The special meeting of the Syndicate Cochin University of Science and Technology (Cusat) has ratified the detailed project report (DPR), on the model the Department of Human Resources Department (MHRD) for the adaptation of IIT Varsity.

The draft consolidated report, décanat of the Conference Committee, in consultation with the 27 departments of the Cusat has Rs 450 crore for hosting one of various development projects at the university.

The report has a massive restructuring of the engineer by training, through university. Under the restructuring of various departments, Thrikkakara Model Engineering College and Engineering College Pullinkunnu be grouped for services parallel to the university.

Your working time is restructured as part of an IIT.

A provision of an amount of Rs 175 crore for restructuring the company.

Cusat School of Marine Sciences is renewed as a School of Marine Sciences and Technology. The school was informed of new courses and laboratories. An amount of R 50 crore was on land set aside for the registration of any of these activities.

For the insertion of a reorganization of activities in science and environmental flows, RS 45 crore and Rs 7.5 crore has been ignored.

Departments such as human sciences School of Legal Studies and the School of Management Studies will be strengthened and new courses are made.

The Department of Hindi is now called the Department of Indian languages. This division is greater flexibility to negotiate prices in other languages in southern India.

All non-scientific departments are strictly function as part of an IIT.

The Syndicate meeting also decided to put pressure on the government to obtain land for the establishment of the Institute. A director of planning are appointed for the implementation of liaison officers between the European Union and the Government of the State Government to obtain a Cusat ITI upgradation.

“The report of the State Education Department, government and the Ministry of Human Resources Development in a few weeks,” Cusat VC-PK Abdul Aziz said.

The new selection procedure for admission exams and a common question paper format to reduce stress for students, has been completed.

The Joint authorization of the Indian Institute of Technology met to eliminate the creases in the recommendations of a working group on revision of the assessment.

From next year, students, to ensure the JEE 60 percent must be trademarks or a breakdown in the first class XII board examination (55 per cent for SC / STS). They are only two tests for verification, the curriculum for this is closely linked to plus-two.

“We are only an exception for JEE 2006. We can be a candidate for a seat for the examination marks, whatever insured or the number of previous attempts, subject to their compliance with the criteria of age, IIT Madras director MS Ananth, including “said spokesman board.

In announcing the April 9 as the date JEE 2006, IIT Kharagpur director SK Dube, said the new format verification would be to assess students’ aptitude and analytical capabilities and next year will be set up .

Under the new format, students have the opportunity to write three documents in question than two hours each in physics, chemistry and mathematics. Questions are now more than two curricula in the eye.

Ravi Mathur, Joint Secretary of the Union in the development of human resources department, said the government would have the honour to IITS viewpoints and review is not new system.

It was at the meeting, to which all heads of seven IITS, Institute of Technology? Benaras Hindu University and the India School of Mines, Dhanbad.

“We want students, with raw intelligence, who did not need the help of coaching institutes answers to write. That is why we feel, including new systems must be reviewed every three years, “said Ananth, explains the reasons for this new format.

Regardless of the quality, variety of IITS stress among students. They want 25% of the Post-Graduate seats open for foreign students.

“We also want 10 percent of the faculty from abroad. We have the ideas, now, the government, a call to him,” said Ananth.

The centre has plans to improve the reception of students at the IITS, although no final decision has yet been taken.

“We want an increase in the number of students in IITS. That is why we decided to increase significantly in the planning of expenditure in these institutions,” Mathur said.

The government spends about 700-800 R crore in the IITS, the train about 4000 students from seven schools.

“The government has already seven institutes of the upgrade would be a IITS. We, the appropriations for the 18 national technology to create a second category of institution,” he added.

THE HISTORY of the human resource (HR) departments of India is not only a pro-active reactive. The human resources department is increasingly beyond recognition. This could be because of its legal origins.

All outbreaks of the first in the HR from legal requirements, whether it be for the welfare and industrial relations compensation. As a result, HR executives rarely spoke with conviction of what she did or wanted to do. It was a defensive in their approach. Your settings have been more proactive than reactive. Thanks to the latter, managers HR practitioner was, as a general rule, rather than ideas of the author.

Of course, their place in the hierarchy of the organization was low, except in large companies where because of the size and numbers to several thousand to run, there was a need for representation in the direction. But given the quality, it did not serve to add more refinement.

Somewhere, however, assumed the function increases, and with the idea that the division of human resources should be to all of its functions himself received the size increases. In many organizations, people in the HR division increased without improvements in service quality.

It was left of the software industry, with a new paradigm, HR, even if caused (such as Infosys with a few exceptions), reactive, with the need to keep people.

It should be noted, however, a few companies, such as Larsen and Tubro, and some scholars, like Dr. Rao TV tries to have an integrated system of human resources for the proper concentration since the 1980’s. Locks of these exceptions, the HR department has conducted the activities help, as the recruitment, training help animal welfare, management, administration of compensation and working relationships. It should be said that if the human resources department specializes in the really something for everyone, it was in industry relationships. In all, he played a supporting role.

A question that may be asked is what is wrong with a function. The answer is: nothing. What was the problem then? The problem was that the human resources department, alumni such as accounting, which Geheimrat to a large number of confidential information in its agencies of a certain size that the feeling of contributing wrongly, if indeed It was only.

Such a sentiment, defence and in combination with a focus on relations with the industry, announced the department, especially in large enterprises in the economy antique certain independence in their role and status. In this process, they have forgotten the main purpose of the function - to help the organization to maximize the potential of those in other words, slang today, the skills of buildings.

Throughout the organization’s history has been vested benefits that the divisions of power, with which directly at the store. Other departments, regardless of size, had their importance, first, because it has contributed to the revenue or profits of the organization core competence. Suffice it to say that there are a few decades, the IT department alien, the technique of a curve on the amount of resources, but they are now history. In the same way, the computerization of the accounting system of power directly to the hierarchy, and therefore the decline and fall of accounting. The human resources department, by the same evils.

Where is the trip?

The performance of computers to help people will streamline and schlichtere organizations. Many organizations are favourable, the secretaries of nurseries for mid-laptop may in the same function. Thus, organizations are on the road more and more power to the forces of the line of conduct of its computer centres, outsourcing, consulting and support.

If India is to compete with China and debt and IT outsourcing its forces, HR Business Manager must savvyas are those who really human resources to manage.

So, what should be the new agenda for HR?

– Empower the line responsible for managing the process of preparation: If it is accountable for results, it should decide matters of human resources, and not the division of human resources.

– Put HR policies and practices in place, and they provide computer-friendly. No manager should be about trying to find out what is the human resources policy, or for any human resource information.

– The integration of the line in the HR strategy decisions, which means that the property rights of those decisions. To facilitate its implementation.

– Spiders of the human resources policy of the Organization for strategic planning proactively rather than reactively.

– They have no human resource specialists within organizations. Train the nurseries business in the HR processes.

– Ask consultants in the RH / specialists from outside.

– Turn senior HR functions and RH-Line Manager functions, in order to ensure a significant enhancement of respective roles. A good HR department, it is small and efficient.