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HR/Personnel Officer Questions
Meaning of 360 Degree Appraisal An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. This method is very reliable because evaluation is done by many different parties. This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behaviour, values, ethical standards, tempers, loyalty, etc. 360 degree appraisal was first developed by General Electric (GE), USA in 1992. 1. Top Management The top management normally evaluates the middle level managers. However, in a small organisation, they also evaluate the performance of the lower level managers and senior employees. 2. Immediate Superior The immediate superior is in a very good position to evaluate the performance of his subordinates. This is because they have direct and accurate information about the work performance of their subordinates. 3. Peers / Co-workers Peer or colleagues also evaluate each other's performance. They work continuously with each other, and they know each other's performance. Peer evaluation is used mostly in cases where team work is important. 4. Subordinates The Subordinates can also evaluate the performance of his superior. Now-a-days students are asked to evaluate the performance of their teachers. 5. Self Appraisal In the self-appraisal, a person evaluates his own performance. He should be honest while evaluating himself. This results in self-development. 6. Customers Customers can also evaluate the performance of the employees who interacts with them. This evaluation is best because it is objective. It is also given a lot of importance because the customer is the

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most important person for the business. Organisations use customer appraisals to improve the strengths and remove the weaknesses of their employees. Job mobility Ability of an individual to change his/her position or rank within a profession or to change occupation.It should not be confused with the geographic mobility that these two concepts are often linked. The term "mobility" can cover various types of job changes: change of position without change schools change school within the same company transition from one company to another. Churn rate Churn rate (sometimes called attrition rate), in its broadest sense, is a measure of the number of individuals or items moving into or out of a collective over a specific period of time. It is one of two primary factors that determine the steady-state level of customers a business will support. Scalar chain A concept from the French industrialist Henri Fayol who established the concept of unity of command[employee should receive orders from one superior only] and scalar chain [the chain of superiors ranging from the ultimate authority to the lowest ranksthe line of authority followed by all communications]. Quality of Work Life (QWL) The best way of approaching quality of Work life measurement is to measure the extent to which peoples happiness requirements are met i.e. those requirements which are a necessary (although not sufficient) condition of anyones happiness - those without which no member of the human race can be happy. Definition of quality of Work life is: The degree to which a person enjoys the important possibilities of his/her life. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. Enjoyment has two components: the experience of satisfaction and the possession or achievement of some characteristic, as illustrated by the expression: She enjoys good health. Three major life domains are identified: Being, Belonging, and Becoming. What is Organization? A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals.

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What is lay-off? Lay-off is a measure or compromising device to cope with the temporary inability of an employer to offer employment to a workman and to keep the industrial establishment in operation so that the worker need not fall back upon strike and the employer need not resort to closure or lockout. A situation in which there is a temporary shortage of work and the employees are told there is no work for them but that management intends to recall them when work is again available. 1) Who will be covered by the Pension Scheme? Every member of the ceased Family Pension Scheme 1971 and anyone who joins any covered establishment on or after 16-11-95 is compulsorily to join this scheme, provided his/her salary/wage is less than Rs. 6500/- per month at the date of appointment. 2) What is a covered establishment? Covered establishment is an establishment belonging to the class of industries / other establishments, which has been listed in the schedule appended to the Employees Provident Fund and Miscellaneous Provisions Act 1952 and where 20 or more persons are employed. 3) If employee was a Family Pension Scheme member. He/She has left on 13-12-93 and he/she is 54 years old. He/She has taken his withdrawal benefit. Can he/she join the new scheme? Yes, by refunding withdrawal benefit together with interest. Thereafter, he/she will be entitled to receive pension from age 58, if he/she completes at least 10 years of contributory service by then. 4) If employee is a Family Pension Scheme Member and he/she has retired after 58 years of age on 1501-94. Can he/she join the new scheme? Yes, anyone who has retired by reaching age 58 between 01-04-93 and 15-11-95 may join the scheme by returning the withdrawal benefit along with interest. He will be paid pension with immediate effect, from date of exit provided he has rendered 10 years of contributory service. 5) If employee is not a Family Pension Scheme member and he/she is 56 years of age, Can he/she join Family Pension? Yes, by diverting from his/her Provident Fund balance, Family Pension Scheme contribution from date of his/her joining or 01-03-71, whichever is later. 6) Whether the Family Pension Scheme member who has attended the age of 58 years before 01-04-93 and has left employment after 01-04-93 will be admitted to the scheme as member of Family Pension Scheme, 1971?

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Yes, he will be deemed to have retired after 01-04-93. On repayment of that withdrawal benefit which was paid, Pension will be paid from same date, provided he has rendered 10 years of contributory service. 7) In case Family Pension member has attained the age of 58 years between 01-04-93 and 16-11-95 then in that case whether arrears of monthly Member Pension become payable for the period earlier than 16-11-95 i.e. from the date of his/her attaining the age of 58 years which is prior to 16-11-95? No, he/she will be deemed to have retired from 16-11-95 and pension paid accordingly. Is employee the only beneficiary of Fund? Benefit will be paid to him/her and in his/her absence to his/her family. 9) What is meant by Family? Family means employees spouse and children below 25 years of age. 10) Suppose an employee does not have a Family and he/she dies before receiving benefit. Does his/her pension get lost? No, if he/she does not have a family, benefits will be paid to his/her nominee, who will receive the benefit in his/her absence. 11) Suppose member has not nominated anyone. The pension / ROC will be paid to the dependent parents. 12) Can member change his/her nomination? He/She can change his/her nomination whenever he/she decides within the framework of rules for such nomination. In other words if he/she has a family, nomination should be in favour of a member(s) of the family. If he/she has no family he/she can nominate anyone he/she wishes. 13) How many years service is required to be eligible to receive member pension? Minimum 10 years eligible service will entitle for member pension. 14) Employee is a member of Employees Pension Scheme. He/She has left employment at 48 yrs. of age and 8 yrs. of service. When shall he/she receive his/her pension? He/She can take either withdrawal benefit or can take scheme certificate so that the 8 years service can be added to any future service that he / she may put in, in any other covered establishment. By virtue of being a holder of a scheme certificate, if the member dies before 58 years widow / widower and children shall be entitled for pension.

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15) What is past service pension? This pension is for the period of membership of the Employees Family Pension Scheme, 1971. 16) When does an employee become eligible to become a member of Employees Provident Fund Scheme, 1952 and Employees Deposit Linked Insurance Scheme, 1976? An employee becomes a member of Employees Provident Fund (Employees Provident Fund) Scheme, 1952 / Employees Deposit Linked Insurance (Employees Deposit Linked Insurance) Scheme, 1976 immediately on joining an establishment covered under the Employees Provident Funds & Miscellaneous Provision Act, 1952. 17) What is nomination? Every member has to give the details of himself & details of the nominee for Employees Provident Fund & Employees Deposit Linked Insurance Schemes and details of family for Employees Pension Scheme, 1995 in form no. 2. A member if, is having a family can nominate any one or more persons to receive the Provident Fund on his death. In case of him having no family he can nominate any other person. Family for the purpose of Employee Provident Fund Scheme52 means wife/husband, children, whether married or unmarried, including adopted children, if adoption is recognized and dependant parents of member. Employees Deposit Linked Insurance Scheme benefit will be paid to the nominee under Employees Provident Fund Scheme, 1952. For the purpose of Employees Pension Scheme,1995 the member has to furnish the details, such as name, relationship & age of all the family members in the form no. 2. Family for the purpose of Employees Pension Scheme, 1995 means wife/husband & children. Whenever member wants to make a change in the nomination already made for Provident Fund, or to update the details of family for Employees Pension Scheme,1995, he has to send a revised form no. 2. The form no.2 is routed through the employer. 18) What are the periodical returns to be sent by an employer to the Provident Fund Office? The employer of an un-exempted establishment has to forward the following returns. These returns will include details required under the three schemes namely, Employees Provident Fund Scheme, 1952, Employee Deposit Linked Insurance Scheme,1976 and Employee Pension Scheme, 1995. a) Form-9(Revised): The details of employees enrolled as members of Employees Provident FundS52, Employees Deposit Linked Insurance76 & Employees Pension Scheme95 on coverage of the establishment- This is to be submitted immediately after coverage, within 15 days of coverage. b) Form-12A: The details of the contributions recovered form the members & paid along with details of employers

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contribution & administrative charges- This is to be submitted monthly by 25th of following month. c) Form-5: The details of the employees enrolled newly to the Provident Fund- To be submitted along with Form12A every month within 15 days of the following month. d) Form-10: The details of the employees leaving service during the month- To be submitted along with form-12A. e) Challans: The triplicate copy of challans in token of having remitted the Provident Fund dues in the bank- to be submitted along with form-12A every month. f) Form-2(Revised): Nomination form- To be submitted along with form-5/9. g) Form-3A: The details of wages & contributions in respect of each member, to be prepared financial year wise- To be submitted to the Provident Fund office by 30th of April every year. h) Form-6A: Yearly consolidated statement of contributions- To be forwarded yearly along with form-3A. It should be ensured that all the form-3A are entered in form-6A, irrespective of whether the form-3A was forwarded for the broken period and the total dues as per the form-12A for the whole year agrees with the total of form-6A within 30th April. i) Form-5A: Return of ownership of the establishment- To be forwarded immediately after coverage & whenever there is a change in the ownership, it has to be intimated with in 15 days of change. j) Specimen signature: Specimen signature of the officer/officers who are authorized to sign the returns/documents relating to Provident Fund forwarded immediately after coverage & whenever there is a change in authorized officer. 19) What is the procedure to be followed by the member if the employer is not attesting his claim forms? It is the duty of the employer under the Act & Scheme to help Employees Provident Fund organisation to settle the Provident Fund dues of his employees. He has to complete the prescribed application within 5 days of receipt [para72(5)] forms & hand over it to the member when he leaves the service. When a member finds difficult to get the form attested by the employer, he can get the attestation of any of the following officer & send to the Provident Fund office Manager of a bank. By any gazetted officer.

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Member of the Central Board of Trustees./ committee/ Regional Committee (Employees Provident Fund Organization). Magistrate/ Post/ Sub Post Master/ President of Village Panchayat/ Notary Public. 20) What is the mode of payment of Provident Fund and Employees Deposit Linked Insurance dues? Provident Fund & Employees Deposit Linked Insurance dues is paid by money order/ by deposit in payees bank a/c/ through employer/ by depositing the cheque in payees name or part of amount in annuity scheme in any nationalised bank. Payment by money order is allowed where the amount is not more than Rs. 2000/-. 21) What are the modalities to be followed for payment through cheque? The member has to open an account in the nationalised bank, scheduled bank, urban bank or post office savings bank. He has to furnish the details of bank a/c no. with the full address of the bank in application form. An advance stamped receipt has also to be annexed in the form.For receipt of pension member/claimant has to open an account only in State Bank of India or Punjab National Bank. 22) In case of returning of cheque what is the procedure to be followed? Generally the cheques are returned by the bankers when the a/c number is furnished incorrect or a/c has been closed. On receipt of the cheque from the bankers the Provident Fund office will write to the member & employer about the fact & request them to intimate the bank, a/c number & detailed address. In case, the member comes to know about returning of the cheque before this, he can write to the Provident Fund office through his former employer regarding his present address & bank a/c number. 23) What is the time taken for disposal of the application in the Provident Fund office? The claims received complete in all respects are disposed off within a maximum period of 30 days from the date of receipt of claims in the office. In case the member is not hearing anything about his application within 30 days, he can approach the Public Relation Officer. 24) What is the voluntary rate of Provident Fund contribution by the member? As per the Act, the member has to contribute at the rate of 10% or 12% of his basic pay, D.A. & retaining allowance if any. In case the member wants to contribute more than this, voluntarily he can do so at any rate he desires. i.e. upto 100% of basic and D.A. But the employer is not bound to contribute at the enhanced rate. What is Subsistence allowance? Section 10 A the Industrial Employment (Standing Orders) Act, 1946

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Where the workman is suspended by pending investigation or employer pending investigation or inquiry into complaints or charges of the misconduct against him, the workman shall be paid the subsistence allowance equal to 50% of wages for first 90 days of suspension and 75 % of wages for remaining period till completion of disciplinary proceedings. Define Morale? The feeling of confidence and optimism with respect to problems or task is termed as Morale. What are the Benefits under ESI Act, 1948? Medical Benefit Sickness Benefit Disablement Benefit Maternity Benefit Dependents Funeral What is SPREAD-OVER? According to the Sec. 56 of the Factories Act, 1948 the period of work of an adult worker shall be so arranged that inclusive of his interval for rest, they shall not spread-over more than 10 Hour in a day. What is Gratuity? Gratuity is a kind of benefit like the provident fund or pension. It is regarded as a legitimate claim which workmen can make and which in a proper case can give rise to an industrial dispute. Gratuity paid is intended to help the workmen after the retirement whether the retirement benefit is the result of the rules of the superannuation or of physical disability. It is a reward for good, efficient and faithful service rendered for a fairly substantial period and it is not paid to the employee gratuitously or merely as a matter of bonus but for long and meritorious award. Johari Window (Definition) The Johari Window is a model that is used to describe human interaction. It is named after the first names of its inventors, Joseph Luft and Harry Ingham ("Johari"). The Johari Window model is a simple and useful tool for illustrating and improving self-awareness, and mutual understanding between individuals within a group. The Johari Window model can also be used to assess and improve a group's relationship with other groups. The Johari Window model is also referred to as a 'disclosure/feedback model of self awareness', and by some people an 'information processing tool'. The Johari Window actually represents information feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or about a person - in relation to their group, from four perspectives. Johari Window terminology refers to 'self' and 'others': 'self' means oneself, ie, the person subject to the Johari Window analysis. 'Others' means other people in the person's group or team.

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Absolute Ratings A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. Attrition A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce. Bereavement Leave A specific number of paid days off following the death of an employees spouse, parent, child grandparent or in-law so that the employee may attend funeral proceedings, etc. Broadbanding A pay structure that consolidates a large number of narrower pay grades into fewer broad bands with wider salary range. Bumping The practice of allowing more senior level employees whose positions have been slotted for elimination or downsizing the option of accepting an alternative position within the organization, for which they may be qualified to perform and which is currently occupied by another employee with less seniority. Competency-based pay Competency based pay is a compensation system that recognises employees for the depth, breadth, and types of skills they obtain and apply in their work. Also known as skill based and knowledge based pay.

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