Agency 1: Human Relations Agency

20 min read

The Human Relations Agency is the first agency in the community. It marks the first point of contact between the community and incoming and existing participants. The agency handles the limited partner recruitment process and also handles participants’ social welfare by providing apartments and managing the dispute resolution mechanisms. The Human Relations Agency is part of the Village Bureau, together with Agency 2 (Stewardships) and Agency 3 (Business Operations). The bureau enables participants to set up their lives and businesses in the community.

Human Relations, a typical presidency

Roles of the Human Relations Agency

With the agency’s executive presidency providing the necessary strategic direction, which is implemented by the village (operational) presidencies, the agency performs a number of duties as detailed below, with the help of its automated system and contractors. The duties include:

  • Recruitment of limited partners and their dependents
  • Provision of living space
  • Facilitate dispute resolution
  • training

Recruitment of limited partners

The Human Relations Agency handles the recruitment and induction of participants into the community. The agency studies the community demographic, social, and economic needs, and comes up with recruitment drivers as needed. The agency also cooperates with other agencies and community public servants to identify needs. It thereafter draws up a recruitment strategy and criteria. Other considerations include the community’s bylaws and ideals during formulation and the prevailing social and economic conditions in the community.

The process starts with pre-recruitment training, where potential limited partners interact with the community online. They use the opportunity to learn as much as they can to be ready to join. When a vacancy arises, the branch presidency runs adverts on the internet, highlighting the sort of person they need. Once applications are received, they are initially vetted automatically, before the final candidates are vetted by the branch presidency that is recruiting.

From a list of 10 people, each of the 4 branch presidents selects one unique name. The four names are thereafter discussed, from which the branch presidency selects 2 final names. Thereafter, the branch president who is recruiting flips a coin to select the limited partner. This process ensures that the new limited partner is not the product of nepotism or corruption but of providence.

Once selected, a limited partner needs to be sustained by garnering the support of at least 60% of the group’s limited partners. In instances where there is no quorum, this step is skipped. The limited partner and their dependents are thereafter inducted and can start life in the community, with the help of other agencies.

After admission

Admission means that once a candidate has passed the selection, they deposit at least $20,000 into the Capital Bank (Agency 8), and move their checking and savings accounts to the Commercial Bank. Thereafter, the Human Relations Agency rents them living space, subject to contractual agreements with the community. The default value for each participant is 200 square feet of housing space.

The actual recruitment process is automated in many instances. This includes the initial vetting of applications, communication to shortlisted candidates, and training of limited partners once admitted. Other phases need the branch and village presidencies to have in-person conversations with limited partners, such as during induction and in instances during the process where they might see the need to intervene.

human Relations ; recruitment process

Construction and management of buildings

Through respective villages, the Human Relations Agency builds apartment buildings and is also responsible for the village squares, also known as streets in the community. The agency is granted loans by the Community Bank Agency (agency 7) with a down payment coming from the capital investment by the Capital Bank Agency (agency 8). Villages are responsible for repaying these loans, as well as managing their apartment buildings to ensure high-quality service to tenants.

Each apartment has four floors, with each floor containing 16 apartments. Each apartment measures 200 square feet. Apartments can be combined as needed to form a bigger space and to suit residents’ needs and preferences.

Each floor has 7 – 12 limited partners, and each limited partner has on average one to three dependents. Each floor therefore has around 25 residents. With four floors, each building has approximately 100 residents. An apartment building also forms a branch. A branch is served by a branch presidency, made up of four captains, each of whom serves one of the four demographics in that branch: married men (A), married women (B), single women (C), and single men (D).

Every two apartment buildings are built together as a dual building. This helps in optimizing the use of facilities such as elevators and stairs, while each apartment building’s utility system – waste disposal, electricity, and water – serves as a backup for the other building. This approach also enhances safety and minimizes waste.

Human Relations: apartment building
Figure 1: an interior view of the first floor of an apartment building showing living spaces, stairs, elevators, etc. Note that this is only one of many possible floor layouts.

Hosts

Each dual floor has 50 residents. The dual floor is maintained by a host. A host is a limited partner who runs a business providing maintenance services. A host has an apartment on the floor they maintain. The host is responsible for ensuring all components in the 32 apartments they maintain are in good working condition, and for deep cleaning, which is done once a week. The host is paid from the weekly maintenance fees that the limited partners on that floor pay to the village. From the maintenance fees, the village pays 80% to the host. The village retains 20% for eventualities such as fixing broken systems.

A host’s income is dependent on how many tenants they have. When fully occupied, the host has up to 32 apartments that they maintain. Clients issue regular ratings, which can considerably determine whether a host has full occupancy or not. A poorly-rated host will struggle to attract tenants and will see their income take a hit. Since the village, and by extension, the agency, depends on rent income to repay its obligations and perform other endeavors, it is interested in hosts who are well-regarded and can attract tenants.

The rating system determines whether a host will continue maintaining an apartment or not. The village presidency for human relations regularly consults the ratings to determine whether a host should continue, or needs to be replaced.  

Movement and public spaces

The community uses streets for biking, mule traffic, and growing vegetables and fruit since there is no motorized traffic (cars) within the community. The Human Relations Agency controls these spaces through villages. Each participant has an opportunity and is encouraged to plant some vegetables in their front and back yards. Where this is not possible, the village leases out these spaces to contractors who grow food there, while also maintaining the streets’ aesthetics – mowing, gardening, and other necessary tasks.

Human Relations: top floor of village building
Figure 2: the top of an apartment building. The roof has space for outdoor events and sports courts (badminton and tennis, for instance). The roof can be covered to protect it from the weather as needed.

Dispute resolution and arbitration

The community’s arbitration system is designed to speed up dispute resolution. It also ensures that disputes have the least possible impact on social cohesion and economic prosperity. The process helps prevent the filing of frivolous cases, which might unnecessarily consume time and funds, while breaking down the community’s cohesion.

Limited partners are encouraged to resolve their differences amicably, and out of the community’s formal arbitration systems. When this is impossible, the limited partner with a complaint approaches their captain with a written brief on the nature of the complaint. The captain speaks to both parties briefly, to further understand the problem. The main aim of this meeting, however, is to refer the parties to an accredited arbitrator who has shown the ability to resolve disputes. Based on their profession and expertise, there are various types of arbitrators. The captain invites the limited partners to choose from the class of arbitrators that is relevant to their problem.

Arbitration process

The parties then have a sitting with the arbitrator. The parties have a chance to write up their claims and grievances. The accused party also has a chance to tell their side of the story, so that there can be a fair adjudication. The arbitrator uses these writeups and the parties’ stories during the meetings to write a report. The report includes recommendations and is then sent back to the captain. The captain, alongside other captains who make up the branch presidency, makes a judgment. If any of the parties does not agree with this, they can take the case to their village president, who, after following the same procedure, directs them to another arbitrator.

Once the arbitration report with recommendations has been received, the village presidency makes a judgment. Should the parties disagree, however, they are advised to take their grievance to the relevant civil courts. The arbitration costs are paid by the person who files the initial claim. The costs include fees due to the arbitrator.

Human Relations: group council

Training

Apartments are highly advanced living spaces. They can be adapted to several uses or looks, with storage, which can easily hold a bed, cutlery, couches, and other household items as desired, dramatically freeing up space and enhancing functionality in otherwise small spaces. All these aspects require training, so that participants can properly handle the apartments, and extract maximum value from them.

The agency trains participants through its automated system, with modules prepared by contractors, as well as user manuals that they are supposed to be acquainted with early on in their occupancy of apartments. Hosts and captains are also experts in how the apartments work and help participants where the automated system is unable to assist.

How the agency works

Background on presidencies

Every presidency in the community presidency is a four-member entity whose members represent one of the four major demographics: married men (A), married women (B), single women (C), and single men (D). However, a president serves the whole community in their role, rather than only their own demographic. Presidents’ diversity and commitment to serve all is provided for in the community bylaws and ensures that all access services without any discrimination.

These four major demographics are evenly split in ordinary society, with each group accounting for between 23 and 27% of the population, and with regular fluctuations as people’s status changes. The community appreciates that discrimination across all social categories happens based on marital status, other social categorizations notwithstanding; married men are likelier to dominate other demographics, especially single men and single women. Married women are also likelier to have better outcomes in careers and leadership than single women.

The community’s infrastructure promotes equal access to economic and social resources and opportunities. The composition of the community as a whole and those who serve it in the community public service is closely monitored to prevent numerical domination, which can lead to nepotism or unequal access.

Besides marital status, the recruitment to be a participant, and to serve in the public service carefully considers other social categorizations, to ensure racial, ethnic, religious, and sexual groups are well represented in the community as they are in the society in which a community operates. These considerations inform the constitution of the community public service. The diversity in community public service, which is provided by bylaws, is aimed at creating a community that is blind to all other considerations besides service to participants. The service is therefore designed to be free of discrimination.

Executive presidency, bureau board, and demographic presidencies

The Human Relations Agency is served by an executive presidency, comprised of 4 presidents from the four major demographics1,which handles strategy formulation and adjustment, as well as formulating and communicating operational procedures for the agency. Additionally, the presidency also facilitates the setting up of the agency’s automated system and adjusts it as necessary to better achieve its goals.

As part of the Village Bureau, the executive presidency forms a bureau board with executive presidencies serving the Stewardship and Business Operations agencies. The board acts as a check and monitoring tool for individual presidents and agencies, especially when decisions have far-reaching implications for the community.

Within the bureau board, three presidents from the same demographic form a demographic presidency. There are four such presidencies in the bureau. The demographic presidency performs an advisory role to presidencies and agencies regarding a particular demographic; it does not have operational or executive authority. that cut across the three agencies. The demographic presidency also plays an important role in the mentorship and training of new presidents.

Demographic presidency ADemographic presidency BDemographic presidency CDemographic presidency D
Executive presidency, Human Relations (1)1A1B1C1D
Executive presidency, Stewardship (2)2A2B2C2D
Executive presidency, Business Operations (3)3A3B3C3D

Limited partners, branch presidencies, and village presidencies

The Human Relations Agency has the closest contact with participants. This necessitates the presence of branch captains and village presidencies, who help participants get services from not only the agency but other community agencies as well. The branch presidencies (captains) while being a service extension of the Human Relations Agency, serve as an interface between participants and all community agencies.  

Limited partners and branch presidencies

Limited partners and group council

A limited partner is the basic unit in the community. A limited partner, usually above 18 years old, but sometimes as young as 16, has been admitted into the community and has invested $20,000 as partnership interest, for which they earn a return from the Capital Bank Agency, which invests other community agencies. This is regarded as one unit of partnership interest. Over time, a limited partner can add more units of partnership interest, as their business prospers. The more partnership interest units a limited partner has, the more the return they receive from the agency.

A dependent is a minor, or a person living with a disability, under the care of a limited partner. In some instances, a dependent may be a fit adult, who for various reasons is supported by community agencies, and assigned by contract to a limited partner.  Limited partners are responsible for any legal agreements that their dependents enter into, either with community agencies or other participants. Together, limited partners and dependents are referred to as participants.

Participants who are dependents, because they are still minors, can start a business when they reach 12 years of age. This allows them to save up and invest $20,000 into the community by their 18th birthday, and possibly as early as 16. Limited partners and their dependents reside in apartments (village buildings). Each apartment has four floors, as noted above. An apartment building also forms a branch.

Captains and branch presidencies

Of the approximately 100 residents in a branch, around 40 of them are limited partners. Each group has around 10 limited partners and forms a group council. A group council is diverse, containing different social groups that are reflective of the society within which a community operates. Additionally, a group contains members of the four main demographics: married men (A), married women (B), single women (C), and single men (D).

The council meets at least quarterly and provides limited partners with a platform to interact and discuss common interest matters to their demographic within their branch. One of the members of the group council serves the group as a captain. Four captains who serve the four groups in an apartment building (branch) form a branch presidency. A branch presidency’s membership is drawn from the four main demographics (A, B, C, and D), for the purposes of representation.

Recruitment and diversity

Captains are responsible for recruiting limited partners into the community through their council and by extension, branch. A captain does not recruit limited partners only from their demographic. Instead, they work to ensure that their recruits are diverse, considering social categorizations, gender, and social status, in addition to demographic groups.

Captains work in concert with their fellow captains in the branch presidency, and other presidencies in a village and district to ensure that the district is as diverse as possible. They are guided by present data on how diverse their district, village, and branch are, and what needs to be focused on to improve. They are also guided by community bylaws, which expressly require diversity as shown by demographic data about a population from which the community intends to recruit limited partners.

The captain serves as a service extension of the Human Relations Agency, though they also act as an interface between participants and other community agencies. For agencies that do not have operational presidencies, such agencies in the Economic and Public Adminstration Bureaus, captains come in handy in helping participants navigate these agencies’ automated system and other relevant tools used by the agency to deliver services.

Branches

10 branches form a village. Each of the branch presidencies also belongs to a specific branch board. Branch boards provide an additional check and balance for captains and branch presidencies. Branches are numbered based on the village’s hub, in the direction of the breezeway one-way traffic direction.

numbering of branches and villages
Numbering system for branches

A hub is formed at the intersection of breezeways between villages. Hub buildings are used for a range of commercial activities that need to be closer to residential areas. These may include daycare centers, grocery stores, and emergency centers.

A branch’s number determines with whom its presidency will form a branch board. Branch presidencies 1, 2, and 3 form one branch board, as do 4, 5, and 6, and 7, 8, and 9.

Four villages make a district. The last branch presidency in each village in the community (branch presidency 10) combines with three others in their district or cluster of 3 districts to form additional branch boards. The last branch presidencies in villages 1, 2, and 3 in each district make a board. The last branch presidencies in village 4 of each of the 3 districts in a cluster also form a board.

Branch boards play an important advisory role in the recruitment process. As a captain recruits, he is advised by their board to ensure that their recruitment takes into consideration diversity, and utilizes available data to ensure balance in demographics, profession, social class, and any other relevant consideration.

Branch board formation can be illustrated as follows:

Besides belonging to a branch presidency and a board, every captain belongs to a demographic presidency of 3. A demographic presidency is made up of 3 captains within a board, and who serve the same demographic. The demographic presidency mainly serves an advisory function. It is concerned with issues common to the particular demographic, and helping in mentorship and support for incoming captains.

The automated system is designed to help participants with all the help they need in matters related to various agencies, including the Human Relations Agency. However, should they run into problems, captains assist them in navigating the system, or direct them to relevant contractors who help them at a fee.

Village presidencies

Each village is served by three village presidencies. Each presidency serves an agency in the Village Bureau. There is a village presidency for human relations, stewardship, and business operations. Village presidencies are the operational presidencies in their agency. They implement the agency’s policies and strategies, as set by the executive presidency. They also report back to the executive presidency on issues that they deem need to be changed in the agency’s operations.

The three village presidencies that serve a village, each comprised of four presidents, come together to form a village board. The village board helps individual presidents in decision-making that impacts the whole village, mentorship, and orientation of incoming presidents. Three presidents on the board who serve the same demographic also form a demographic presidency. This is better illustrated in the table below, showing an example of village 1.

Married men (A)Married women (B)Single women (C)Single men (D)
Village presidency, Human Relations1(1)A1(1)B1(1)C1(1)D
Village presidency, Stewardship1(2)A1(2)B1(2)C1(2)D
Village presidency, Business Operations1(3)A1(3)B1(3)C1(3)D

Where: 1 – village number

  • – agency served

A – demographic group

Automated system

The Human Relations Agency uses an automated system to perform the bulk of its duties. Much of the recruitment process is conducted online. Contractors who engage with the agency also do so through the system. The automated system is designed to minimize human interference in some roles, such as recruitment, and thereby eliminate human error and nepotism. The system also leverages the information that the community handles, through big data computing and other means to aid in decision-making.

The automated system helps the agency collect rent and maintenance fees, which are deducted from limited partners’ checking accounts. It also handles the payment of various obligations, such as loan repayments or payments to hosts.

Contractors

The Human Relations Agency relies on contractors for specific tasks that it cannot handle through operational presidencies or the automated system. The process of surveying, building, and landscaping village buildings, for instance, is handled by contractors hired by the agency. Contractors undertake major maintenance works and repairs that the agency may desire from time to time. Contractors also set up the automated system, help in drafting policies and strategy. They also help in some aspects of recruitment, such as advertisement.

The arbitration process has a high involvement of contractors, who assist participants in amiably resolving social and business disputes. These contractors, whose business in the community includes legal arbitration, are paid by the participants in question. Their aim is to prevent court battles and expenses, as well as instances where community public servants are bogged down trying to resolve differences.

Inter-agency cooperation

The 24 community agencies form three columns of 8 agencies each. There is loose collaboration between the agencies in a column. The Human Relations Agency is part of the first column.

The Human Relations Agency receives loans from the Community Bank (agency 7) to build apartment buildings. It also coordinates with the bank in rent collections and repayments of loans. Using its extensive information on participants, the Human Relations Agency helps the Life Planning Agency (agency 4) in assessing risks associated with people. This helps in accurate calculation of premiums that participants should pay to be offered life and health insurance.  

The Cropland and Pastures Agency (agency 22) works with the Human Relations Agency to have as many people engage in food production through their backyards and front yards. The Human Relations Agency also works with the Accounting Agency (agency 16) to help it draw proper financial strategies for managing its income and obligations.

NewVistas community agencies
The 24 agencies are organized in rows and columns. Beyond working in their bureau (row), agencies also interact extensively within their column. An overview with links to the 12 agencies in the Human and Financial Capital Department is here, and an overview with links to the 12 agencies in the Process and Property Department is here. A more detailed version of this graphic with some historic background is posted here.

Presidencies’ offices, meetings, and quarterly conferences

Offices

The Human Relations Agency’s executive presidency has offices in District Building 1’s first floor, on the western side. Facing them on the eastern side are the offices for trustee presidency and Regulatory Bureau’s operational presidency serving the agency and District 1.

Trustees and the regulatory operational presidencies alternate their offices. Trustees have the offices in building 1 on Mondays and Wednesdays. Regulatory Bureau operational presidencies use the offices on Tuesdays and Thursdays, as shown in this timetable:

Building 1/ Human RelationsBuilding 13/ IP
MondayTrustee presidencyRegulatory Bureau Operational presidency
TuesdayRegulatory Bureau Operational presidencyTrustee presidency
WednesdayTrustee presidencyRegulatory Bureau Operational presidency
ThursdayRegulatory Bureau Operational presidencyTrustee presidency

The first floor’s layout is as follows, including other public servants who serve District 1.

District 1 offices

Village presidencies have offices in the district building of the district they serve, on the third and fifth floors. Villages 1 and 2 use offices on the third floor. Villages 3 and 4 use the fifth floor. The office layout is as follows, in this case, district 1’s third floor.

Village presidencies

Branch presidencies do not have offices in the central buildings. Instead, they work out of their apartments in the respective village buildings.

Working hours and meetings

All community public servants work from Monday to Thursday, from 8:00 to 8:45 in the morning. The Human Relations Agency’s executive presidency uses this time to interact with other public servants and in some instances, contractors. On Thursday, each presidency has a 45-minute meeting from 9:00 to 9:45 in the morning.

On the last Friday of each quarter, between 9:00 AM and 12:00 PM, each demographic presidency meets. The three-member presidency discusses common bureau matters that are of interest to the demographic they serve. On Saturday, again between 9:00 AM and 12:00 PM, the whole board meets. Presidents present their input from the previous day’s demographic presidency meeting, and prepare for the quarterly conference. The aim is to have a cohesive presentation during the quarterly conference but tailored to specific demographic interests.

Quarterly conferences

Quarterly conferences are held on the last Sunday of each quarter, from 9:00 AM to 3:00 PM, with a lunch break in between. During quarterly conferences, each demographic presidency sits together in the same row.

Quarterly conferences are held in District Buildings 5 and 17. Each building has a lower and higher assembly court. The different demographic groups use the assembly courts as follows:

BuildingAssembly courtDemographic
5Lower courtMarried men (A)
5Higher courtMarried Women (B)
17Lower courtSingle women (C)
17Higher courtSingle men (D)

Branch presidencies do not attend quarterly conferences. Instead, they follow the relevant proceedings online alongside other participants.

Each of the four assembly courts has seats for 480 presidents representing the respective demographic. In the diagram below each of the 4 courts is illustrated. The ceiling of each court has an elliptical arch. It enables executive presidents, who are the only ones who make a presentation during the conference, to speak without the need to amplify their voices. The 480 seats are easily rotatable to enable presidents to face whoever is speaking.

Assembly hall

Each of the four courts has an identical arrangement and number of seats. The exact arrangement of each court can therefore be illustrated using one court, in this case, building 5’s lower court that is used by married men (A).

Seating in assembly hall

Within an assembly court, the 480 presidents are arranged in terms of demographic presidencies of 3. The Village Bureau’s demographic presidency for married men (1A, 2A, and 3A) sits in the highlighted seats. Various villages’ demographic presidencies also sit on the same row as indicated.

Demographic presidencies, assembly hall

References and further reading

Bowles, Stephen, et al. “Coaching leaders in middle and executive management: Goals, performance, buy‐in.” Leadership & Organization Development Journal (2007).

Caldwell, Raymond. “HR business partner competency models: re‐contextualizing effectiveness.” Human Resource Management Journal 18.3 (2008): 275-294.

Kaiser, Sally M. “An examination of new employee orientation and training programs in relation to employee retention rates.” (2006).

Mack, Craig E. “A brief overview of the orientation, transition, and retention field.” Designing Successful Transitions (2010): 1.

Representations of hierarchical- and matrix-type organizations.
The structure of a hierarchical-type organization is shown on the left, and that of a matrix-type organization is shown on the right.

Some additional notes/definitions from an earlier version of this page:

  • The orientation process aims to show the participant that they are an integral part of the community’s quest to achieve its goals. The orientation process also shows the participant what they need to do to put in an acceptable performance that will help in this. For the community, orientation will help integration, and needs to be done properly, as it is the first real impression that the participant will have of the community. It will shape his attitudes towards the community thereafter (Wallace, K. “Creating an Effective New Employee Orientation Program.” Library Leadership & Management 23.4 (2009): 169-178).
  • The Human Relations Agency acts as the community’s gatekeeper regarding integrity and ethical conduct. This is done by most importantly; putting ethics and integrity on the agenda, in such a way that it preoccupies any dealing participants have with each other, socially or in a business setting (WagewatchHuman Resources: The Gatekeeper for Company Ethics).
  • Modern organizations have embraced eHRM as a way through which they can improve the efficiency of human resource management, while deriving better outcomes. One of the advantages of such systems is their ability to have employees take charge of their details, from simple things such as updating their details online, to self-appraisal that gives organizations a basis for understanding their human capital. The Human Relations Agency will tap into this potential by having automated application and vetting processes (Marler, J. and S. Fisher. “An evidence-based review of e-HRM and strategic human resource management.” Human Resource Management Review 23 (2013): 18-36).
  • Modern organizations are better placed to understand the link between performance, job satisfaction and wellbeing. In the community, the Human Relations Agency will devise systems which enable participants look after their social and career needs, as a way of boosting performance and satisfaction with the community system (Kowalski, T. and W. Loretto. “Well-being and HRM in the changing workplace.” The International Journal of Human Resource Management 16 (2017): 2229-2255).
  • Effective recruitment strategies and systems, as those that the Human Relations Agency will definitely need, have specific attributes that enhance their qualities. They are easy to use for candidates, enhancing their experience. They are also, partly as a result, able to get more information form the candidate, enabling the agency’s systems to make data-driven resolutions on candidates’ suitability (Simplicant. 10 Qualities Of A Good Recruiting System. 2019).
  • The use of algorithms in hiring and other aspects of human resource management is ever more common in modern organizations. Systems that use algorithms are favored for their ability to process information intelligently and efficiently. They also personalize it to achieve the best results (Wallden, E. and N. Laporte. “Hiring Through Algorithms.” Lund University (2017): 1-45).
  • Automated onboarding and orientation is a cheaper, faster and more efficient approach to the task. It also has improved outcomes for the participant, as the process is short, and they are able to navigate through the system easily (Hink, B. Perks of Automating Employee Onboarding).
  • Online communities are resourceful, since participants are able to share their experiences and advice others on how to handle situations. As research has shown however, they can also be the source of misinformation. To avoid this, the Human Relations Agency will facilitate and moderate discourse in such communities. This will improve the quality of their output (Groenewegen, P. and C. Moser. “Online Communities: Challenges and Opportunities for Social Network Research.”  Research in the Sociology of Organizations (2014): 459-473).
  • Dispute resolution aims to come up with solutions that everyone can live with. The Human Relations Agency will employ community bylaws, existing laws as applicable, to resolve disputes. However, the Agency must also consider the particular characteristics of a case. The goal is not to prove who is in the wrong, but to enable amicable resolution to conflicts, and avoiding them where necessary (Berkeley-VCAResolving Conflict Situations. Berkeley: University of California-Berkeley, 2019.).
  • Community-driven security is likelier to achieve more in terms of less crime incidence, and a security set-up that most members of the community are comfortable with. The community will employ a similar model. Village presidents, in coordination with the Legal Agency engage the security providers to have a security service that is responsive to particular community needs (Rosenbaum, D. The Challenge of Community Policing. Thousand Oaks: Sage Publications, 1994.).
  • During their stay in the community, participants will need to update their skills or further their education. This will enable them to complete more favorably in the market. It will also enhance their motivation, making them more productive and satisfied with life in the community. The Human Relations and Life Plan Agencies appreciate this. They coordinate to provide participants with education opportunities (Chaudhary, N. and P. Bhaskar. “Training and Development and Job Satisfaction in Education Sector.” Journal of Resources Management and Development 16 (2016): 42-46.).
  1. These demographic groups are married men (A), married women (B), single women (C), and single men (D). []