ADMINISTRATION MANAGEMENT

ORIGIN AND CONCEPT OF ADMINISTRATION

Latin Word
‘ad’ and ‘ministiare’ – to Serve

Operations Management – Plant, Machinery, Material, Output

Sales Management – Turnover, Profitability, Pricing, etc.

Supply Chain Management – Delivery Time, Freight Management,

Transport Cost, etc.

Human Resource Management – Recruitment, Separations, Relations,

Engagement, etc.

Administration – Looking after people / Management of Affairs

Like – Security, Facility, Vendor, Statutory Compliances, Events,

Attendance, Safety, etc.
 SECURITY MANAGEMENT

Identification of Organization’s assets (including information assets) followed by the

development, documentation and implementation of policies and procedures for
protecting these assets.

- Private Security - Security of Personnel, Property and Information.

- Provide a safe and Secured environment to the company and it’s employees to
carry out their duties.
 SECURITY SYSTEM

Four Pillars –

1. Prevention
2. Detection
3. Interferences
4. Delay
 FUNCTIONS / DUTIES OF SECURITY

Duties

Gate Duties

Reception Duties

Material Handling

Patrolling

Control Room Duties

 FUNCTIONS / DUTIES OF SECURITY

Gate Duties Reception Duties Material Handling

- All equipment are

- All equipment are - All equipment are
operational
operational operational
- All Visitors enter all
- All documentation are - All documentation are
particulars in visitor
available available and timely
book.
- Stop vehicle at entry completed
- Ensure badges and visitor
and exit - Ensure all materials are
slips issued after
- Search vehicle at entry as per Purchase Order,
checking with visitor
and exit Challan, Invoice with
officer.
- Search people entry Gate Pass returnable /
- Completion of
and exit non-returnable.
documents
- Record all incidents of - Check Authentication of
- Ensure visitor is following
stop and search Authorized person.
rules and regulations –
- Completion of - Maintain Register
Use of cell phone,
documents Appropriately.
cameras, laptops
 FUNCTIONS / DUTIES OF SECURITY
Patrolling
A. Mobile Patrolling
- Number of Points to be
agreed.
- Number of Visits to be
agreed.
B. Static Assignment Patrolling
- Alertness, Interest and
thoroughness are essential
qualities
Patrolling Tracking System
Control Room
- Monitoring of guards,
patrolmen and mobile
supervisory staff.
- Strict observations of rules
for proper documentation
and communication
procedures.
- Recording all appropriate
routine and emergency
matters to enable
management to deal quickly
and efficiently.
- Maintaining register of all
keys used in facility.
- Proper surveillance through
CCTV.
 PSARA ACT 2005
PSARA – Private Security Agencies (Regulation) Act, 2005.
https://youtu.be/s_bvCYwXR-U

PURPOSE – To regulate functioning of Private Security Agencies.

https://psara.gov.in/
 PSARA ACT 2005

Definitions –
- Private Security : Security provided by a person, other than public servant, to protect or
guard any person or property or both and includes provision of armored car service.

- Private Security Agencies : Is a person or body of persons other than a government

agency, department or organization engaged in the business of providing private security
services including training to private security guards or their supervisor or providing
private security guards to any industrial or business undertaking or a cokpany or any
other person or property.

- Private Security Guard : A person who provides private security with or without arms to
another person or property or both and includes a supervisor.
 PSARA ACT 2005

Eligibility for Private Security Guard–

- To be the citizen of India or citizen of such other country.
- 18 years of age must be completed.
- Who has satisfied the agency about his/her character.
- Completed prescribed security training.
- Fulfills such physical standards as may be required.
- Fulfills all such other conditions as may be required for his eligibility criteria.
 PSARA ACT 2005
Duties of Private Security Guard–
- Provide security to another person, property or organizations.
- Notify violation of any law or Rules to his supervisor.
- To render necessary assistance to the police in the process of any investigation
- Not to divulge to anyone other than the employer any information acquired by him
during his employment with respect to the work.

Conditions for Private Security Guard–

- A register to be maintain
- In register name, address and ID proof of the persons managed by the security
guard
- Issue photo identity card
- Controlling authority should frame the training syllabus required for private
security guard
- Training shall be for minimum period of 100 hours of classroom training and 60
hours of field training.
 PSARA ACT 2005
License Eligibility Non-Eligibility for License
Convicted of an offence in connection with promotion, formation
or management of a company including undischarged insolvent.
Convicted by a competent court for an offence; prescribed
punishment of which is imprisonment of not less than two years.
Keeping links with any organization or association which is banned
under any law on account of their activities which pose threat to
national security or public order or there is information about such
a person indulging in activities which are prejudicial to national
After due verification of antecedents security or public order.
Dismissed or removed from Government service on grounds of
misconduct or moral turpitude.
Renewal of License:
- Application to the controlling authority not less than 45
days before the date of expiry of the period of validity.
- Controlling authority shall pass an order on application
for renewal within 30 days from date of receipt of
application.
- Post enquires either renew or refuse to renew.
 PSARA ACT 2005

Conditions for Commencement of Operations:

- Operations to be commence within Six months of obtaining license

- Training and Skills to be imparted to guards and supervisors as prescribed.

- Person carrying business of security agency before commencing this Act

should provide prescribed training to guards and supervisors within period
of one year from date of such commencement.

- Agency shall employ prescribed number of supervisors within 60 days from

the date of issue of the license.

- Private agency shall not employ a person as a supervisor unless he fulfills the
conditions

- For appointment of supervisors – preference to be given for a person who

has served in Armed forces or State Police or Home Guards for a period of
not less than 3 years.
 PSARA ACT 2005

Cancellation And Suspension of License:

- License obtained on misrepresentation or suppression of material facts
- Holder has used false documents or photographs.
- Holder has violated the provision of the Act or rules there under
- Holder has misused the information obtained
- Represent private security agency is an instrumentality of the Government
or such agency OR has been using a name different from that for which
license has been granted.
- Holder is or has been impersonating or permitting or aiding or abetting
anybody to impersonate as a public servant.
- If failed to commence its activities or to engage a supervisor within the
specified time period
- Willfully failed or refused to render the services agreed to any person
- Holder has done any act which is in violation of court order or an order of a
lawful authority or is or has been advising, encouraging or assisting any
person to violate any such order
- Violation of the provisions of the Act given in schedule and which may be
modified by Central Government by notification in official gazette.
 PSARA ACT 2005
Cancellation And Suspension of License:
- Guilty of gross negligence in not providing such security.

- Breach of trust or misappropriated the property or part thereof which they

were supposed to protect.

- Habitually drunk or undisciplined

- Involved in committing crimes

- Crime against the person or property placed under the charge.

- Poses a threat to national security or did not aid the police or other
authority in the discharge of its duties or acted in manner prejudicial to
national security or public order or law and order.

- Stop Work notice to be issued for not exceeding 30 days with show - Principles of Natural Justice to be followed.
cause for why license can not be cancelled? A. Doctrine of Bias –
- Holder to reply within 15 days post receipt of show cause. B. Audi alterem pattern - To Hear the Other Side
C. Speaking Order or reasoned decision.
 POSH ACT 2013
Prevention of Sexual Harassment of Women at Workplace Act 2013

• History / Need of POSH

• POSH Act 2013
• What is Sexual Harassment?
• Intent v/s Impact
• Different Scenarios
• What Behaviours Are / Are Not POSH
• How to file a case?
• Expectations - DO’s & Don’ts

• The most common misconception of Sexual Harassment is

that the woman is always the aggrieved person.
• POSH Law is for women, but organizational policies are
gender neutral & are applicable to everyone.
 HISTORY

• Bhanwari Devi, a rural level change agent - engaged by the state of

Rajasthan - to work towards the prevention of the practice of child
marriages

• As part of her work - prevented the marriage of a nine-month-old girl in

the community

• Her work met with resentment and attracted harassment from men

• She reported to local authority, but no action was taken

• She was subsequently gang raped by those very men

Revealed the ever-present sexual harm to which millions of working

women are exposed across the country

Shows the extent to which that harm can escalate if nothing is done
to check sexually offensive behaviour in the workplace
 HISTORY

• A Public Interest Litigation (PIL) was filed by Vishaka (NGO) against the State of
Rajasthan and Union of India before the Supreme Court of India

• In a landmark judgment, Vishaka vs. State of Rajasthan (1997), the Supreme Court
of India created legally binding guidelines – Vishakha Guidelines

• Based it on the right to equality and dignity accorded under the Indian Constitution
as well as by CEDAW.

• It included:

✓ A definition of sexual harassment

✓ Shifting accountability from individuals to institutions

✓ Prioritizing prevention

✓ Provision of an innovative redress mechanism

 WHAT IS SEXUAL HARASSMENT?

Sexual harassment would mean and include any one or more of the
following unwelcome acts or behavior (whether directly or by implication)
namely:
i. Physical contact and advances; or

ii. A demand or request for sexual favors; or

iii. Making sexually colored remarks; or

iv. Showing pornography; or

v. Any other unwelcome physical, verbal or non-verbal conduct of sexual

nature;
 WHAT IS SEXUAL HARASSMENT?

The following circumstances, among other circumstances, if present

in any act or behavior of sexual harassment may amount to sexual
harassment:
i. Implied or explicit promise of preferential treatment in her employment; or
ii. Implied or explicit threat of detrimental treatment in her employment; or
iii. Implied or explicit threat about her present or future employment status; or
iv. Interference with her work or creating an intimidating or offensive or hostile work
environment for her; or
v. Humiliating treatment likely to affect her health or safety.
 WHO ALL ARE COVERED?

The right of all women working or visiting any workplace whether in the capacity of regular, temporary,
adhoc, or daily wages basis is protected under the Act.

All women whether engaged directly or through an agent including a contractor, with or without the
knowledge of the principal employer.

May be working for remuneration, on a voluntary basis or otherwise, could be a co-worker, a domestic
worker, a contract worker, probationer, trainee, apprentice OR could be working in a dwelling place or
house.
 INGREDIENTS OF A POSH CASE

W
OMEN
RONGFUL ACT OF SEXUAL NATURE
ORKPLACE
ORKING RELATIONSHIP

The act states that for any incident to qualify as a sexual harassment it should involve a women, it should be a
wrongful act of sexual nature and it should be done at workplace
 INTENT VS IMPACT

It is the Impact and not the Intent that Matters

Workplace Sexual Harassment is sexual , unwelcome and

the experience is subjective

It almost always occurs in matrix of power

IMPACT IS WELCOME OR UNWELCOMED?

UNWELCOME WELCOME
Feels bad Feels good
One-sided Reciprocal
Feels powerless In-control
Power-based Equality
Unwanted Wanted
Illegal Legal
Invading Open
Demeaning Appreciative
Causes anger/sadness Happy
Causes negative self-esteem Positive self-esteem
 IMPACT OF UNWELCOMED BEHAVIOUR
• Decreased work performance
• Increasedabsenteeism, loss of pay
• Loss of promotional opportunities
• Retaliation from the respondent, or colleagues/
friends of the
• respondent
• Subjected to gossip and scrutiny at work
• Being objectified
• Becoming publicly sexualized
• Defamation
• Being ostracized
• Having torelocate
• Job and career consequences
• Weakened support network
• Depression
• Anxiety, panic attacks
• Traumatic stress
• Sleeplessness
• Shame, guilt, self-blame
• Difficulty in concentrating
• Headaches
• Fatigue, loss of motivation
• Personal Difficulties with time
• Eating disorders (weight loss or gain)
• Feeling betrayed and/or violated
• Feeling angry or violent towards the
respondent
• Feeling powerless
• Loss of confidence and self esteem
• Over all loss of trust in people
• Problems with intimacy
• Withdrawal and isolation
 SCENARIOS

Quid Pro Quo – ‘THIS FOR THAT’

Hostile Environment – INDIVIDUAL OR TEAM

First Time Act

Repeated Acts – AGAIN OR RITUAL

Act leading to incapacity of an aggrieved employee to attend office

Discriminative Behavior post filing the complaint

 BEHAVIOURS THAT IS SEXUAL HARASSMENT

• Making sexually suggestive remarks or innuendos.

• Serious or repeated offensive remarks, such as teasing related to a person’s body or appearance.

• Offensive comments or jokes.

• Inappropriate questions, suggestions or remarks about a person’s sex life.

• Displaying sexist or other offensive pictures, posters, mms, sms, whatsapp, or e-mails.

• Intimidation, threats, blackmail around sexual favors.

• Threats, intimidation or retaliation against an employee who speaks up about unwelcome

behaviour with sexual overtones.

• Unwelcome social invitations, with sexual overtones commonly understood as flirting.

 BEHAVIOURS THAT IS SEXUAL HARASSMENT

• Unwelcome sexual advances which may or may not be accompanied by promises or threats,
explicit or implicit

• Physical contact such as touching or pinching.

• Caressing, kissing or fondling someone against her will (could be considered assault).

• Invasion of personal space (getting too close for no reason, brushing against or cornering
someone).

• Persistently asking someone out, despite being turned down.

• Stalking an individual.

• Abuse of authority or power to threaten a person’s job or undermine her performance against
sexual favors.

• Controlling a person’s reputation by rumor-mongering about her private life.

 WHAT IS NOT SEXUAL HARASSMENT

• Following-up on work absences.

• Requiring performance to job standards.

• The normal exercise of management rights.

• Work-related stress e.g. meeting deadlines or quality standards.

• Conditions of works.

• Constructive feedback about the work mistake and not the person.
HOW TO FILE A CASE
 HANDLING CASE
FILE CASE IN 90 DAYS – CONCILIATION – INVESTIGATION 90 DAYS – FINAL RECOMMENDATION

• The complaint should be addressed to the IC members ONLY and not the employer/HR representative on email.

• First give full introduction & details about yourself.

• Details of the respondent including name, designation, reporting structure between complainant and respondent if any
(whether subordinate, colleague or superior) should be included.

• Details of exact incident, date and time, witness etc. to be included and circumstances preceding and following the incident
to be recorded. Do not state any fact that is false or incorrect or assumptions.

• The relief that is sought from the employer is to be included.

• Before initiating action on a complaint, the IC on the request of the aggrieved woman, can make efforts to settle the matter
between the parties through conciliation by bringing about an amicable settlement.

• During inquiry, you may transfer to any other workplace; granted leave to the aggrieved woman up to a period of 3 months in
addition to her regular statutory/ contractual leave entitlement; or restrain the respondent from reporting on the work
performance of the aggrieved woman or writing her confidential report, which duties may be transferred to other
employees.
 HANDLING CASE
IMPORTANT TIMELINES

Submission of Complaint Within 3 months of the last incident

Notice to the Respondent
Completion of Enquiry
Submission of Report by ICC/LCC to
employer / District Officer
Implementation of recommendations
Appeal
Within 7 days of receiving complaint copy
Within 90 days
Within 10 days of completion of enquiry
Within 60 days
Within 90 days of recommendations
 PENALTIES UNDER POSH

Employer can penalize with penalty up to Rs. 50,000/- If

- Failure to constitute ICC
- Failure to act upon recommendations of ICC
- Failure to file annual report to District Officer whenever required.
- Contravening or attempting to contravene or abetting contravention of the Act or Rules. Where an
employer repeats a breach under the Act, they shall be subject to:
- Twice the punishment or higher punishment if prscribed under any other law for the same
Offence.
- Cancellation/Withdrawal/Non-renewal of registration /license required for carrying on business or
activities.
WHO CAN COMPLAIN ON BEHALF OF
AGGRIEVED EMPLOYEE
INTERVIEW TIPS
ENQUIRY PROCESS AT A GLANCE
 CAN I HELP AN AGGRIEVED?

• The law also makes provisions for friends, relatives, co-workers, psychologist & psychiatrists, etc. to file the complaint
in situations where the aggrieved woman is unable to make the complaint on account of physical incapacity, mental
incapacity or death.

• Email complaint with details of exact incident, date and time, witness etc. to be included and circumstances
preceding and following the incident to be recorded.

• The same process as is followed if you are an aggrieved employee may be followed here as well.

• In instances where sufficient cause is demonstrated by the complainant for the delay in filing the complaint, the IC/LC
may extend the timeline for filing the complaint, for reasons to be recorded in-writing.
 WHAT IF FALSE OR UNTRUE CASE IS FILED?

• In order to ensure that the protections envisaged under the POSH Act are not misused, provisions for action against
“false or malicious” complainants have been included in the statute.

• As per the POSH Act, if the ICC concludes that the allegation made by the complainant is false or malicious or the
complaint has been made knowing it to be untrue or forged or misleading information has been provided during the
inquiry, disciplinary action in accordance with the service rules of the organization can be taken against such
complainant.

• Where the organization does not have service rules, the statute provides that disciplinary action such as written
apology, warning, reprimand, censure, withholding of promotion, withholding of pay rise or increments, terminating
the respondent from service, undergoing a counselling session, or carrying out community service may be taken.

• The POSH Act further clarifies that the mere inability to substantiate a complaint or provide adequate proof need not
mean that the complaint is false or malicious.
 TYPES OF PUNISHMENT

The punishment under the POSH Act may include but is not limited to the following:
• Transfer,
• Withholding promotion,
• Suspension,
• Written apology,
• Warning,
• Reprimand or censure,
• Withholding of pay rise or increments,
• Undergoing a counselling session,
• Carrying out community service, or
• Terminations of services etc.
This action shall be in addition to any legal recourse sought by the aggrieved
women.
 COMPLAINT COMMITTEE

The Act provides for two kinds of complaints mechanisms: Internal Complaints
Committee (ICC) and Local Complaints Committee (LCC). All Complaints
Committees must have 50 per cent representation of women. ICC or LCC
members will hold their position not exceeding three years from the date of
their nomination or appointment. Where the office or administrative units of a
workplace are located in different places, division or sub- division, an ICC has to
be set up at every administrative unit and office
 ICC SET UP

No Member Eligibility

Women working at senior level as employee; if not available then

1. Chairperson nominated from other office/units/ department/ workplace of the
same employer

2. From amongst employees committed to the cause of women/

2 Members (minimum)
having legal knowledge/experience in social work

3. Member From amongst NGO/associations committed to the cause of women

or a person familiar with the issue of Sexual Harassment
 LCC SET UP

No Member Eligibility

1. Chairperson Nominated from amongst the eminent women in the field of social work and
committed to the cause of women

Nominated from amongst the women working in the block, taluka or tehsil
Member
or ward or municipality in the district

Nominated from amongst such NGO/associations/persons committed to the

cause of women or familiar with the issues relating to sexual harassment,
3. 2 Members
provided that:
• At least one must be a woman
• At least one must have a background of law or legal knowledge

The concerned officer dealing with social welfare or women and child
4. Ex Officio member
development in the district
https://www.youtube.com/watch?v=g5GFqWw4dSM

https://www.youtube.com/watch?v=iYZyWSW_HCM
GOLDEN RULES

3 GOLDEN RULES :
• When in doubt, DON’T DO
• If you must do, ASK FIRST
• If the response is no, NO MEANS NO
5 THINGS TO REMEMBER DURING
ORGANIZING EVENT
➢ Not all events are same
➢ Estimate Correctly
➢ Prepare and Arrange Correctly
➢ Adhere to the rules
➢ Don’t Panic

HOW TO PLAN AN EVENT

➢ Write the Vision
➢ Develop Event Goal and Objective
➢ Organize a team
➢ Set a date
➢ Create a Master Plan
➢ Establish a Budget
➢ Finalize all details and execute a plan
TECHNIQUES TO BE USED BY ADMIN MANAGER

➢ Set a Clear Goal

➢ Be Social
➢ Learn to adapt to Change
➢ Identify a pressing need
➢ Build connections
➢ Use Marketing
➢ Be fun and entertain

SIX WARNINGS TO EVENT MANAGER

➢ Even little bit of disorganization will lead to bad bet
➢ Apparent lack of people skills
➢ Obsession with micromanagement
➢ Does not know technology
➢ Not levelheaded
➢ Lack of energy/passion
HANDLING INTERPERSONAL CONFLICTS OF
EVENT MANAGEMENT TEAM
➢ Recognize problem – Silence, Anger, Unhappiness, Stress,
Know when to let someone else handle it.
➢ Listen to both sides independently
➢ Sit everyone down for a discussion
➢ Take Further Action
 TYPES OF EVENTS
➢ Planned Event
➢ Unplanned Event
➢ Local or Community Events
➢ Major Events
➢ Hallmark Events
➢ Mega Events
➢ Cultural Events
➢ Sport Event
➢ Business Events
 EVENT MANAGEMENT PROCESS
OBJECTIVE

What do we want?
Ideas & Proposals

Draft outline Plan

Environmental Information
Search, Problems, Systematic Detail Gathering. Dates,
Precedents, Planning Costs and
Similarities, Revenues, Venues,
Stakeholders Staffing

Financial Plan, Operational Plan Marketing Plan

Budget, Charges, Research.
Income, Reflection: Discussion of Plan Marketing
Sponsorship, Organizing & Preparing the Activities
Investment, Cash Event
Flow
Implementing the Event

Divestment/Legacy
 SUCESS OF EVENTS
3Es 5Ps 5Ws
- Entertainment - Product - Why
- Excitement - Price - Who
- Enterprise - Place - When
- Public Relations - Where
- Positioning - What
 FACILITY MANAGEMENT

Facility Management is a profession that encompasses multiple disciplines to ensure functionality

of the built environment by integrating people, place, process and technology.

INTEGRATED WORKPLACE MANAGEMENT SYSTEM

(IWMS)
IWMS is a software platform that helps organizations optimizes the use of workplace resources,
including the management of a company’s real estate portfolio, infrastructure and facilities.
- Space Management
- Move Management
- Facility Maintenance
- Room Reservations
- Asset Tracking
- Inventory Tracking
- Visitor Management
 FACILITY MANAGEMENT TOOLS

FACILITY MANAGMENT

Security Services Catering Services Property Services Cleaning Services Support Services

- Physical
Security - Ground - Daily Cleaning
- Surveillance - Contract Maintenance - Periodical - Technical
- Technical Catering - Building Cleaning Support
Installation - Café Services Maintenance - Deep/Special - Readiness of
- Workplace - Events Catering - Energy Cleaning tools and
Emergency - Vending Maintenance - Industry equipment
Management Services - Environment Cleaning
- Consulting Management
Services
 5S SYSTEM
5S system is a lean manufacturing tool that improves workplace efficiency and eliminates waste. 5S
helps facilities to avoid loss of productivity from delayed work or unplanned downtime.

Step Name Japanese Term Explanation

Sort Seiri (Tidiness) Remove unnecessary
items from each area.
Set in Order Seiton (Orderliness) Organize and identify
storage for efficient use.
Shine Seiso (Cleanliness) Clean and inspect each
area regularly.
Standardize Seiketsu (Standardization) Incorporate 5S in SOP
Sustain Shituke (Discipline) Assign responsibility, track
progress and continue the
cycle.

6th S is SAFETY – It is not a sequential S but must be followed along with each step.
COMMON ELEMENTS OF 5S SYSTEM
➢ Management Support
➢ Department Tours
➢ Updated Training
➢ Progress Audits
➢ Performance Evaluations

BENEFITS OF 5S SYSTEM
➢ Better time usage
➢ Less wasted space
➢ Reduced injury rates
➢ Reduced equipment downtime
➢ Improved consistency and quality
➢ Heightened employee morale
Ms. Riya is working in ABC Ltd as an Executive in accounts department since last 6 years. On 30th
September 2022, Ms. Rita – GM Finance & Accounts called Ms. Riya for Quarterly performance
review at 5.30pm.

Performance review started sharp at 5.30pm and lasted till 7.30pm. Ms. Riya was performing very
well and Rita was impressed with Riya’s performance. Post routine performance discussion, Riya
requested Rita, to spare some time as she want to discuss career progression opportunities within
organization.

Ms. Rita agreed and continued discussion post 7.30pm. During the discussion, Riya has expressed
that she expects a promotion in upcoming increment cycle along with decent pay rise. Post this
expressions, suddenly Ms. Rita got up from chair and started praising Riya with slang and bold
language. Even she blinked her left eye around two to three times and given inappropriate
comments to Riya about her personality. Slowly Rita started coming closure to Riya and stared
rubbing to her hands, shoulders and back. Rita also started moving her hands to Riya’s hairs which
made her very uncomfortable.

Riya shown her discomfort to Rita on which Rita gave very casual reply with remark ‘tumbhi to
ladki hi to ho’. Riya got scared about Rita’s conduct and left the meeting room. After 2 days Riya
faced awkward situations with Rita again and she again resisted Rita more firmly by which Rita
replied her, ‘itni taklif he, to promotion bhul jao’. Riya need your help to address this issue
through ICC.
 Questions

1. Draft a Complaint for Riya.

2. Guide her about normal timelines post filing complaint
and update her about overall process.
3. Dose Quid Pro Quo applies in above situation? If yes,
how? If No, what else get applicable
 QUESTIONS
1. What are the duties of Security Guard?
2. In what conditions license of Security agency can be
cancelled as per PASARA Act?
3. What are the eligibility criteria for security guard?
4. What are the pillars of Security System?
5. How to file a complaint under POSH?
6. What can be considered as sexual harassment and what not
be considered as sexual harassment?
7. Explain Intent Vs. Impact?
8. Explain any 3 scenarios of Sexual Harassment?
9. What are the different tools in Facility Management?
10. Explain 5 S system in detail
11. What are the common elements and benefits of 5 S system?
12. Explain process of event management in detail?
13. How event can be successful?
14. Explain different types of events in detail?
THANK YOU