Entrepreneurship development process is necessary condition in developing country like of India to solve the different kinds of economic, social, and unemployment related problems. Total quality management (TQM) is widely recognized philosophy of management strategy. Its focus is to improve quality and productivity in significant way to enhance the competitiveness of an organization. Organizational leadership plays a vital role to effect the efficiency and productivity of particular organization and concerned labour and employee management. But the quality of entrepreneurial leadership is another problem to implement total quality management in these enterprises. An attempt has been made in this paper to know which are impeding factors in implementation of total quality management small and medium enterprises for continuous process of entrepreneurship development. Data has been collected from 100 units of small and medium enterprises situated in rural or urban areas. For data reduction the factor analysis technique has been used.

Performance appraisal is the process of assessing the performance and progress of a group of employees on a given job and his potential for future development. It consists of all formal procedures used in working organizations to evaluate personalities, contributions and potentials of employees. Performance appraisal is the systematic, periodic and an impartial rating of an employee's excellence in matters pertaining to his present job and his potential for a better job. It is the process of obtaining, analyzing and recording information about the relative worth of an employee. Provide information about the performance ranks basing on which decision regarding salary fixation, confirmation, promotion, transfer and demotion are taken. Provide feedback information about the level of achievement and behavior of subordinate. This information helps to review the performance of the subordinate, rectifying performance deficiencies and to set new standards of work, if necessary. Provide information to diagnose deficiency in employee regarding skill, knowledge, determine training and developmental needs and to prescribe the means for employee growth provides information for correcting placement. Performance appraisal plans are designed to meet the needs of the organization and the individual. It is increasingly viewed as central to good human resource management. Performance appraisal could be taken either for evaluating the performance of employee or for developing them. The developmental purpose is concerned with the identification of employee's training and development needs.

The Audit committee has occupied a prominent position in the corporate governance. Audit committees maintain communication with the company's chief financial officer and controller. It refers to a body in a form that is responsible for choosing an audit firm, guiding the auditors, reviewing reports made by auditors and also informing the top managers of the results of the auditing process. This committee also determines the type of audit to be carried out and why it is necessary. The audit committee's role includes the oversight of financial reporting, the monitoring of accounting policies, the oversight of any external auditors, regulatory compliance, and the discussion of risk management policies with management. . In the present study we are analysing the conceptual framework of audit committee, and the various changes made from time to time in the legal provision of audit committee.

Convergence with IFRS has gained momentum in recent years all over the World. 110+ countries including European Union, Australia, China, New Zealand, and Russia currently require or permit the use of IFRS. Apart from India, countries like Japan, Sri Lanka, Canada and Korea have also committed to adopt IFRS from 2011. United States of America has announced its intention to adopt IFRS from 2014 and it also permits foreign private filers in the U.S. Stock Exchanges to file IFRS complied Financial Statement, without requiring the presentation of reconciliation statement.

Agriculture is the backbone of the Indian economy, with nearly 67 per cent of the population of the country continuing to depend on it either directly or indirectly for their livelihood. Considering the dominant role of the sector and the importance of credit as an input, a multi-agency approach has been adopted by the Reserve Bank of India (RBI) for ensuring credit flow to the sector both RBI and National Bank for Agriculture and Rural Development (NABARD) have taken several initiatives for simplification of systems and procedures and designing of innovative credit delivery products in dispensation of agricultural credit. Provision of timely, adequate and hassle-free credit to farmers continues to be one of the major tasks for banks in India. The flow of credit through KCCs has been investigated from three types of financial institutions, viz. cooperative banks, regional rural banks and commercial banks in terms of total loan amount, enrolment of membership and amount per card. Region-wise study has revealed a wide disparity in the performance of these institutions. Some measures have also been suggested to attract more farmers towards the scheme.

Appraisal is the evaluation of worth, quality and merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors' peer's etc. familiars with their performance. Performance appraisal is also described as merit rating in which one individual is ranked as better or worse in comparison to others. The basic purpose in this merit rating is to ascertain an employee's eligibility for promotion.

Introduction-agro based industries-globalization and liberalization -impact- Technological progress-objectives – perspective- agricultural commodities- growth - agro processing industries - food processing industry-wheat industry - fruits and vegetable- dairy industry and paper industry- conclusion.

The aim of this paper is to analyze growth and development of urban co-operative banks in India. It is concludes that the future of cooperative banks in India is challenging because of the competition from public sector banks and private sector banks. Public sector banks and private sector banks are concentrating on major expansion activities both vertically and horizontally. The growth of cooperative banks depends on transparency in control and operation, governance, customer-centric policies, technology upgradation and efficiency.

Competition Bill, 2001 was introduced in the Lok Shaba on 6 August, 2001 and was referred to Parliamentary Standing Committee for its Recommendation. Pursuant to the recommendations of the committee, the Competition Act, 2002 was enacted. The present papers highlight various provisions which are including by government of India under competition act 2002. The provisions are - Prohibition of abuse of dominant position, combinations, Prohibition of anti-competitive agreements. Government of India had also brought into force other provisions of Competition Act i.e. sections 6 (relating to Regulations of Combination) and sections 20, 29, 30 and 31 (procedure relating to Combination) in force from 1 June 2011.