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Removal of poverty has been the biggest challenge in India. The Indian government is dealing the same with two methods – by promoting economic growth and by anti-poverty programmes.

 The major anti-poverty programmes suggested by the Govt. of India are as follows:

1. Integrated Rural Development Programme:

It was introduced in the year 1978-79 and universalized from 2nd October, 1980. The main aim is to provide support to the rural poor in the form of subsidy and bank credit for productive work opportunities through successive plan periods. 

2. Jawahar Rozgar Yojana /Jawahar Gram Samriddhi Yojana (JGSY):

Two new schemes, namely, National Rural Employment Programme (NREP) and Rural Landless Employment Guarantee Programme (RLEGP) were merged in the year1989, under Jawahar Rozgar Yojana (JRY). The purpose was to generate good work prospects for the unemployed in rural areas by creating economic infrastructure, community and social assets. From the year 1999, this old scheme started again with a new name as Jawahar Gram Samriddhi Yojana (JGSY), mainly for rural economic infrastructure programme with the purpose of employ¬ment generation. 

3. Employment Assurance Scheme:

This scheme was launched in the year 1993. It mainly covers drought-prone, desert, tribal and hill area blocks. In the year1997-98, it extended to several other blocks. Employment assurance scheme was planned for creating employment opportunity in the form of manual work when there is no agricultural season. It was expected to lead to the creation of robust economic and social infrastruc¬ture and address the needs of people.

4. Food for Work Programme:

In the year 2000, the Food for Work Programme was started as a component of EAS. It started with some major drought-affected states, namely Maharashtra, Rajasthan, Orrisa, Gujarat, Himachal Pradesh, Madhya Pradesh, Uttaranchal and Chhattisgarh. The main aim is to enhance food security through wage employment. 

5. Sampoorna Gramin Rozgar Yojana:

The new Sampoorna Gramin Rozgar Yojana (SGRY) Scheme started in 2001 was the mix of old JGSY, EAS and Food for Work Programme. The primary aim of the scheme was the generation of wage employment, creation of good economic infrastructure in rural areas as well as food provision and nutrition security for the underdeveloped.

6. Rural Housing – Pradhan Mantri Gramin Awaas Yojana (PMGAY):

 PMGAY is a government flagship programme, created for providing housing for the Indian rural poor. A similar scheme for urban poor was launched in 2015 as Housing for All. For BPL population, similar program was launched by late PM Rajiv Gandhi, known as Indira Awaas Yojana which was one of the major flagship programs.

7. National Old Age Pension Scheme (NOAPS):

NOAPS came into effect from the year 1995. Providing pension to old people above now 60, who does not have any means of subsistence is the main aim of this project. It is provided by the central government. Implementation of this scheme in places is given to panchayats and municipalities. 

8. National Family Benefit Scheme (NFBS):

NFBS was started in the year 1995 and is sponsored state governments, under community and rural department. They provide certain amount to a member of family who becomes the head of the family after the death of its primary breadwinner.

9. National Maternity Benefit Scheme :

NMBS provides certain amount grant mother in three instalments. The women must be older than 19 years. It is normally provided eighth to twelfth weeks before the birth of child. And in case of the death of the child, the women can still avail it. 

Kyoto protocol is the reason on which the international norms to regulate the emission of carbon dioxide is based. This protocol was negotiated in Dec 1997 at Kyoto, Japan and came into force on Feb 16th, 2005. It is an international treaty which extends the 1992 United Nations Framework Convention on Climate Change (UNFCCC). It commits Based on the scientific consensus that global warming is occurring and it is extremely likely that human-made CO2emissions have predominantly caused it, it commits state parties to reduce greenhouse gas emissions. There have been a few international treaties and regulations, the most recent one being the Paris Climate Change Agreement.

 Goals are as follows:-

• To hold temperatures between 1 to 2 degrees Celsius above pre-industrial times.

• Making financial goals of every nation consistent with achieving the above goal.

• As per Kyoto protocol, it is aimed to reduce emissions to a level where they would not maliciously affect the environment.

• The US failed to ratify the legally-binding part, which required a Senate vote.

• Canada pulled out in 2005, citing that CO2 emissions were nearly 17% higher than in 1990.

Importance of Trees: 

1. Trees are a part and parcel of earthly life. All life directly or indirectly owes its existence to them.
2. Trees release oxygen which we need for our life. They also absorb the carbon-dioxide.
3. Many living species live in trees. Trees form the natural habitat of many animals, birds and insects.
4. Trees help make the land fertile. We get good crops out of fertile land.
5. They are the sources of the fruits and flowers.
6. They offer us cool shade during summer.
7. During rainy season, we take shelter under the trees.
8. Trees and plants are the sources of many supply life-saving drugs.
9. They prevent land erosion and guard us against pollution. Thus, trees keep up the ecological balance.
10. Trees protect us from inclement wind also.
11. Seeds, nuts and fruits are food sources for humans and animals.
12. Trees protects the biodiversity of the ecosystem.
13. Tree resins are used in producing varnishes.
14. Essential oils derived from tree (example: eucalyptus, almond, camphor, etc) are used in medicinal and aroma industry.

Conclusion: Thus, trees play an important role in our life. Felling of trees disturbs the eco-system. We should preserve trees and plants with great care.

We can define staffing as a managerial function that involves obtaining the qualified and competent right person, utilising the skills and retaining him/her. This is required for filling all positions of an organisation, can be from top to operative echelon. The main function is to employ, deploy and monitor a competent and contented staff. Can be daily wage earners, consultants, contract employees, regular employees, etc. This very process in any company is very crucial. One has to make sure that there are right people appointed to the jobs and they should be rightly qualified and experienced. Discussed here are important steps that will assist companies find people who have the skills to be successful in the role and can fit into your culture.

1. Estimating requirements 

To hire the right number and the right type of employees, you must know the requirements first. One has to create a detailed requirement sheet mentioning clearly like how many numbers of people required, what will be the job roles and responsibilities, qualifications and experience required, etc. Neither over-staffing and nor under-staffing does an organization any good. So, hiring managers should always be looking to achieve a state of parity

 2. Recruitment

         After knowing the requirements, it is the times to invite applications on the job posting. The job requirement should clearly mention the desired candidate profile so that only eligible candidates apply for the job. One of the most trusted way is to hire people through internal transfers and promotion. Organizations usually have to work together with placement contractors, consultants, and employment exchanges to meet their needs. 

   3. Selection

Selection is to choose the right candidate for the right place. The best ability of the hiring manager comes into the picture when he/she is able to scan candidates for the right skills, experience, and qualification required. Companies are able to judge whether a candidate is a fit for the job or not through test or interview or discussion. So you have to be very careful in what you project. It’s a two-way process, with both the company and the candidate having to be very careful in the way they come across to each other.

4. Placement and orientation

Now it is the candidate turn to either accept the appointment terms and occupy the position or deny based on grounds he/she deem unacceptable after the interview process and offer made. During orientation, new employees are introduced to the existing ones and are made to feel comfortable within the organization. 

5. Training and development

Each company has its own way of doing things. But the crux remains the same. Only the method varies. Through training, the new employee gets imparted the required skills, understands the process, and get familiarity with company’s policies. Training assists them in doing their work confidently and helps them in achieving the goals for which they were hired in the first place. T & D always develop the skill of employees and motivates them to set higher standards.

6. Compensation, promotion, and performance appraisal

It is a very important part, the company must have a good salary structure. Which will make making every employee being paid according to their skill, experience, and responsibilities. Timely promotion and performance appraisal are based on an employee’s performance over a period of time are also required to retain employees.

7. Separation

It is the last step in the process of staffing. It means separating the employees from their job. This takes place in four ways i.e. through retirement, termination, retrenchment or death.