Diary of a Rural Manager!

Let us start from Migration Series - 1 . Once there was a popular myth: in the Government and Development Sector: Migration of 'poor' rural population is bad idea. Even when higher caste population was migrating towards cities for education, the government was launching various schemes on poverty reduction in the villages to prevent people from moving to the urban areas. So, why is the Migration Issue ? Migration – when it is safe, legal, and voluntary – is the oldest poverty-reduction and human-development strategy [ Migration, Development and Poverty Reduction in Asia ] . As per Wiggins & Keats [ Stepping out of agriculture ] - "Migration takes various forms, distinguished by:   Destination – international versus domestic, rural to urban, rural to rural and urban to urban; and,  Length of absence – permanent moves of a year or more, and seasonal moves – to which might even be added daily commuting." Many moves are not permanent, but vary from seasonal ...

The heading of the article doesn't seems to confuse reader who are working in development sector. Its a fancy word on the training of field staff. The major component of any development project is institutional and human capacity development in the community. Training the larger development community to more effectively support community-driven efforts requires a field staff with local networking, trust and suitable skills. There are six factors to be considered while managing field staff in the development project. 1. Recruitment of LRPs - In this phase, mostly NGOs go either for references or prefer an experienced candidate. The most preferable candidate is not the most smart one from the community. Honesty, non political nature, perception in public and hard work are the traits to be seen in the recruitment phase. With some expectations the leadership is concentrated in the hands of elderly people. The style of functioning of these elderly people exhibits authoritarianism...