Semantic Publishing - Relevant Recommendations Create a Unique User Experience

Semantic Publishing Relevant Recommendations Create a Unique User Experience Semantic Publishing includes a number of techniques including semantic recommendations used to personalize the user experience by delivering contextual content based on natural language processing, search history, user profiles and semantically enriched data.Finding things quickly is one of the things we all like about Google. When we search using Google, we typically find what we are looking for. What if your organization had the same powerful search and discovery capabilities?Today more than ever, companies struggle with search and discovery. Massive volumes of unstructured data contain meaning but its hard to find in all the noise. Policy analysts search through compliance documents.   Authors search through historical content. Clinical trials researchers cull through Mount-Everest-like text relating to drugs, adverse effects, research and more. It never seems to end.But what if you could find the exact document, the precise paragraph and the perfect reference to a specific topi c instantly? Better yet, what if your website visitors could do that as well? Publishing and Semantic TechnologyIts all possible.In fact, this is being done by some of the largest media, publishing, pharma and government organizations in the world. The application of semantic technology to accomplish this goal manifests itself in many ways. Internal users gain access to relevant content enabling them to do their job faster. External users find exactly what they need relevant, contextual content personalized for them.This is much more than simple content tagging. When you decompose this process and technology, what you find is that semantic recommendation engines are analyzing a lot of data. For starters, they know the web visitor profile and search history.But operating behind the scenes is a much deeper semantic technology that extracts concepts and entities from the articles viewed. Results are stored in a high-performance triplestore for search, analysis and discovery purposes. The magic happens when the profile and search history are matched to the newly structured semantic facts and the current search criteria.Enters Semantic RecommendationAt Ontotext we call this semantic recommendations (a subset of semantic publishing) because our customers are able to instantly deliver highly relevant, recommended articles. At the same time, hundreds of queries per second are taking place on your website, authors can be enriching new content, which is committed to the database and available for the next search. Simultaneously, the text is being processed, entities are classified and the same person with different name spellings are being identified and stored. This semantic wizardry is known as semantic annotation that has a series of techniques at its core. Semantic enrichment allows users to enrich entities with valuable information used in identity resolution and search. Semantic publishing assembles and delivers personalized web pages using a variety of unstructured data types and semantic facts about the people, places or organizations that the visitor is searching for. Semantic curation prompts authors or researchers with relevant curated content as they write. We could go on and onThe bottom line on all of this is one word: Productivity.Everyone wins. Researchers find content faster. Decision makers are accurately informed using a combination of real-world facts and their own data. Writers produce more content. Website visitors get recommendations they never thought were possible.Want to learn more about semantic publishing?

Aurora Borealis or Northern Lights

Aurora Borealis or Northern Lights The aurora borealis, also called the Northern Lights, is a multi-colored brilliant light show in the Earths atmosphere that is caused by the collision of gas particles in the Earths atmosphere with charged electrons from the suns atmosphere. The aurora borealis is most often viewed at high latitudes close to the magnetic north pole but during times of maximum activity, they can be viewed very far south of the Arctic Circle. Maximum auroral activity is rare however and the aurora borealis is normally only seen in or near the Arctic Circle in places like Alaska, Canada, and Norway. In addition to the aurora borealis in the northern hemisphere there is also the aurora australis, sometimes called the Southern Lights, in the southern hemisphere. The aurora australis is created the same way as the aurora borealis and it has the same appearance of dancing, colored lights in the sky. The best time to view the aurora australis is from March to September because the Antarctic Circle experiences the most darkness during this period. The aurora australis is not seen as often as the aurora borealis because they are more concentrated around Antarctica and the southern Indian Ocean. How the Aurora Borealis Works The aurora borealis is a beautiful and fascinating occurrence in the Earths atmosphere but its colorful patterns begin with the sun. It occurs when highly charged particles from the suns atmosphere move into the Earths atmosphere via the solar wind. For reference, the solar wind is a stream of electrons and protons made of plasma that flow away from the sun and into the solar system at around 560 miles per second (900 kilometers per second) (Qualitative Reasoning Group). As the solar wind and its charged particles enter the Earths atmosphere they are pulled toward the Earths poles by its magnetic force. While moving through the atmosphere the suns charged particles collide with the oxygen and nitrogen atoms found in the Earths atmosphere and the reaction of this collision forms the aurora borealis. The collisions between the atoms and charged particles occur around 20 to 200 miles (32 to 322 km) above the Earths surface and it is the altitude and type of atom involved in the collision that determines the color of the aurora (How Stuff Works). The following is a list of what causes the different auroral colors and it was obtained from How Stuff Works: Red - oxygen, over 150 miles (241 km) above the Earths surfaceGreen - oxygen, up to 150 miles (241 km) above the Earths surfacePurple/violet - nitrogen, over 60 miles (96 km) above the Earths surfaceBlue - nitrogen, up to 60 miles (96 km) above the Earths surface According to the Northern Lights Centre, green is the most common color for the aurora borealis, while red is the least common. In addition to the lights being these various colors, they also appear to flow, form various shapes and dance in the sky. This is because the collisions between the atoms and the charged particles are constantly shifting along the magnetic currents of the Earths atmosphere and the reactions of these collisions follow the currents. Predicting the Aurora Borealis Today modern technology allows scientists to predict the strength of the aurora borealis because they can monitor the strength of the solar wind. If the solar wind is strong auroral activity will be high because more charged particles from the suns atmosphere will move into the Earths atmosphere and react with the nitrogen and oxygen atoms. Higher auroral activity means that the aurora borealis can be seen over larger areas of the Earths surface. Predictions for the aurora borealis are shown as daily forecasts similar to weather. An interesting forecasting center is provided by the University of Alaska, Fairbanks Geophysical Institute. These forecasts predict the most active locations for the aurora borealis for a specific time and give a range showing the strength of auroral activity. The range begins at 0 which is minimal auroral activity that is only viewed at latitudes above the Arctic Circle. This range ends at 9 which is maximum auroral activity and during these rare times, the aurora borealis can be seen at latitudes much lower than the Arctic Circle. The peak of auroral activity typically follows an eleven-year sunspot cycle. During times of sunspots, the sun has very intense magnetic activity and the solar wind is very strong. As a result, the aurora borealis is also normally very strong at these times. According to this cycle, the peaks for auroral activity should occur in 2013 and 2024. Winter is usually the best time to view the aurora borealis because there are long periods of darkness above the Arctic Circle as well as many clear nights. For those interested in viewing the aurora borealis there are some places that are best for viewing them frequently because they offer long periods of darkness during the winter, clear skies and low light pollution. These locations include places like Denali National Park in Alaska, Yellowknife in Canadas Northwest Territories and Tromsà ¸, Norway. Importance of the Aurora Borealis The aurora borealis has been written about and studied for as long as people have been living in and exploring the polar regions and as such, they have been important to people since ancient times and possibly earlier. For example, many ancient myths talk about the mysterious lights in the sky and some medieval civilizations feared them as they believed that lights were a sign of impending war and/or famine. Other civilizations believed the aurora borealis was the spirit of their people, great hunters and animals like salmon, deer, seals, and whales (Northern Lights Centre). Today the aurora borealis is recognized as an important natural phenomenon and every winter people venture into northern latitudes to watch it and some scientists devote much of their time to studying it. The aurora borealis is also considered one of the Seven Natural Wonders of the World.

Weekly Teacher Parent Communication Through Newsletters

Weekly Teacher Parent Communication Through Newsletters In the elementary classroom, parent communication is a critical part of being an effective teacher. Parents want, and deserve, to know whats going on in the classroom. And, more than that, by being proactive in your communication with families, you can avoid possible problems before they even start. But, lets be realistic. Who really has the time to write a proper newsletter each week? A newsletter about classroom happenings may seem like distant goal that will probably never happen with any regularity. Heres a simple way to send a quality newsletter home each week while teaching writing skills at the same time. From experience, I can tell you that teachers, parents, and principals love this idea! Each Friday, you and your students write a letter together, telling families about what happened in class this week and whats coming up in class. Everyone ends up writing the same letter and the content is directed by the teacher. Heres a step-by-step guide for this quick and easy activity: First, pass out a piece of paper to each student. I like to give them paper with a cute border around the outside and lines in the middle. Variation: Write the letters in a notebook and ask parents to respond to each letter over the weekend. At the end of the year youll have a diary of communication for the entire school year!Use an overhead projector or chalkboard so that the kids can see what youre writing as you do it.As you write, model to the kids how to write the date and greeting.Make sure to tell the students to address the letter to whoever they live with. Not everyone lives with a mom and a dad.Ask for input from the kids about what the class did this week. Say, Raise your hand and tell me one big thing we learned this week. Try to steer the kids away from reporting only fun things. Parents want to hear about academic learning, not just the parties, games, and songs.After each item you get, model how you write it into the letter. Add a few exclamation points to show excitem ent. Once youve written enough of past events, youll need to add a sentence or two about what the class is doing the next week. Usually, this information can only come from the teacher. This also gives you an opportunity to preview for the kids about next weeks exciting activities!Along the way, model how to indent paragraphs, use proper punctuation, vary sentence length, etc. At the end, model how to sign off the letter properly. Tips and Tricks: Early finishers can color in the border around the letter. Youll find that, after the first few weeks, the students will get quicker at this process and you wont need to set aside so much time for it.Tell the kids that theres no excuse for incorrect spelling in their letters because youve written everything for them to see.Make a copy of each letter and, at the end of the year, youll have a complete record of each weeks highlights!Perhaps as kids get used to this process, you will decide to allow them to write the letters independently.You may still want to supplement the weekly newsletters with your own monthly or bi-monthly newsletter. This teacher-produced letter can be lengthier, meatier, and of greater scope. Have fun with it! Smile because you know that this simple Guided Writing activity helps kids to hone letter-writing skills while you accomplish an important goal of effective parent-teacher communication. Plus, its a great way to recap your week. What more can you ask for? Edited by: Janelle Cox

Self-Assessment Research Paper Example | Topics and Well Written Essays - 1250 words

Self-Assessment - Research Paper Example Discussion In the modern demanding workstation, leaders are extremely constraint to find new and creative ways to engage and encourage their workers and affect positive change to enhance the bottom line of their organizations. Similarly, organization leadership program of study needs practical professional skills that are required to develop and maintain the organization in order to realize change, (Kuglin and Hook, 2002). Communication and leadership concepts are critical to teach employees and leaders importance of leadership and other crucial interpersonal communication skills. Communication skill is required for teams’ communication, management of conflicts in an organization, intercultural communication, and organizational change management. Experts agree communication is an interaction among people to convey different kinds of messages. Managers and leaders in organizational leadership program of study need communication skills, leadership and management skills to manage organizational information, behavior and ensure free flow of information and better communication in the organization. Therefore, an effective communication skill is crucial to achieve organizational goals and create better reputation. I have learned that leadership competency is all about having the ability to operate and lead people in a diverse organization structures, skills, cultures, and contexts; it is the ability to work or function with external and internal teams across various time zones, human resource policies and locations, (Agor, 2009). This capability makes a manager or a leader adaptive to alterations in working conditions and able to develop effective teams. Therefore, a leader needs motivation, commitment, and understanding. This is because one is managing different people, with diverse cultural backgrounds, tradition, opinions, and goals, is not easy. The group is motivated in diverse ways, and every teacher expects a different thing from an assistant manager. T herefore, as a leader one needs to be a team builder, motivator, coacher to ensure divergent views are integrated, and needs met to achieve common goals. Efficient listening is crucial for leaders. Without listening skills, a leader cannot get a response and opinions from teachers and principals and as sense of what members prefer about the teaching activities and projects. Listening will allow integration of different team members’ opinions to facilitate project success. A leader must have the ability to facilitate communication among the team members in an honest and open manner. Efficient interpersonal communication is evident when group members listen to each other and try to build on each other's contributions. Members of the group attain efficient interpersonal communication through strong leadership and self-regulation so that every member has an equal chance to contribute in the project. Resolving the conflict and decision-making are two key functions that are crucial for leaders. For successful team development, I believe the ability to make the group function, devise methods, and techniques for problem solving and decision-making is critical. Absence of consensus strategies for decision-making and conflict management may result in inconveniences,

Alcohol and Drugs in College Research Paper Example | Topics and Well Written Essays - 1000 words

Alcohol and Drugs in College - Research Paper Example Although leaders of institutions have a major role to curb the abuse that compromises student’s grades and leads to poor public health, they have solely left the responsibility to students. The paper discusses the extent of the problem, causes, and the solution to this problem. Statistics and Prevalence Unlike in the past, taking drugs and consumption of alcohols has become an acceptable culture in many colleges in America. After some years of struggling with the issue, deans and parents seem to have given up, empowering students to continue. Recent statistics reveals that 49.4% of fulltime students between the age 18-22 binge alcohol and abuse other illegal drugs. From a research done in the year 1993 and another done in 2005, levels of abuse have not changed greatly. However, cases of excessive drinking continue to escalate as students consume alcohol more frequently and o higher levels. The same researches reveal that more students have taken up to drugs with an alarming ra te of more than 100%. For instance, marijuana users have doubled, while heroin and cocaine users went up by 52%. Apparently, female students match up their male student counterparts in drinking although women have a bigger share in drinking. Men college students have a bigger share in illicit drug abuse with women more likely to become heavy smokers Many college students start drinking and abusing drugs in junior high school and in high school. They take in small portions because the environment restricts usage can lead to discontinuation if one is caught with this behaviour. On joining college, such students are happy to find an environment that fosters drug abuse and more so, gives the students the freedom to attend or not to attend lectures. Arguably, students who use drugs and alcohol in high school use them twice as often-on joining colleges. The first factor that accelerates this behaviour is that on joining colleges, students experience a wide range of demands on individual, interpersonal, leaving home, peer pressure, and making new friends. In the course of making new friends, they meet with their peers who use drugs and alcohol and get lured into drugs. At the college level, experimenting with illegal drugs is a normal occurrence and an accepted routine done by students ignoring the negative effects of drugs. (Blum 65-7 0). Some students consume alcohol to lessen the stress they go in the process of adapting or to correct some psychological problems they might have. The second cause of drug and alcohol abuse in colleges is genetics and family history. Casa survey found out that 70% of college students confessed that their parent’s expectations influence them on whether how much they drink or use drugs (CASA web). College students with proper upbringing stand against the testing times of their peers and the pressure from their age. In the current America, most parents are absent and do not have time to advice their kids on proper behaviour in school. In addition, they themselves consume a lot of alcohol, from the bars or at times in the house, playing an inspirational role to their college students. The role of parents in fostering abuse comes in where some parents give too much money to their children. Therefore, they have enough to feed on, cloth, pay hostel and buy expensive illegal drugs. Others do not question their children usage of money. They just send them money as and when their

Analyzing Atheism Essays -- Religion, Spirituality

Religion is one of the touchiest subjects in America. It is something that is rarely on the forefront of many people’s minds but as soon as someone brings it up, everyone has an opinion. Similarly, the idea of no religion, of atheism, is equally opinionated. While Americans of â€Å"faith† often have conflicting opinions with each other, they often stand united on the stance of atheism. For them, atheism is bad and atheists are bad. However, what really is an atheist? At its most basic, an atheist is merely an individual who rejects the idea of god and religion. It is nothing more, nothing less. Nevertheless, many people of faith attach secondary implications to this definition. They unify atheists under a series of assumptions concerning morality, belief, organization, and just plain illogical misconception. As an atheist of eight years myself, I find such assumptions to be insulting and prejudiced. I am an individual. My lack of belief does not entail other beliefs. T he same is true for all atheists. The first misconception I bring up is the most radical and illogical. Very few hold this sort of belief, but those that do I am unlikely to sway with simple logic and common sense. They are the type of people who only see what they want to see and hold onto their preconceived prejudices like a life preserver in a dark sea. Thus, I will address it first and be as quick and succinct as possible. As an atheist, I do not believe in the devil and so I cannot be a Satanist. That is a logical impossibility. The next misconception is a little more subtle, but by far the more widespread. Many people believe that morals are a religious construction and that without religion there is no morality. Thus, they conclude that atheists are amoral ... ...e science of the universe and the science of life are beautiful and help give meaning to existence to me in ways that religion never could. At the end of it all according to science, we are all made up of the same stuff as stars. Within us all are the building blocks of creation, of everything. The last and overarching point I am trying to illustrate is the atheism in not a standardized system of beliefs like religion is. Being an atheist does not entail anything other than a disbelief in deities and religion. While it is likely that atheists will share other beliefs it is not because they are atheists. To say otherwise is to make a baseless and prejudiced assumption. Atheism is not a religion or a belief system; one is not a follower of atheism. We are individuals with differing thoughts and opinions on the many myriad of issues that we often are lumped under.

Steps of the New Induction Program

SWelcomes the new comer to the organization. 2. Explain the overall objectives of the company and the department. 3. Explain the employees’ role in achieving the objectives. 4. Show the location or place of work. 5. Handover the rules and job descriptions. 6. Give detail the training opportunities and promotional advancement. 7. Discuss the working conditions. 8. Furnish all details regarding salary and benefits. 9. Guide the employees through a tour of entire of the organization. 10.The induction program usually done either by formal induction program and or by informal induction program. Some large organizations follow the formal induction program, which carefully planned induction-orientation training program helps a new employee to quickly adjust to the new surroundings, assimilate the new culture, and Reduce Insecurity, Reduced Anxiety, Reduced Cultural Shock, and Reduced Exploitation. In some medium and small organizations informal induction program is carried out either by Supervisor system and or Buddy or Sponsor system.Elements of good Induction Programme A good induction programme has three main elements which is described below: 1. Introductory Information: Introductory information regarding the history of the company and company’s products, its organizational structure, policies, rules and regulations etc. should be given informally or in group session in the personnel department. It will help the candidates to understand the company and the organizational policies and standards well. 2.On the Job Information: Further information should be given to the new employee by the department supervisor in the department concerned where he is placed on the job about departmental facilities and requirements such as nature of the job, the extent of his liability and the employee activities such as recreational facilities, safety measures, job routine etc. 3. Follow up Interviews: A follow up interview should be arranged several weeks after the emp loyee has been on the job by the supervisor or a representative of the personnel department to answer the problems that are a new employee may have on the job. . 7 EMPLOYEE SEPARATION Employees separate from the campus in a variety of ways. Some separations are voluntary and initiated by the employee, such as resignation or retirement. Others are involuntary and initiated by management, such as lay off or medical separation. The death of an employee or dismissal for cause creates unique challenges. Each type of separation requires specific, different actions by you, though some processes are common to all. Your common sense and good judgment will serve you well in response to the special circumstances that arise with each employee’s separation.Whatever the circumstances, every employee leaving the campus, whether voluntarily or involuntarily, should feel they were treated with respect. Keep this goal in mind as you review the guidelines for different types of separations in t his chapter. ? Death of an Employee ? Dismissal ? Exit Interviews ? Job Abandonment ? Lay off ? Medical Separation ? Resignation ? Retirement Training benefits There are numerous reasons for supervisors to conduct training among employees. These reasons include: ? Increased job satisfaction and morale among employees. Increased employee motivation. ? Increased efficiencies in processes, resulting in financial gain. ? Increased capacity to adopt new technologies and methods. ? Increased innovation in strategies and products. ? Reduced employee turnover. ? Enhanced company image, e. g. , conducting ethics training (not a good reason for ethics raining! ). Reasons for emphasizing the growth and development of personnel include: ? Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the company’s ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. ? Building a more efficient, effective and highly motivated team, which enhances the company’s competitive position and improves employee morale. ? Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: ? Increased productivity. ? Reduced employee turnover. ? Increased efficiency resulting in financial gains. Decreased need for supervision.EVOLUTION OF MANAGEMENT OF HUMAN RESOURCES: AN INDIAN 1. 7 PERSPECTIVE Kautilya’s Period: Kautilya provides a systematic treatment of management of human resources as early as in the 4th Century B. C. in his treatise titled ‘Arthashastra’. ? There prevailed logical procedures and principles in respect of labour organizations such as ‘Shreni’ or Guild system and the cooperative sector. ? The wages were paid strictly in terms of quantity and quality of work turned out, and punishments were imposed for unnecessary delaying the work or spoiling it. Kautilya provides an excellent discussion on staffing and personnel management embracing job descriptions, qualifications for job, selection procedure, and executive development, incentive systems (Carrot and Stick approach). Varnasharm: There are several indications regarding the operations of principles of the divisions of labour. The concept of Varnashram or caste system was originally based on these principles: ? The individuals, who used to earn their livelihood by engaging themselves in activities such as teaching, sacrifice or state management, were designed as Brahmins. Individuals engaged in the areas of trade, business and agriculture were called ‘Vaishyas’ and those devoting themselves to manual work were known as ‘Shudras’. Later on, these professions emerged to be heredity which facilitated the transfer of skills and training from one generation to another. The Medieval: (As regard to In dian Economy in Medieval India): Although there were a lull because of numerous foreign aggressions for around 700 years, during the Mughal Rule, the Indian trade and commerce were reviewed.Several ‘Karkhanas’ were established at Agra, Delhi, Lahore, Ahmedabad and various other places. ? A majority of the artisans and the craftsmen had extremely poor conditions of existences and lived on starvation level. ? The productivity of workers was very low, low wages, climatic conditions and poor physique were the major factors responsible for it. British Period: There prevailed laissez-faire policy towards business. ? As it is evidenced in the report of the Indigo Commission, the working conditions were appalling, living conditions were subhuman, and several abuses prevailed in Indigo plantations.Again, as regards tea plantation, several cases of inhuman cruelties caused to the workers are encountered. ? Even the Plantation Act of 1863 makes provisions that if the workers faile d to complete their period of contract, they should be imprisoned for a period not exceeding three months. ? The labourers who attempted to run away were subjected to imprisonment whipping and allied extreme punishments. ? Accordingly, the workers were entirely helpless in the face of organized and powerful European Planters. The above conditions prevailed till the enactment of the Factory Act of 1881.According to the Act; the workers employed in the factories were allowed a weekly off day, and provisions were also made for inspection as well as limiting the hours of work for women workers to 11 per day. The Act further provided that the minimum age of children for employment should be seven years and that the maximum working hours for them should not exceed seven hours a day and that too in the day shift. In 1890, the first labour organization designated as ‘Bombay Mill Hands Association’ was established.Subsequently, in 1905, the Printers Union at Calcutta and in 1907 , the Postal Union at Bombay were established. The Madras Labour Union was organized thereafter in 1918. In 1920, the indentured labour system involving migration of Indian labour to other countries on contract basis, was abolished as a result of a strong national movement. In the same year, the Central Labour Board was established to federate the different unions in the Bombay city and the All India Trade Union Congress was organized.In 1923, for the first time in the organized sector, Tata Steel appointed K. A. Naoroji as a labour or welfare officer to look after labour issues in the various departments of the steel work. The formal implementation of the Indian Trade Union Act, 1926 forms a landmark in the history of industrial relations in this country. The Royal Commission on Labour (1929–1931) recommended the appointment of labour officers or liaison officers to deal with recruitment as measures to prevent corrupt practices in Indian industry.They were considered a recru itment officers directly reporting to general manager. As the commission observed, ‘No employee should be engaged except by the labour officer personally in consultation with the departmental head, and none should be dismissed without his consent except by the manager after hearing what the labour officer had to say’ accordingly, the Bombay Mill Owners Association and the Indian Jute Mills Association appointed labour officers in 1935 and 1938, respectively.During World War II, the need for mobilizing labour support was felt and thus, several welfare officers were appointed to deal with working conditions, canteen, ration shops, recreations, medical facilities, worker’s housing and allied fringe benefits. Post-Independence Period: With the emergence of compulsory adjudication under the Industrial Disputes Act, 1947, the welfare officers were made responsible for handling the disputes and adjudication pertaining to the conditions of services including wages, leave s, retirement benefits and bonus.Thus, they became industrial relations officers and started performing industrial relations functions such as collective bargaining, conciliation, and adjudication. Employment Exchange (Compulsory notification of vacancies) Act, 1959 and the Apprentices Act, 1961 were passed to regulate recruitment and training of workers, respectively. In the view of growing labour legislation commencing with the right to hire and ending with right to fire, the employees tended to employ welfare or labour officers with a legal background. 21st session of standing Labour conference held in Dec. 963 recommended that the functions of welfare officer and personnel officers should be precisely demarcated and that the former should not be responsible for dealing with disciplinary cases against workers or appears in court on behalf of the management against the workers in labour dispute cases. Personnel Management during 1970s: In the early seventies, as Punekar observes, the personnel field covered under three major areas of professional disciplines: (1) Labour welfare, (2) Industrial relations, and (3) Personnel administration.These three areas revealed the chronological order of the development of the personnel field. Immediately after industrialization, labour welfare, mainly social reformist in nature, came into the picture. The inevitable emergence of trade unions resistance organizations to employers opened the field of industrial (or Union-Management) relations. Lastly, with the development of scientific management of industry, personnel administration took root.The three areas of labour welfare, industrial relations and personnel administration were being looked after the three professional functionaries: (1) Welfare officer, (2) Labour officer, and (3) Personnel officer. However, in the early 80s, the area of labour officer largely merged with personnel administration and refers to as personnel management. Personnel Management during 1980s: In 1980s HRM was regarded as a specialized rofession such as that of other professional functions. In addition to industrial relations functions (although sometimes the industrial relations formed a separate branch), the personnel branch was responsible for varied functions i. e. , employment, safety training, wages and salary administration and research and development. Indeed, the activities involved in the personnel department were akin to those performed in this department in other western countries.Specially, where the personnel, industrial relations and welfare functions were combined in one department, three categories of activities relating to these functions were obtained. The personnel department involves in technical and allied services. Thus, industrial relation activities including contract negotiations, grievance handling, preparation and presentation of arbitration cases and research in labour problems; for educational activities including employee training, supervis ory training, organizational planning and management development, communication programs etc. for wage and salary administration, including preparation of job descriptions, job evaluations, incentive and profits sharing systems and executive compensation; for employment activities, such as recruiting, psychological testing, medical examination, interviewing, and employee record keeping; and technical services: health and welfare measures. The personnel manager’s role is to advice. Usually, advise the line and top management in respect of legal matters regarding the termination of services and transfer, human relations problems confronting the line managers and technical procedures in areas, such as wages and salary administration.In some instances, the personnel manager was required to advise management regarding the improvement of human climate in the organization. Human Resource Management during 1990s: During 1990s a new human resources management has emerged, especially a s a result of the globalization and liberalization. The economy and the policy of India is fast changing in the wake of liberalization policies mooted in year 1990. Consequently the form and content of capitalist relations between the various factors of production are undergoing a change.What has emerged a new era of HR Management? As a result of liberalization and globalization the human resources management and industrial relations have acquired strategic importance. The success of the new policies mostly depends on to a large extent, on the introduction of new industrial relations and human resources policies at the national and the organizational levels. The pressure of change is already visible in the economy and witnessed in the industrial relations and HRM areas.The world economic order is also changing rapidly. Evolutionary changes are taking place at revolutionary pace, largely influenced by the external forces, arising out of a desire to increase competitiveness and effici ency. Centrally planned economics are opening up to have their tryst with counterpart of free market economy. Structural adjustments and reforms are holding sway establishing primary of economic imperatives over dogmatic political compulsions.Organization today working in a commercially competitive global economic environment are struggling for their own survival and growth. The liberalizations and bold economic reforms by Government have thrown out many challenges and opportunities to the Indian industry. With explosion of the Information and communication technology, increased global competition, fast changing market conditions, the deregulations etc. organizations have to redesign their strategies and outlook to HRM.