Statutory obligation, Legal Procedure for establishment of NGO, Online & Offline, NGO Registration process, Documentation, Eligibility to start an NGO

Different types of NGO Laws in India

The following laws would be applicable for NGO registration in India:

Trust: It is a public charitable institution registered under the Charity Commissioner’s office having jurisdiction over the state. Maharashtra has adopted the Bombay Public Trust Act, 1950, which has become a model for the various other states. The law that regulates trusts are the Indian Trusts Act, 1882.

Societies: According to the Societies Registration Act, 1860, states have adopted their version from the model Societies Act, 1860. A society is considered as an independent form of organization. It has broad membership, which elects a governing body periodically for managing the affairs of the society. The body is accountable to members. There are multiple types of societies that may be registered under the Act which includes:

  • Charitable societies;
  • Societies which are established for the promotion of science, literature, or fine arts, education; and
  • Public Art Museums, and galleries, and certain other types of museums.

Company: A Company has been described under the Companies Act, 2013. The Act permits “Section 8 companies” to be formed. According to the Act, Section 8 Companies are those which are formed for the purpose of art, religion, charity, and other useful objects. Internal governance of Section 8 Company is similar to that of a society. The members of the committee or governing council are elected by the members of the Charitable Company. A section 8 company can be dissolved. The registration process takes time and requires the memorandum of association and articles of association that has to be submitted with the ROC (registrar of companies).

Trade Union: According to the Trade Union Act, 1926, a Trade Union is defined as temporary or permanent combination formed to regulate and control the relations of employees and employers.

Multi-State Co-operative Societies: The Multi-State Co-operative Societies Act, 2002 has substituted the previous Act of 1984. The Act provides for the compliance of both primary and federal co-operatives.

Legal compliances of NGO

There are various legal compliances of the NGO are as follows:

  • Permanent Account Number (PAN): This is a unique alphanumeric combination issued to all the juristic entities- identifiable under the Income Tax Act, 1961. The PAN number is used as the national identification number.
  • Tax Deduction Number (TAN): It is the Tax Deduction and Collection Account Number. It is a ten digit alpha-numeric number required to be obtained by all the individuals who are responsible for deducting or collecting tax (TDS) at source. The TAN number is required to be quoted at the following places:
  1. A challan depositing the tax so deducted,
  2. A certificate issued against the tax deducted,
  3. All returns furnished in respect of the tax deducted at source, etc.

Legal Procedure for establishment of NGO, Online & Offline

Non-Governmental Organization (NGO) is an entity that works for charitable purposes. NGO is known as a not-for-profit making organization that works towards the promotion of arts, science, sports, education, research, social welfare, religion, charity, and more. NGOs in India are of various types which are registered under Trust Act, Society Registrations Act, or the Companies Act.

NGO is registered in the form of Section 8 Company under the Companies Act, 2013. Companies registered under this act are all not-for-profit and charitable trusts. The only difference between a trust or society and NGO is that the latter is registered under the Ministry of Corporate Affairs (MCA).

Before Applying for NGO Registration

Obtain Digital Signature Certificate (DSC)

Proposed directors are supposed to provide Digital Signatures, as the registration forms are to be digitally signed before filing the form online. Certifying agencies under the Government of India issue Digital Signature Certificate (DSC). Applicants need to obtain either Class 2 or Class 3 category of DSC. The fees for obtaining DSC vary and depend on the certifying agency.

Apply for Director Identification Number (DIN)

Applicants are required to apply for a DIN for the proposed directors of the company. Filling of application Form DIR-3 helps in the allotment of DIN. Scanned documents like self-attested copies of PAN, identity, and address proof of directors are to be submitted along with the application form. The application form can be submitted online on the Ministry of Corporate Affairs (MCA) portal. The documents are required to be attested by a practicing chartered accountant, company secretary, or cost accountant.

Steps to Register as an NGO

Step 1: The applicant needs to obtain a DSC of the proposed Directors of an NGO. After a DSC is obtained, file Form DIR-3 with the ROC to get a DIN.

Documents to attach for DIN application:

    Identity and Address Proofs: Passport, Voter’s ID card, Aadhar card, electricity bill, driving license, PAN card, house tax receipt, business address proof, society’s name, etc.

Step 2: After the approval of DIR-3, the respective ROC will allot a DIN to the proposed directors.

Step 3: Next the applicant needs to file Form INC-1 with the ROC to apply for a company name. Preference of 6 names can be applied from which one would be allotted by ROC, depending on the availability.

Step 4: After the approval from ROC, file Form INC-12 to apply for a license for an NGO

Documents to attach with INC-12:

  • Declaration, as per Form INC-14 (Declaration from CA)
  • Declaration, as per Form INC-15
  • Draft Article of Association (AOA) and Memorandum of Association (MOA) as per Form INC-13
  • Estimated Income & Expenditure for next 3 years

Step 5: After the Form’s approval, the NGO license will be issued in Form INC-16.

Step 6: After the applicant has obtained the NGO license, he/she needs to file SPICE Form 32 with ROC for incorporation. After the ROC has checked and verified the documents, it issues a Certificate of Incorporation with a unique Corporate Identification Number (CIN).

Eligibility to Start an NGO

  • Minimum 2 directors required if NGO is to be incorporated as a private limited company
  • Minimum of 3 directors required, in case of incorporation as a public limited company
  • The maximum number of members is 200, in the case of a private limited company
  • No member limit in case of a public limited company
  • No fee is charged if registering as an NGO

Forms Required for NGO Registration

  • DIR 12 Appointments of Directors
  • DIR 2 Consent of Directors
  • DIR 3 Application to ROC to get DIN
  • INC 1 Business name approval
  • INC 12 Applications for License
  • INC 13 Memorandum of Association
  • INC 14 Declaration from a practicing CA
  • INC 15 Declaration from each person making the application
  • INC 16 License to incorporate as NGO
  • INC 22 Situation of Registered Office
  • INC 7 Applications for Company’s Incorporation
  • INC 8 Declarations
  • INC 9 Affidavit from each director and subscriber

Trust and Society Registration Act

Procedure for Registration of Trust under the Indian Trusts Act,1882

Decide the following:

a) Name of the trust

b) Address of the trust

c) Objects of the trust (Charitable or Religious)

d) One settlor of the trust

e) Two trustees of the trust (minimum)

f) Property of the trust: Movable or immovable property (normally a small amount of cash/cheque is given to be the initial property of the trust, in order to save on the stamp duty).

Prepare a Trust Deed on stamp paper of the requisite value. The rates of stamp duty varies from state to state. Kindly check the current rate of stamp duty applicable in your state.

Requirement for registration of Trust Deed with the Local Registrar under the Indian Trusts Act, 1882:

a) Trust Deed on stamp paper of requisite value.

b) One passport size photograph & copy of the proof of identity of the settlor.

c) One passport size photograph & copy of the proof of identity of each of the two trustees.

d) One passport size photograph & copy of the proof of identity of each of the two witnesses.

e) Signature of settlor on all the pages of the Trust Deed.

t) Witness by two persons on the Trust Deed.

Go to the local Registrar and submit the Trust Deed, along with one photocopy, for registration. The photocopy of the Deed should also contain the signature of settlor on all the pages. At the time of registration, the settlor and two witnesses are required to be personally present, along with their identity proof in the original.

The Registrar retains the photocopy and returns the original registered copy of the Trust Deed.

The Societies Registration Act, 1860

The Societies Registration Act, 1860 is legislation in India which allows the registration of entities generally involved in the benefit of society education, health, employment etc.

The British Indian Empire, with a wish to encourage such activities and to promote the formal organisation of groups of likeminded people, incorporated the Act 21 of 1860, in other words, The Societies Registration Act, 1860 (21 of 1860), which came into force on 21 May 1860. The Act continues until today and being an Act of Parliament, comes under the Right to Information Act, wherein the government is legally responsible to give any information requested by any citizen of India with respect to any society.

Closing of a Registered Society

A society is legally registered under the Societies Registration Act, 1860. The Indian Societies Registration Act of 1860 was enacted under the British Raj in India, but is largely still in force in India today. It provides for the registration of literary, scientific and charitable societies. Under the Act societies may be formed, by way of a memorandum of association, by any seven or more people associated for any literary, scientific or charitable purpose. The memorandum of association has to be filed with the Registrar of Societies. The memorandum has to contain the name of the society, its objects, and the names, addresses, and occupations of the members of the governing body, by whatever name it may be called, duly signed for consent by all the members forming the society.

Provisions under the Act

Under Section 13 of the Societies Registration Act, 1860; a number of provisions relating to dissolution of a society and adjustments of its affairs are stated. It is stated that Any number not less than three-fifths of the members of any society may decide and determine that it shall be dissolved, and consequently it shall be dissolved without any delay, or at the time then agreed upon by the members, and all necessary steps are to be taken for the disposal and settlement of the property of the society, its claims and liabilities, according to the rules of the said society applicable thereto, if any were made at the time of the registration of the society and if not, then as the governing body shall find a convenient expedient, provided that, in the incident of any dispute or disagreement arising among the said governing body or the members of the society, the adjustment of its affairs shall be referred to the principal Court of original civil jurisdiction of the district in which the chief building of the society is situated and the Court shall make such order in the matter as it shall deem required by law and practically apt. The assent is necessarily required provided that no society shall be dissolved unless three-fifths of the members shall have expressed a wish for such dissolution by their votes delivered in person, or by proxy, at a general meeting convened for the purpose. There is also a concept of Government consent. It is provided in the aforesaid statute that whenever any Government is a member of, or a sponsor or contributor to, or otherwise interested in any society registered under this Act, such society shall not be dissolved without the consent of the Government of the State where the society was registered. There are also several state amendments given under this section.

Purpose of Society Registration

A society registration can be done for the development of fine arts, science, or literature or else for the diffusion of purposeful knowledge or charitable purposes of political education. According to section 20 of the Society Act, 1860, a society registration can be done for the following purposes:

  • Promotion of fine arts.
  • Diffusion of political education.
  • Grant of charitable assistance.
  • Promotion of science and literature.
  • Creation of military orphan funds.
  • Maintenance or foundation of galleries or public museum.
  • Maintenance or foundation of reading rooms or libraries.
  • Promotion or diffusion or instruction of useful knowledge.
  • Collections of natural history.
  • Collections of mechanical and philosophical inventions, designs, or instruments.

Registration of a Society in India

A Society can be created by a minimum of 7 or more persons. Apart from persons from India, companies, foreigners, as well as other registered societies can also register for the Memorandum of association of the society.

Similar to Partnership firms, society can also be either unregistered or registered. But, only the registered societies will be able to withstand consigned properties and/or have an ensemble filed against or by the society.

Society registration is maintained by state governments. Thus, the application for society registration must be created to the specific authority of the state, where the registered office of the society is situated.

For Society registration, the establishing members must agree with the name of society first and then prepare for the Memorandum, followed by Rules & Regulations of the society.

Selection of a Name

When selecting a name for society registration, it is vital to understand that according to Society Act, 1860, an identical or similar name of a currently registered society will not be allowed. Moreover, the proposed name shall not suggest for any patronage of the state government or the government of India or fascinate the provisions of the Emblem & Names Act, 1950.

Memorandum of Association

The Memorandum of Association of the society along with Rules & Regulations of society must be signed by every establishing member, witness by Gazetted Officer, Notary Public, Chartered Accountant, Oath Commissioner, Advocate, Magistrate first-class or Chartered Accountant with their official stamping and complete address.

The memorandum must contain the name of the society, the object of the society. Also, it consists of details of members of the society registration along with their names, addresses, designations, and occupations. The following document has to be prepared, submitted and signed for the sake of registration:

  • Requesting society registration by providing covering letter, signed by all establishing members.
  • Duplicate copy of Memorandum of Association of society along with certified copy.
  • Duplicate copy of Rules & Regulations of society along with duplicate copy duly signed by all establishing members.
  • Address proof of registered office of society as well as no-objection certificate (NOC) issued by landlord.
  • Affidavit avowed by secretary or president of society declaring relationship among subscribers.
  • Few minutes of meeting regarding the society registration along with providing some essential documents.

Dissolution of Society by Court

As per the provisions of this act, on the application of the Registrar under section 13A or under section 24 or on an application made by not less than one- tenth of the members of a society registered under this Act, the Court of competent jurisdiction referred to in section 13 may make an order for the dissolution of the society on any of the following grounds, viz.

(a) That the society has contravened any provision of this Act or of any other law for the time being in force and it is just and equitable that the society should be dissolved

(b) That the number of the members of the society is reduced below seven;

(c) That the society has ceased to function for more than three years preceding the date of such application;

(d) That the society is unable to pay its debts or meet its liabilities; or

(e) That the registration of the society has been cancelled under section 12D on the ground that its activities or proposed activities have been or are or will be opposed to public policy.

It has to be noted that when an order for the dissolution of a society is made under sub-section (1) or sub-section (2), all necessary steps for the disposal and the settlement of the property of the society, its claims and liabilities and any other adjustment of its affairs take place in manner as the Court may direct.

Matters of profit upon dissolution

Under section 14 of the act, upon the dissolution of the society, no member is entitled to receive any profits. If upon the dissolution of a society registered under this Act there remains, after the satisfaction of all its debts and liabilities, any property whatsoever, the same will not be paid to or disseminated and distributed among the members of the said society or any of them, but is required by law to be given to some other society which is to be determined by the votes of not less than three-fifths of the members present individually or by proxy at the time of the dissolution, or, in default thereof, by such Court as aforesaid. It is important to note here that this clause does not to apply to the Joint-Stock Companies. Provided, however, that this clause shall not apply to any society which has been founded or established by the contributions of share-holders in the nature of a Joint-Stock Company

Career in NGO: Top Recruiters, CSR Activities in NGO

Career in NGO

Many international organizations and NGOs offer trainings that are relevant to start a career in an NGO. The easiest way is to take an online course in a relevant subject area such as Human Rights, Health or Social Justice. Trainings and online courses will equip you with the relevant terminology and a basic understanding of how NGOs work and what they do. This will help you during your job applications and interviews. Beyond that, online courses, workshops and trainings can help you explore and discover your own interests. It’s essential for a purpose-driven career that you actually care about the cause. Other options to complete relevant trainings include taking part in events, workshops or summer/winter academies.

  • Take part in online courses to improve your skills and knowledge
  • Take part in events, workshops and summer/winter academies

How to get Job:

Decide what you want to do

The first step to building a career in an NGO is choosing a career path that fits your skills and passions. Because NGOs focus on such a large range of topics and causes, there are many career paths that can allow you to work in an NGO. For example, if you want to work for an NGO but are also interested in a career in health care, you might become a doctor and serve an NGO like Doctors without Borders, providing medical care to people across the world. NGOs also employ administrators, communications specialists and many other professionals.

Complete an undergraduate degree

Once you’ve decided on a career path, you can earn a degree that can help you meet your goals. Some colleges and universities have programs for nonprofit management or administration, which might be ideal for people who want to become NGO directors. Other majors that NGO employees study include business management, psychology and history. You might combine two subjects in a major and minor program. For example, NGO financial professionals might have degrees in business management or economics, with minors in sociology or global studies.

Get professional experience

After you complete your degree, you can develop your skills and gain experience in an entry-level job in your chosen field. You might work for a nonprofit organization, but you might also work for a private company or government agency. For example, if you plan to become a fundraiser for an NGO, you might start with a sales position at a for-profit company. Some people who want to work in an NGO gain professional experience in the private sector while volunteering for an NGO in their spare time, which can help them build connections in the nonprofit field.

Consider an advanced degree

Depending on the role you want to take in an NGO, you might benefit from getting a graduate degree in a subject related to nonprofit administration. Many graduate schools offer Master’s programs in nonprofit administration, leadership and social entrepreneurship. In these programs, you can learn about project management, organizational structures and laws governing nonprofits. If you want to work for a specialized NGO, like a medical assistance group, you might earn a medical degree or other advanced certificate that relates to the NGO’s focus.

Apply for jobs

Non-governmental organizations often post their job openings on general job boards and on specialized nonprofit and social action job boards. As you search for a job at an NGO, you might research the nonprofit job boards for your preferred cause and check those boards frequently. If you want to work for a specific NGO, you can look at their website for job openings or contact them directly. Sending a resume and cover letter to the organization’s hiring manager can help you develop professional relationships, which might give you an advantage in the hiring process for your ideal job.

Common Implementation Method

In-House Implementation:

A Company creates an internal department or unit to work directly with communities to design and implement projects.

Company Foundation:

A Company establishes and independent foundation or trust as a separate legal entity to carry on” Corporate Social Responsibility” programs. The company generally provided grants and workforce to the foundation or trust.

Third Party Implementation:

A Company engages a third party , such as a local or international NGO , to work with local communities in designing and implementing CSR projects, or it support an existing initiative being implemented by others.

Multi Stakeholder Partnership:

A Company establishes or joins a voluntary or collaborative alliance, network, or partnership. This implies cooperation between two or more actors in a manner that shares, risk responsibilities, resources and competencies and involves a joint commitment to common cause, task and goal.

Hybrid:

A Company utilizes a combination of two or more implementation models to deliver various components of its ” Corporate Social Responsibility” program, Many corporate houses in India are working or implementing their” Corporate Social Responsibility” programs through their own foundations or trusts. Such as Ajim Premji Foundation,

CSR Activities in NGO

Real and long-lasting change can only be ushered in when all of us come together to make it possible. Inclination towards social responsibility and contribution to sustainable development is fast becoming the mark of distinction for leading corporate and top brands. Corporate Social Responsibility for NGOs is the continuous commitment of a corporate body to improve community well being through discretionary business practices and ethical contributions of corporate resources. Mallen Baker writer, speaker and CSR expert defines Corporate Social Responsibility as a strategic act, “a way companies manage the business processes to produce an overall positive impact on society.” Integrating social, environmental and ethical responsibilities into the governance of businesses ensures their long term success, competitiveness and sustainability. CSR initiatives facilitate corporate to build a dominant brand that reverberates with their key stakeholders customers, employees, government and general public.

Leadership & Staff Development in NGO

NGO and development sector professionals work in difficult and challenging circumstances. With limited resources and constantly changing, complex and dynamic situations, an NGO professional has to be on toes all the time to adapt to the environment. Working in this sector demands dynamic personalities, leadership qualities and management aptitude and skills.

  • Effective communicators:

Effective leaders are always good communicators, so is true in the case of NGO leaders as well. They know they have to deal with contrasting ends, like beneficiaries, donors, agencies, etc. and they are able to change their communication styles as per the audience. They get social and meet a lot of stakeholders, make networks and engage people for furthering the cause of organization.

  • Inspire and empower:

With their ideologies, passion, compassion and working styles, effective NGO leaders always keep inspiring others. Whether they are their own team members or donors or stakeholders, people look up to them as motivation and inspiration. They are thorough professionals and yet are compassionate towards people. They accept and enjoy diversity, be it within the team or outside the organization. They know that they are ethically responsible and accountable to their teams and even their beneficiaries. They motivate others also, to understand and behave in ethical manners, reflecting in the organizational policies, processes, and even day-to-day functioning.

  • They have their eyes on the goal:

They dare to ask a lot of questions to their staff, donors, and other stakeholders. They have the courage to put the ultimate objective of the organization at the centre, and constantly work towards it. They understand that social change and development is not an overnight process, yet they chart a map and strive continuously towards organizational goals.

  • Believe in transformation:

Over and above all, their best quality is strong belief in transformation. They have full faith in their own work, the organizational objectives and goals and the means they take to achieve them. They are passionate towards the community, are sensitive and resilient humans, believe in the cause and work consistently towards it.

  • Take initiative:

Leaders are confident, pro-active, and they take initiative at their field of work. At organizational and work (field) level; they anticipate problems and act in time to correct the situation. This also applies to self-improvement they actively seek. They are always looking for opportunities for betterment of their own self and their teams. This makes them great team workers, and they can do it because they are focused on the larger goal. Their pro-active instinct also makes them identify opportunities and ways to make best use of them. Such people can truly be assets to the organization.

Staff Development in NGO

There are many different reasons to provide training and development for staff in the NGO sector. One of the key reasons to ensure staff development and skills strengthening is the fact that the NGO sector has such a significant impact globally which impacts communities, beneficiaries and donors. In fact, the number of people expected to donate to charities by 2030 is 2.5 billion, and 80% of the global population believe that NGOs make it easy to be involved in positive social change. The scale of the sector is clear when you consider that “if NGOs were a country, they would have the 5th largest economy in the world”. With that kind of power comes great responsibility, and the importance of staff development is thus undeniable.

Building safeguarding practices

Another key reason for staff development is the building of safeguarding practices. Following the revelations in 2018 of widespread abuse by certain INGOs of both beneficiaries and internal staff, there has been growing reflection within the sector about what can be done to better promote safeguarding. Safeguarding is defined here as “All actions taken by organisations to protect their personnel from harm and from harming others”. While many organisations could simply require staff to undertake mandatory online courses (where they complete a multiple choice test to attain a safeguarding certificate), there has been recognition instead that serious shifts in practice are required to protect beneficiaries, staff and the sectors reputation and thus its ability to make positive change at a global and local level.

Building organisational capacity

It may seem that building the talent of your staff could lead only to their individual capacity, but programmes has shown that promoting staff development leads to more loyal staff, who are willing to stay within an organisation and in doing so build organisational capacity. “If talented staff (and volunteers) feels unappreciated, they will move to another job, taking their skills and knowledge capital away from your organisation”. One way to ensure staff feel appreciated is to spend time and money on building their skills, and strengthening their capacity to make good decisions, engage effectively and promote positive change within the sector.

Building better leaders

Arora argued in 2012 that “it is estimated that in India alone, over half a million new senior managers will have to be developed for leadership positions … what is also apparent, is that many of these jobs will be filled by individuals recruited from outside the sector who will have had limited experience of running non-profits at senior level”. What better way to ensure the sector thrives than to develop the future leaders of the NGO sector from within the sector? This means actively and consciously working with current staff to strengthen their skills, develop their leadership and managerial knowledge and expertise, and, in doing so, promote a participatory organisational culture.

Build a mentoring culture: Often NGOs look outside of the organisation for training and support in staff development, when they could be drawing on the skills and expertise within their organisation. This means creating mentoring or coaching programmes for new staff, and mentoring mid-career professionals who want to take on management level roles in the future. Darrell Foster, Head of Learning & Development, recently wrote “good leaders always have a vision and purpose. They not only visualise the future themselves but share their vision”. This is what mentoring is able to promote – a shared vision, shared skills and shared learning.

Build your box: Some great advice keep a box that you fill with important information, highlights, experiences which you will be willing to give to the person who eventually takes over your role. I think this advice can be extended to capacity strengthening so that we should each keep a box of lessons, highlights, notes and anecdotes, which we can share with colleagues or reflect on in our own time. This box should be a reminder of where we’ve come from and what we’ve learnt, how we’ve developed and where we want to go. It should also be a reminder of what we still want to learn and skills we think would be useful in helping us be the best we can be. This should be shared with your manager, so they know how they can help you build your capacity.

Role of Companies in Community Development

The relationship of business with a community is a social transaction which required that both parties be open, honest, and fair with the other in order to achieve maximum effectiveness. Business responsibilities in a community extend in a wide variety of directions from civil rights to support of the community to support of community cultural activities. It is an essential function of any successful business, refers to the various methods companies use to establish and maintain a mutually beneficial relationship with the communities in which they operate.

Business acknowledges the role in the development of the communities within which it operates in order to sustain the business.

At many businesses, Corporate Social Responsibility (CSR) activities have been designed to put a smile on the faces of every individual it serves. Company contributes to developing the local communities in and around the areas where it does business.

For Corporate, community development means building an inclusive society by helping improve the wellbeing of the community and enabling them to prosper. Corporate takes pride in being a business with a heart and soul.

There are many ways in which business involves in community development. Those are stated below.

  • Assistance for handicapped and other disadvantaged persons.
  • Support for air and water pollution control.
  • Servicing responsibility for product sold to the local consumer.
  • Support of artistic and cultural activities
  • Employment and advancement for minorities and women.
  • Assistance in urban planning and development.
  • Support of local health care program.
  • Donation of equipment to local school.
  • Support of local bond issues for public improvements.
  • Aid to community hospital drive.
  • Executive aid for the local united fund.
  • Support to can serve scarce resources and prevent pollution.

Role of creating Staff Agents

A change agent, also known as an advocate of change, is a person who acts as a catalyst for the change management process. They help an organization, or part of an organization, transform how it operates by inspiring and influencing others. A change agent will promote, champion, enable, and support an organization’s change implementation.

A staffing agency is an entity that has staff that can be employed out for temporary or long term work. A staffing agency is additionally referred to as an employment agency. It provides temporary staff. Some agencies are industry targeted or specialised. For instance, The Strategic CFO’s staffing line focuses on accounting and financial positions.

Responsibilities:

  • Understand and have deep knowledge about the workload needs of client companies
  • Analysis and determine the workforce requirement and try to meet the same.
  • Conducting different levels of interviews and shortlisting the candidates accordingly.
  • Generate contracts and keep eye on legal issues.
  • Detail knowledge about the potential candidates and their background history.
  • Conduct training in case of any gaps.
  • Taking continuous follow-up and checking the performance of temporary workers.

Role:

  • Communicating how change is beneficial for both the organization and employees.
  • Listening to the involved team members and employees to gain feedback and incorporate it in the implementation process.
  • Understanding employees’ reactions to change and reducing resistance to change.
  • Actively engaging with employees by conducting change management exercises.
  • Encouraging and supporting employees to become change champions and promote it.
  • Identifying and leading other change agents and change consultants to success
  • Providing feedback on challenges facing the change management lead.

Services offered:

Contingency search

If you are trying to employ somebody for a vacant position, you may play out a contingency search with a staffing firm. Staffing firms are paid uniquely for fruitful searches; instalment is usually a level of the applicant’s beginning compensation.

You ought to expect a discount on the charge or substitution if the competitor doesn’t keep going for a predefined time frame at your organization.

Agreement recruiting

An organization is expecting to enlist a massive volume of representatives who may pick an agreement scout. Under this game plan, an HR expert is engaged by a staffing company to join a customer organization.

The agreement selection representative will work at the customer organization, during the course of the customer organization. Commonly the staffing firm and agreement enrollment specialist are paid dependent on a concurred hourly rate paying little heed to the number of competitors sourced and enlisted for the customer organization.

Agreement recruiting is regularly utilized as an option in contrast to contingency searches, and it is likewise valuable if the organization is short-staffed in HR and can profit by having a spotter on board rapidly.

Freelance or potentially contract help

This is equivalent to impermanent help; however, architects, innovation experts, and other elevated level representatives will, in general, allude to themselves as freelancers or contractual workers.

Managed services

Under this kind of course of action, a customer organization will re-appropriate a whole office or capacity (e.g., call focus or sorting room) on a proceeding with the premise. This administration functions admirably when an organization wouldn’t like to deal with a particular zone of business and can discover a staffing firm that has some specific ability in the area managed.

Skills set for NGO, Human Resource Management in NGO

Skills set for NGO

Community Organizing

  • Group dynamics
  • Community integration
  • Problem identification
  • Community investigation
  • Facilitation
  • Mobilization
  • Communication
  • Role playing
  • Objectivity, monitoring and evaluation

Participatory Action Research

  • Identification of research problem
  • Identification of different research tools
  • Data gathering
  • Analysis of data
  • Consultation with the community and validation of data
  • Drawing of conclusions
  • Making of recommendations

Business Skills

  • Planning
  • Participatory (circular) management
  • Accounting and bookkeeping
  • Marketing and purchasing
  • Negotiation
  • Monitoring and record keeping
  • Technical skill in micro-computers
  • Organizing cooperatives/credit unions
  • Handling labour problems
  • Understanding legal aspects.

Documentation, Dissemination of Information

  • Small group formation
  • Clarification of values and vision
  • Group dynamics
  • Different kinds of media production
  • Communication skills and visual aids
  • Conscientization /Senticizing skills
  • Advocacy
  • Networking and linkages

Training Methods

  • Use of cultural forms
  • Use of media
  • On-the-job training – participant observation
  • Workshop organization
  • Group dynamics
  • Practice-Theory/Action-reflection
  • Exposure programme
  • Group discussion and synthesis, brain-storming
  • Self-learning kits and modules

Technology Training: Appropriate Technologies

  • Agriculture, fishing, post-harvest technology, energy, housing, health, sanitation, handicrafts, food technology.

Human Resource Management in NGO

Human Resources can be to the efficient running of their organization. Contrary to popular belief, HR is not just a department that fills out forms and signs off on sick-leave. There is so much more to it, in fact, when HR does a good job, they act like the glue that keeps the company together. NGOs are no different. The reason for this is because just like any other business, one of their main resources is provided by humans. And as such this valuable resources needs to be managed accordingly. Thanks to some major problems faced by NGOs, HR is more important now than it has ever been in the past.

Expert recruiting

Remove some of the pressure when filling positions, get your HR team on the case. Most Human Resources individuals have extensive experience in recruiting and employer branding. They will also be able to implement many automated processes which should remove erroneous applicants and attract more of the top talent. If you have a smooth process and an excellent employer brand you’ll start to see more skilled workers apply for vacancies.

Training and Development

A lot of the time most managers are too busy to properly train or develop their staff. It’s just a simple fact and an unfortunate consequence of the “doing less with more” mentality. More and more these days, the responsibility of training and development seems to lie with the HR department. A good HR professional will be well equipped to deal with career management and organising skills training for an NGO. If NGOs offer a great training program, they will see more of the top talent and fewer resignations.

Organization

We mentioned before that a great HR team acts as the glue of an organization, and that’s usually true. In the sense that they ensure a smooth operation and that the overall corporate culture is well organized. Some people will thrive in chaos, but most don’t. The HR department will ensure proper on-boarding, off-boarding and operations within a company. HR are there to ensure new employees are made to feel welcome and are shown how things work, who people are, the general vibe etc.

Motivation

This is another part of the glue, a positive HR person can have a tremendous impact on the motivation of an organization. Motivation can be hard to come by in a regular company, let alone an NGO. NGOs need to keep their people engaged, involved and motivated and the best way to do that is with an effective HR team.

Addressing the human needs

All employees have what’s called human needs, and NGOs need to effectively address those needs if they are going to retain their staff. An enlightened HR manager knows just what it takes to keep someone on board and happy they need to keep the humanity in HR. This is simple enough to do so long as you address the basic human needs, which are: the need to be appreciated, the need to belong and the need to feel like you’re making a meaningful contribution. If an NGO addresses these needs, it will help solve the problem of staff retention.

Human Rights Commission

The National Human Rights Commission (NHRC) of India is a statutory public body constituted on 12 October 1993 under the Protection of Human Rights Ordinance of 28 September 1993. It was given a statutory basis by the Protection of Human Rights Act, 1993 (PHRA). The NHRC is responsible for the protection and promotion of human rights, defined by the act as “Rights Relating To Life, liberty, equality and dignity of the individual guaranteed by the constitution or embodied in the international covenants and enforceable by courts in India”

Functions of NHRC

The Protection of Human Rights Act mandates the NHRC to perform the following:

  • Proactively or reactively inquire into violations of human rights by government of India or negligence of such violation by a public servant
  • The protection of human rights and recommend measures for their effective implementation
  • Review the factors, including acts of terrorism that inhibit the enjoyment of human rights and recommend appropriate remedial measures
  • To study treaties and other international instruments on human rights and make recommendations for their effective implementation
  • Undertake and promote research in the field of human rights
  • To visit jails and study the condition of inmates
  • Engage in human rights education among various sections of society and promote awareness of the safeguards available for the protection of these rights through publications, the media, seminars and other available means
  • Encourage the efforts of NGOs and institutions that works in the field of human rights volunteerly.
  • Considering the necessity for the protection of human rights.
  • Requisitioning any public record or copy thereof from any court or office.

Composition

The NHRC consists of: The chairperson and five members (excluding the ex-officio members)

  • A Chairperson, who has been a Chief Justice of India or a Judge of the Supreme Court.
  • One member who is, or has been, a Judge of the Supreme Court of India and one member who is, or has been, the Chief Justice of a High Court.
  • Three Members, out of which at least one shall be a woman to be appointed from amongst persons having knowledge of, or practical experience in, matters relating to human rights.
  • In addition, the Chairpersons of National Commissions viz., National Commission for Scheduled Castes, National Commission for Scheduled Tribes, National Commission for Women, National Commission for Minorities, National Commission for Backward Classes, National Commission for Protection of Child Rights; and the Chief Commissioner for Persons with Disabilities serve as ex officio members.

The sitting Judge of the Supreme Court or sitting Chief Justice of any High Court can be appointed only after the consultation with the Chief Justice of India.

Limitations:

  • NHRC does not have any mechanism of investigation. In majority cases, it asks the concerned Central and State Governments to investigate the cases of the violation of Human Rights
  • It has been termed as ‘India’s teasing illusion’ by Soli Sorabjee (former Attorney-General of India) due to its incapacity to render any practical relief to the aggrieved party.
  • NHRC can only make recommendations, without the power to enforce decisions.
  • Many times NHRC is viewed as post-retirement destinations for judges and bureaucrats with political affiliation moreover, inadequacy of funds also hamper its working.
  • A large number of grievances go unaddressed because NHRC cannot investigate the complaint registered after one year of incident.
  • Government often out rightly rejects recommendation of NHRC or there is partial compliance to these recommendations.
  • State human rights commissions cannot call for information from the national government, which means that they are implicitly denied the power to investigate armed forces under national control.
  • National Human Rights Commission powers related to violations of human rights by the armed forces have been largely restricted.

NHRC and its Role

The National Human Rights Commission (NHRC) is an independent commission set up by law in 1993. Like judiciary, the Commission is independent of the government. The important objective of the Commission is to protect the human rights. Its functions are:

i) To spread human rights literacy among various sections of the society through media and seminars.

ii) To undertake and promote research in the field of human rights.

iii) To inquire suo-moto or on a petition presented to it by a victim or any person on his behalf.

Machine Learning, Functions, Types, Advantages, Disadvantages

Machine Learning is an important part of Artificial Intelligence that enables computers to learn from data and improve their performance without being directly programmed. Instead of following fixed rules, machines analyze past information, identify patterns, and make predictions or decisions. In business, Machine Learning is used for sales forecasting, customer behavior analysis, fraud detection, and recommendation systems. Indian companies in banking, retail, healthcare, and agriculture widely use this technology to increase efficiency and accuracy. For example, banks detect suspicious transactions, and online platforms suggest products to customers. Machine Learning helps businesses save time, reduce errors, and make smarter decisions, making it a powerful tool in modern business technology.

Functions of Machine Learning:

1. Classification

Classification is an ML function that assigns predefined categories or labels to input data. It predicts a discrete class label (e.g., “Spam” or “Not spam,” “Fraudulent” or “Legitimate“) based on learned patterns from historical, labeled training data. Algorithms like Decision Trees, Support Vector Machines, and Neural Networks are commonly used. This supervised learning task is fundamental to applications such as email filtering, medical diagnosis (identifying disease from scans), and sentiment analysis (classifying text as positive, negative, or neutral), enabling automated and consistent categorical decision-making.

2. Regression

Regression is an ML function focused on predicting a continuous numerical value rather than a discrete category. It models the relationship between independent variables (features) and a dependent variable (target) to forecast quantities. For example, it can predict house prices based on size and location, estimate sales revenue, or forecast temperature. Common algorithms include Linear Regression and Random Forest Regressors. As a supervised learning task, regression helps in understanding trends, making financial projections, and optimizing processes where the outcome is a measurable, numeric figure.

3. Clustering

Clustering is an unsupervised ML function that groups unlabeled data points based on their inherent similarities or patterns. The algorithm discovers natural groupings within the data, where points in the same cluster are more alike to each other than to those in other clusters. Popular techniques include K-Means and Hierarchical Clustering. It is used for customer segmentation in marketing, organizing large document collections, anomaly detection (by identifying outliers), and image segmentation, providing essential insights into data structure without pre-defined categories.

4. Dimensionality Reduction

This function simplifies complex datasets by reducing the number of input features or variables while preserving their most important information. High-dimensional data can be noisy and computationally expensive. Techniques like Principal Component Analysis (PCA) and t-SNE transform the data into a lower-dimensional space. This is crucial for data visualization (plotting multi-dimensional data in 2D/3D), improving the efficiency of other ML models by removing redundancy, and mitigating the “curse of dimensionality,” ultimately leading to faster training and sometimes better model performance.

5. Anomaly Detection

Anomaly Detection identifies rare items, events, or observations that significantly deviate from the dataset’s normal behavior. These “outliers” often indicate critical incidents, such as network intrusions, credit card fraud, structural defects, or rare medical conditions. ML models learn the pattern of “normal” data and flag instances that do not conform. It can be approached through supervised, unsupervised, or semi-supervised methods. This function is vital for security, fault prevention, and quality control, where finding the unusual needle in the haystack is the primary objective.

6. Recommendation Systems

This function predicts a user’s preferences or ratings for items to provide personalized suggestions. It uses patterns in user behavior (e.g., purchase history, clicks, ratings) and item attributes. There are two main approaches: Collaborative Filtering (recommends items based on similar users’ preferences) and Content-Based Filtering (recommends items similar to those a user has liked before). Hybrid models combine both. It is the engine behind platforms like Netflix (movie suggestions), Amazon (product recommendations), and Spotify (playlist generation), driving user engagement and sales through personalization.

7. Reinforcement Learning

In this function, an agent learns to make sequential decisions by interacting with a dynamic environment. The agent performs actions, receives feedback in the form of rewards or penalties, and learns a policy to maximize cumulative reward over time. Unlike supervised learning, it learns through trial-and-error exploration. It is foundational for training AI to master complex games (like Go or Chess), enabling robotics control (like a robot learning to walk), and optimizing real-time systems such as autonomous driving and algorithmic trading strategies.

8. Natural Language Processing (NLP)

While NLP is a broad AI field, ML provides its core functions for understanding, interpreting, and generating human language. Key ML-driven NLP tasks include:

  • Text Classification: Sentiment analysis, topic labeling.

  • Machine Translation: Automatically translating text between languages (e.g., Google Translate).

  • Named Entity Recognition (NER): Identifying and classifying key information like names, dates, and organizations in text.

  • Text Generation: Creating human-like text, as seen in chatbots and large language models (LLMs). ML models, especially deep learning, enable machines to process linguistic context and semantics.

Types of Machine Learning:

1. Supervised Learning

Supervised Learning is a type of Machine Learning where the computer is trained using labeled data. This means the input data already has correct answers. The system learns by comparing its output with the actual result and improving over time. It is commonly used in sales prediction, spam email detection, and credit scoring in Indian banks. For example, a bank can train a model using past loan records to decide whether a customer is eligible for a loan. This method gives accurate results when good quality data is available.

2. Unsupervised Learning

Unsupervised Learning works with data that has no labeled answers. The system studies the data and finds hidden patterns or groups on its own. Businesses use it to understand customer behavior, market segmentation, and product grouping. For example, Indian retail companies use it to group customers based on buying habits for better marketing strategies. It helps discover useful information that humans may not easily notice. This type of learning is useful when large amounts of raw data are available.

3. Reinforcement Learning

Reinforcement Learning teaches machines by using rewards and penalties. The system learns by performing actions and receiving feedback based on its performance. If the result is good, it gets a reward; if bad, it gets a penalty. Over time, the machine improves its decisions. It is used in robotics, game playing, traffic signal control, and smart delivery systems. In India, it is being tested in smart city projects to manage traffic flow efficiently. This method is useful for solving real time decision problems.

Advantages of Machine Learning:

1. Automation of Repetitive Tasks

Machine Learning excels at automating high-volume, repetitive decision-making processes without human intervention. By training models on historical data, ML systems can handle tasks such as data entry, document classification, email filtering, and quality inspection with consistent speed and accuracy. This reduces human error, frees up employees for more strategic and creative work, and enables 24/7 operational efficiency. Industries like manufacturing (predictive maintenance), finance (transaction categorization), and customer service (chatbots) leverage this automation to streamline workflows, cut operational costs, and improve overall productivity, allowing businesses to scale operations efficiently.

2. Enhanced Decision-Making and Predictive Insights

ML algorithms analyze vast, complex datasets to uncover patterns and correlations invisible to human analysts. This capability provides data-driven predictive insights, allowing businesses to make proactive, informed decisions. For example, in retail, ML forecasts demand to optimize inventory; in finance, it assesses credit risk; and in healthcare, it predicts disease outbreaks or patient deterioration. By transforming raw data into actionable intelligence, ML minimizes guesswork, supports strategic planning, improves risk management, and ultimately leads to more accurate and profitable outcomes across all sectors.

3. Continuous Improvement and Adaptation

A key strength of ML models is their ability to learn and improve autonomously over time. As new data flows in, algorithms can be retrained or designed for online learning to adapt to changing patterns, trends, and environments. This means an ML system for fraud detection evolves with emerging scam tactics, a recommendation engine refines its suggestions based on user feedback, and a voice assistant becomes more accurate with continued use. This self-optimization ensures systems remain relevant, accurate, and effective without constant manual reprogramming, providing long-term value and resilience.

4. Handling Multi-Dimensional and Big Data

Machine Learning is uniquely equipped to process and extract value from large-scale, complex datasets—known as Big Data—which are often too voluminous, fast-moving, or intricate for traditional analysis. ML algorithms can seamlessly handle data from diverse sources (sensors, social media, transactions) with numerous variables. They identify subtle, non-linear relationships within this data, enabling breakthroughs in areas like genomic sequencing, climate modeling, and real-time IoT analytics. This ability turns massive, unstructured data pools into a strategic asset, driving innovation and insights that were previously computationally impossible or prohibitively time-consuming.

5. Personalization at Scale

ML enables hyper-personalization by analyzing individual user behavior, preferences, and context to deliver tailored experiences. Recommendation systems on platforms like Netflix and Amazon, personalized marketing campaigns, customized learning paths in EdTech, and individual health plans in wellness apps are all powered by ML. This level of personalization enhances customer satisfaction, increases engagement and loyalty, boosts conversion rates, and drives revenue. By automating the analysis of millions of user profiles, ML achieves personalization at a scale and precision unattainable through manual methods.

6. Innovation and New Capabilities

ML acts as a catalyst for innovation, enabling products and services that were previously unimaginable. It powers breakthroughs such as real-time language translation apps, autonomous vehicles, advanced diagnostic tools in medicine (like analyzing medical images), and generative AI that creates art, music, and text. By solving complex pattern recognition and prediction problems, ML opens new frontiers in research, product development, and customer experience, creating entirely new markets and transforming existing industries with disruptive, intelligent capabilities.

7. Efficiency in Complex Problem-Solving

For problems involving a multitude of variables and dynamic conditions, ML provides efficient and optimal solutions. In logistics, it optimizes delivery routes in real-time considering traffic and weather. In energy, it balances smart grids for optimal distribution. In finance, it executes high-frequency trading strategies. ML models can evaluate countless scenarios and constraints far quicker than humans, identifying the most efficient course of action. This leads to significant cost savings, reduced resource consumption, improved service delivery, and the ability to solve intricate optimization challenges that are critical for modern operations.

8. Uncovering Hidden Patterns and Insights

One of ML’s most powerful advantages is its ability to perform deep data mining, discovering subtle, non-obvious patterns, correlations, and insights buried within data. In business, this might reveal unexpected customer segments or the root cause of churn. In science, it can identify potential new drug compounds or genetic markers. These insights, which might elude traditional analysis, can lead to groundbreaking discoveries, more effective strategies, and a significant competitive advantage. ML turns data exploration into a process of continuous discovery, revealing valuable intelligence that drives innovation and informed action.

Disadvantages of Machine Learning:

1. High Dependency on Data Quality and Quantity

Machine Learning models are fundamentally data-driven, making their performance directly dependent on the availability of massive, high-quality, and representative datasets. Models trained on biased, incomplete, or noisy data will produce flawed, unfair, or inaccurate outputs—a principle known as “garbage in, garbage out.” Acquiring and curating such data is expensive and time-consuming. In domains like healthcare or rare event prediction, sufficient data may simply not exist, limiting ML’s applicability. This data dependency introduces significant upfront costs and risks, as poor data hygiene can lead to systemic failures and erroneous conclusions in critical applications.

2. Complexity, Opacity, and the “Black Box” Problem

Many advanced ML models, particularly deep neural networks, are highly complex and opaque. Their decision-making processes are not easily interpretable by humans, creating a “black box” problem. This lack of transparency and explainability is a major disadvantage in regulated industries (finance, healthcare), where understanding why a decision was made (e.g., loan denial, medical diagnosis) is legally and ethically crucial. It erodes user trust, complicates debugging, and makes it difficult to ensure models are acting fairly and as intended, posing significant challenges for accountability and governance.

3. Substantial Computational Resources and Cost

Training state-of-the-art ML models, especially large language models or computer vision systems, requires enormous computational power. This involves expensive hardware (high-end GPUs/TPUs), significant energy consumption, and specialized expertise, leading to high operational and environmental costs. The financial and infrastructural barriers can exclude smaller organizations and researchers, centralizing advanced AI development within large tech corporations. Furthermore, the ongoing costs for model maintenance, retraining, and deployment in production environments add to the total cost of ownership, making ML a resource-intensive investment.

4. Risk of Perpetuating and Amplifying Bias

ML models learn patterns from historical data, which often contains societal and historical biases. An algorithm trained on such data will inevitably learn, perpetuate, and can even amplify these biases, leading to discriminatory outcomes. For instance, biased hiring or loan approval algorithms can unfairly disadvantage certain demographic groups. Identifying and mitigating this bias is technically challenging and requires conscious, ongoing effort. Without careful intervention, ML systems can automate and scale discrimination, causing significant ethical harm and damaging an organization’s reputation and legal standing.

5. Vulnerability to Overfitting and Underfitting

A core challenge in ML is finding the right balance between model complexity and generalizability. Overfitting occurs when a model learns the noise and specific details of the training data too well, failing to perform accurately on new, unseen data. Conversely, underfitting happens when a model is too simple to capture underlying patterns. Both conditions lead to poor predictive performance. Avoiding them requires skillful feature engineering, careful model selection, and techniques like cross-validation, demanding deep expertise. A model that performs perfectly in testing but fails in the real world is a costly and common pitfall.

6. Time-Consuming and Expertise-Intensive Development

The end-to-end ML lifecycle is protracted and resource-heavy. It involves multiple intricate stages: data collection, cleaning, and labeling; feature engineering; model selection, training, and hyperparameter tuning; validation; deployment; and continuous monitoring. Each stage demands specialized data science and engineering expertise, which is scarce and expensive. The iterative nature of model development—where tweaking one component can necessitate reworking earlier stages—makes the process slow. For businesses, this translates to long development cycles, high staffing costs, and delayed time-to-value for ML initiatives.

7. Limited Generalization and Contextual Understanding

Most ML models today are examples of Narrow AI—highly proficient at the specific task they are trained on but incapable of generalizing their knowledge to new, unfamiliar contexts. A model that excels at detecting fraud in credit card transactions cannot diagnose diseases or hold a conversation. Furthermore, they lack true contextual understanding, common sense, and causal reasoning. They operate on statistical correlations, which can lead to nonsensical or unsafe conclusions when faced with scenarios outside their training distribution, limiting their reliability in dynamic, open-world environments.

8. Ongoing Maintenance and Model Decay (Drift)

Deploying an ML model is not a one-time event. Models in production are subject to concept drift (where the statistical properties of the target variable change over time) and data drift (where the input data distribution changes). For example, consumer behavior shifts rapidly, rendering a recommendation model obsolete. This necessitates continuous monitoring, frequent retraining with new data, and periodic redeployment—an ongoing operational overhead. Failure to manage this decay leads to a gradual but steady decline in model performance, silently eroding business value and potentially causing significant operational issues.

Deep Learning

Deep learning (also known as deep structured learning) is part of a broader family of machine learning methods based on artificial neural networks with representation learning. Learning can be supervised, semi-supervised or unsupervised.

Deep-learning architectures such as deep neural networks, deep belief networks, deep reinforcement learning, recurrent neural networks, convolutional neural networks and Transformers have been applied to fields including computer vision, speech recognition, natural language processing, machine translation, bioinformatics, drug design, medical image analysis, climate science, material inspection and board game programs, where they have produced results comparable to and in some cases surpassing human expert performance.

Artificial neural networks (ANNs) were inspired by information processing and distributed communication nodes in biological systems. ANNs have various differences from biological brains. Specifically, artificial neural networks tend to be static and symbolic, while the biological brain of most living organisms is dynamic (plastic) and analogue.

The adjective “deep” in deep learning refers to the use of multiple layers in the network. Early work showed that a linear perceptron cannot be a universal classifier, but that a network with a nonpolynomial activation function with one hidden layer of unbounded width can. Deep learning is a modern variation which is concerned with an unbounded number of layers of bounded size, which permits practical application and optimized implementation, while retaining theoretical universality under mild conditions. In deep learning the layers are also permitted to be heterogeneous and to deviate widely from biologically informed connectionist models, for the sake of efficiency, trainability and understandability, hence the “structured” part.

Interpretations

Deep neural networks are generally interpreted in terms of the universal approximation theorem or probabilistic inference.

The classic universal approximation theorem concerns the capacity of feedforward neural networks with a single hidden layer of finite size to approximate continuous functions. In 1989, the first proof was published by George Cybenko for sigmoid activation functions and was generalised to feed-forward multi-layer architectures in 1991 by Kurt Hornik. Recent work also showed that universal approximation also holds for non-bounded activation functions such as the rectified linear unit.

The universal approximation theorem for deep neural networks concerns the capacity of networks with bounded width but the depth is allowed to grow. Lu et al. proved that if the width of a deep neural network with ReLU activation is strictly larger than the input dimension, then the network can approximate any Lebesgue integrable function; If the width is smaller or equal to the input dimension, then a deep neural network is not a universal approximator.

The probabilistic interpretation derives from the field of machine learning. It features inference, as well as the optimization concepts of training and testing, related to fitting and generalization, respectively. More specifically, the probabilistic interpretation considers the activation nonlinearity as a cumulative distribution function. The probabilistic interpretation led to the introduction of dropout as regularizer in neural networks. The probabilistic interpretation was introduced by researchers including Hopfield, Widrow and Narendra and popularized in surveys such as the one by Bishop.

Rise of Deep Learning

Machine learning is said to have occurred in the 1950s when Alan Turing, a British mathematician, proposed his artificially intelligent “learning machine.” Arthur Samuel wrote the first computer learning program. His program made an IBM computer improve at the game of checkers the longer it played. In the decades that followed, various machine learning techniques came in and out of fashion.

Neural networks were mostly ignored by machine learning researchers, as they were plagued by the ‘local minima’ problem in which weightings incorrectly appeared to give the fewest errors. However, some machine learning techniques like computer vision and facial recognition moved forward. In 2001, a machine learning algorithm called Adaboost was developed to detect faces within an image in real-time. It filtered images through decision sets such as “does the image have a bright spot between dark patches, possibly denoting the bridge of a nose?” When the data moved further down the decision tree, the probability of selecting the right face from an image grew.

Neural networks did not return to favor for several more years when powerful graphics processing units finally entered the market. The new hardware-enabled researchers to use desktop computers instead of supercomputers to run, manipulate, and process images. The most significant leap forward for neural networks happened because of the introduction of substantial amounts of labeled data with ImageNet, a database of millions of labeled images from the Internet. The cumbersome task of manually labeling images was replaced by crowdsourcing, giving networks a virtually unlimited source of training materials. In the years since technology companies have made their deep learning libraries open source. Examples include Google Tensorflow, Facebook open-source modules for Torch, Amazon DSSTNE on GitHub, and Microsoft CNTK.

Deep Learning Career Prospects

The field of artificial intelligence is seriously understaffed. While not all companies are currently hiring professionals with deep learning skills quite yet, having such trained experts are expected to gradually become a crucial requirement for organizations looking to remain competitive and drive innovation. Machine learning engineers are in high demand because neither data scientists nor software engineers has precisely the skills needed for the field of machine learning. The role of machine learning engineer has evolved to fill the gap. What is deep learning promising in terms of career opportunities and pay? Quite a bit. Glassdoor lists the average salary for a machine learning engineer at nearly $115,000 annually. According to PayScale, the salary range spans $100,000 to $166,000. Growth will accelerate in the coming years as deep learning systems and tools improve and expand into all industries.

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