This paper describes Nepal's national livestock policies and considers how they can be improved to help meet the pressing national challenges of economic development, equity, poverty alleviation, gender mainstreaming, inclusion of marginalized and underprivileged communities, and climate vulnerability. Nepal is in the process of transforming its government from a unitary system to a federal democratic structure through the new constitution expected by 2015, offering the opportunity to bring a new set of priorities and stakeholders to policymaking. Nepal's livestock subsector comes most directly within the purview of the National Agricultural Policy 2004, Agro-Business Policy, 2006 and Agricultural Sectoral Operating Policies of the Approach Paper to 13th Plan,
OPEN ACCESSAgriculture 2015, 5 104 2012/13-2015/16 policy instruments. We systematically review these and other livestock-related national policies through analysis of their Strengths, Weaknesses, Opportunities and Threats (SWOT). We conclude with the need to formulate a separate, integrated national livestock policy so that Nepal can sustainably increase livestock productivity and achieve diversification, commercialization and competitiveness of the livestock subsector within the changing national and international contexts.
The paper aimed at examining the perceived difference between knowledge gained from online and face-to-face learning modes as a result of the intensities (viz., high and low) of comparative interaction level and ease of attending the classes, in the context of management courses in Nepal. Based on the survey (complete enumeration) of all management students (n=224) attending the online classes at Nepal Open University from 5th to 25th Jan., 2020, the study applied descriptive statistics and factorial ANOVA using the General Linear Model in analysing data to pursue the research objectives. Nepalese management students’ experience with their present online classes in terms of the knowledge gained was found to be equivalent to their previous experience with the face-to-face mode. It also discovered that intensities of the comparative interaction level and comparative ease of attending classes had a significant impact on comparative knowledge gained. The findings should offer instrumental inputs to design effective higher education policies blending the online and face-to-face learning modes.
The study examines the association between HRM practices and organisational citizenship behaviour (OCB) in Nepalese commercial banks. Quantitative in nature, the study is based on a questionnaire survey method administered on 360 employees sampled from 9 commercial banks: both private and foreign joint venture banks. The OCB level -measured by dimensions of helping behaviour, courtesy and sportsmanship -among the bank employees was found to be at moderate level. No significant variation was found between overall OCBs of managers of both foreign joint venture and private commercial banks. OCB was found to have significant association with the bank employees' ethnicity and length of service, but no association with their gender. The studied HR practices of organisational climate and HR training and development have significantly positive relationship with OCB, while employee empowerment has negative impact on OCB. Out of four HR practices considered for the study, HR training and development was found to be the strongest predictor of OCB.
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