Sludge is an unavoidable side-effect coming about because of wastewater treatment. Dewatered sludge is ordinarily arranged off by spreading on the land or via landfilling. For urbanized zones, sludge removal via landfilling isn't exceptionally functional because of land constraints and the ecological concerns included. Accordingly, severe natural control guidelines and the expanded sludge creation rates have likewise brought about restrictions on many removal choices. Consequently, there is creating interest in removal by burning and open removal. Burning debris will be delivered and should be discarded by different methods, open removal might prompt eutrophication and inebriation of water bodies. The removal difficulties can be quickly diminished if sludge is being reused into building and development materials. This paper suggests the use of sludge and sludge debris as new and non-customary development materials as an option of arranging in landfills. The utilization of sewage muck in building materials saves us from a portion of the pricy and energy requesting phases of usage, and the result gained is generally constant and safe. The motivation behind the article is to introduce the various methods of utilizing sewage muck in development materials.

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The increasing interest in human resource practices is driven by the hypothesis that employees and their management are critical to the success of an organization. Small and medium enterprises (SMEs) contribute significantly to several countries’ economies in terms of gross domestic product, employment fraction and exports. Human resource management (HRM) on the other hand plays a pivotal role in the growth and survival of SMEs if systematically understood and implemented in these businesses. As such, this paper aims to analyze factors that affect successful HRM and implementation in small and medium enterprises. Our findings demonstrate that SMEs need to make an effort to close the gap between demand and supply of labor for them to be able to compete with larger firms in the market. We conclude that the factors that affect human resource management are mainly due to the internal organization of these businesses and if HRM is properly implemented, it almost guarantees sustainability and competitive advantage of small firms. An “employee retention model” was formulated which can be used by SMEs to guide the retention of employees hence reducing staff turnover.