The eustatic sea-level rise due to global warming is predicted to be about 18 to 59 cm by the 2100 (IPCC 2007), which necessitates identification and protection of vulnerable sections of coasts. Assessment of vulnerability level of Andhra Pradesh (AP) coast as an example is demonstrated in this study using five physical variables, namely coastal geomorphology, coastal slope, shoreline change, mean spring tide range, and significant wave height. A coastal vulnerability index was prepared by integrating the differentially weighted rank values of the five variables, based on which the coastline is segmented into low-, moderate-, high-, and very high risk categories. About 43% of the 1,030-km-long AP coast is under very high-risk, followed by another 35% under high-risk if the sea level rises by~0.6 m displacing more than 1.29 million people living within 2.0 m elevation in 282 villages in the region.

No abstract

The problem and the solution. Although India took the lead in the Asia Pacific region, setting up a full Ministry of Human Resource Development, the National human resource development concept in India has largely been limited to education and culture. The complexity of the country perhaps makes it difficult to have integrated HRD systems at the national level. Networking and learning from each other among various ministries and institutions and from the corporate sector will, however, go a long way in effectively evolving and implementing NHRD policies.

Blood group (ABO, MN, Rh, CcDEe) polymorphisms are reported here for 4 strictly endogamous subcastes of Andhra Brahmins. The coefficient of gene differentiation calculated from the gene frequencies is 0.87% demonstrating that only a small fraction of the total gene diversity is attributable to the differences between subcastes. In spite of the strict endogamy for the past 10–14 centuries, 99.13% of gene differentiation exists within the subcastes.

A number of human resources development frameworks has come into existence in the last ten years from various parts of the world. Indian organizations have begun to use these for improving their HRD systems and their impact. An Integrated HRD Systems Approach was evolved for Indian organizations at the Indian Institute of Management, Ahmedabad by Udai Pareek and T V Rao for L&T. This paper examines the current status of structuring of the HRD function and HRD subsystems in India against this “Integrated HRD Systems” framework. The paper also comments on the recent approaches to HRD. Data from HRD audits of 12 Indian organizations indicated that HRD function is not well structured, is inadequately differentiated, poorly staffed, and fails to meet the requirements of this framework. In the light of these experiences of Indian organizations in implementing this framework, the paper points out the prerequisites for success of other HRD frameworks in India.