily due to its superior asset management, debt allocation, and inventory management.