BULLET QUESTIONS

The misconduct of an Employee was investigated by Company’s Vigilance Dept. and

misconduct is established. What are the subsequent procedures to be followed/ steps to
be taken-

 A charge-sheet will be framed leveling the charges and the same will be issued by the
Competent Authority to the Delinquent Employee along with memorandum, Article of
charges, Imputation of Charges, List of Management Witnesses and List of Documents.
In the same charge -sheet, the charged Employee will be advised to send his
representation within 30 days of receipt of the charge-memo.
 Not being satisfied with the representation of the Charged Employee, the CA will,
thereafter decide to initiate Inquiry proceedings and accordingly will appoint Inquiring
Authority and the Presenting Officer.
 After fixing the date of the Preliminary Hearing, the Inquiring Authority will issue
summon to the Charged Employee and the Presenting Officer.
 In the Preliminary hearing, the CE will be allowed to go for inspection of the listed
documents. If the CE wants copies of all listed documents, the same will have to be
provided to the Charged Employee by the Presenting Officer.
 The IO will ask the PO as well as the Charged Employee to introduce/bring any
additional document/defense documents/witnesses respectively, if yes, the name of the
Document to be spelt out specifying therein how the documents are related with the
Specific Charges as well as the other names and details.
 If IO satisfies about relevancy of additional document/defense documents, he will allow
the same. The IO will put question to CE whether he admits the charges or deny.
 The IO will advise CE to give name and other details of the Defense Assistant who will
defend the defense case.
 If the CE denies the charges, the regular hearings would be commenced and the IO will
issue summon to PO, CE with an advise to appear in the RH’s with Management
Witness/es as well as Defense Witness/Defense Assistant.
 In the regular hearing, “listed documents” exhibited by the PO will be marked.
Similarly, the defense documents submitted by the defense side will also be marked.
Management Witnesses will be examined by the PO and cross- examined by the DA of
the CE. IO may allow the PO to re-examine the MWs. After re-examination, the DA will
cross examine the MWs on the questions put by the PO. Management side will
thereafter, will be over.
  Defense case will commence when the DWs will be examined by the DA and cross -
examined by the PO. DWs can also be re-examined by the DA/cross examined (on re-
examination) by the PO.
 Finally, Inquiry proceedings will be concluded and the I O will advise P O to submit his
Written brief within 30 days time.
 On receipt of P O’s Written Brief, a copy of the same will be sent to the CE with an
advise to submit the Defense Brief within 30 days time.
 IO, thereafter, will submit his report to the CA on the strength of the depositions of the
witnesses/documents. Stating therein whether the Charges have been proved or not.
 The CA will finally will issue order to the CE imposing Penalty what he will think
appropriate.

2. Suggest Measures To Minimise Workplace Negativity

Every organization has some negative Neds and Nellies who do not like their jobs, bosses,
company and even think customers as worthless.
The best way to combat negativity is to keep it from occurring in the first place by providing
opportunities to people to make decisions about and /or influence their own job
Make opportunities available for people to express their opinion about work place policies
and procedures.
Treat people as adults with fairness and consistency by developing and publishing workplace
policies and procedures that organize work effectively
Do not create rules for all employees when just a few people are violating norms.
Help people feel like members of the in crowd with quick effective and constant
communication and providing the context for decisions.
Afford people the opportunity to grow and develop through training. Lateral moves,
promotion etc.
Provide appropriate leadership and strategic framework including mission, vision, values and
goals.
Provide appropriate rewards and recognition to make people feel that their contribution is
valued.
Hardcore. Persistent, baseless and unwarranted negativity may be dealt with by disciplinary
actions

3. Employees performance depends upon how well they are motivated-Explain?

Let us always think they are good people

Their opinions and views are welcomed and properly accommodated
They are publicly praised for every good work done
They are conveyed that they are the cause and source of ,in achieving the Organizational
goals and objectives
They are made to feel that they form part of the important decisions in the Organization
They are encouraged for their free and candid suggestions
They are conveyed every policy and strategic decisions taken at Corporate level
The Organization has a feeling for care and concern for them
 Employees are encouraged in their career development and advancement
Superiors periodically should coach and counsel for their overall development
( GR II / 1 )

4. HR interventions are needed for a dynamic and vibrant organization

An organization is judged and rated by the index of the quality of people it has
An Organization becomes vibrant and dynamic through prudent and well defined
HR policies
A comprehensive HR policy fulfilling their basic needs to self actualization
Motivate the people to a stage what they can do for the organization
An objective performance appraisal system with open assessment be brought in
A proud feeling of association with the organization be promoted amongst the
employees
Career development opportunities are made available and appreciated
Continuous succession planning be periodically reviewed
Right person at a right place –Philosophy should be the buzz word and belief
A transparent job description and profile is need of the hour
Training and retraining be promoted and recognized as an intervention for overall
development
Honesty is never a bad policy
( GR II / 3 )

5. You have been transferred and posted as the in charge of an office where office staff are
not inclined to accept any changes in the existing system and are difficult to work with.
How will you tackle the situation?

First focus on reasons which lead to opposition to any change

There is no gainsaying the fact that every individual has his own way of looking
at an issue
The moment any body comes out with any new idea or procedure it is, more often
than not, met with a degree of confrontation
Out right criticism of an existing system or mind set of people will definitely hurt
the sentiments of the officials concerned and will only aggravate the situation
At the initial stage there should be appreciation of the positives of the existing
system and the efforts put in by the officials
We can then tell them that considering their competence and efficiency, new
systems can be taken up as a challenge and thereby motivate them
Training should be imparted to some officials, wherever felt necessary, so that
confidence level goes up
We, as In-charge, have also to work diligently with the officials so that the spirit
of team-work and camaraderie becomes discernible
We, as In-charge, should not only have a participative approach but should also
be considerate vis-à-vis colleagues and sub ordinates
 Finally when objectives start getting met due credit ought to be given to the entire
team so that they continue their concerted efforts in the direction of change
with renewed vigor.

6. Abuses of Job Rotation Policy

Before 2000 the GIPSA companies allowed individuals to retire in one line and
one location
The individuals developed vested interests overriding organizational interest
In order to prevent this Job rotation policy was introduced
However, without succession planning the individuals continue to be
indispensable
Moreover, the present policy defines only stationed tenure and not Region or
Zone tenure
Thus the favored were accommodated within 30 kilometers and others shunted
300 Kms.
In the absence of rotation in line Management exposure and experience is limited
stunting individual and organizational growth.
Job rotation pre supposes identification of talent, Job profiling and succession
planning
It should also be based on station, regional and zonal tenure
This would help right distribution of Manpower and its optimal utilization

MANY SOURCES OF AUTHORITY – FOR MASTERING OTHER PEOPLE AT YOUR

WORKPLACE.

HIERARCHICAL: Power derived from position in management or organization structure.

INFORMATION: Information or Knowledge other does not posses.
EXPERTISE: possessing a particular skill set or range of experience.
REPUTATION: The power you acquire from your track record and past performance.
CHARISMA: The so called magic ingredients – personality, voice, appearance, energy,
warmth, presence etc.
POSITIONAL: Unique nature of role. Key position in a critical communication network.
COERCIVE: Power to punish and impose sanctions on others.

( GR IV / 10 )

8. Different Levels of Management & Functions

Top Level, Middle Level & Lower Management
Top-level managers require an extensive knowledge of management roles & skills
They have to be aware of external factors such as markets
They are responsible for strategic decisions
Their decisions are generally of long-term nature
Mid-level mangers have a specialized understanding of certain managerial tasks
They are responsible for and carrying out the decisions made by top-level Mgt.
 They are responsible for tactical decisions
Lower level management ensures that the decisions and plans taken by other two levels are
carried out
Lower level manager’s decisions are generally short term ones.

9. Key functions of Human Resource Management

Recruitment Strategy Planning
Hiring processes
Performance Evaluation and Management
Promotions
Redundancy
Industrial & Employees Relations
Record Keeping of all personal data
Compensations, pensions etc in liaison with payroll
Confidential advise to internal customers in relation to problem at work
Employees organizations relationship

10. Influencing factors on Employee engagement in productivity

Employee perceptions of job importance.
Employee clarity of job expectations
Career advancement/improvement opportunities
Regular feedback and dialogue with superiors.
Quality of working relationships with peers
Quality of working relationships with superiors
Quality of working relationships with subordinates.
Perceptions of the ethos and values of the organization.
Effective Internal Employee Communications

11. Areas of Workforce Management

Payroll & Benefits
H R Administration
Time & Attendance
Career & Succession Planning
Talent Management
Applicant Tracking
Learning Management
Training Management
Performance Management
Forecasting & Scheduling

12. Job rotation in Senior Management & Lower Management Levels

 An individual is moved through a schedule of assignments
 Designed to give him or her breadth of exposure to the entire operation.
Senior management levels, job rotation - frequently referred to as management rotation
Tightly linked with Succession Planning
 Developing a pool of people capable of stepping into an existing job
Goal is to provide learning experiences
Facilitate changes in thinking
Perspective equivalent to the "horizon" of the level of the succession planning.
Lower management levels job rotation has normally promotability
Otherwise for skill enhancement

13. Sexual Harassment – Types of Harassment

Power-player
Mother/Father Figure
One-of-the-Gang
Serial Harasser
Opportunist
Pest
Bully
Great Gallant
Confidante
Situational Harasser

14. Bureaucratic Organisation is governed by the following principles

Official business is conducted on a continuous basis
Official business is conducted with strict accordance to the rules
The duty of each official to do certain types of work is delimited in terms of impersonal
criteria
The official is given the authority necessary to carry out his assigned functions
The means of coercion at his disposal are strictly limited and conditions of their use
strictly defined
Every official's responsibilities and authority are part of a vertical hierarchy of authority,
with respective rights of supervision and appeal
Officials do not own the resources necessary for the performance of their assigned
functions but are accountable for their use of these resources
Official and private business and income are strictly separated
Offices cannot be appropriated by their incumbents (inherited, sold, etc.)
Official business is conducted on the basis of written documents

15. Consciences Decision Making Process - Structure

Discussion of the item
Formation of a proposal
Call for consensus
Identification of concerns
Addressing of concerns
Modification of the proposal
Arrive at consensus
16. All the PSU insurers have specific H R policies and these are brought to the notice of
the employees in the form of circulars/manuals. Some of the areas covered in these manuals
are
Formation of the organization
Acts governing the Organization
Organization Structure and functions
Recruitment procedures for various classes of employees
Pay & allowances of employees
Working Hours and leave rules
Employees Benefits
Employees welfare provisions
Employees career planning policies
Performance Appraisal System

17. Performance Appraisal Methods & Uses

Performance Appraisal is inevitable , universal & structured system is used to judge the
work performance
Modern Appraisal System helps to determine reward outcomes and also poor performers
Ideal system may not be possible, near perfection possible
Setting up key performance areas and proposed achievement at the beginning of the
period
Review of the areas of Key performance at the end of the period
Reasons for achievement /short fall analyzed
Motivation & Satisfaction ,if the system is transparent
Training and Development system improves
Recognition of skills and redeployment of employees

18. Cordial work environment, if appraiser and appraisee have common goals and target
achievements. Employee’s performance depends upon how well they are motivated-
Explain?
Let us always think they are good people
Their opinions and views are welcomed and properly accommodated
They are publicly praised for every good work done
They are conveyed that they are the cause and source of ,in achieving the Organizational
goals and objectives
They are made to feel that they form part of the important decisions in the Organization
They are encouraged for their free and candid suggestions
They are conveyed every policy and strategic decisions taken at Corporate level
The Organization has a feeling for care and concern for them
Employees are encouraged in their career development and advancement

19. HR interventions are needed for a dynamic and vibrant organization. Explain
An organization is judged and rated by the index of the quality of people it has
 An Organization becomes vibrant and dynamic through prudent and well defined HR
policies
A comprehensive HR policy fulfilling their basic needs to self actualization
Motivate the people to a stage what they can do for the organization
An objective performance appraisal system with open assessment be brought in
A proud feeling of association with the organization be promoted amongst the employees
Career development opportunities are made available and appreciated
Continuous succession planning be periodically reviewed
Right person at a right place –Philosophy should be the buzz word and belief
A transparent job description and profile is need of the hour
Training and retraining be promoted and recognized as an intervention for overall
development
Honesty is never a bad policy
Superiors periodically should coach and counsel for their overall development

BULLET UNANSWERED QUESTIONS

If the Unions of a company join hands and give notice of “Work to Rule” on various issues
pending for management’s attention, discuss the best possible solution for this crisis
and the immediate steps to be taken to diffuse the crisis.

What steps would you suggest to improve the working atmosphere at office?

Why is it necessary for public sector general insurance companies to be subjected to the
following audits
CAG Audit
Statutory Audit
Internal Audit

Discuss the role of the vigilance in Public sector general insurance companies
If the unions of a company join hands and give “notice” of “work of rule” on various issues
pending for management’s attention , discuss the best possible solution for this crisis and
the immediate steps to be taken to diffuse the crisis.

What steps would you suggest to improve the working atmosphere at office

What steps should the company take to adopt a contemporary HRM framework to mange its
workforce more efficiently

What are the areas for skill mapping or creating a resourceful skill inventory

Elucidate the key parameters for performance measuring

Detail the necessary steps for collaboration, team work and relationship building in the
working environment
 Elucidate how to enhance verbal and non-verbal communication at work

Define steps for a middle level line manager for internal crisis management

Types of skill enhancement training that could be given to junior and senior managers for
role development in our industry

Give salient points on workforce planning for a general insurance company

How do we map the workforce for effective succession and career planning

Mention strategic importance of rewards and incentives to achieve corporate goals

Ideal leadership qualities of a senior manager in the present work environment

Give 10 types of authorized absence of duty ( special causes)

Name at least 10 types of allowances payable to employees ( all classes)

Give exclusions to the Medical Benefit Scheme for employees

List the payable benefits under the different tables of the Group Mediclaim policy

HRD / Vigilance Model Questions

1. As per Leave Rules, two types of leave from amongst the following cannot be
availed in conjunction
a. Earned leave with Casual leave
b. Earned leave with Sick leave
c. Casual leave with Sick leave
d. Quarantine leave with Sick leave

2. As per LTS rules for officers in Scale IV, where the entitlement is by air and the
employee has traveled partly by air and partly by rail in AC Ist class total travel not
exceeding 1900 kms, what will be the basis of reimbursement
a. Full reimbursement by air for 1900 Kms
b. Full reimbursement by rail AC II tier fare for 1900 Kms
c. Full reimbursement by rail AC Ist Class fare for 1900 Kms
d. Prorata reimbursement by air on actuals and balance on AC II tier basis for
rail journey.

3. If the services of a person who has opted for pension, is terminated by way of
imposing a major penalty, which of the following benefits are not payable?
a. Provident Fund
b. Voluntary Provident Fund
c. Pension
d. None of the above

4. Qualification pay is granted for the following qualifications in case of supervisory

and clerical staff
a. A.I.I.I.
b. F.I.I.I.
c. M.B.A
d. All of the above

5. Hill Station Allowance is payable for the cities having mean sea level above
a. 1000 mts
b. 1200 mts
c. 1500 mts
d. 2000 mts

6. In Encashment of earned leave, which of the following allowance is not paid

a. Basic Pay
b. Dearness Allowance
c. HRA
d. Conveyance Allowance

7. Which of the following does not constitute misconduct under CDA rules?
 a. Sleeping in office during office hours
b. Taking bribes
c. Accepting gifts valued Rs. 250/- at a time.
d. Accepting a watch valued at Rs. 1000/-

8. Which of the following does not constitute a major penalty under CDA rules?
a. Termination from service
b. Withholding of one increment permanently
c. Withholding of one increment for 2 years
d. Compulsory Retirement

9. Which one of the following is not a minor penalty under CDA rules?
a. Censure
b. Withholding one increment for 6 months
c. Reduction in time scale
d. Recovery of pecuniary loss caused to company from salary

10. Dismissal from services order can be issued by

a. Officer in charge
b. Competent Authority for imposing major penalty
c. Appellate Authority
d. The Appointing Authority

11. Leased Accommodation for a Scale III officer in Metro cities is allowed upto
a. 2000
b. 3000
c. 4000
d. ……… (Answer to be filled)

12. An employee under suspension is entitled to

a. Living allowance
b. Subsistence Allowance
c. Dearness Allowance
d. Family Allowance

13. Briefcase allowance is made for officers once after a period of

a. 2 years
b. 3 years
c. 4 years
d. 5 years

14. Uniform is provided to

 a. Sweeper and sub staff
b. Clerical employees
c. Part-time sweepers
d. Casual Labourers

15. Which of the following does not constitute misconduct under CDA rules?
a. Habitual late or irregular attendance
b. Absence from employee’s appointed place of work without permission or
sufficient cause.
c. Commission of any act amounting to criminal offence involving moral turpitude
d. Absence from duty for one day without permission.

16. General Insurance (conduct, discipline & appeal) rules were frame in which year.
a. 1973
b. 1975
c. 1976
d. 1978

17. CDA Rules are not applicable to

a. Class I officers
b. Class III & IV Employees
c. Class I Officers on deputation from Govt. Sector
d. P.T.S.

18. Which of the following Act of Omission & Commission shall not be treated as
misconduct?
a. Taking/ Giving bribes
b. Sleeping on duty
c. Gambling within office
d. Occasional late attendance

19. An employee may be suspended under the following circumstances except

a. Contemplating Disciplinary Proceeding
b. Criminal offence under investigation/ ___
c. Detained in custody for more than 48 hours
d. Smoking in office premises

20. The following are treated as Minor Penalties except

a. Suspension from duty
b. Censure
c. Withholding one or more increments for a specified period
d. Recovery from pay the pecuniary loss to the company

21. Leave rules permit leave on following grounds, except one

a. C.L.
 b. E.L.
c. S.L.
d. Paternity leave

22. Special leave is

a. Home Guard duties
b. Appearing in Ins. Institute Exams
c. Trade Union Activities
d. All three above

23. Casual Leave admissibility per Annum is

15 days
22 ½ days
12 days
10 days

24. Accrual of one day Earned Leave is based on duties spent on

a. 10 days
b. 15 days
c. 11 days
d. 14 ½ days

25. Types of leave which can’t be given in conjunction with

C.L. & Exam
E.L. & S.L.
E.L. & Quarantine
C.L. & S.L.

26. Leave Travel Subsidy can be availed for a block of

a. One year
b. Three years
c. Four year
d. Two years

27. LTS for Class I Officers can be granted for a block of two years on
a. Even to odd years
b. Odd to even years
c. Both are correct
d. Both are incorrect

28. LTS for Class III & IV employees can be granted for a block of two years on
a. Even to odd years
b. Odd to even years
e. Both are correct
c. Both are incorrect
29. Encashment of E.L. for officers can be granted for 15 days once in a block of two years
a. Even to odd years
b. Odd to even years
c. Both are correct
d. Both are incorrect

30. D.H.A. permissible under T.E. rules for a period less than six hours is
a. 30%
b. 40%
c. 60%
d. 20%

31. C.V.C. guidelines stipulate Bids for acquiring office premises on lease/ purchase as
under:
a. Technical Bid
b. Financial Bid
c. Preliminary Scrutiny
d. Both (a) & (b)

32. Carpet area prescribed for Divisional office is

a. 3000 sq. ft. + 10%
b. 2500 sq. ft. + 10%
c. 3500 sq. ft. + 10%
d. 2000 sq. ft. + 10%

33. Carpet area prescribed for Branch office is

a. 1000 sq. ft. + 10% Addl
b. 1500 sq. ft. + 10%
c. 850 sq. ft. + 10%
d. 1200 sq. ft. + 10%

34. Regional office premises committee constitution requires the following minimum
members to complete the quorum
a. Officer from Estate Dept., officer from A/cs Dept., officer from Technical Dept.
b. Officer from Estate Dept., officer from IA & ID Dept., officer from Technical
Dept.
c. Officer from A/cs Dept., officer from Technical Dept., officer from Personnel
Dept.
d. All the above three options

35. For a work/ purchase valued at more Rs. 2 lacs can be done by calling
a. 5 quotations
b. 3 quotations
c. Sealed tenders
d. Open tenders
36. Officers on transfer are permitted to have residential accommodation except
a. Company owned accommodation
b. Company leased accommodation
c. Self leased accommodation
d. Employee’s own property on self leasing

37. Purchase of briefcase to officers is reimbursed on the expiry of

2 years
3 years
4 years
5 years

38. In the following sequence for acquiring company property, tick the odd choice
a. Agreement for sale
b. Sale deed
c. Mutation
d. Registration of property

39. Domestic enquiry under vigilance comprises of all except one

Preliminary learning
Regular learning
Defense proceedings
Enquiry by CBI

SELF ASSESMENT QUESTIONS

1. Source and Designation of CVOS in PSU Insurance Companies are
a) From Ministry and equivalent to DGM
b) From LIC and equivalent to GM
c) From other PSU Insurance Companies and equivalent to DGM
d) From the same company

2. Vigilance department works in close * with

a) Institute of Chartered Accountants of India
b) Central Vigilance Commission
c) Central Bureau of Investigation
d) Ministry of Finance and Economic Affairs

3. CDA Rules of General Insurance stands for

a) Central Department of Appraisal Rules
b) Character Discipline * Rules
c) Conduct Discipline Approval Rules
d) Confidential Departmental * Rules

4. Officer depending on behalf of the company in department enquiry is

a) Presiding officer
b) Enquiry officer
c) Defending officer
d) Defaulting officer

5. In departmental enquiry and after major penalty is imposed, the defaulting officer may
go for memorial to
a) TG overseeing GM
b) CVO
c) CMD of the company
d) President of India

6. A suspended employee is eligible for * allow maximum up to what percentage of his

salary
a) 25%
b) 50%
c) 75%
d) 100%

7. Casual leaves cannot be tagged up with

a) Holidays
b) Privileged Leaves
c) Sick Leaves
d) Examination Leaves

8. Maximum how may days CLs can be taken at a time.

a) 4
 b) 5
c) 6
d) 7

9. Who is not free from CDA rules in our company

a) CMD
b) GM
c) Non Executive Director
d)

10. For which benefit it is * to take leave

a) Leave travel subsidy
b) Leave encashment
c) Transfer benefit
d) Hospitalization Expenses Reimbursement

11. If one employee is having only 25 days of PL in his account. Maximum how many
days leave encashment he can avail
a) 20
b) 15
c) 10
d) Nil

12. Under Preventing Corruption Act, a servant can be prosecuted for

a) Wrongful gain
b) Misappropriation
c) Wrongful loss to
d) All of the above

13. Perquisite Tax is not applicable in

a) Reimbursement of fuel for the use of vehicle on company’s loan
b) on a leased accommodation
c) Subsidized housing loans
d) Leave travel subsidy

14. If one employee received a gift item, above what price of the gift he is required to
intimate company
a) Rs. 500/-
b) Rs. 1500/-
c) Rs. 2500/-
d) Rs. 5000/-

15. On promotion to which cadre one officer will be on probation

a) AM
 b) Dy. Manager
c) Manager
d) CMD

16. In which cadre delegation of formal authority is not required

a) Manager
b) Dy. Manager
c) AM
d) Vigilance Officer

17. For suspending an employee which condition is to be fulfilled

a) He is charge sheeted by company
b) He is arrested by police
c) He is under * for more than 48 hours
d) He is convicted by a Court

18. Which cadre is outside the purview of Transfer of Morbidity Policy

a) AM
b) Dy. Manager
c) Manager
d) CM

19. For entitlement to avail retirement pension minimum how many years service has to be
completed
a) 10 years
b) 15 years
c) 20 years
d) 25 years

20. For entitlement of benefit of Gratuity minimum how many years of service has to be
completed
a) 10 years
b) 15 years
c) 20 years
d) 30 years

21. Maximum how many days PL can be encashed at the time of retirement
a) 6 months
b) 8 months
c) 10 months
d) No limit

22. Notional extension of service for compensation of pension for VRS optees under
Pension Schemes
a) 5 years
 b) Maximum 5 years
c) Maximum 7 years
d) 10 years

23. Which of there is not a minor penalty

a) Sensor
b) With holding one or more increment for a specified period
c) With holding one or more increment permanently
d) Recovering from pay or the amount as may be due to him of the while or part of
precautionary loss caused.

24. Which one of the following cities, does not fall under the category A for travel rules
a) Mumbai
b) New Delhi
c) Bangalore
d) Patna

25. Which * is not a dependent on the employee for the consideration of Leave Travel
Subsidy
a) Son below 18 years
b) Father above 60 years earns below Rs. 1000/-
c) Daughter unmarried
d) Widowed sister

HR PERSONNEL AND VIGILANCE TRADE QUESTIONS

1. Which is correct sequence as per CDA Rules?

 a. Investigation-Domestic Enquiry-Charge Sheet-Office order
b. Investigation- Charge Sheet-Domestic Enquiry-order
c. Domestic Enquiry- Investigation- order-Charge Sheet
d. Domestic Enquiry-Charge Sheet- Investigation-order

2. Penalties for leakage of confidential electronic data of clients without the knowledge of the
insured (by employees or otherwise) can be made a subject matter of insurance under
a. Electronic Equipments policy
b. Errors and omissions policy
c. Cyber liability insurance policy
d. Directors and officers liability policy

3. What action is appropriate in respect of an employee going abroad with sanctioned EL for 90
days, thereafter staying there itself, and not returned?
a. To wait till his arrival, take leave application and ratify the leave
b. To recall him by issuing letters, telegram to his last known address.
c. To issue him show cause notice to his last known address and wait for reply
d. Issue show cause notice, initiate enquiry proceeding as per CDA rules and terminate him
from the services.

4. What procedure is to be followed for acquiring office premises on rent as per CVC
Guidelines?
a. Advertisement in the news paper
b. Placing the advertisement on the website of the company
c. Putting the advertisement on the notice board of the company
d. All the above

5. An employee placed under suspension will not get subsistence allowance as mentioned below,
under any circumstances
a. 25%
b. 50%
c. 75%
d. None of the above

6. What is not taken into consideration while calculating the subsistence allowance?
a. CCA
b. HRA
c. Hill Station Allowance
d. None of the above

7. Statement I – Major penalty may be imposed on an employee against whom a major penalty
charge sheet has been issued.
Statement II – Minor penalty may be imposed on an employee against whom a minor penalty
charge sheet has been issued.
Statement III – Minor penalty may be imposed on an employee against whom a major penalty
charge sheet has been issued
Statement IV – Major penalty may be imposed on an employee against whom a minor penalty
charge sheet has been issued

Encircle the most appropriate option

a. Only statements I,II,III are correct
b. Only statements I & II are correct
c. Only statements II, III, IV are correct
d. All statements are correct

8. An assistant can be placed under suspension by

a. Head of the department
b. Disciplinary Authority
c. Appointing Authority
d. All the above

9. The authority competent to impose the penalty of “reduction to a lower service”

a. Will always be competent to impose the penalty of “removal from service”
b. Will always be competent to impose the penalty of “Dismissal”
c. Both a & b
d. Neither A nor B

10. Statement I – In case a domestic enquiry is instituted against an employee, the competent
authority may himself conduct the inquiry proceedings
Statement II – In case a domestic enquiry is instituted against an employee, the Inquiry officer
may conduct the enquiry proceedings
a. Only statement I is correct
b. Only statement II is correct
c. Both the statements are correct
d. Both the statements are incorrect

11. Which is the most appropriate in respect of cases pertaining to public sector general
insurance companies?
Only an officer of the insurance company can conduct domestic enquiry proceedings
A public servant may conduct domestic enquiry proceedings
Only a Central Government Officer can conduct domestic enquiry proceedings
None of the above

12. As per general insurance employees’ pension scheme, no departmental proceedings, if not
initiated while the employee was in service, shall be instituted in respect of a cause of action
which arose or in respect of an event which took place more than ___________ before such
institution
a. One year
 b. Two years
c. Three years
d. Four years

13. In case CBI seeks sanction for prosecution of an employee of a public sector general
insurance company and the competent authority does not intend to accord sanction, which would
be the most appropriate option
a. CBI would initiate action against the Competent Authority
b. The CVO of the company will resolve the dispute between the CBI and the Competent
Authority by taking final decision regarding the course of action
c. The matter will be reported to CVC and the competent authority will take further action
after considering CVC’s advice
d. None of the above

14. Chief Technical Examiner’s Organization functions under the administrative control of
a. CPWD
b. GIPSA
c. IRDA
d. CVC

15. Human Resource Management does not include

a. Job analysis
b. Planning labor needs and recruiting suitable candidates
c. orienting and training new employees
d. managing wages and salaries

16. HR Management practices are followed by managers because they don’t want
1. To hire the wrong person for the job
2. To experience high turnover on costing
3. To find employees not doing their best
4. To allow lack of training to undermine the Organization’s effectiveness

a. Only 1 & 2
b. Only 3&4
c. All are wrong
d. All are correct

17. Many successful organizations do use HR practices to help employees become more
productive. These practices include:
1. leadership training
2. technical training
3. mentoring programs
4. career workshops
 a. only 1 & 2
b. Only 3&4
c. All are wrong
d. All are correct

18. Pick out the right statement

1. HR Manager are generally staff managers
2. The managers for production and sales are generally line managers
3. HR managers have no authority and responsibility for advising the production managers in
areas such as recruiting, hiring and compensation
4. Managers may move from line to staff positions and back over the course of their careers
a. All are correct
b. Only 3 are incorrect
c. All are incorrect
d. Only 1 & 4 are correct

19. Which one of the following is inappropriate for any big, progressive, growing HR proactive
organization?
a. People and product oriented systems
b. Organization creating value for shareholders
c. Organization creating wealth for Board of Directors
d. Designations/Job title based on Hierarchy rather than function of position

20. Which of the following is not a characteristic feature of an effective manager in a MNC
a. Courage, Solid nerves and capacity to handle stress
b. Ability to learn, open mindedness
c. National experience and understanding of markets
d. The way the organization treats its employees

21. Which of the following is appropriate response for secret of success of a business
organization?
a. The profit made by the organization
b. Efficiency and Effectiveness with which business is being run
c. The way recruitment is carried out in an organization
d. The way the organization treats its employees

22. Executive turn over is increasing at a higher rate than the sales turn over. Which one of the
following is not a relevant reasons
a. Better prospects
b. Bad Boss
c. Organization Climate
d. Health grounds
23. Choose the type of leave not available to PSU General Insurance employees
a. Restricted Holiday
b. Half day casual leave
c. Trekking leave
d. Study leave

24. Which one of the following is correct in respect of special sick leave due to major sickness
a. 90 days in the entire period of service
b. 120 days in the entire period of service
c. 240 days in the entire period of service
d. None of the above

KEY – HR & Vigilance Model Qs

1. A
2. D
3. C
4. D
5. A
6. D
 7. C
8. C
9. C
10. D
11. D
12. B
13. B
14. A
15. D
16. B
17. C
18. D
19. D
20. A
21. D
22. D
23. C
24. C
25. D
26. D
27. B
28. A
29. A
30. A
31. D
32. D
33. A
34. B
35. C
36. D
37. B
38. C
39. D

KEY - HR PERSONNEL AND VIGILANCE TRADE QUESTIONS

1B
2C
3D
4D
5D
6D
7A
8D
9D
10 C
11 B
12 D
13 C
14 D
15 C
16 D
17 D
18 B
19 C
20 D
21 D
22 D
23 B
24 D