Notes for Interview Industrial

Relations & Human Resource

What s the dherence between PM and HR?
Personne Management s wdey used few years back. The man task
of PM was to mantan persona records of the empoyees of the
organzaton. It was |ust a |ob to mantan the records (Database),
sometme PM use to take care of the recrutment and |onng
formates but never expected beyond that.
Human Resource Management takes care of a the aspect, rght from
Strategc pannng
Recrutment
|onng formates
Inducton
Tranng
Empoyee reatonshp
Handng Empoyee Grevances
Attrton
Retenton
Ext Formates
Dene SHIFT and RELA!
Where the work of the same knd s carred out by two or more of sets
of workers workng durng dherent perods of the day each of such
sets s caed RELA and each of such perods s caed SHIFT.
Dene |ob?
|ob s a coecton of task to be performed everyday.
1
What s |ob Anayss?
|ob anayss s the process of studyng and coectng nformaton
reatng to operatons and responsbtes of a specc |ob.
|ob anayss s a systematc exporaton of actvtes wthn a |ob. It s
a basc technca procedure that s used to dene dutes and
responsbtes and accountabtes of the |ob.
Each |ob has certan abty requrements assocated wth t. |ob
anayss s a process used to dentfy these requrements.
Secton 9-A of ID Act, 1947 stpuates about?
Ans: __________________
What s Organzaton?
A conscousy coordnated soca unt composed of two or more
peope that functons on a reatvey contnuous bass to acheve a
common goa or set of goas.
What s ay-oh?
Lay-oh s a measure or compromsng devce to cope wth the
temporary nabty of an empoyer to oher empoyment to a workman
and to keep the ndustra estabshment n operaton so that the
worker need not fa back upon strke and the empoyer need not
resort to cosure or ockout.
A stuaton n whch there s a temporary shortage of work and the
empoyees are tod there s no work for them but that management
ntends to reca them when work s agan avaabe.
@ Wefare omcers are to be apponted f organzaton s engagng
_________ or more empoyees.
@ Chapter V of ID Act, 1947 Envsages
about_____________________________
What s Subsstence aowance?
Section 10 A the Industrial Employment (Standing Orders) Act, 1946
Where the workman s suspended by pendng nvestgaton or
empoyer pendng nvestgaton or nqury nto compants or charges
of the msconduct aganst hm, the workman sha be pad the
subsstence aowance equa to 50% of wages for rst 90 days of
suspenson and 75 % of wages for remanng perod t competon of
dscpnary proceedngs.
2
Dene Morae?
The feeng of condence and optmsm wth respect to probems or
task s termed as Morae.
What are the Benets under ESI Act, 1948?
Medca Benet
Sckness Benet
Dsabement Benet
Maternty Benet
Dependents
Funera
What s SPREAD-OVER?
Accordng to the Sec. 56 of the Factores Act, 1948 the perod of work
of an adut worker sha be so arranged that ncusve of hs nterva
for rest, they sha not spread-over more than 10 Hour n a day.
What s Gratuty?
Gratuty s a knd of benet ke the provdent fund or penson. It s
regarded as a egtmate cam whch workmen can make and whch
n a proper case can gve rse to an ndustra dspute. Gratuty pad s
ntended to hep the workmen after the retrement whether the
retrement benet s the resut of the rues of the superannuaton or
of physca dsabty.
It s a reward for good, emcent and fathfu servce rendered for a
fary substanta perod and t s not pad to the empoyee
gratutousy or merey as a matter of bonus but for ong and
mertorous award.

Formula of "RAT#IT:
Last drawn wages*No. of
years*15 days
26 days n a month
Dene TRA$E #NI%NS.
Whch are regstered under the Trade Unon Act 1926.
3
Trade Unons are vountary organzatons of empoyees or empoyers
formed to promote and protect ther nterest through coectve
acton.
@ Safety omcers are to be apponted f organzaton s engagng
empoyees more than __________ workers.
What s casua eave?
Casua eave s gven to empoyee to attend sudden and mmedate
soca an/or persona obgatons, or obgatons ke ssters weddng,
reatves death, chdren educaton obgatons ( Chdrens admsson
n schoo, Parent Teachers meet) or appyng for persona needs ke
Income Tax Returns, Passport, Raton Card, Court Proceedngs Etc.
Casua eave s not nked to the number of days worked and s
usuay xed. The egbty s decded by the company and t can aso
decde whther excess eave can be en cashed or not. In a most a
companes casua eave cannot be accumuated and carred on n
next year and a person can take a maxmum of 3 C Ls together.
$e&ne 'a(e #nder Minimum 'a(es Act.
Wages means a remuneraton capabe of beng expressed n terms
of money. It ncudes house rent aowance but does not ncude
).Vaue of house accommodaton, suppy of ght, water, medca
attendance *.Vaue of other amenty provded, f excuded by Govt.
order +.Contrbuton to penson fund or Provdent fund or Insurance
,.Traveng aowance -.Speca aowances ncurred by the nature of
empoyment ..Gratuty payabe on dscharge.
A//roval of Standin( %rder
Every Empoyer covered under the Act has to prepare Standng
Orders, coverng the matters requred n the Standng Order. Fve
copes of these Standng Orders shoud be sent to Certfyng Omcer to
approva.(Secton 3(1))

Certfyng Omcer means Labour Commssoner and any omcer
apponted by government to be Certfyng Omcer. |Secton 2(c)|
What s 0L%S#RE1
Cosure means permanent cosng down of a pace of empoyment or
part thereof.
4
60 days notce shoud be gven for cosure to Government, f numbers
of persons empoyed are 50 or more. 60 days notce s not necessary
f numbers of persons empoyed are ess than 50.
If number of workman empoyed are 100 or more, pror permsson of
government s necessary for cosure u/s 25-O.
@ How much tme shoud be gven to an empoyee to submt hs
expanaton to charge sheet?
a. 48 hrs.
b. 36 hrs.
c. 48 hrs
d. Reasonabe tme
2PI 2E PERF%RMAN0E IN$I0AT%R
Key performance ndcators are nanca and non- nanca metrcs
used to hep an organzaton dene and measure progress toward
organzatona goas. KPIs can be devered through Busness
Integence technques to assess the present state of the busness
and to assst n prescrbng a course of acton.
The act of montorng KPIs n rea-tme s known as Busness Actvty
Montorng (BAM).
KPIs are frequenty used to "vaue" dmcut to measure actvtes such
as the benets of eadershp benets of eadershp deveopment,
engagement, servce, and satsfacton. KPIs are typcay ted to an
organzatons strategy.
What s %R"ANI3ATI%NAL $E4EL%PMENT?
Organzatona deveopment s a compex strategy ntended to
change the beefs, atttudes, vaues, and structures of organzatons
so that they can better adapt to new technooges, markets,
chaenges.
OD s acheved through nterventons n the organzatons
"Processes" usng behavora scence knowedge.
OD nvoves organzatona reecton, system mprovement, pannng,
and sef anayss.
5
Organzatona Deveopment s ong range ehort to mprove
organzatons probem sovng and renewa processes, partcuary
through more ehectve and coaboratve management of
Organzatona Cuture, often wth the assstance of a change agent
or catalyst and the use of theory and technoogy of apped
behavora scences.
Organzatona Deveopment s a contractua reatonshp between a
change agent and a sponsorng organzaton entered nto for the
purpose of usng apped behavora scence n a system context to
mprove organzatona performance and the capacty of the
organzaton to mprove tsef.
Who s 0HAN"E A"ENT?
Change agent s a behavora scentst who knows how to get peope
n organzaton nvoved n sovng ther own probems. Hs man
strength s hs comprehensve knowedge of human behavor,
supported by a number of nterventon technques.
Change agent s expertse n behavora scences and n the
nterventon technoogy of OD.
HAL% EFFE0T
The Hao ehect n soca percepton s very smar to stereotypng.
Whereas n stereotypng the person s perceved accordng to a snge
category, under the hao ehect the person s perceved on the bass
of one trat. Hao s often dscussed n performance apprasa when a
rater makes an error n |udgng a persons tota personaty and/ or
performance on the bass of a snge trat such as ntegence,
appearance, dependabty, or cooperatveness. Whatever the snge
trat s, t may overrde a other trats n formng the percepton of the
person.
For exampe, a persons physca appearance or dress may overrde
a other characterstcs n makng a seecton decson or n
apprasng the persons performance.
What s ATTRI5#TI%N?
Attrbuton refers smpy to how peope expan the cause of anothers
or ther own behavor. It s the process by whch peope draw
concusons about the factors that nuence, or make sense of, one
anothers behavor.
6
What are FRIN"E 5ENEFITS?
These are monetary benets provded to empoyees. They
ncude the benet of: (a) Provdent fund, (b) Gratuty, (c) Medca
care, (d) Hosptazaton payment, (e) Accdent reef, (f) Heath
and Group nsurance, (g) Subsdzed canteen factes, (h)
Recreatona factes, and () Provson of unforms to empoyees.
What s EMPL%EE EN"A"EMENT?
Empoyee Engagement s varousy known as Empoyee Ownershp,
Empoyee Motvaton, empoyee Invovement, Commtment, Loyaty,
etc.
Empoyee engagement means when empoyee s nteectuay and
emotonay bound wth the organzaton and who fees passonate
about ts goas and s commtted towards ts vaues thus he goes to
the extra me beyond the basc |ob.
Empoyee Engagement s a powerful retention strategy. An
Engaged empoyee gves hs company hs 100 percent.
When empoyees are ehectvey and postvey engaged wth ther
organzaton, they form an emotona connecton wth the company.
Empoyee Engagement s a barometer that determines the
association o a person wth the organzaton. It s a!out creating the
passion among associates to do thngs beyond what s expected from
hm.
A successfu empoyee engagement strategy hep create a
communty at the workpace and not |ust a workpace. When
empoyees are ehectvey or postvey engaged wth ther
organzaton, t6e7 form an emotional connection with the
company. Ths ahects ther atttude towards both of ther coeagues
and the companys cents mprove customer satsfacton and servce
eves.

$ou(las Mc"re(or8 )9,: ; T6eor7 < and T6eor7
T6eor7 < =Ne(ative %utloo>?
Management assumes empoyees are nherenty azy and w avod
work f they can. Because of ths, workers need to be cosey
supervsed and comprehensve systems of contros deveoped. A
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herarchca structure s needed wth narrow span of contro at each
eve. Accordng to ths theory, empoyees w show tte ambton
wthout an entcng ncentve program and w avod responsbty
whenever they can.
T6eor7 =Positive %utloo>?
In ths theory Management assumes empoyees may be ambtous,
sef-motvated, and anxous to accept greater responsbty, and
exercse sef-contro, sef-drecton, autonomy and empowerment. It s
aso beeved that f gven the chance empoyees have the desre to
be creatve and forward thnkng n the Workpace. There s a chance
for greater productvty by gvng empoyees the freedom to perform
at the best of ther abtes wthout beng bogged down by rues.
@ When was the Mnmum Wages Act enacted?
Ans: ____________
What s Ad|udcaton?
Ad|udcaton means a mandatory settement of an ndustra dspute
by a Labour court or a trbuna. Generay, the government refers a
dspute for ad|udcaton dependng on the faure of concaton
proceedngs.
Secton 10 of the Industra Dspute Act 1947, provdes for reference
of a dspute to Labour court or trbuna. The Act aso ays down rues
regardng the composton and powers of Labour courts and trbuna.
Dsputes are generay refers to ad|udcaton on the recommendaton
of the concaton omcer who deat wth them earer. However, the
government has dscretonary powers to accept or re|ect
recommendatons of the concaton omcer. It s obvous that once a
dspute s referred for ad|udcaton, the verdct of a Labour court or
trbuna s bndng on both the partes.
$uties of La@our 'elfare %Acer
8
Secton 49 of the factores Act 1948 provdes that n every factory
wheren 500 or more workers are ordnary empoyed, the empoyer
sha appont at east one wefare omcer. The omcer s expected to
act as an advsor, counseor, medator or asonng omcer between
the management and the Labour. Speccay, hs/her dutes ncude
the foowng:
S#PER4ISI%N %F
1. Safety , heath and wefare programmes ke housng,
recreaton, and santaton servces,
2. workng of |on commttees
3. Grant of eave wth wages
4. Redressa of workers Grevances.
0%#NSELIN" '%R2ERS IN
1. Persona and Famy probems
2. Ad|ustment to ther work envronment
3. Understandng ther rghts and prveges.
A$4ISIN" MANA"EMENT IN MATTERS %F
1. Formuatng wefare poces
2. Apprentceshp tranng programmes
3. Compyng wth statutory obgatons to workers
4. Deveopng frnge benets
5. Workers educaton
LIAIS%NIN" 'ITH '%R2ERS S% THAT THE MA
1. Apprecate the need for harmonous ndustra reatons n the
pant2.
2. Resove Dsputes, f any
3. Understand the mtatons under whch they operate
4. Interpret company poces correcty
What s the denton of Worker under the Factores Act 1948?
Worker means a person who s empoyed drecty or through any
agency ncudng contractor wth or wthout the knowedge of
prncpa empoyer, whether for remuneraton or not, but he must be
empoyed n any manufacturng process, or n ceanng any part of
the machnery or premses used for a manufacturng process, or n
any other knd of work ncdenta to, or connected wth, the
manufacturng process or the sub|ect of the manufacturng process.
(2L)
9
N%TI0E %F 0HAN"E IN 0%N$ITI%NS %F SER4I0E =M!AS2?
Secton 9A of Industra Dspute Act 1947 provdes that an empoyer
cannot ehect any change n the condtons of servce appcabe to
any workman wthout gvng 21 days notce.
As per fourth schedue of the Act, such 21 day notce s requred f
there s gong to be change n wages, wage perod, PF contrbuton,
aowances, hours of work and rest ntervas, shft tmngs, new rues
of dscpne, ncrease or decrease n number of persons n any
department or shft.
Notce s gven to 1. Secretary of Regstered Trade Unon
2. Chef Labour Commssoner (Centra)
3. Assstant Labour commssoner
4. Regona Labour Commssoner
IN$#STRB Industry means any systematc actvty carred on by
cooperaton between an empoyer and hs workman whether such
workman are empoyed drecty or through any agency ncudng
contractor.
The empoyment shoud however be, for the producton,
suppy or dstrbuton of goods or servces wth a vew to satsfy
human needs and wants.
$e&ne AwardB Award means an nterm or na determnaton of any
ndustra dspute or queston reatng thereto by Labour Court,
Trbuna, and Natona trbuna or by an arbtrator.
'elfare sections of t6e Factories Act )9,C
Secton 42 ----- Washng factes
Secton 43 ----- Factes for storng and dryng cothes
Secton 44 ----- Factes for sttng
Secton 45 ----- Frst-Ad appances (At east one Frst-ad for
150 workers)
Secton 46 ----- Canteen (More than 250 Workers)
Secton 47 ----- Sheter, Rest-room, Lunch-Rooms (150 workers)
10
Secton 48 ----- Crches (Provson of crches n factores
empoyng more than 30 women workers)
Secton 49 ----- Wefare omcer (500 or more)
IN$#STRIAL $ISP#TE A0T )9,:=M! AS2?
Schedues: There are ve schedues n ID Act 1947.
. Industres whch may be decared to the Pubc Utty
Servces.
. Matters wthn the |ursdcton of Labour Courts.
. Matters wthn the |ursdcton of Industra Trbuna.
v. Condtons of servce for change of whch notce s to
be gven.
v. Unfar Labour Practces
F%RM AN$ RET#RNS #N$ER THE FA0T%RIES A0T )9,C
Form no. 11 - Notce of perod of work for adut workers. (R. 79)
From no. 12 - Regster of Adut workers
Form no. 15 - Regster of eave wth wages
From no. 23 - Regster of Accdents
Form no. 09 - Regster of compensatory Hodays.
From no. 10 - Overtme muster ro for exempted worker
Form no. 13 - Notce of perod of work of chd workers
Form no. 14 - Regster of chd workers
What s Hazardous Process?
11
Hazardous Process means any process or actvty n reaton to an
ndustry speced n the rst schedue where, uness speca care s
taken, raw matera used theren or the ntermedate or nshed
products, bye products, wastes or emuents thereof woud -
1. Cause matera mparment to the heath of the persons engaged n
or connected therewth.
2. Resut n the pouton of the genera envronment
What s Human Resource Management?
Human resource management s concerned wth the peope
dmensons n management snce every organzaton s made up of
peope, acqurng there servces, deveopng ther sks, motvatng
them to hgher eve of performances and ensurng that they contnue
to mantan ther commtment to the organzaton are essenta to
achevng organzatona ob|ectves.
Human resource management nvoves attractng quaty workforce
through human resource pannng, recrutment and seecton,
Deveop a quaty workforce through empoyee orentaton, tranng,
performance apprasa, and Mantan quaty workforce through
retenton and career deveopment
$e&ne Termination8 Sus/ension8 $isc6ar(e and $ismissal?*
TERMINATI%N B The term termnaton s very wde n nature and refers
to cessaton of empoyment due to any reason. It ncudes dscharge
and retrenchment aso. It may aso ncude mass retrenchment
whereby the entre or ma|orty empoyees are termnated.
Ths refers to the end of an empoyees duraton wth an empoyer.
Dependng on the case, the decson coud be made by the empoyee,
empoyer or mutuay agreed upon by both.
There are two types of termnatons:
4oluntar7 Termination
Resgnaton and Retrement due to age fa under ths category.
Involuntar7 Termination
Dsmssa, Dscharge, Forced resgnaton, Retrenchment a fa under
ths category.
12
S#SPENSI%NB Suspenson s temporary cessaton of empoyment as
part of dscpnary acton beng taken aganst an empoyee.

Suspenson sha not be taken as a punshment but the empoyee
found guty of any msconduct s debarred from attendng the omce
for the tme beng. Once the enqury s competed he may be ether
renstated after wthdrawng the suspenson or dscharged or
dsmssed foowng the ndngs of the enqury omcer.
$IS0HAR"EB Dscharge refers to termnaton of empoyment. The
term s smutaneousy used to refer to retrenchment aso. Most often
the term s used to denote termnaton of empoyment foowng
msconduct. Dsmssa aso refers to the termnaton of empoyment.
Te basc dherence between the two s that dscharge s somewhat
sympathetc n nature but the dsmssa s very severe n nature.
Dsmssa refers to the empoyers choce to et go the empoyee for a
reason. The reason n the case of dsmssa s aways for a faut or
msconduct commtted.
Dsmssa s referred to as "Capta Punshment" n Labour aw
parance.
Dscharge: The word tsef gves the meanng of reeasng from duty
or obgaton. There are penty of meanngs for the same word. But
when we compared t to our topc ts nothng but omcay reevng a
person from hs/her dutes.
For Ex: Mr. Amth was |oned n XYZ co. n the year 2005 by sgnng
two years bond. Now he got an opportunty to work wth some ABC
co., whch s more reputed than XYZ.. So omcay he has the rght to
eave the company as per ther commtment by servng notce perod.
And he can dscharge from hs dutes as per ther mutua agreement.
@ Whch theory s commony referred as the Herarchy of Human
Needs?
Ans: Masows Need Herarchy Theory
PR%4I$ENT F#N$ F%RMS $ETAILS
Form No. 2 --- Nomnaton & Decaraton
13
Form No. 3A --- At the tme of Annua Return (For every Indvdua)
Form No. 6A -- At the tme of Annua Return (As a summary of a)
Form No. 31 --- Advance oan aganst PF
Form No. 10C --- Wthdrawa of penson contrbuton
Form No. 10D --- Wthdrawa of penson fund on retrement or death
Form No. 20 --- For camng PF on death of an empoyee by famy
or nomnee
Form No. 19 --- PF wthdrawa form
Form No. 09 --- Empoyee name and Detas (wthn 15 days
coverage of the Act)
Form No. 11 --- Informaton about prevous empoyer
Form No. 05 --- At the tme of |onng by new member
Form No. 12A --- Monthy return
Form No. 10 --- At the tme of eavng by member
What s D%5 ENLAR"EMENT?
It means the expandng the tasks or dutes assgned to a gven task,
or dutes assgned to a gven |ob.
What s D%5 $ES0RIPTI%N?
|ob descrpton nvoves stng of |ob tte, tasks and responsbtes n
a |ob.
It denes contnung work assgnment and a scope of responsbty
that are sumcenty dherent from those of other |obs to warrant a
specc tte.
|ob descrpton s broad statement of purpose, scope, dutes and
responsbtes of a partcuar |ob.
F%RMAT %F D%5 $ES0RIPTI%N
|ob Tte
14
Regon/Locaton
Department
Reportng to (Operatona and Managera)
Ob|ectve
Prncpa dutes and responsbtes
What s Performance Apprasa?
It s a systematc evauaton of an ndvdua wth respect to
performance on the |ob and ndvduas potenta for deveopment.
Performance apprasa s the assessment of ndvduas performance
n a systematc way. It s a deveopment of the empoyee and the
organzaton.
The performance s measured aganst such factors such as |ob
knowedge, quaty and quantty of output, ntatve, eadershp
abtes, supervson, dependabty, co-operaton, |udgment,
versatty and heath.
%@Eective and use of Performance A//raisal
Promotons
Conrmatons
Tranng and Deveopment
Compensaton Revews
Competency Budng
Improve Communcaton
Evauaton of HR Programmes
Feedback and Grevances
Section )FC t6e factories Act )9,C
Accordng to secton 108(2) a notces requred by or under ths act
to be dspayed n a factory sha be n Engsh and n a anguage
understood by the ma|orty of workers n the factory, and sha be
dspayed at some conspcuous and convenent pace at or near the
man entrance of the factory and sha be mantaned n a cean and
egbe condton.
15
@ Name the person who caed for the scentc seecton of workers
and Harmonous Cooperaton between abor and management?
Ans:
'a(e: Wage represent houry rates of pay
Salar7: Saary refers to the monthy rate of pay
Incentive: Incentve means payment by resut
Incentves are pad n addton to wages and saares. Incentves
depend upon productvty, saes, prot or cost reducton ehorts.
%$ INTER4ENTI%NS
Interventons are structured actvtes used ndvduay or n
combnaton by the members of a cent system to mprove ther
soca or task performance. They may be ntroduced by a change
agent as a part of mprovement program, or they may be used by the
cent foowng a program to check on the state of the organzatons
heath, or to ehect necessary changes n ts own behavor.
"Structured Actvtes" mean such dverse procedures as
expermenta exercses, questonnares, atttude surveys, ntervews,
reevant group dscussons, and even unchtme meetngs between
the change agent and a member of the cent organzaton. Every
acton that nuences an organzatons mprovement program n a
change agent-cent system reatonshp can be sad to be an
nterventon.
Pa7ment of 5onus Act )9.-
The rght to mnmum Bonus s a statutory rght whch vests n the
empoyee and no further ad|udcaton of the rght to the payment of
mnmum bonus s caed for.
A cam for the payment of Mnmum Bonus cannot consttute an
ndustra dspute wthn the meanng of secton 22 of the payment of
Bonus Act. However, for the enforcement of ths rght an empoyee
can e an appcaton under secton 33 C(2) of the Industra Dspute
Act.
16
Id Act: Secton 33C (2) - Ths subsecton deas wth |ursdcton of a
Labour court whch s sub|ect to the fument of the foowng two
requrement.
- A workman must be entted to receve from the empoyer
any money or benet whch s capabe of beng computed
n terms of money.
- A queston shoud have arsen about the amount of
money due, or as to the amount at whch such benet
shoud be computed.
What s 0%N0ILIATI%N?
Concaton s the most mportant method for the preventon and
settement of ndustra dsputes through thrd party nterventon. It s
an attempt to reconce the vew of the dsputants and brng them to
an agreement.
Concaton may be descrbed as "the practce by whch the servces
of a neutra thrd party are used n a dspute as a means of hepng
the dsputant partes to reduce the extent of ther dherences and to
arrve at an amcabe settement or agreed souton."
It s the process by whch representatves of workers and empoyers
are brought together before a thrd person or a group of person wth a
vew to persuadng them to arrve at an agreement by mutua
dscusson between them.
As a process of peace makng Industra reatons, concaton tends
to brng about a speedy settement of dsputes wthout resort to
strkes or ockouts, and to hasten the termnaton of work-stoppages
when these have occurred. Its functon s to assst the partes to
move towards a mutuay acceptabe compromse or souton.
A unque and essenta characterstc of the concaton process s ts
exbty, nformaty and smpcty whch set t apart from other
methods of settng ndustra dsputes.
THREE S0HE$#LES %F THE FA0T%RIES A0T )9,C
LIST %F THE IN$#STRIES IN4%L4IN" IN HA3AR$%#S PR%0ESS
PERMISSI5LE LE4ELS %F 0ERTAIN 0HEMI0AL S#5STAN0ES IN '%R2
EN4IR%NMENT
17
LIST %F N%TIFIA5LE $ISEASES
H%#RS %F '%R2 F%R '%MEN: No women can be aowed to work for
more than the maxmum day hours of work, .e., nne hours a day .
No woman sha be aowed empoyed n any factory except between
the hours of 6 a.m. and 7 p.m. The state government may be
notcaton n the omca gazette vary the mts for partcuar
factores. But such provsons must not authorze the empoyment of
women between the hours of 10 p.m. and 5 a.m. . There sha be no
change of shfts for women except under a weeky hoday or any
other hoday.
SE0TI%N -C =PR%HI5ITI%N %F %4ERLAPPIN" %F SHIFTS? %F THE
FA0T%RIES A0T )9,C: Work sha not be carred on n any factory by
means of system of shfts so arranged that more than one reay of
worker s engaged n work of the same knd at same tme.
$avid 2ol@ EG/erimental8 Learnin( T6eor7 com/rises t6e
learnin( St7les namedB
1. Concrete Experence (Feeng)
2. Abstract Conceptuazaton (Thnkng)
3. Actve Expermentaton (Dong)
4. Reectve Observaton (watchng)
Section .*.(Form No. 12) Regster of adut workers: The manager
of every factory sha mantan a regster of adut workers, to be
avaabe to the nspector at a tmes durng workng hours, or when
any work s beng carred on n the factory, showng -
a. The name of each adut worker n the factory
b. The nature of hs work;
c. The group, f any, n whch he s ncuded;
d. Where hs group works on shfts, the reay to whch he s
aotted;
e. Such other partcuars as may be prescrbed
'HAT ARE THE %5DE0TI4ES %F THE IN$#STRIAL EMPL%MENT =STAN$IN"
%R$ERS? A0T )9,.1
Prncpa Condtons of Empoyment
18
Standng orders may be descrbed as "code of conduct" for
empoyees
To provde of redressa of Grevances
To specfy the dutes and responsbtes of both the Empoyers
and Empoyees. They make both of them conscous of ther
mtaton.
Standng orders s to create an atttude of mnd among both the
partes
Reduced n wrtng
Compusory certed
They requre on the one hand, the empoyers to foow certan
speced rues and reguatons as ad down regardng workng
hour, pay days, hodays, grantng of eave to the empoyees,
temporary stoppages of work, termnaton of empoyment,
suspenson or dsmssa n certan condtons.
On the other hand they requre that the empoyees shoud
adhere to rues and reguaton mentoned n the standng
orders.
PAMENT %F 5%N#S A0T8 )9.-
S#5MISSI%N %F RET#RN: In form D to the nspector wthn 30 days of
the expry of tme mt under secton 19.
MAINTENAN0E %F RE"ISTERS AN$ RE0%R$S ET0!B
A regster showng the computaton of the aocabe surpus referred
to n cause (4) of secton 2, n Form A.
A regster showng the set-on and set oh of the aocabe surpus,
under secton -15, n form 5
A regster showng the detas of the amount of bonus due to each of
the empoyee, the deducton under sec. 17 and 18 and the amount
actuay dsbursed n Form 0
19
F%RMS #N$ER ESI A0T )9,C
Form No! ) - Nomnaton Form
Form No! )=5? - Change n Famy Partcuar
Form No! ,=5? - Photo ID wth Famy
Form No! +: - Contnuaton of Empoyment
Form No! -+ - Change of Dspensary
Form No! :* - For Issuance of Dupcate ESI Card
Form No! C. -- Certcate of empoyment of newy apponted person
Form No! )F- - To take Benet at Outstaton
Form No! F: - Lst of Empoyees
Form No! )- - Accdent Book
Form No +*. -- Rate Form
Form No! :) - Wage/ Contrbutory Records
Form N%! ). --- Accdent Reports
Form No! F- - Return of Contrbuton
F%RM#LA %F %4ERTIMEB
5asic =HHRA? I * I No! of EGtended Hours
*.IC
$isa@lement 5ene&t under ESI Act )9,C: If an empoyee
covered under ESI s dsabed due to an accdent on duty he w get
70% of wages (approx.) as ong as the dsabement asts (In case of
temporary dsabement).
In case of permanent dsabement he w get penson for fe.
PR%4ISI%NS RELATE$ '%R2IN" H%#RS F%R A$#LT '%R2ERS
Secton 51 : Weeky Hours (Not more than 48 Hr. n a week)
Secton 52 : Weeky Hodays
Secton 53 : Compensatory Hodays
Secton 54 : Day Hours (9 Hr. n a day)
Secton 55 : Interva for rest (Haf hour after 5 Hr. workng)
Secton 56 : Spread over (10
1/
2

Hr. )
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Secton 57 : Nght shft
Secton 58 : Prohbton of overappng of shft
Secton 59 : Extra Wages for overtme
Secton 60 : Restrcton on doube empoyment
Secton 61 : Restrcton on doube empoyment
@ |oseph Luft and Harry Ingham deveoped a framework to mprove
the ehectveness of communcaton. Name t?
Ans: |ohar Wndow
What s 0%LLE0TI4E 5AR"AININ"?
Coectve barganng s a negotaton between an empoyer or group
of empoyers and a group of workng peope to reach an agreement
on workng condtons
Coectve Barganng s a process of negotaton by coectve acton
by a body of workers regardng ther terms and condtons of servce
such as wage eave, norms of empoyment, gratuty, bonus and other
benets of the ke nature.
In the Barganng process, the man actors are empoyees, empoyers
and ther assocatons.
What s RETREN0HMENT?
The Industra dspute Act 1947 denes retrenchment as: The
termnaton by the empoyer, of the servce of the workman, for any
reason, whatsoever, otherwse than as a punshment ncted by way
of dscpnary acton but does not ncude vountary retrement,
compusory retrement of the workman on reachng the age of
superannuaton or termnaton of servce on the grounds of contnued
heath.
What s the PR%0E$#RE F%R RETREN0HMENT?
Under the Act for the purpose of the retrenchment t s requred that
the workman must have been empoyed for a perod of not ess than
tweve months and that durng those tweve months he had worked
for not ess two hundred and forty days.
The empoyer s requred to prepare a st of a workman n the
partcuar category from whch retrenchment s contempated,
arranged accordng to the senorty of servce n that category. A copy
of the st sha be dspayed on the notce board n a conspcuous
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pace n the premses of the estabshment, at east seven days
before the actua date of retrenchment.
Accordng to secton 25G the foowng condtons are necessary for
retrenchment:
The workman must be a workman wthn the meanng of
secton 2(s) of the Act.
The workman shoud be empoyed n an estabshment whch s
an ndustry wthn meanng of secton 2(|) of the Act.
The workman shoud beong to a partcuar category of
workman n the ndustra estabshment.
There shoud be no agreement contrary to the prncpa of "Last
come rst go."
Who wrote the seven habts of hghy ehectve peope?
Ans: ..........................................
What s the dherence between Tranng and Deveopment?
Tranng s sk focused
Deveopment s creatng earnng abtes
Tranng s presumed to have a forma educaton
Deveopment s not educaton dependents
Tranng needs depend upon ack of decency n sks
Deveopment s vountary
Tranng s a narrower concept focused on |ob reated sks
PRIN0IPLE %F NAT#RAL D#STI0E = M! AS2?
The worker charged shoud be gven an opportunty to present
wtness of hs own choce on whom he rees.
The worker shoud be gven the rght to cross examne the
management evdence.
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No matera shoud be used aganst the worker wthout gvng
hm an opportunty to expan.
The evdence of management shoud be taken n the presence
of worker.
Enqury aganst the worker shoud be far and conducted by
mparta person.
The punshment awarded shoud not be out of the proporton to
the msconduct commtted.
What s 0HAR"E SHEET?
Charge sheet s a memorandum of charges!
Statement of aegatons of msconduct/ omsson/ neggence
No partcuar format prescrbed for charge sheet n any abor
enactment.
The ob|ect s to gve the empoyee exact dea of the msconduct
commtted by hm so that he may get reasonabe opportunty to
defend.
'6at is /ersonalit71
Personaty s the dynamc organzaton wthn the ndvdua of that
psychophysca system that determnes hs unque ad|ustment to hs
envronment.
Personaty usuay refers to the dstnctve patterns of behavor
(Incudng thoughts and emotons) that characterze each ndvduas
adaptaton to the stuatons of hs or fe.
Amendment to the Payment of Bonus Act, 196
The cabnet n ts meetng hed on October 1, 2007 has approved the
amendments to the payment of Bonus Act, 1965, whch are as
foows:-
1. Amendment to secton 2(13): To rase the egbty mt
of bonus from the saary or wage of Rs. 3500/- to Rs. 10,
000 per month.
23
2. Amendment to secton 12: to rase the ceng for
cacuaton purpose from the saary or wage of Rs.
2500/- to Rs. 3500/- per month, and:
3. Deeton of secton 32(v): To cover the empoyees
empoyed through contractors on budng operatons.
What s the dherence between Charge sheet and Show cause Notce?
Charge sheet s ssued for acts of Msconduct by empoyees n Non-
supervsory/ Non-Managera Cadre whereas the practce s to ssue a
show cause or Expanaton etter to a n Non-Worker Cadre. Both
purport to be "Show Cause Notces" askng denquent empoyee to
expan why dscpnary Acton under the standng Orders shoud not
be taken for act of msconduct.
Charge-sheet s bascay a communcaton addressed to an
empoyee, who has aeged to have commtted some msconduct, n
reaton to hs empoyment, and t contans a statement of aegatons
wth compete detas of the wrong-dong/ msconduct aeged aganst
the empoyee. It cas upon hm to gve hs expanaton and show
cause as to why approprate pena acton shoud not be taken aganst
hm. Bascay, therefore, there s not much dherence n both the
|argons. But n Govt. Sector, there s a prescrbed procedure for
draftng n charge-sheet. Normay, t contans a statement of
charges, mputatons of the msconduct on the bass of whch the
charges have been framed, a st of wtnesses and a st of
documents, through whom/ whch, the charges are proposed to be
estabshed.
Generay, the charge-sheet does not speak about the penaty to be
awarded to the empoyee, but ony states the aegatons, whch the
empoyee may accept or refute. If t s accepted, then he abe for
pena acton forthwth. If the expanaton s satsfactory, the empoyer
may not proceed further n the matter. However, n case he denes
the charges, the aegatons need to be proved aganst hm for whch
a departmenta enqury w be hed. Durng the enqury, the sde
whch has made the aegatons has to prove t and the recevng sde
can put up hs or her defence. Once, the charges are proved, the
empoyee may be vsted wth pena acton
Show cause narrates the ncdence/msconduct and requres the
empoyee to expan the cause of the same. He s not ponted out to
be the cause. Show cause therefore s at a macro eve.
24
Charge-sheet however s very specc. Charges are categorcay
eveed and shot aganst the empoyee. He s beng asked to defend
the charges.
The dscpnary actons are usuay governed by Industra
Empoyment Standng Orders Act, 1946,
what s the name of Ingham and uft's mode and theory whch
deas wth hdden and open areas of knowedge about a
person?
Ans: ...........................................
What s OD Interventons?
The term Interventon refers to a set of sequenced, panned actons
or events ntended to hep an organzaton to ncrease ts
ehectveness. Interventons purposey dsrupt the status quo;they are
deberate attempts to change an organzaton or sub-unt toward a
dherent and more ehectve state.
'6at is 0ommunication?
It s a two way process of exchangng nformaton and deas from the
sender to the recever wth the message beng understood as
ntended by the sender.
0ommunication Process
Feedback
25
Sender Sender
Message Message

Channel Channel
Receiver Receiver
Sender: The communcator or sender s the person who s sendng the
message . There are two factors that w determne how ehectve the
communcator w be . The rst s the communcator's atttude . It must be
postve. The second factor s the communcator's seecton of meanngfu
symbos, or seectng the rght symbos dependng on your audence and
the rght envronment.
Messa(e : A communcaton n wrtng, n speech, or by sgnas
Channe: Messages are conveyed through channes, wth verba ncudng
face to face meetngs, teephone and vdeo conferencng: and wrtten
ncudng etters, emas, memos and reports.
Receiver: The recever s smpy the person recevng the message, makng
sense of t, or understandng and transatng t nto meanng
Feed@ac> : Feedback s that reacton whch can be a verba or non-verba
reacton or response. It's the feedback that aows the communcator to
ad|ust hs message and be more ehectve. Wthout feedback, there woud
be no way of knowng f meanng had been shared or f understandng had
taken pace
T7/es of 0ommunication
Communcaton s of three types:
1. Verba
2. Non-Verba
3. Wrtten
4er@al 0ommunicationB Communcaton done by way of speakng or
exchange of words s caed verba communcaton.
Non 4er@al 0ommunication: Conveyng Ideas or thoughts through sgns,
symbos, gestures or faca expressons are caed non verba
communcaton.
'ritten 0ommunicationB Conveyng facts, Ideas or thoughts n wrtng s
caed wrtten communcaton. For exampe: Letters, Artces, Notces and E-
mas etc.
What s Organsaton?
26
A conscousy coordnated soca unt composed of two or more peope that
functons on a reatvey contnous bass to acheve a common goa or set
of goas.
MBWA : Management By Wakng About (or Wanderng Around)
OCEAN:
O : Openness to Experence
C: Conscentousness
E: Extraverson / Introverson
A: Agreeabeness
N: Neurotcsm
Howard "ardnerJs Seven =%ri(inal? multi/le intelli(ences!
1. Lngustc (Word & Language)
2. Logca-Mathematca (Logc and Numbers)
3. Musca- (Musc - Sound - Rhythm)
4. Body - Knesthetc - (Body Movement Contro)
5. Spata - vsua - (Images & Space)
6. Interpersona - Other peopes feeng
7. Intra-Persona - Sef Awareness

O: What shoud the anguage of charge-sheet?
Ans: Language whch s very commony understood.
O: Can aternate termnoogy be used whe draftng charge-sheet?
Ans: No
What s ESI Scheme?
ESI s an Integrated soca securty Scheme taored to provde soca
protecton to workers n the organzed sector and ther dependents n
contngences, such as sckness, maternty or death and dsabement due to
an empoyment n|ury or occupatona dsease. The scheme taored to sut
heath nsurance requrements of workers provdes fu medca factes to
27
nsured persons and ther Dependants, as we as, cash benets to
compensate for oss of wages or earnng capacty n dherent contngences.
What s a Group?
A group s a coecton of peope who nteract wth one another, accept
rghts and obgatons as members and who share a common dentty.
A group ncudes:
Forma soca structure
Face to face nteracton
Two or more persons
Common fate
Interdependence
Sef-denton as group members
Recognton by others
There are two types of Groups: Forma and Informa
Formal "rou/B Work groups dened by the organzatons structure that
have desgnated work assgnments and tasks.
Approprate behavor are dened by and drected toward organzatona
goas.
Informal "rou/sB Groups that are ndependenty formed to meet the
soca needs of ther member.
STA"ES IN "R%#P $E4EL%PMENTB
F%RMIN" K ST%RMIN" K N%RMIN" K PERF%RMIN" K
A$D%#RNIN"
B 5ARRIERS T% EFFE0TI4E 0%MM#NI0ATI%N
28
Filterin(
A senders manpuaton of nformaton so that t w be seen more
favoraby by the recever.
Selective Perce/tion
Peope seectvey nterpret what they see on the bass of ther
nterests, background, experence, and atttudes.
Information %verload
A condton n whch nformaton now exceeds an ndvduas
processng capacty.
Emotions
How a recever fees at the tme a message s receved w nuence
how the message s nterpreted.
Lan(ua(e
Words have dherent meanngs to dherent peope.
0ommunication A//re6ension
Undue tenson and anxety about ora communcaton, wrtten
communcaton, or both.
M00LELLAN$JS THE%R %F NEE$S
Davd McCeand has deveoped a theory on three types of motvatng
needs:
)! Need for Power
*! Need for AAliation
+! Need for Ac6ievement
Bascay peope for hgh need for power are ncned towards nuence and
contro. They ke to be at the center and are good orators. They are
demandng n nature, forcefu n manners and ambtous n fe. They can be
motvated to perform f they are gven key postons or power postons.
In the second category are the peope who are soca n nature. They try to
amate themseves wth ndvduas and groups. They are drven by ove
and fath. They ke to bud a frendy envronment around themseves.
Soca recognton and amaton wth others provdes them motvaton.
Peope n the thrd area are drven by the chaenge of success and the fear
of faure. Ther need for achevement s moderate and they set for
themseves moderatey dmcut tasks. They are anaytca n nature and
29
take cacuated rsks. Such peope are motvated to perform when they see
at east some chances of success.
McCeand observed that wth the advancement n herarchy the need for
power and achevement ncreased rather than Amaton. He aso observed
that peope who were at the top, ater ceased to be motvated by ths
drves.
LEA$ERSHIP TRAITSB
Ambton and Energy
The desre to ead
Honest and ntegrty
Sef-condence
Integence
Hgh-Sef montorng
|ob-reevant knowedge
$EFINITI%NSB
0%N$#0T AN$ MIS0%N$#0T
In persona fe, conduct means conventona rues of soca behavor. These
are aso caed soca etquettes that are normay unwrtten codes of
conduct.
Etquettes reect our genera upbrngng and groomng
On the other hand, n professona fe the conduct means adherence to
rues and reguatons as ad down by the company. As a denton, conduct
means an ordery performance of work through proper compance wth the
rues and reguatons as framed by the company.
$IS0IPLINEB Adherence to the rues of conduct s dscpne
MIS0%N$#0T
Breach of dscpne s caed msconduct
In Smpe words, msconduct means voaton of any wrtten rue of the
company
$IS0IPLINAR A0TI%N
The procedure of correctng or punshng assocate whenever a wrtten rue
has been voated.
The prme purpose of dscpnary acton s to correct a partcuar behavor.
30
Dscpnary actons normay foow a progressve process.
Steps:
Verba counseng
Wrtten Counseng
Wrtten reprmand (Warnng)
Fna warnng
Suspenson
Dscharge or Dsmssa
O: What s meant by "Burden of Proof"?
A: To take ead the evdence rst
What s Grevance?
Grevance denotes any dscontent or dssatsfacton, whether expressed or
not and whether vad or not, arsng out of anythng, connected wth the
company that an empoyee thnks, beeves or even fees, s unfar, un|ust
or nequtabe.

31
T6an> ou
32