Dormancy is a state of lack of germination/sprouting in seed/tuber although required conditions (temperature, humidity, oxygen and light) are provided. Dormancy is based on hard seed coat dormancy or lack of supply and activity of enzymes (internal dormancy) necessary for germination/sprouting. Dormancy is an important factor limiting production in many field crops. Several physical and chemical pretreatments to production material (seed/tuber) are carried out for overcoming dormancy. Physical and physiological dormancy can be found together in some plants and this event makes it difficult to provide high frequency healthy seedling growth. Whereas, emerging of all production material (seed, tuber) sown/planted and forming healthy seedling are prerequisites of plant production.

In this paper, a detailed mineralogical and genesis investigation have been carried out in the seven locations of the Iron Ore in Hazara area. Thick bedded iron ore have been observed between Kawagarh Formation and Hangu Formation i.e., Cretaceous-Paleocene boundary. At the base of Hangu Formation, variable thickness of these lateritic beds spread throughout the Hazara and Kohat-Potwar plateau. This hematite ore exists in the form of unconformity. X-ray diffraction technique (XRD), X-ray fluorescence spectrometry (XRF), detailed petroghraphic study and scanning electron microscope (SEM) techniques indicated that those iron bears minerals including hematite, chamosite and quartz, albite, clinochlore, illite-montmorillonite, kaolinite, calcite, dolomite, whereas ankerite are the impurities present in these beds. The X-ray fluorescence (XRF) results show that the total Fe₂O₃ ranges from 39 to 56%, with high silica and alumina ratio of less than one. Beneficiation requires for significant increase in ore grade. The petroghraphic study revealed the presence of ooids fragments as nuclei of other ooids with limited clastic supply, which indicate high energy shallow marine depositional setting under warm and humid climate. The overall results show that Langrial Iron Ore is a low-grade iron ore which can be upgraded up to 62% by applying modern mining techniques so as to fulfill steel requirements of the country.

To investigate the possible role of arbuscular mycrrhizal fungi (AMF) in alleviating the negative effects of salinity on Stevia rebaudiana (Bert.), the regenerated plantlets in tissue culture was transferred to pots in greenhouse and inoculated with Glomus intraradices. Salinity caused a significant decrease in chlorophyll content, photosynthesis efficiency and enhanced the electrolyte leakage. The use of AMF in salt –affected plants resulted in improved all above mentioned characteristics. Hydrogen peroxide and malondialdehyde (MDA) contents increased in salt stressed plants while a reduction was observed due to AMF inoculation. CAT activity showed a significant increase up to 2 g/l and then followed by decline at 5 g/l NaCl in both AMF and non-AMF treated stevia, however, AMF inoculated plants maintained lower CAT activity at all salinity levels (2 and 5 g/l). Enhanced POX activities in salt- treated stevia plants were decreased by inoculation of plants with AMF. The addition of NaCl to stevia plants also resulted in an enhanced activity of SOD whilst, AMF plants maintained higher SOD activity at all salinity levels than those of non-AMF inoculated plants. AMF inoculation was capable of alleviating the damage caused by salinity on stevia plants by reducing oxidative stress and improving photosynthesis efficiency. 

Purpose: This study focuses on the effects of electronic-Human Resource Management (e-HRM) on organizational consequences. In this analysis, the effects of different configurations are assessed within the same socio-economic context. Design/Methodology: This study adopts a cross-sectional survey of e-HRM actors, such as human resource managers, IT professionals, and line managers. The data analysis was conducted using linear regression. A sample of 300 respondents was selected based on Gill et al.’s framework for obtaining a representative sample. Findings: ‘Integrated e-HRM configurations’ employed in multinational corporations (MNCs) generate positive and improved operational, relational, and transformational consequences or outcomes. In small-to-medium-sized organizations, the operational-user configuration exhibits positive but lower operational, relational, and transformational consequences. However, the socio-economic variables used to categorize e-HRM configurations do not apply in a developing economy context. Practical implications: The application of information technology in HRM is not the sole predictor of organizational consequences. The sophistication of the adopted e-HRM system deserves some consideration too. When managers adopt sophisticated e-HRM systems, they are likely to achieve positive and improved outcomes. More predictor variables need to be uncovered for an elaborate categorization of effective e-HRM configurations. Originality/value: The contextual factors that define effective e-HRM configurations are not consistent across different socio-economic contexts. Company-based categorization of effective configurations is advisable. This study establishes the limitations of current categorization variables in explaining effective e-HRM systems.

This paper discusses the use of workforce ecosystems to manage human intellectual capital. The need for work ecosystems has emerged in the digital age because of the rapid growth in the number of engaged partners and freelancers in the digitalization of enterprises. It is shown that this growth is directly related to the use of agile management systems in design and development: agile, DevOps, microservice architecture, turquoise practices, etc. The information systems needed to manage workforce ecosystems should have competency-based metrics to link business needs, recruitment and training, and finding new partners. At the same time, training should be prioritized over recruitment and the search for new partners in the context of staff shortages. When automating workforce ecosystems, a platform approach should be used to integrate both corporate HR, time and business process management systems, and similar systems from partners.