Notes for Interview Industrial Relations &

Human Resource
Dear Friends
I have prepared few questions that will help the freshers or beginners in
interview for IRHR deptt! I have prepared these questions from m" own
#$perience when I was fresher and these questions were as%ed b" HRIR heads of
various companies!
&o pl get print out of these notes and do prepration and crac% the interview !
'han%s & Regards
(huvnesh &ingh
)&*
+,-.,/0+1-.

Bhuvnesh-MSW- ISS, Agra 1
What is the difference between 2) and HR?
Personnel Management is widel used few ears bac!" #he main tas! of PM was to
maintain $ersonal records of the em$loees of the organi%ation" It was &ust a &ob to
maintain the records '(atabase), sometime PM use to ta!e care of the recruitment and
&oining formalities but never e*$ected beond that"
+uman ,esource Management ta!es care of all the as$ect, right from
Strategic $lanning
,ecruitment
-oining formalities
Induction
#raining
.m$loee relationshi$
+andling .m$loee /rievances
Attrition
,etention
.*it 0ormalities
(efine &HIF' and R#345!
Where the wor! of the same !ind is carried out b two or more of sets of wor!ers
wor!ing during different $eriods of the da each of such sets is called R#345 and
each of such $eriods is called &HIF'"
(efine -ob?
-ob is a collection of tas! to be $erformed everda"
What is -ob Analsis?
-ob analsis is the $rocess of studing and collecting information relating to o$erations
and res$onsibilities of a s$ecific &ob"
-ob analsis is a sstematic e*$loration of activities within a &ob" It is a basic technical
$rocedure that is used to define duties and res$onsibilities and accountabilities of the
&ob"
.ach &ob has certain abilit re1uirements associated with it" -ob analsis is a $rocess
used to identif these re1uirements"
Section 2-A of I( Act, 1234 sti$ulates about?
Bhuvnesh-MSW- ISS, Agra 5
Ans6 777777777777777777
What is 8rgani%ation?
A consciousl coordinated social unit com$osed of two or more $eo$le that functions
on a relativel continuous basis to achieve a common goal or set of goals"
What is la-off?
9a-off is a measure or com$romising device to co$e with the tem$orar inabilit of an
em$loer to offer em$loment to a wor!man and to !ee$ the industrial establishment in
o$eration so that the wor!er need not fall bac! u$on stri!e and the em$loer need not
resort to closure or loc!out"
A situation in which there is a tem$orar shortage of wor! and the em$loees are told
there is no wor! for them but that management intends to recall them when wor! is
again available"
: Welfare officers are to be a$$ointed if organi%ation is engaging 777777777 or more
em$loees"
: ;ha$ter < of I( Act, 1234 .nvisages about77777777777777777777777777777
What is Subsistence allowance?
Section 10 A the Industrial Employment (Standing Orders) Act, 1946
Where the wor!man is sus$ended b $ending investigation or em$loer $ending
investigation or in1uir into com$laints or charges of the misconduct against him, the
wor!man shall be $aid the subsistence allowance e1ual to =>? of wages for first 2>
das of sus$ension and 4= ? of wages for remaining $eriod till com$letion of
disci$linar $roceedings"
(efine Morale?
#he feeling of confidence and o$timism with res$ect to $roblems or tas! is termed as
Morale"
What are the Benefits under .SI Act, 123@?
Medical Benefit
Sic!ness Benefit
(isablement Benefit
Maternit Benefit
(e$endents
0uneral
What is SP,.A(-8<.,?
Bhuvnesh-MSW- ISS, Agra A
According to the Sec" =B of the 0actories Act, 123@ the $eriod of wor! of an adult
wor!er shall be so arranged that inclusive of his interval for rest, the shall not s$read-
over more than 1> C +our in a da"
What is /ratuit?
/ratuit is a !ind of benefit li!e the $rovident fund or $ension" It is regarded as a
legitimate claim which wor!men can ma!e and which in a $ro$er case can give rise to
an industrial dis$ute" /ratuit $aid is intended to hel$ the wor!men after the retirement
whether the retirement benefit is the result of the rules of the su$erannuation or of
$hsical disabilit"
It is a reward for good, efficient and faithful service rendered for a fairl substantial
$eriod and it is not $aid to the em$loee gratuitousl or merel as a matter of bonus but
for long and meritorious award"

Formula of 6R4'7I'56
9ast drawn wagesDEo" of earsD1= das
5B das in a month
(efine 'R4D# 7NI8N&"
Which are registered under the #rade Fnion Act 125B"
#rade Fnions are voluntar organi%ations of em$loees or em$loers formed to
$romote and $rotect their interest through collective action"
: Safet officers are to be a$$ointed if organi%ation is engaging em$loees more than
7777777777 wor!ers"
What is casual leave?
;asual leave is given to em$loee to attend sudden and immediate social anGor $ersonal
obligations, or obligations li!e sisterHs wedding, relatives death, children education
obligations ' ;hildrenHs admission in school, Parent #eacherHs meet) or a$$ling for
$ersonal needs li!e Income #a* ,eturns, Pass$ort, ,ation ;ard, ;ourt Proceedings .tc"
;asual leave is not lin!ed to the number of das wor!ed and is usuall fi*ed" #he
eligibilit is decided b the com$an and it can also decide whither e*cess leave can be
en cashed or not" In all most all com$aniesH casual leave cannot be accumulated and
carried on in ne*t ear and a $erson can ta!e a ma*imum of A ; 9s together"
Define *age 7nder )inimum *ages 4ct"
Wages means all remuneration ca$able of being e*$ressed in terms of mone" It
includes house rent allowance but does not include 9"<alue of house accommodation,
Bhuvnesh-MSW- ISS, Agra 3
su$$l of light, water, medical attendance :"<alue of other amenit $rovided, if
e*cluded b /ovt" order ;";ontribution to $ension fund or Provident fund or Insurance
1"#raveling allowance -"S$ecial allowances incurred b the nature of em$loment
."/ratuit $aable on discharge"
4pproval of &tanding 8rder
.ver .m$loer covered under the Act has to $re$are IStanding 8rdersH, covering the
matters re1uired in the IStanding 8rderH" 0ive co$ies of these Standing 8rders should
be sent to ;ertifing 8fficer to a$$roval"'Section A'1))

I;ertifing 8fficerH means 9abour ;ommissioner and an officer a$$ointed b
government to be I;ertifing 8fficerH" JSection 5'c)K
What is <38&7R#=
;losure means $ermanent closing down of a $lace of em$loment or $art thereof"
B> das notice should be given for closure to /overnment, if numbers of $ersons
em$loed are => or more" B> das notice is not necessar if numbers of $ersons
em$loed are less than =>"
If number of wor!man em$loed are 1>> or more, $rior $ermission of government is
necessar for closure uGs 5=-8"
: +ow much time should be given to an em$loee to submit his e*$lanation to charge
sheet?
a" 3@ hrs"
b" AB hrs"
c" 3@ hrs
d" ,easonable time
>2I >#5 2#RF8R)4N<# INDI<4'8R
Le $erformance indicators are financial and non- financial metrics used to hel$ an
organi%ation define and measure $rogress toward organi%ational goals" LPIs can be
delivered through Business Intelligence techni1ues to assess the $resent state of the
business and to assist in $rescribing a course of action"
#he act of monitoring LPIs in real-time is !nown as Business Activit Monitoring
'BAM)"
LPIs are fre1uentl used to MvalueN difficult to measure activities such as the benefits
of leadershi$ benefits of leadershi$ develo$ment, engagement, service, and satisfaction"
LPIs are t$icall tied to an organi%ationHs strateg"
Bhuvnesh-MSW- ISS, Agra =
What is 8R64NI?4'I8N43 D#@#382)#N'?
8rgani%ational develo$ment is a com$le* strateg intended to change the beliefs,
attitudes, values, and structures of organi%ations so that the can better ada$t to new
technologies, mar!ets, challenges"
8( is achieved through interventions in the organi%ationHs MProcessesN using
behavioral science !nowledge"
8( involves organi%ational reflection, sstem im$rovement, $lanning, and self
analsis"
8rgani%ational (evelo$ment is long range effort to im$rove organi%ationHs $roblem
solving and renewal $rocesses, $articularl through more effective and collaborative
management of 8rgani%ational ;ulture, often with the assistance of a change agent or
catalyst and the use of theor and technolog of a$$lied behavioral sciences"
8rgani%ational (evelo$ment is a contractual relationshi$ between a change agent and a
s$onsoring organi%ation entered into for the $ur$ose of using a$$lied behavioral
science in a sstem conte*t to im$rove organi%ational $erformance and the ca$acit of
the organi%ation to im$rove itself"
Who is <H4N6# 46#N'?
;hange agent is a behavioral scientist who !nows how to get $eo$le in organi%ation
involved in solving their own $roblems" +is main strength is his com$rehensive
!nowledge of human behavior, su$$orted b a number of intervention techni1ues"
;hange agent is e*$ertise in behavioral sciences and in the intervention technolog of
8("
H438 #FF#<'
#he +alo effect in social $erce$tion is ver similar to stereot$ing" Whereas in
stereot$ing the $erson is $erceived according to a single categor, under the halo
effect the $erson is $erceived on the basis of one trait" +alo is often discussed in
$erformance a$$raisal when a rater ma!es an error in &udging a $ersonHs total
$ersonalit andG or $erformance on the basis of a single trait such as intelligence,
a$$earance, de$endabilit, or coo$erativeness" Whatever the single trait is, it ma
override all other traits in forming the $erce$tion of the $erson"
0or e*am$le, a $ersonHs $hsical a$$earance or dress ma override all other
characteristics in ma!ing a selection decision or in a$$raising the $ersonHs
$erformance"
What is 4''RI(7'I8N?
Bhuvnesh-MSW- ISS, Agra B
Attribution refers sim$l to how $eo$le e*$lain the cause of anotherHs or their own
behavior" It is the $rocess b which $eo$le draw conclusions about the factors that
influence, or ma!e sense of, one anotherHs behavior"
What are FRIN6# (#N#FI'&?
#hese are monetar benefits $rovided to em$loees" #he include the benefit of6
'a) Provident fund, 'b) /ratuit, 'c) Medical care, 'd) +os$itali%ation $ament, 'e)
Accident relief, 'f) +ealth and /rou$ insurance, 'g) Subsidi%ed canteen facilities,
'h) ,ecreational facilities, and 'i) Provision of uniforms to em$loees"
What is #)2385## #N646#)#N'?
.m$loee .ngagement is variousl !nown as .m$loee 8wnershi$, .m$loee
Motivation, em$loee Involvement, ;ommitment, 9oalt, etc"
.m$loee engagement means when em$loee is intellectuall and emotionall bound
with the organi%ation and who feels $assionate about its goals and is committed
towards its values thus he goes to the e*tra mile beond the basic &ob"
.m$loee .ngagement is a powerful retention strategy" An .ngaged em$loee gives
his com$an his 1>> $ercent"
When em$loees are effectivel and $ositivel engaged with their organi%ation, the
form an emotional connection with the com$an"
.m$loee .ngagement is a barometer that determines the association o a person with
the organi%ation" It is a!out creating the passion among associates to do things beond
what is e*$ected from him"
A successful em$loee engagement strateg hel$ create a communit at the wor!$lace
and not &ust a wor!$lace" When em$loees are effectivel or $ositivel engaged with
their organi%ation, the" form an emotional connection with the company" #his affects
their attitude towards both of their colleagues and the com$anHs clients im$rove
customer satisfaction and service levels"

Douglas )c6regorA 9,1/ B 'heor" C and 'heor" 5
'heor" C DNegative 8utloo%E
Management assumes em$loees are inherentl la% and will avoid wor! if the can"
Because of this, wor!ers need to be closel su$ervised and com$rehensive sstems of
controls develo$ed" A hierarchical structure is needed with narrow s$an of control at
each level" According to this theor, em$loees will show little ambition without an
enticing incentive $rogram and will avoid res$onsibilit whenever the can"
Bhuvnesh-MSW- ISS, Agra 4
'heor" 5 D2ositive 8utloo%E
In this theor Management assumes em$loees ma be ambitious, self-motivated, and
an*ious to acce$t greater res$onsibilit, and e*ercise self-control, self-direction,
autonom and em$owerment" It is also believed that if given the chance em$loees
have the desire to be creative and forward thin!ing in the Wor!$lace" #here is a chance
for greater $roductivit b giving em$loees the freedom to $erform at the best of their
abilities without being bogged down b rules"
: When was the Minimum Wages Act enacted?
Ans6 777777777777
What is Ad&udication?
Ad&udication means a mandator settlement of an industrial dis$ute b a 9abour court
or a tribunal" /enerall, the government refers a dis$ute for ad&udication de$ending on
the failure of conciliation $roceedings"
Section 1> of the Industrial (is$ute Act 1234, $rovides for reference of a dis$ute to
9abour court or tribunal" #he Act also las down rules regarding the com$osition and
$owers of 9abour courts and tribunal"
(is$utes are generall refers to ad&udication on the recommendation of the conciliation
officer who dealt with them earlier" +owever, the government has discretionar $owers
to acce$t or re&ect recommendations of the conciliation officer" It is obvious that once a
dis$ute is referred for ad&udication, the verdict of a 9abour court or tribunal is binding
on both the $arties"
Duties of 3abour *elfare 8fficer
Section 32 of the factories Act 123@ $rovides that in ever factor wherein =>> or
more wor!ers are ordinaril em$loed, the em$loer shall a$$oint at least one welfare
officer" #he officer is e*$ected to act as an advisor, counselor, mediator or liaisoning
officer between the management and the 9abour" S$ecificall, hisGher duties include the
following6
&72#R@I&I8N 8F
1" Safet , health and welfare $rogrammes li!e housing, recreation, and sanitation
services,
Bhuvnesh-MSW- ISS, Agra @
5" wor!ing of &oin committees
A" /rant of leave with wages
3" ,edressal of wor!erHs /rievances"
<87N&#3IN6 *8R>#R& IN
1" Personal and 0amil $roblems
5" Ad&ustment to their wor! environment
A" Fnderstanding their rights and $rivileges"
4D@I&IN6 )4N46#)#N' IN )4''#R& 8F
1" 0ormulating welfare $olicies
5" A$$renticeshi$ training $rogrammes
A" ;om$ling with statutor obligations to wor!ers
3" (evelo$ing fringe benefits
=" Wor!erHs education
3I4I&8NIN6 *I'H *8R>#R& &8 'H4' 'H#5 )45
1" A$$reciate the need for harmonious industrial relations in the $lant5"
5" ,esolve (is$utes, if an
A" Fnderstand the limitations under which the o$erate
3" Inter$ret com$an $olicies correctl
What is the definition of Wor!er under the 0actories Act 123@?
Wor!er means a $erson who is em$loed directl or through an agenc including
contractor with or without the !nowledge of $rinci$al em$loer, whether for
remuneration or not, but he must be em$loed in an manufacturing $rocess, or in
cleaning an $art of the machiner or $remises used for a manufacturing $rocess, or in
an other !ind of wor! incidental to, or connected with, the manufacturing $rocess or
the sub&ect of the manufacturing $rocess" '59)
N8'I<# 8F <H4N6# IN <8NDI'I8N& 8F &#R@I<# D)!4&>E
Section 2A of Industrial (is$ute Act 1234 $rovides that an em$loer cannot effect an
change in the conditions of service a$$licable to an wor!man without giving 51 das
notice"
As $er fourth schedule of the Act, such 51 da notice is re1uired if there is going to be
change in wages, wage $eriod, P0 contribution, allowances, hours of wor! and rest
intervals, shift timings, new rules of disci$line, increase or decrease in number of
$ersons in an de$artment or shift"
Eotice is given to 1" Secretar of ,egistered #rade Fnion
5" ;hief 9abour ;ommissioner ';entral)
A" Assistant 9abour commissioner
Bhuvnesh-MSW- ISS, Agra 2
3" ,egional 9abour ;ommissioner
IND7&'R5F Industr means an sstematic activit carried on b coo$eration between
an em$loer and his wor!man whether such wor!man are em$loed directl or through
an agenc including contractor"
#he em$loment should however be, for the $roduction, su$$l or
distribution of goods or services with a view to satisf human needs and wants"
Define 4wardF Award means an interim or final determination of an industrial
dis$ute or 1uestion relating thereto b 9abour ;ourt, #ribunal, and Eational tribunal or
b an arbitrator"
*elfare sections of the Factories 4ct 9,10
Section 35 ----- Washing facilities
Section 3A ----- 0acilities for storing and dring clothes
Section 33 ----- 0acilities for sitting
Section 3= ----- 0irst-Aid a$$liances 'At least one 0irst-aid for 1=> wor!ers)
Section 3B ----- ;anteen 'More than 5=> Wor!ers)
Section 34 ----- Shelter, ,est-room, 9unch-,ooms '1=> wor!ers)
Section 3@ ----- ;rOches 'Provision of crOches in factories em$loing more than
A> women wor!ers)
Section 32 ----- Welfare officer '=>> or more)
IND7&'RI43 DI&27'# 4<' 9,1/D)! 4&>E
Schedules6 #here are five schedules in I( Act 1234"
i" Industries which ma be declared to the Public Ftilit Services"
ii" Matters within the -urisdiction of 9abour ;ourts"
iii" Matters within the -urisdiction of Industrial #ribunal"
iv" ;onditions of service for change of which notice is to be given"
v" Fnfair 9abour Practices
Bhuvnesh-MSW- ISS, Agra 1>
F8R) 4ND R#'7RN& 7ND#R 'H# F4<'8RI#& 4<' 9,10
0orm no" 11 P Eotice of $eriod of wor! for adult wor!ers" '," 42)
0rom no" 15 P ,egister of Adult wor!ers
0orm no" 1= P ,egister of leave with wages
0rom no" 5A P ,egister of Accidents
0orm no" >2 P ,egister of com$ensator +olidas"
0rom no" 1> P 8vertime muster roll for e*em$ted wor!er
0orm no" 1A P Eotice of $eriod of wor! of child wor!ers
0orm no" 13 P ,egister of child wor!ers
What is +a%ardous Process?
+a%ardous Process means an $rocess or activit in relation to an industr s$ecified in
the first schedule where, unless s$ecial care is ta!en, raw material used therein or the
intermediate or finished $roducts, be $roducts, wastes or effluents thereof would -
1" ;ause material im$airment to the health of the $ersons engaged in or connected
therewith"
5" ,esult in the $ollution of the general environment
What is +uman ,esource Management?
+uman resource management is concerned with the $eo$le dimensions in management
since ever organi%ation is made u$ of $eo$le, ac1uiring there services, develo$ing
their s!ills, motivating them to higher level of $erformances and ensuring that the
continue to maintain their commitment to the organi%ation are essential to achieving
organi%ational ob&ectives"
+uman resource management involves attracting 1ualit wor!force through human
resource $lanning, recruitment and selection, (evelo$ a 1ualit wor!force through
em$loee orientation, training, $erformance a$$raisal, and Maintain 1ualit wor!force
through retention and career develo$ment
Define 'erminationA &uspensionA Discharge and Dismissal?D
Bhuvnesh-MSW- ISS, Agra 11
'#R)IN4'I8N F #he term termination is ver wide in nature and refers to cessation of
em$loment due to an reason" It includes discharge and retrenchment also" It ma also
include mass retrenchment whereb the entire or ma&orit em$loees are terminated"
#his refers to the end of an em$loeeHs duration with an em$loer" (e$ending on the
case, the decision could be made b the em$loee, em$loer or mutuall agreed u$on
b both"
#here are two t$es of terminations6
@oluntar" 'ermination
,esignation and ,etirement due to age fall under this categor"
Involuntar" 'ermination
(ismissal, (ischarge, 0orced resignation, ,etrenchment all fall under this categor"
&7&2#N&I8NF Sus$ension is tem$orar cessation of em$loment as $art of
disci$linar action being ta!en against an em$loee"

Sus$ension shall not be ta!en as a $unishment but the em$loee found guilt of an
misconduct is debarred from attending the office for the time being" 8nce the en1uir is
com$leted he ma be either reinstated after withdrawing the sus$ension or discharged
or dismissed following the findings of the en1uir officer"
DI&<H4R6#F (ischarge refers to termination of em$loment" #he term is
simultaneousl used to refer to retrenchment also" Most often the term is used to denote
termination of em$loment following misconduct" (ismissal also refers to the
termination of em$loment" #e basic difference between the two is that discharge is
somewhat sm$athetic in nature but the dismissal is ver severe in nature"
(ismissal refers to the em$loerHs choice to let go the em$loee for a reason" #he
reason in the case of dismissal is alwas for a fault or misconduct committed"
(ismissal is referred to as M;a$ital PunishmentN in 9abour law $arlance"
(ischarge6 #he word itself gives the meaning of releasing from dut or obligation"
#here are $lent of meanings for the same word" But when we com$ared it to our to$ic
itHs nothing but officiall relieving a $erson from hisGher duties"
0or .*6 Mr" Amith was &oined in QRS co" in the ear 5>>= b signing two ears bond"
Eow he got an o$$ortunit to wor! with some AB; co", which is more re$uted than
QRS"" So officiall he has the right to leave the com$an as $er their commitment b
serving notice $eriod" And he can discharge from his duties as $er their mutual
agreement"
Bhuvnesh-MSW- ISS, Agra 15
: Which theor is commonl referred as the I+ierarch of +uman Eeeds?H
Ans6 MaslowHs Eeed +ierarch #heor
2R8@ID#N' F7ND F8R)& D#'4I3&
0orm Eo" 5 --- Eomination T (eclaration
0orm Eo" AA --- At the time of Annual ,eturn '0or ever Individual)
0orm Eo" BA -- At the time of Annual ,eturn 'As a summar of all)
0orm Eo" A1 --- Advance loan against P0
0orm Eo" 1>; --- Withdrawal of $ension contribution
0orm Eo" 1>( --- Withdrawal of $ension fund on retirement or death
0orm Eo" 5> --- 0or claiming P0 on death of an em$loee b famil or nominee
0orm Eo" 12 --- P0 withdrawal form
0orm Eo" >2 --- .m$loee name and (etails 'within 1= das coverage of the Act)
0orm Eo" 11 --- Information about $revious em$loer
0orm Eo" >= --- At the time of &oining b new member
0orm Eo" 15A --- Monthl return
0orm Eo" 1> --- At the time of leaving b member
What is G8( #N34R6#)#N'?
It means the e*$anding the tas!s or duties assigned to a given tas!, or duties assigned to
a given &ob"
What is G8( D#&<RI2'I8N?
-ob descri$tion involves listing of &ob title, tas!s and res$onsibilities in a &ob"
It defines continuing wor! assignment and a sco$e of res$onsibilit that are sufficientl
different from those of other &obs to warrant a s$ecific title"
Bhuvnesh-MSW- ISS, Agra 1A
-ob descri$tion is broad statement of $ur$ose, sco$e, duties and res$onsibilities of a
$articular &ob"
F8R)4' 8F G8( D#&<RI2'I8N
-ob #itle
,egionG9ocation
(e$artment
,e$orting to '8$erational and Managerial)
8b&ective
Princi$al duties and res$onsibilities
What is Performance A$$raisal?
It is a sstematic evaluation of an individual with res$ect to $erformance on the &ob and
individualHs $otential for develo$ment"
Performance a$$raisal is the assessment of individualHs $erformance in a sstematic
wa" It is a develo$ment of the em$loee and the organi%ation"
#he $erformance is measured against such factors such as &ob !nowledge, 1ualit and
1uantit of out$ut, initiative, leadershi$ abilities, su$ervision, de$endabilit, co-
o$eration, &udgment, versatilit and health"
8bHective and use of 2erformance 4ppraisal
Promotions
;onfirmations
#raining and (evelo$ment
;om$ensation ,eviews
;om$etenc Building
Im$rove ;ommunication
.valuation of +, Programmes
0eedbac! and /rievances
&ection 9+0 the factories 4ct 9,10
According to section 1>@'5) all notices re1uired b or under this act to be dis$laed in
a factor shall be in .nglish and in a language understood b the ma&orit of wor!ers in
the factor, and shall be dis$laed at some cons$icuous and convenient $lace at or near
Bhuvnesh-MSW- ISS, Agra 13
the main entrance of the factor and shall be maintained in a clean and legible
condition"
: Eame the $erson who called for the scientific selection of wor!ers and I+armonious
;oo$erationH between labor and management?
Ans6
*age6 Wage re$resent hourl rates of $a
&alar"6 Salar refers to the monthl rate of $a
Incentive6 Incentive means $ament b result
Incentives are $aid in addition to wages and salaries" Incentives de$end u$on
$roductivit, sales, $rofit or cost reduction efforts"
8D IN'#R@#N'I8N&
Interventions are structured activities used individuall or in combination b the
members of a client sstem to im$rove their social or tas! $erformance" #he ma be
introduced b a change agent as a $art of im$rovement $rogram, or the ma be used
b the client following a $rogram to chec! on the state of the organi%ationHs health, or
to effect necessar changes in its own behavior"
MStructured ActivitiesN mean such diverse $rocedures as e*$erimental e*ercises,
1uestionnaires, attitude surves, interviews, relevant grou$ discussions, and even
lunchtime meetings between the change agent and a member of the client organi%ation"
.ver action that influences an organi%ationHs im$rovement $rogram in a change agent-
client sstem relationshi$ can be said to be an intervention"
2a"ment of (onus 4ct 9,.-
#he right to minimum Bonus is a statutor right which vests in the em$loee and no
further ad&udication of the right to the $ament of minimum bonus is called for"
A claim for the $ament of Minimum Bonus cannot constitute an industrial dis$ute
within the meaning of section 55 of the $ament of Bonus Act" +owever, for the
enforcement of this right an em$loee can file an a$$lication under section AA ;'5) of
the Industrial (is$ute Act"
Id Act6 Section AA; '5) P #his subsection deals with &urisdiction of a 9abour court
which is sub&ect to the fulfillment of the following two re1uirement"
- A wor!man must be entitled to receive from the em$loer an mone or
benefit which is ca$able of being com$uted in terms of mone"
Bhuvnesh-MSW- ISS, Agra 1=
- A 1uestion should have arisen about the amount of mone due, or as to
the amount at which such benefit should be com$uted"
What is <8N<I3I4'I8N?
;onciliation is the most im$ortant method for the $revention and settlement of
industrial dis$utes through third $art intervention" It is an attem$t to reconcile the
view of the dis$utants and bring them to an agreement"
;onciliation ma be described as Mthe $ractice b which the services of a neutral third
$art are used in a dis$ute as a means of hel$ing the dis$utant $arties to reduce the
e*tent of their differences and to arrive at an amicable settlement or agreed solution"N
It is the $rocess b which re$resentatives of wor!ers and em$loers are brought
together before a third $erson or a grou$ of $erson with a view to $ersuading them to
arrive at an agreement b mutual discussion between them"
As a $rocess of $eace ma!ing Industrial relations, conciliation tends to bring about a
s$eed settlement of dis$utes without resort to stri!es or loc!outs, and to hasten the
termination of wor!-sto$$ages when these have occurred" Its function is to assist the
$arties to move towards a mutuall acce$table com$romise or solution"
A uni1ue and essential characteristic of the conciliation $rocess is its fle*ibilit,
informalit and sim$licit which set it a$art from other methods of setting industrial
dis$utes"
'HR## &<H#D73#& 8F 'H# F4<'8RI#& 4<' 9,10
3I&' 8F 'H# IND7&'RI#& IN@83@IN6 IN H4?4RD87& 2R8<#&&
2#R)I&&I(3# 3#@#3& 8F <#R'4IN <H#)I<43 &7(&'4N<#& IN *8R>
#N@IR8N)#N'
3I&' 8F N8'IFI4(3# DI&#4&#&
H87R& 8F *8R> F8R *8)#N6 Eo women can be allowed to wor! for more than the
ma*imum dail hours of wor!, i"e", nine hours a da ii" Eo woman shall be allowed
em$loed in an factor e*ce$t between the hours of B a"m" and 4 $"m" #he state
government ma be notification in the official ga%ette var the limits for $articular
factories" But such $rovisions must not authori%e the em$loment of women between
the hours of 1> $"m" and = a"m" iii" #here shall be no change of shifts for women e*ce$t
under a wee!l holida or an other holida"
&#<'I8N -0 D2R8HI(I'I8N 8F 8@#R3422IN6 8F &HIF'&E 8F 'H# F4<'8RI#& 4<'
9,106 Wor! shall not be carried on in an factor b means of sstem of shifts so
Bhuvnesh-MSW- ISS, Agra 1B
arranged that more than one rela of wor!er is engaged in wor! of the same !ind at
same time"
David >olb #$perimentalA 3earning 'heor" comprises the learning &t"les
namedF
1" ;oncrete .*$erience '0eeling)
5" Abstract ;once$tuali%ation '#hin!ing)
A" Active .*$erimentation '(oing)
3" ,eflective 8bservation 'watching)
&ection .:"'Form No. 12) ,egister of adult wor!ers6 #he manager of ever factor
shall maintain a register of adult wor!ers, to be available to the ins$ector at all times
during wor!ing hours, or when an wor! is being carried on in the factor, showing P
a" #he name of each adult wor!er in the factor
b" #he nature of his wor!U
c" #he grou$, if an, in which he is includedU
d" Where his grou$ wor!s on shifts, the rela to which he is allottedU
e" Such other $articulars as ma be $rescribed
*H4' 4R# 'H# 8(G#<'I@#& 8F 'H# IND7&'RI43 #)2385)#N' D&'4NDIN6
8RD#R&E 4<' 9,1.=
Princi$al ;onditions of .m$loment
Standing orders ma be described as Mcode of conductN for em$loees
#o $rovide of redressal of /rievances
#o s$ecif the duties and res$onsibilities of both the .m$loers and .m$loees"
#he ma!e both of them conscious of their limitation"
Standing orders is to create an attitude of mind among both the $arties
,educed in writing
;om$ulsor certified
#he re1uire on the one hand, the em$loers to follow certain s$ecified rules
and regulations as laid down regarding wor!ing hour, $a das, holidas,
granting of leave to the em$loees, tem$orar sto$$ages of wor!, termination of
em$loment, sus$ension or dismissal in certain conditions"
8n the other hand the re1uire that the em$loees should adhere to rules and
regulation mentioned in the standing orders"
Bhuvnesh-MSW- ISS, Agra 14
245)#N' 8F (8N7& 4<'A 9,.-
&7()I&&I8N 8F R#'7RN6 In form ( to the ins$ector within A> das of the e*$ir of
time limit under section 12"
)4IN'#N4N<# 8F R#6I&'#R& 4ND R#<8RD& #'<!F
A register showing the com$utation of the allocable sur$lus referred to in clause '3) of
section 5, in 0orm 4"
A register showing the set-on and set off of the allocable sur$lus, under section -1=, in
form (
A register showing the details of the amount of bonus due to each of the em$loee, the
deduction under sec" 14 and 1@ and the amount actuall disbursed in 0orm <
F8R)& 7ND#R #&I 4<' 9,10
Form No! 9 P Eomination 0orm
Form No! 9D(E P ;hange in 0amil Particular
Form No! 1D(E P Photo I( with 0amil
Form No! ;/ P ;ontinuation of .m$loment
Form No! -; P ;hange of (is$ensar
Form No! /: P 0or Issuance of (u$licate .SI ;ard
Form No! 0. -- ;ertificate of em$loment of newl a$$ointed $erson
Form No! 9+- P #o ta!e Benefit at 8utstation
Form No! +/ P 9ist of .m$loees
Form No! 9- P Accident Boo!
Form No ;:" -- ,ate 0orm
Form No! /9 P WageG ;ontributor ,ecords
Form N8! 9. --- Accident ,e$orts
Form No! +- P ,eturn of ;ontribution
F8R)734 8F 8@#R'I)#F
(asic DIHR4E J : J No! of #$tended Hours
Bhuvnesh-MSW- ISS, Agra 1@
:.J0
Disablement (enefit under #&I 4ct 9,106 If an em$loee covered under .SI is
disabled due to an accident on dut he will get 4>? of wages 'a$$ro*") as long as the
disablement lasts 'In case of tem$orar disablement)"
In case of $ermanent disablement he will get $ension for life"
2R8@I&I8N& R#34'#D *8R>IN6 H87R& F8R 4D73' *8R>#R&
Section =1 6 Wee!l +ours 'Eot more than 3@ +r" in a wee!)
Section =5 6 Wee!l +olidas
Section =A 6 ;om$ensator +olidas
Section =3 6 (ail +ours '2 +r" in a da)
Section == 6 Interval for rest '+alf hour after = +r" wor!ing)
Section =B 6 S$read over '1>
1G
5

+r" )
Section =4 6 Eight shift
Section =@ 6 Prohibition of overla$$ing of shift
Section =2 6 .*tra Wages for overtime
Section B> 6 ,estriction on double em$loment
Section B1 6 ,estriction on double em$loment
: -ose$h 9uft and +arr Ingham develo$ed a framewor! to im$rove the effectiveness
of communication" Eame it?
Ans6 -ohari Window
What is <833#<'I@# (4R64ININ6?
;ollective bargaining is a negotiation between an em$loer or grou$ of em$loers and
a grou$ of wor!ing $eo$le to reach an agreement on wor!ing conditions
;ollective Bargaining is a $rocess of negotiation b collective action b a bod of
wor!ers regarding their terms and conditions of service such as wage leave, norms of
em$loment, gratuit, bonus and other benefits of the li!e nature"
In the Bargaining $rocess, the main actors are em$loees, em$loers and their
associations"
What is R#'R#N<H)#N'?
#he Industrial dis$ute Act 1234 defines retrenchment as6 #he termination b the
em$loer, of the service of the wor!man, for an reason, whatsoever, otherwise than as
a $unishment inflicted b wa of disci$linar action but does not include voluntar
Bhuvnesh-MSW- ISS, Agra 12
retirement, com$ulsor retirement of the wor!man on reaching the age of
su$erannuation or termination of service on the grounds of continued ill health"
What is the 2R8<#D7R# F8R R#'R#N<H)#N'?
Fnder the Act for the $ur$ose of the retrenchment it is re1uired that the wor!man must
have been em$loed for a $eriod of not less than twelve months and that during those
twelve months he had wor!ed for not less two hundred and fort das"
#he em$loer is re1uired to $re$are a list of all wor!man in the $articular categor
from which retrenchment is contem$lated, arranged according to the seniorit of
service in that categor" A co$ of the list shall be dis$laed on the notice board in a
cons$icuous $lace in the $remises of the establishment, at least seven das before the
actual date of retrenchment"
According to section 5=/ the following conditions are necessar for retrenchment6
#he wor!man must be a wor!man within the meaning of section 5's) of the Act"
#he wor!man should be em$loed in an establishment which is an industr
within meaning of section 5'&) of the Act"
#he wor!man should belong to a $articular categor of wor!man in the
industrial establishment"
#here should be no agreement contrar to the $rinci$al of M9ast come first go"N
Who wrote the seven habits of highl effective $eo$le?
Ans6 """"""""""""""""""""""""""""""""""""""""""
What is the difference between #raining and (evelo$ment?
#raining is s!ill focused
(evelo$ment is creating learning abilities
#raining is $resumed to have a formal education
(evelo$ment is not education de$endents
#raining needs de$end u$on lac! of deficienc in s!ills
(evelo$ment is voluntar
#raining is a narrower conce$t focused on &ob related s!ills
2RIN<I23# 8F N4'7R43 G7&'I<# D )! 4&>E
Bhuvnesh-MSW- ISS, Agra 5>
#he wor!er charged should be given an o$$ortunit to $resent witness of his
own choice on whom he relies"
#he wor!er should be given the right to cross e*amine the management
evidence"
Eo material should be used against the wor!er without giving him an
o$$ortunit to e*$lain"
#he evidence of management should be ta!en in the $resence of wor!er"
.n1uir against the wor!er should be fair and conducted b im$artial $erson"
#he $unishment awarded should not be out of the $ro$ortion to the misconduct
committed"
What is <H4R6# &H##'?
;harge sheet is a memorandum of charges!
Statement of allegations of misconductG omissionG negligence
Eo $articular format $rescribed for charge sheet in an labor enactment"
#he ob&ect is to give the em$loee e*act idea of the misconduct committed b him so
that he ma get reasonable o$$ortunit to defend"
*hat is personalit"=
Personalit is the dnamic organi%ation within the individual of that $scho$hsical
sstem that determines his uni1ue ad&ustment to his environment"
Personalit usuall refers to the distinctive $atterns of behavior 'Including thoughts and
emotions) that characteri%e each individualHs ada$tation to the situations of his or life"
Amendment to the Payment of Bonus Act, 196
#he cabinet in its meeting held on 8ctober 1, 5>>4 has a$$roved the amendments to the
$ament of Bonus Act, 12B=, which are as follows6-
1" Amendment to section 5'1A)6 #o raise the eligibilit limit of bonus from
the salar or wage of ,s" A=>>G- to ,s" 1>, >>> $er month"
5" Amendment to section 156 to raise the ceiling for calculation $ur$ose
from the salar or wage of ,s" 5=>>G- to ,s" A=>>G- $er month, and6
Bhuvnesh-MSW- ISS, Agra 51
A" (eletion of section A5'vi)6 #o cover the em$loees em$loed through
contractors on building o$erations"
What is the difference between ;harge sheet and Show cause Eotice?
;harge sheet is issued for acts of Misconduct b em$loees in Eon-su$ervisorG Eon-
Managerial ;adre whereas the $ractice is to issue a show cause or .*$lanation letter to
all in Eon-Wor!er ;adre" Both $ur$ort to be MShow ;ause EoticesN as!ing delin1uent
em$loee to e*$lain wh disci$linar Action under the standing 8rders should not be
ta!en for act of misconduct"
;harge-sheet is basicall a communication addressed to an em$loee, who has alleged
to have committed some misconduct, in relation to his em$loment, and it contains a
statement of allegations with com$lete details of the wrong-doingG misconduct alleged
against the em$loee" It calls u$on him to give his e*$lanation and show cause as to
wh a$$ro$riate $enal action should not be ta!en against him" Basicall, therefore,
there is not much difference in both the &argons" But in /ovt" Sector, there is a
$rescribed $rocedure for drafting in charge-sheet" Eormall, it contains a statement of
charges, im$utations of the misconduct on the basis of which the charges have been
framed, a list of witnesses and a list of documents, through whomG which, the charges
are $ro$osed to be established"
/enerall, the charge-sheet does not s$ea! about the $enalt to be awarded to the
em$loee, but onl states the allegations, which the em$loee ma acce$t or refute" If it
is acce$ted, then he liable for $enal action forthwith" If the e*$lanation is satisfactor,
the em$loer ma not $roceed further in the matter" +owever, in case he denies the
charges, the allegations need to be $roved against him for which a de$artmental en1uir
will be held" (uring the en1uir, the side which has made the allegations has to $rove it
and the receiving side can $ut u$ his or her defence" 8nce, the charges are $roved, the
em$loee ma be visited with $enal action
Show cause narrates the incidenceGmisconduct and re1uires the em$loee to e*$lain the
cause of the same" +e is not $ointed out to be the cause" Show cause therefore is at a
macro level"
;harge-sheet however is ver s$ecific" ;harges are categoricall leveled and shot
against the em$loee" +e is being as!ed to defend the charges"
#he disci$linar actions are usuall governed b Industrial .m$loment Standing
8rders Act, 123B,
what is the name of Ingham and luftVs model and theor which deals with
hidden and o$en areas of !nowledge about a $erson?
Ans6 """""""""""""""""""""""""""""""""""""""""""
Bhuvnesh-MSW- ISS, Agra 55
What is 8( Interventions?
#he term Intervention refers to a set of se1uenced, $lanned actions or events intended
to hel$ an organi%ation to increase its effectiveness" Interventions $ur$osel disru$t the
status 1uoUthe are deliberate attem$ts to change an organi%ation or sub-unit toward a
different and more effective state"
*hat is <ommunication?
It is a two wa $rocess of e*changing information and ideas from the sender to the
receiver with the message being understood as intended b the sender"
<ommunication 2rocess
0eedbac!
&ender6 #he communicator or sender is the $erson who is sending the message " #here are two
factors that will determine how effective the communicator will be " #he first is the
communicatorVs attitude " It must be $ositive" #he second factor is the communicatorVs selection
of meaningful smbols, or selecting the right smbols de$ending on our audience and the
right environment"
)essage 6 A communication in writing, in s$eech, or b signals
;hannel6 Messages are conveed through channels, with verbal including face to face
meetings, tele$hone and video conferencing6 and written including letters, emails, memos and
re$orts"
Receiver6 #he receiver is sim$l the $erson receiving the message, ma!ing sense of it, or
understanding and translating it into meaning
Bhuvnesh-MSW- ISS, Agra 5A
Sender Sender
Message Message

;hannel ;hannel
,eceiver ,eceiver
Feedbac% 6 0eedbac! is that reaction which can be a verbal or non-verbal reaction or res$onse"
ItVs the feedbac! that allows the communicator to ad&ust his message and be more effective"
Without feedbac!, there would be no wa of !nowing if meaning had been shared or if
understanding had ta!en $lace
#"pes of <ommunication
;ommunication is of three t$es6
1" <erbal
5" Eon-<erbal
A" Written
@erbal <ommunicationF ;ommunication done b wa of s$ea!ing or e*change of words is
called verbal communication"
Non @erbal <ommunication6 ;onveing Ideas or thoughts through signs, smbols, gestures
or facial e*$ressions are called non verbal communication"
*ritten <ommunicationF ;onveing facts, Ideas or thoughts in writing is called written
communication" 0or e*am$le6 9etters, Articles, Eotices and .-mails etc"
What is 8rganisation?
A consciousl coordinated social unit com$osed of two or more $eo$le that functions on a
relativel continious basis to achieve a common goal or set of goals"
MBWA 6 Management B Wal!ing About 'or Wandering Around)
8;.AE6
8 6 8$enness to .*$erience
;6 ;onscientiousness
.6 .*traversion G Introversion
A6 Agreeableness
E6 Eeuroticism
Howard 6ardners &even D8riginalE multiple intelligences!
1" 9inguistic 'Word T 9anguage)
5" 9ogical-Mathematical '9ogic and Eumbers)
A" Musical- 'Music - Sound - ,hthm)
3" Bodil P Linesthetic P 'Bod Movement ;ontrol)
=" S$atial P visual - 'Images T S$ace)
Bhuvnesh-MSW- ISS, Agra 53
B" Inter$ersonal P 8ther $eo$les feeling
4" Intra-Personal P Self Awareness

W6 What should the language of charge-sheet?
Ans6 9anguage which is ver commonl understood"
W6 ;an alternate terminolog be used while drafting charge-sheet?
Ans6 Eo
What is .SI Scheme?
.SI is an Integrated social securit Scheme tailored to $rovide social $rotection to wor!ers in
the organi%ed sector and their de$endents in contingencies, such as sic!ness, maternit or death
and disablement due to an em$loment in&ur or occu$ational disease" #he scheme tailored to
suit health insurance re1uirements of wor!ers $rovides full medical facilities to insured $ersons
and their (e$endants, as well as, cash benefits to com$ensate for loss of wages or earning
ca$acit in different contingencies"
What is a /rou$?
A grou$ is a collection of $eo$le who interact with one another, acce$t rights and obligations as
members and who share a common identit"
A grou$ includes6
0ormal social structure
0ace to face interaction
#wo or more $ersons
;ommon fate
Interde$endence
Self-definition as grou$ members
,ecognition b others
#here are two t$es of /rou$s6 0ormal and Informal
Formal 6roupF Wor! grou$s defined b the organi%ationHs structure that have designated
wor! assignments and tas!s"
A$$ro$riate behavior are defined b and directed toward organi%ational goals"
Bhuvnesh-MSW- ISS, Agra 5=
Informal 6roupsF /rou$s that are inde$endentl formed to meet the social needs of their
member"
&'46#& IN 6R872 D#@#382)#N'F
F8R)IN6 K &'8R)IN6 K N8R)IN6 K 2#RF8R)IN6 K 4DG87RNIN6
F (4RRI#R& '8 #FF#<'I@# <8))7NI<4'I8N
Filtering
A senderHs mani$ulation of information so that it will be seen more favorabl b the
receiver"
Selective Perception
Peo$le selectivel inter$ret what the see on the basis of their interests, bac!ground,
e*$erience, and attitudes"
Information Overload
A condition in which information inflow e*ceeds an individualHs $rocessing ca$acit"
Emotions
+ow a receiver feels at the time a message is received will influence how the message
is inter$reted"
Language
Words have different meanings to different $eo$le"
Communication Apprehension
Fndue tension and an*iet about oral communication, written communication, or both"
)<<3#334ND& 'H#8R5 8F N##D&
(avid Mc;lelland has develo$ed a theor on three t$es of motivating needs6
9! Need for 2ower
:! Need for 4ffiliation
;! Need for 4chievement
Basicall $eo$le for high need for $ower are inclined towards influence and control" #he li!e
to be at the center and are good orators" #he are demanding in nature, forceful in manners and
Bhuvnesh-MSW- ISS, Agra 5B
ambitious in life" #he can be motivated to $erform if the are given !e $ositions or $ower
$ositions"
In the second categor are the $eo$le who are social in nature" #he tr to affiliate themselves
with individuals and grou$s" #he are driven b love and faith" #he li!e to build a friendl
environment around themselves" Social recognition and affiliation with others $rovides them
motivation"
Peo$le in the third area are driven b the challenge of success and the fear of failure" #heir need
for achievement is moderate and the set for themselves moderatel difficult tas!s" #he are
analtical in nature and ta!e calculated ris!s" Such $eo$le are motivated to $erform when the
see at least some chances of success"
Mc;lelland observed that with the advancement in hierarch the need for $ower and
achievement increased rather than Affiliation" +e also observed that $eo$le who were at the
to$, later ceased to be motivated b this drives"
3#4D#R&HI2 'R4I'&F
Ambition and .nerg
#he desire to lead
+onest and integrit
Self-confidence
Intelligence
+igh-Self monitoring
-ob-relevant !nowledge
D#FINI'I8N&F
<8ND7<' 4ND )I&<8ND7<'
In $ersonal life, conduct means conventional rules of social behavior" #hese are also called
social eti1uettes that are normall unwritten codes of conduct"
.ti1uettes reflect our general u$bringing and grooming
8n the other hand, in $rofessional life the conduct means adherence to rules and regulations as
laid down b the com$an" As a definition, conduct means an orderl $erformance of wor!
through $ro$er com$liance with the rules and regulations as framed b the com$an"
DI&<I23IN#F Adherence to the rules of conduct is disci$line
)I&<8ND7<'
Breach of disci$line is called misconduct
In Sim$le words, misconduct means violation of an written rule of the com$an
DI&<I23IN4R5 4<'I8N
Bhuvnesh-MSW- ISS, Agra 54
#he $rocedure of correcting or $unishing associate whenever a written rule has been violated"
#he $rime $ur$ose of disci$linar action is to correct a $articular behavior"
(isci$linar actions normall follow a $rogressive $rocess"
Ste$s6
<erbal counseling
Written ;ounseling
Written re$rimand 'Warning)
0inal warning
Sus$ension
(ischarge or (ismissal
W6 What is meant b MBurden of ProofN?
A6 #o ta!e lead the evidence first
What is /rievance?
/rievance denotes an discontent or dissatisfaction, whether e*$ressed or not and whether
valid or not, arising out of anthing, connected with the com$an that an em$loee thin!s,
believes or even feels, is unfair, un&ust or ine1uitable"

Bhuvnesh-MSW- ISS, Agra 5@
'han% 5ou
Bhuvnesh-MSW- ISS, Agra 52
(huvnesh &ingh
)&*
*elfare officer
+,-.,/0+1-.
Bhuvnesh-MSW- ISS, Agra A>