Workolab has signed a Memorandum of Understanding (MoU) with Manav Rachna University to set ups a research hub at university’s Faridabad campus.
Manav Rachna Group of Institutions Vice-President Dr Amit Bhalla said “We value this partnership with Workolab as our students will benefit from access to world class research environments and guidance from highly capable researchers.
“It will help students in making a good startup and innovation ecosystem and promoting the concept of doing research without degree. It is these partnerships which not only help develop technologies for tomorrow but also bring industry and academia closer,” Bhalla added.
Under the partnership, Workolab will help students and researchers to accelerate the development of their start-ups through calculated risk-taking. At the centre, students will get advices from mentors and learn start-up methodologies and best practices in a productive and collaborative atmosphere.
The mentors will also help students in clearing their doubts on fund raising, recruiting, technology, intellectual property, marketing, sales and other topics.
Zenith Vipers CEO & Co Founder Yashraj Bhardwaj said, “Workolab is platform wherein people from any age, community can come together and do research as well as build up their business at the same place i.e, Offices and Research Hub at one place. A proper assistance will be provided to people of all age to solve real world problems.”
Use of technology in managing the human resource has seen a significant increase among small, medium, and large enterprises. How the technology is helping these organisations to deliver better HR services observes Lakshmi Murthy, Chief People Officer, ITM Group of Institutions, for Elets News Network (ENN).
Lakshmi Murthy, Chief People Officer, ITM Group of Institutions
A few years ago, when we spoke about technology in HR, the discussions were around ERP systems which was restricted to maintaining records, ease of data access, retrieval, security and integrity. We have come a long way wherein in our mind today technology in HR is equals to artificial intelligence and robots replacing human.According to CB Insights, a venture capital database, investors have put more than $2 billion into HR technology systems and platforms in 2016. An Economic Times articles states that HR tech is a $400 billion industry globally. At about half a billion dollars, the Indian HR tech industry is still an infant. While the last decade was of integrated human resources management system (HRMS), the coming years would be of AI. HR technology is undergoing one of the most disruptive periods it has seen in a decade.
Why is artificial intelligence or Robotics is getting so much of limelight? Why are people talking about replacing humans with robot? Why the paranoia around artificial Intelligence (AI). According to me, scarcity is mother of invention they say. Lack of skilled manpower at the right time, right place and right cost is enabling usage of robotics in various industries. Moreover, human is lesser and lesser interested in doing repetitive and monotonous jobs.Technology is forcing organisation to focus on their core area where they can add value, which enhances their creativity. A very basic personal observations is that people are more comfortable to have impersonal (unknown people, non-emotional) interactions than human interactions which, according to some, is complex. There is this need to reduce or avoid “conflict” which is driving technology demand.
According to Jeff Weiner, CEO of Linkedin there isn’t just one skill gap; instead there are multiple skill gaps that exist across cities, for specific skills, at specific points in time.
A decade ago, it was normal for people to work with organisations on an average for 10 to 15 days, today even a average of 3 years is very high. Attrition, according to Hay group, can hit the organisation with up to 4% of revenues and 40% of profits. HR transition is also driven due to the entry of Millennials, and predicted to make up 75 percent by 2020. The entire workforce space changes drastically.
In order to get the place on the table, HR today is proactively looking at bridging this gap and nudging the top lines up. They are themselves becoming inventors and adopters of technology. So instead of waiting for market to provide, they go to market with new performance management model, new learning strategies, culture assessment concepts, tools and techniques for training and coaching. This is a huge paradigm shift with HR fraternity.
As per Josh Bersin’s perspective, the way the day is being stored, use of analytics, focus on video content, dominance of social recruitment and wearable at the workplace are driving the need for artificial intelligence. Every aspect of HR function is being transformed making a decade old technology upgrade redundant. Let’s look some of the key areas of HR function:
Recruitment: With increase in volume of recruitment accentuated with attrition, finding the right resources maintaining quality, meeting time deadlines and cost parameters is a becoming an uphill task. The job descriptions are also hybrid now, which keep changing. To meet these changes adopting technology is being smart.The candidate sourcing is being done through resume parsing and discover technology like text analytics. It matches the requirement with the potential candidate by scoring the internet and social media. This gives a much reliable profile of candidate than the one created by the candidate. With more and more focus on “templated interviews”, the value add from HR has reduced, resulting with the process becoming monotonous. So we see advent of robots who complete the preliminary round of interviews and provides assessment of the candidate to the hiring manager. What is left is for the manager to do the fitment assessment. This not only reduces the time taken but volumes can be handled while ensuring fitment. The volumes are being handled by chat bots, open sourcing tools, automated applicant tracking systems and assessments (culture and behaviour) through tools.
Performance Management: Within less than two years, the good old appraisal system has moved to event based feedback. The feedback to employees to employees is supported through lots of data and analytics. There are no surprises for both the boss and the subordinate. What remains is the critical conversation to decide the way ahead. There are systems which recommend learning strategies for the employee based on the performance assessment. For HR the process of sending out forms, collecting data, analysing the same has been eliminated allowing them to do lots of analytics and prediction. Vendors like Oracle, SAP, SuccessFactors, Workday, ADP, Connerstone, etc have developed ability to predict high performance outcomes, employee retention and promotions. Cornerstone’s systems predict which employees will not complete the training and certification.Starling Trust, offers a system that can analyze patterns of e-mail and other communication to build “trust networks”; it can actually predict where a security leak or fraud is likely to occur. Another company, Humanyze, sells smart badges that monitor workers’ locations and voice tenor to gauge when and where they experience the most stress. Betterworks is a goal management platform which ensures productivity is tracked.
Employees who stay ahead of the curve and upgrade themselves cannot be replaced. The role of organisation ( HR function) to build capabilities in-house to enable this transition. Since the new skills are so scare finding them externally will be very further difficult
Employee Engagement : While the ground was shifting under our feet, HR held the ground that employee engagement is one areas that AI cannot take away. The premise being that people can alone have conversation, assess the problem and manage the situation. With the advent of robots like “Amber” and “Leena” even employee engagement seems to be going away from HR. Organisation like Coca Cola, HDFC Life, L&T have already started deploying robots to sense the employee disengagement and alert the stakeholders. Organisations are already claiming fruits of the investment in these robots. These robots are trained to find triggers and start a conversation, “listen” to symptoms of disengagement. Twentysomething Varun Puri, one of Amber’s creators, says that’s by design adding “We want Amber to make you comfortable enough to open up to her,” he says. “But we don’t want her to have too much personality.” Human being still can and will try to maintain the supremacy over robots. Amber is created by a Gurugram-based startup Infeedo.
Companies are adopting to the changes in technology very fast. At Deloitte, following the path of most companies, the wellbeing initiative moved from a focus on “health” to a focus on “reducing burnout” to a new focus on “human performance.” This is the journey most HR departments are going through and the vendor market is moving fast.
A few months back there was an article in one of the leading newspapers that in just over a year, more than 30,000 employees at 37 companies have started confiding their deepest workplace secrets in a robot named “Amber”.
Although there is a lot of hype created about AI, but the potential of Artificial Intelligence in Human Resource Management is yet to be fully explored. Strohmeier & Piazza F. (2015) studied the application in six selected scenarios: turnover prediction with artificial neural networks, candidate search with knowledge-based search engines, staff rostering with genetic algorithms , HR sentiment analysis with text mining , resume data acquisition with information extraction and employee self-service with interactive voice response. Josh Bersin has summarized the history and growth of technology in HR.
Being a optimist and believer in human capabilities, I feel Robots cannot replace human beings. Today we are going through the same phase that people went through during industrial revolution. People are still employed and there are more job opportunities than that time. Probably, the same would happen once we use the full potential of AI. The jobs would be different. With elimination of few jobs, some new ones will be created. The quality of life may be better? Remember our journey from being a time office jobs to strategic partners role. Maybe people skills will be high in demand. (views expressed by author are personal)
The school system throughout the world is under deep scrutinyespecially in India. HRD ministry’s latest circular regarding decreasing/reviewing whole academic curriculum shows the urgency of thoughtful perusal and brain storming.
Today,school are expanding their boundaries to make their student enable face the challenge of next decade at global level.
The school ecosystem may be defined as a systematic community comprises of all stakeholders within and outside influencing factors.it encompass the activities ,interaction among faculty, IT, educational department, society ,which form a meta- population and inhabit the same milieu.It also have influence of building, facilities,resources and teaching – learning environment.
Let us assume 4 dimensionof thissystem thatrequires the specific structure of policies:-
1. Education frame work.
2. Teaching and learning pedagogy.
3. Technology,system and practices.
4. Economics and social viability.
5. Safety and security policy.
1. Education Framework:- It is quite evident from the experiences from Indian education system that how “ Trial & Error methods” have damaged the whole education frame work in the country.
As per the Best education systems in the world its imperative to have a good teacher training policy which make a trained graduate teacher, capable enough to handle the dynamics of changing expectations of society and country. Finland and Singapore are the examples where government policies put stress on having excellent educators and they invest significant percentage of budget on “Teacher – Education “.Another important aspect is to train the teacher develop their own teaching philosophy through reflective, dialogic, collaborative and experimental learning activities.
Ofcourse incentives and honour of a teacher is considered “prime” in the society as the system believe best people,become best teachers and they propagate and propel the country with best possible pace.
2. Teaching and learning Pedagogy:-
A clear and continuous teaching and learning pedagogy must be based on meeting desired learning outcomes. The policy paralysis has compelled the Indian education system to promote rote learning and comparing exam scores based on typical limited and expected answers.
Exploration and design think (out of box thinking)have gone for a toss in the system. Appropriate policy and measures are to be framed else the system is preparing listeners and rite learners with an approach of “plagiarism”,unknowingly.
HRD ministry’s step of taking feedback from all concerned stakeholders is a welcome step. Let’s hope and wish that the outcome will be as per the need of the coming decade.
3. Technology, System and Practices:-
The natural flow of technology has created a desired awareness among all the stakeholders and they got an opportunity to be in touch through school ERP’s, Moodle and ICR portfolios.
Hence a desirable orientation has become the part of strategy to overcome the high aspirations of parents. Now LED touch screen has arrived in class rooms yet the rich content and scope must be reviewed. Students must be taught social media communication etiquettes.
4. Economics and Social Viability:-
The unprecedented changes in last decade calls for wide- ranging reforms to make education system viable enough to create “creativity” and employment generation.
The rapidly changing industrial demand required people equipped with entrepreneurial and innovative skills. The dream of startups on mass scale can be fulfilled by including correct vocational education from school level. The education system must also take steps to proper individuals toward their economic goals and desired social outcomes.
The appropriate inclusion of soft skills and life skills has become inevitable to keep pace with changing dynamics of economy. Theseskills will be most important by 2025 onwards as most of employments will be replaced due to automation and artificial intelligence.
5. Safety and Security:-
Tiny tots have become more vulnerable in school campuses this is due to lack of resilience capacity in young teen students.
School not only must adhere to the safety and security norms so that fearless academic environment may engage students in productive and positive activities.
Emotional health hazards is more dangerous as per the UNCIEF report 2013 , 30%-40 % of students gone through the trauma of abuse and 76% of them being abused during childhood or adolescence, School’s must educate children to be cautious to oppose such advances. Students are subject to hurt and trauma in the age of below 5 years that to in developed nations.Other than having child friendly infrastructure, compassion, concern, support, care are the important ingredients to provide safe ecosystem in school.
The Government of Karnataka appears to gearing up to improve the educational experience. For improving the learning outcomes and track progress of students and teachers, a number of innovative practices have been adopted in Karnataka, a report by Centre for Public Policy of IIM Bangalore (IIMB) has revealed, reports Elets News Network (ENN).
The practices adopted to provide free access to quality primary education to children include Tracking Progress, State Achievement Survey , Teacher Training Programme, Activity-Based Learning, and Making Schools Safe.
Tracking Progress
To track enrollment, attendance and learning of the children in primary schools, the State has created an integrated database called Student Achievement Tracking System (SATS). It integrates all the government databases and allots every school and student a unique ID number. Through the number, SATS helps track students to assess attendance patterns, track schools on various parameters.
State Achievement Survey
The census-based survey assesses the learning of 36 lakh students in language, mathematics and social sciences. The students studying in class four to nine of all government and government-aided schools of the state are assessed during the survey. It is conducted to evaluate how much each student has learnt. So far, 8 lakh children have been identified and provided with remedial assistance.
Teacher Training Programme
To enhance the quality of education in the classroom, Guruchetna – a customised teacher training programme — has been introduced that allows teachers to choose modules based on their interest and needs.
Activity-Based Learning
Nali Kali is an activity-based learning model which enables students to learn according to their capabilities rather than the grade level textbook. It aims to make learning fun and meaningful for children.
Making Schools Safe
Karnataka is the first State in the country to come up with a comprehensive policy to ensure school children’s safety. The Child Protection Policy (CPP) of the State is developed as per the guidelines issued by Unicef and NIMHANS, Bengaluru. It acts as a guiding document for all educational institutions for safety of students.
The initiatives on one hand have created a healthy learning environment where students’ achievements are likely to improve. On the other hand, child safety protocols have been developed to ensure that boys and girls remain safe in that environment.
Various surveys revealed that a large number of graduates in India are not employable. Seeking the current situation of unemployment in the country, Dr Sitaram Soni, HOD Engineering, ITM University, observes the importance of industry oriented syllabus and role of the stakeholder in making student job-ready for Elets News Network (ENN).
Dr Sitaram Soni, HOD Engineering, ITM University
The world is undergoing a technological revolution that is fundamentally changing the way we live, work and relate to one another. In its scale, scope and complexity, the transformation is unlike anything humankind has experienced before. Termed as the “fourth revolution,” it has today created a “techonomy community” that believes in the paradigm that technology is and will define the business and society. This almost avalanche of changes needs the people who can bring, handle and adapt to this change are also available at the rate matching to the quantum. These changes are impacting all the jobs in the industry and society. The jobs are getting changes very rapidly by adapting to automation, AI, robotics and new business architecture. The new job environment requires individuals to be at ease with technology, uncertainty and, therefore, risks, in addition to delivering in the midst of chaos and complexity. All this demands a complete new form of professionals. The prime responsibilities of developing young professional with such capabilities, rests primarily with our institutes of higher learning. Unfortunately, our present higher education system is completely incapable of even addressing to the basic elements of this responsibility, leave aside taking the lead to steer and guide the change process in industry and society.
We also want to see that our institutes of higher education act as centers of learning that encourage collaboration, autonomous learning and innovations; but our educational institutes are infested with redundancy, lethargy and complete lack of creativity and innovation. The major cause of this state of affairs is the culture and environment of our institutes. The responsibility of creating and maintaining the culture creativity and of innovation rests primarily with the faculty and the students of the institutes. Most of the faculty members of the institutes of higher learning are on the permanent tenure; without any robust mechanism of monitoring their role and contribution in supporting the creativity and innovation in the institute. Most of the people taking up such jobs become lethargic after some time as there is no mechanism to reward and support the creative thinking. This leads to situation where the educational institutes get dissociated from the changes taking place in the society and industry. The rate at which the faculty members and the curriculum are reformed is much slower than the changes happening in the industry. With time, this gap between the industry and academia becomes so wide that the education process completely loses its relevance to the industry and society. This is the kind of scenario we are experiencing in current times.
This state of affairs is very alarming as the present days economy and the leadership in the world entirely depends upon the technology, the institutes of higher education needs to revamp themselves; so that they can play the apt role in building the nation and prosperity for its people. Institutes should be the agent of transform, rather the institutes are laggards, barely able to keep them aware of what happening in industry, rather than leading the change. Even this knowledge about the change is sporadic and fractured. Most of the institutes have no role in guiding and steering the directions of the technological changes the world is going through. In order to reverse the current trend and to establish the institutes and their rightful place and relevance in the society, we need to revamp all the stakeholders and their contribution towards making the institute of higher education leading the change.
The major stakeholders in the higher education are higher education leadership, faculty, students and industry or employers. There is a need to change at every aspect of this phenomenon.
Higher Education leadership: The leadership is the most important component of the higher education framework, but, unfortunately that is the unconcerned, if not irresponsible component. The people who are in the positions of guiding the higher education policies and the education framework to prepare students with relevant knowledge and skill needed in the industry at any particular time and near future are mostly the ones who have little or no idea of the whole domain. They are the people who have the full time employment with the government without any monitoring, control and accountability towards the post they are holding; and, most certainly without any fear of losing their jobs, if their skills and knowledge are not relevant to the needs of the time. No wonder, they have little motivation to understand the needs and changes in the skills needed for the employment and their change dynamics.
Faculty: The recent explosive growth of educational institute and entry of the non-serious player in the domain of education, have resulted in the adopting the path of the least resistance in acquiring, developing and retaining the good faculty members. Most of the institutes are owned by the people who are in the game for the quick money rather than for the love of education and cause of developing the society with appropriate skills and capabilities to help the nation. This goes quite contrary to the reality, as the quality education is actually a long term cycle process. Nothing good can be achieved by short term attitude and processes.
Students: The student needs to be more focused and aware of the career path an choices available. They also need to be aware of the changes and trends in the industry, which will determine their employability. The students should not entirely depend upon the degrees and certificates for their employment and relevance but they also need to augment their skill sets with relevant tools and techniques needed to enhance their career. As the volume of knowledge in any domain in increasing at alarming rates, it becomes very difficult to keep one skilled in multiple domains. So, one should identify early his/her domain of specialization and acquire deep knowledge, skill and understanding in it. This is the age of specialization and niche and not of the generalists.
Industry: Till recently, especially in India, the industry and academia were two different islands with very little of negligible connection and communication between them. The industry expected the academia to help them solve the real world problems, but academicians were too happy and contented with textbook problems and solutions. Slowly, the industry stopped approaching the academia for their problems and academicians were too happy with their classroom teaching and paper research. The students who were undergoing through the education in such environment failed to realize the real world problems faced in the industry when they come out of the institute and find themselves quite incapable in even comprehending, as they had no experience of such situation during their study years.
Now, there is need to rethink the whole process afresh. All the stakeholders have to do away with their ways of doing things the old way, and adopt the relevant process and systems , which enable them to augment each other’s role and effectiveness in the current and future need of the trained professionals.
JEE Main 2018 Admit Card has been released by the Central Board of Secondary Education (CBSE) on its official website.
Candidates aspiring for the Joint Entrance Exam (JEE) Main 2018 can download their admit cards from
the website. The admit card of JEE Main has been issued provisionally subject to the satisfying the eligibility criteria by candidates during admission.
JEE Main is the entrance exam conducted for admission to undergraduate engineering courses of institutions of India. The exam is conducted in two modes: offline and online. JEE Main 2018 offline exam will be conducted on April 8 and the online exam will held on April 15 and April 16.
Admit card of JEE Main is an important document for the candidates to verify their identity at the examination centres. The admit card consist details like name of the candidate, exam timings, exam centre, application number etc. JEE Main admit card 2018 must be kept safe by the candidates as without it, they will not be appear for JEE Main exam.
Steps to download JEE Main 2018 Admit Card:
Go to the official website of JEE Main 2018 i.e. jeemain.nic.in
Click on the link – “Download Admit Card of JEE(Main) – 2018” available on the homepage
Enter your JEE Main 2018 application number, password and security pin on the new page
After entering details, click on login
Your JEE Main 2018 admit card will be displayed on the screen. Carefully check all your details such as name, paper, date of birth, gender, test centre name, city, state, code of eligibility and category on your JEE Main 2018 admit card
Download it and take a printout for future reference
The Union Minister for Human Resources Development Prakash Javadekar has said that the government is planning to replace the blackboard with the digital board in the next five years..
The Union Minister said, “Our aim is to replace blackboard with digital board in the next 5 years.”
Finance Minister Arun Jaitley also while unveiling the Union Budget 2018-19 proposed to increase the digital intensity in education and move from black board to digital board.
In January this year, Javadekar revealed that the Government passed a resolution to ensure that in next five to seven years, every classroom in the country has a digital board.
“Just like operation black board ensured black boards in every classroom, today resolution was passed for operation digital board, so as to ensure there is a digital board in every class in coming 5-7 years,” Javadekar said.
“The digital boards would help generate student interest and would also make teachers more accountable,” Javadekar added.
Javadekar was addressing the first day of the 65th Central Advisory Board of Education meeting. The meeting was also attended by Union Ministers Maneka Gandhi, Thawar Chand Gehlot, Mukhtar Abbas Naqvi, and Rajyavardhan Singh Rathore.
University Grants Commission has reminded all Higher Educational Institutes (HEIs) to set up a “Students Counselling System” to address problems and challenges faced by students.
“Setting up of counselling centres is part of the guidelines issued by UGC regarding safety of students on and off campuses of higher education institutions and has already been communicated to all institutions concerned. One of the most important components of the guidelines was that all higher education institutions should mandatorily place a students counselling system for effective redressal of problems and challenges faced by a student,” says the letter.
The system is supposed to act as a bridge to fill communicative and formal gap between the students and the institutions. In one of its letters issued last week, the commission asked universities as well as all the colleges to set up “Students Counselling System” for students to avail the services of trained psychologist as per the need.
The Counselling System would also include faculty member as the counsellors who would remain in constant and close be allotted a number of students and in close touch with the students allotted to them. The teacher counsellors will act as a guide to students helping them move up in their careers by understanding their emotional and intellectual needs.
According to letter, “It should be a unique, interactive and target-oriented system, involving students, teachers and parents to address common student concerns ranging from anxiety, stress, fear of change and failure to homesickness and a slew of other academic worries. lt should bridge formal as well as communicative gaps between the students and the institution at large.”
Eternal University is one of the first private and residential universities in Northern India exclusively for girls with objective to make students excel academically and spiritually. It is sponsored by Kalgidhar Trust and established by Himachal Pradesh Government Act No 3 of 2009. The Kalgidhar Trust has been promoting rural education with major emphasis on women empowerment. The university campus is spread across 450 – acres at Baru Sahib.
The University offers UGC (University Grants Commission) certified undergraduate, postgraduate and PhD courses in streams like Biotechnology, Microbiology, Agriculture, Engineering, Medical, Management and Public Health. All the programmes of the university are recognised by UGC, AICTE, INC, NCTE, DSIR and DBT.
It is one of the best equipped, furnished and cleanest campuses that one could ever think for pursuing academic courses. All seven colleges under the university have well trained and experienced faculty, well furnished laboratories, classrooms and state-of-art equipment for effective teaching, research and training. A part from an extraordinary academic curriculum and inspiring educational environment, the university offers facilities such as accommodation, experimental farms, polyhouses, cafeteria, transport facilities, banks, post office, playgrounds, indoor sports facilities, shopping complex, modern dairy complex, botanical and herbal garden, workshops, clubs, fully automated Wi-Fi library, and Computing facilities to look after the well-being of the students and the faculties.
Academic programmes
Akal college of Engineering & Technology (ACET): B Tech (CSE, ETE & FT), Lateral Entry (CSE, ETE,EE), MTech (ETE, CSE, Renewable Energy, Material Science and Engg. ) and PhD ETE
Akal College of Basic Sciences (ACBS): BSc Medical, BSc Non-Medical, BSc (Honours in Maths, Chemistry, Physics, Biochemistry, Microbiology, Botany and Zoology), MSc (Math, Chemistry, Physics, Biochemistry, Microbiology, botany, Zoology and Environmental Sciences), PhD (Chemistry, Biochemistry, Physics, Botany, Zoology and Mathematics)
Akal College of Agriculture (ACA): BSc Agriculture (Hons), B Tech Food Technology, M Sc (Biotechnology, Food Technology, Agronomy, Genetics & Plant Breeding, Plant Pathology, Entomology and Horticulture), PhD
(Biotechnology, Food Technology and Entomology)
Akal College of Economics, Commerse and Management (ACECM): BSc Economics (Hons), BCom (Hons),
MSc Economics, MCom, MBA, PhD Management
Akal College of Arts & Social Sciences (ACASS): BA (Hons) Music, BA Humanities, BSc (Hons) Psychology, MA (English and Music), Add-on-Courses with BA/BSc Programmes
Akal College of Health & Allied Sciences (ACHAS): BSc Nursing, MSc Nursing, MPH, MHA
Akal College of Education (ACE): B.Ed
Scholarships and Financial Aid Granted by the University: To encourage the meritorious students from rural areas, university provides them 10-30 per cent concession in tuition based on their marks in the qualifying exam for various undergraduate programmes. The students from various Academies of Kalgidhar Trust will be given 50% tution fee waiver during admission to Eternal University, Baru Sahib. Decent fellowships are provided to deserving PhD scholars for teaching at undergraduate level and conducting practical.
The present Vice Chancellor, Dr Harcharan Singh Dhaliwal, PhD California University, holds an extensive experience of about ten years working in advanced laboratories of USA, Switzerland, Israel, Japan and Australia and also the leading plant breeder and bio technologist. He has been taking keen interest in developing and strengthening the university for basic and applied research, institution-industry linkage, transfer of technology and IPRs. There are a number of other faculty members with rich experienceand training in research, management, teaching and extension who are taking the university to reach new heights.
