 Love and Food are meant for sharing not for wasting. The best place to find god is in the food served to us. Yet some people convert food into waste while needy convert waste into food for their livelihood.
This CD contains a short movie in Kannada language & it is all about the combination of hunger and food waste, with the objective of avoiding food waste, ensuring food is available for the needy.
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 The Management of Discipline being one of the arms of Human Resource utilization, has been always a continual challenge, with diversified cultures and centered around complexity of strong legal principles, as they are dynamic in nature. Natural Justice in line with the Constitution of India and judiciary have been highly proactive various guiding principles for industrial tranquility & productivity.
Domestic Enquiry in the above context which is a Quasi-Judicial proceedings need to adopt the Principles along with procedural reasonableness at every stage of the process. Here, is the film with sound opinions from highly reputed High Court and Supreme Court senior counsels. Natural Justice along with procedural reasonableness as enunciated by Judiciary is elaborately depicted in the film in a live situation with a strong purpose and intention to provide insights of the Legal Principles to all concerned stake holders. This CD contains a short movie in Kannada language about the Domestic Enquiry Proceedings.  CONTENT Acknowledgement
Foreword
 Contents List of Abbreviations
Preface Acknowledgements Introduction Contributing Organisations and Leaders Part 1. HR Refreshed 1.Through the Eyes of the Beholder 2.New Meanings 3.Evolving Expectations 4.The Doing, Feeling and Thinking Paradigm Part 2. Bringing People on Board 5.Planning in Uncertain Times 6.Remaining Attractive 7.Choosing Right Part 3. Managing People 8.The Spectrum of Relationships 9.Learning, the New Way 10.Beyond Managing Performance 11.Money and Beyond 12.Managing the Moments of Truth Part 4. Management and Leadership Development 13.Aspirations and Needs 14.Channelising Aspirations 15.Institutionalising the Process 16.Developing Managers and Leaders Part 5. Making the Organisation Effective 17.Leading Change 18.Designing Organisations 19.Contributing to Leadership Effectiveness 20.Shaping the Way Organisations Work Part 6. Managing the Relationship with Employees 21.Boundaries Redefined 22.What Really Matters 23.Towards Progressive Employee Relations Part 7. The Making of the Quintessential People Champion 24.Advancing in HR 25. The Young HR Professional's Readiness to Serve 26.The CEO's Schooling as a People Champion Epilogue About the Authors  Contents Preface
Dear Readers, Most of the literature available on industrial relations today focus on the legal provisions and solutions based on judicial principles. The solutions and approaches based on people management, practical experience, and human behaviour are scarce. It is not that the experience and knowledge are not available. Some experts and professionals have used and tested principles and solutions based on management principles. However, the experience is not getting shared through writing as expected. One may find a few articles and blogs here and there, but it is not sufficient. An organized and committed effort is still to start on this subject. This book is a sincere effort to share the learnings with professionals, students, and the academic community.  ಮುನ್ನುಡಿ
ಅಭಿವೃದ್ಧಿಯ ಪಥದತ್ತ ದಾಪುಗಾಲಿಡಲು ಪ್ರಗತಿಪರ ಕೈಗಾರಿಕಾ ಬಾಂಧವ್ಯವು ಅತ್ಯಂತ ಪ್ರಮುಖ ಮತ್ತು ಇಂದಿನ ಸ್ಪರ್ಧಾತ್ಮಕ ಯುಗದಲ್ಲಿ ಅನಿವಾರ್ಯವಾಗಿದೆ. ಜಾಗತಿಕ ಸವಾಲುಗಳ ಮೇಲೆ ಬೆಳಕು ಚೆಲ್ಲಿ, ಸಕಾರಾತ್ಮಕ ಚಿಂತನೆ, ಅರ್ಪಣೆ ಮತ್ತು ನಿರೀಕ್ಷೆಗಳ ಮೂಲಕ ಗುರಿ ಸಾಧಿಸುವ ಕಾರ್ಯವೈಖರಿಯು ಬಹುಮುಖ್ಯವಾಗಿದೆ. ವಾಸ್ತವಿಕೆಯ ಅನಾವರಣವು ಹೊಂದಾಣಿಕೆಗೆ ರೂಪುರೇಷೆಯನ್ನೊದಗಿಸಿ ಕಲಿಕೆ ಮತ್ತು ಆಚರಣೆಯನ್ನು ಪ್ರೇರೇಪಿಸಲು ಸಹಕರಿಸುತ್ತದೆ.  PREFACE
Competency based human resource (HR) management practices make positive impact. That is why most of the reputed organizations in India and abroad have introduced it. Even though competency based HR has a history of nearly thirty years, it continues to be a confused subject even today for want of proper books. In recent times many of our Business Schools have introduced competency mapping as a specialised subject but teachers and students are finding it difficult to get a good book to study. Dearth of good books in this subject is not the case in India alone but in the entire Asia Pacific region. Another subject in HR which is very important but does not have good books is Personal Growth and Interpersonal Effectiveness. Considering these needs of HR profession in mind I have written this book by utilising my professional and academic experience.  ಕೆ. ವಿಠ್ಠಲ್ ರಾವ್ ಮ್ಯಾನೇಜ್ಮೆಂಟ್ ಕನ್ಸಲ್ಟೆಂಟ್ ಅಂಡ್ ಲೀಗಲ್ ಅಡ್ವೈಸರ್ ಶ್ರೀ ಖಾಡಿಲ್ಕರ್, ಎಲ್ಲರಿಗೂ ನಮಸ್ಥಾರ. ಸಂಸ್ಥೆಯು ತೆಗೆದುಕೊಳ್ಳಲು ನಿರ್ಧಸಿರುವ ಒಂದು ಪ್ರಮುಖ ಯೋಜನೆಯ ಬಗ್ಗೆ ನಿಮ್ಮೆಲ್ಲರೊಂದಿಗೆ ಹಂಚಿಕೊಳ್ಳಲು ನಾನು ಹರ್ಷಿಸುತ್ತೇನೆ. ನಿಮಗೆಲ್ಲಾ ತಿಳಿದಿರುವಂತೆ ಜರ್ಮನಿಯ ನನ್ನ ಹಿಂದಿನ ಭೇಟಿಯ ಸಂದರ್ಭದಲ್ಲಿ, ಏರ್ಕ್ರಾಫ್ಟ್ನ ಟ್ರಾನ್ಸ್ಮಿಷನ್ ಬಿಡಿಭಾಗಗಳನ್ನು ಉತ್ಪಾದಿಸಲು ಮತ್ತು ಸರಬರಾಜು ಮಾಡುವ ಬಗ್ಗೆ ಬೆಕ್ಸ್ಟೀರ್ನೊಂದಿಗೆ ಒಂದು ಕರಾರಿಗೆ ಸಹಿ ಮಾಡಿರುತ್ತೇನೆ. ಆ ಬಿಡಿಭಾಗವು ನವೀನ ತಾಂತ್ರಿಕತೆಯೊಂದಿಗೆ ಅತ್ಯಂತ ಕ್ಲಿಷ್ಟಕರವಾದದ್ದಾಗಿರುತ್ತದೆ. ನಮ್ಮ ಸಂಸ್ಥೆಯು ಅಂತಹ ಬಿಡಿಭಾಗವನ್ನು ಉತ್ಪಾದಿಸಿ ರಫ್ತು ಮಾಡುವ ಮೊದಲನೇ ಸಂಸ್ಥೆಯಾಗಿರುತ್ತದೆ. ಅಂದಾಜಿನ ಪ್ರಕಾರ, ನಮಗೆ ಬೇಡಿಕೆ ಆದೇಶ ಬಂದಲ್ಲಿ, ನಮ್ಮ ಉತ್ಪಾದನಾ ಸಾಮರ್ಥ್ಯದ ಬಳಕೆಯು ಶೇಕಡ 85ರಷ್ಟಕ್ಕೆ ತಲುಪಬಹುದು ಮತ್ತು ಲಾಭಾಂಶವೂ ಸಹ ಉತ್ತಮವಾಗಿರುತ್ತದೆ.
 Prof.G.P.Naik, Ph.D Principal Consultant at TalentAvenues Preliminary hearing (PH) is generally, the first sitting or first day of domestic enquiry (DE). PH need not have to be confused with preliminary enquiry or investigation. To conduct it during the first sitting itself, two conditions should have been fulfilled namely; (a) both the parties namely Management Representative (MR) and Charge Sheeted Employee (CSE) should be present and (b) Charge sheet and notice of enquiry must have been sent to CSE by the management by then. If these conditions are not fulfilled then; PH has to be held during second or subsequent sitting when the conditions are met. PH is meant to plan for the regular hearing and not to conduct chief examination or cross examination.
 Prof.G.P.Naik, Ph.D Principal Consultant at TalentAvenues Disciplinary action can be conducted against an employee only if he is alleged to have committed misconduct. So what is misconduct? Misconduct is the action (commission) or inaction (omission) of an employee defined by the employer as unacceptable, prohibited or as wrong. An example of action becoming misconduct is that, an employee has slapped another employee or stolen the money belonging to the company. An example of inaction becoming misconduct is that an employee has not locked the office after working hours resulting in theft or has not cleaned the machine which has resulted in stoppage of production. Thus misconduct is the action or inaction of an employee which is against the interest of his employer/ organization.
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