Explore topic-wise InterviewSolutions in Current Affairs.

(i) The Tonhn Free School was started in 1907 to provide Western style of education.
(ii) The education included classes in Science, hygiene, and French.
(iii) The school wanted to introduce modernism and western customs.
(iv) The school encouraged the adoption of Western styles such as having short haircut instead of traditionally kept long hair.
(v) In school textbooks, 'Vietnamese' were represented as primitive and backward and capable only of manual labor.

It was a system of bonded labour on the basis of a contract widely used in the plantations. In Vietnam, they were used for rubber plantations and for cultivation in the Mekong River delta region. Their conditions were not good because they worked on a contract basis that did not provide them with any rights. The conditions where they worked were unhygienic. Their work was tremendous and they were paid low wages.

(c) Huynh Phu So

(b) Labours who were widely used for the plantations

Labourers who worked on a contract basis were indentured labourers. It is a form of labour widely used in the mid-nineteenth century in plantations.

Explanation: These contracts did not specify any rights but gave powers to employees.

Conditions:
(i) No right of laborers was specified.
(ii) Employer could bring criminal charges against the labourers.
(iii) Employer could punish and jail for non-fulfillment of contracts.

(b) Rubber plantation

अत्यन्त मन्द बालक की बुद्धिलब्धि 70 से 79 होती है तथा मन्द सामान्य बालक की बुद्धिलब्धि 80 से 85 होती है।

(c) Charter of Labour

Correct Answer is: (c) 1929

(a) Both A and R are correct.

The profit-sharing ratio which is acquired by the surviving or continuing partners on account of the death of any partner is called gain ratio or benefit ratio.

सही विकल्प है (ग) डॉ०. बाउले।

अपकिरण
अपकिरण शब्द का प्रयोग दो अर्थों में किया जाता है। प्रथम अर्थ में, अपकिरण से तात्पर्य समंक श्रेणी के सीमांत मूल्यों के अंतर या सीमा विस्तार से है। दूसरे अर्थ में-“अपकिरण श्रेणी के माध्य से निकाले गए विभिन्न पदों के विचलनों का माध्य है।”
डॉ. बाउले के अनुसार – “अपकिरण पदों के विचरण या अंतर का माप है।”

अपकिरण की माप के उद्देश्य
अपकिरण की माप के निम्नलिखित उद्देश्य हैं

⦁    श्रेणी के माध्य से विभिन्न पद मूल्यों की औसत दूरी ज्ञात करना;
⦁    श्रेणी की बनावट के बारे में सूचना प्राप्त करना;
⦁    पद मूल्यों का सीमा विस्तार ज्ञात करना;
⦁    तुलनात्मक अध्ययन द्वारा यह जानना कि किसमें विचरण की मात्रा अधिक है;
⦁    यह देखना कि माध्य द्वारा श्रेणी का किस सीमा तक प्रतिनिधित्व होता है।

अपकिरण का अर्थ एवं परिभाषा

अपकिरण शब्द का दो अर्थों में प्रयोग किया जाता है। प्रथम अर्थ में, अपकिरण से तात्पर्य समंक श्रेणी के सीमान्त मूल्यों के अन्तर या सीमा विस्तार से है। दूसरे अर्थ में, अपकिरण श्रेणी के मध्य से निकाले गए विभिन्न पदों के विचलनों का माध्य’ है। अपकिरण की प्रमुख परिभाषाएँ निम्नलिखित हैं

1. डॉ० बाउले के अनुसार-“अपकिरण पदों के विचरण या अन्तर का माप है।”
2. कॉनर के अनुसार-“जिस सीमा तक व्यक्तिगत पद मूल्यों में भिन्नता होती है, उसके माप को अपकिरण कहते हैं।’

द्वितीय श्रेणी के माध्य – अपकिरण के माप ज्ञात करते समय पहले श्रेणी का सांख्यिकीय माध्य निकाला जाता है, फिर उस माध्य से विभिन्न मूल्यों के विचलनों का माध्य ज्ञात किया जाता है। माध्य से निकाले गए विचलनों का माध्य होने के कारण अपकिरण माप ‘द्वितीय श्रेणी के माध्य’ कहलाते हैं।

निरपेक्ष व सापेक्ष अपकिरण

जब किसी श्रेणी के विचरण का माप निरपेक्ष रूप में उस श्रेणी की इकाई में ही ज्ञात किया जाता है तो वह अपकिरण का निरपेक्ष माप कहलाता है। इस निरपेक्ष माप को सम्बन्धित माध्य से भाग देने पर जो अनुपात या प्रतिशत आता है, वह ‘अपकिरण का सापेक्ष माप’ कहलाता है।

अपकिरण के उद्देश्य

अपकिरण के माप के निम्नलिखित उद्देश्य हैं

⦁    श्रेणी के माध्य से विभिन्न पद मूल्यों की औसत दूरी ज्ञात करना।
⦁    श्रेणी की बनावट के बारे में सूचना प्राप्त करना।
⦁    पद मूल्यों का सीमा विस्तार ज्ञात करना।
⦁    तुलनात्मक अध्ययन द्वारा यह जानना कि किसमें विचरण की मात्रा अधिक हैं।
⦁    यह देखना कि माध्य द्वारा श्रेणी का किस सीमा तक प्रतिनिधित्व होता है।

अपकिरण ज्ञात करने की रीतियाँ
अपकिरण ज्ञात करने की निम्नलिखित रीतियाँ हैं

(अ) सीमा रीति (Methods of limits)–
1. विस्तार या परास (Range),
2. अन्तर चतुर्थक विस्तार (Inter quartile range),
3. शतमक विस्तार (Percentile range)।

(ब) विचलन माध्य रीति (Method of averaging deviations)
1. चतुर्थक विचलन (Quartile deviation),
2. माध्य विचलन (Mean deviation),
3. प्रमाप विचलन (Standard deviation),
4. विचरण गुणांक (Coefficient of variation)।

(स) बिन्दुरेखीय रीति (Graphic method),
लॉरेंज वक्र (Lorenz curve)।

अपकिर का निरपेक्ष माप वह होता है जो श्रृंखला की मौलिक इकाई में ही व्यक्त किया जाता है।

औसत किसी श्रेणी की केन्द्रीय प्रवृत्ति है जबकि अपकिरण विभिन्न मदों तथा केन्द्रीय प्रवृत्ति के बिखराव के विस्तार को मापता है।

• Bank loans require proper documents and collateral. 
• Absence of collateral is one of the major reasons which prevent the poor from getting bank loans. 
• They have a few assets to keep as collateral.
• They are going to easily accessible informal loans.

•  It describes the distribution of credit among different households.
•  Out of total credit, poor households take 40% of the credit. 
• Out of total credit, rich households take 21% of the credit. 
• Well-off households take 32% of credit and stood 2nd place in availing credit. 
• Households with few assets take least percentage of loans, i.e. only 7%.

• Borrowing at higher rates of interest makes borrowers to have left with less income for themselves. 
• In some cases it may be more than his income and leading to debt trap. 
• For this reasons, banks and cooperatives need to lend more.
• As these offer loans at lower rate of interest, borrowers use them for a variety of needs.
• Thus the availability of cheap and affordable credit for all is crucial for the country’s development nowadays.

(C) Handloom industry declined

The basic purpose or objective of establishing sound compensation is to establish and maintain an equitable rewards system. The other aim is the establishment and maintenance of an equitable compensation structure i.e an optimal balancing of conflicting personnel interest so that the satisfaction of employees and employers is maximised and conflicts minimized, the compensation management is concerned with the financial aspect of employees need, motivation and rewards.

A sound compensation structure tries to achieve these objectives:

• To attract manpower in a competitive market. 
• To control wages and salaries and labour costs by determining rate change and frequency of increment.
• To maintain satisfaction of employees by exhibiting that remuneration is fair adequate and equitable. 
• To induce and improved performance, money is an effective motivator.

a) To Employees:

i. Employees are paid according to requirement of their jobs i.e highly skilled jobs are paid more compensation than low skilled jobs. This eliminates inequalities.

ii. The chances of favouritism are minimised

iii. Jobs sequence and lines of promotion are established wherever they are applicable.

iv. Employee’s moral and motivation are increased because of the sound compensation structure.

b) To Employers:

i. They can systematically plan for and control the turnover in the organization.

ii. A sound compensation structure reduces the likelihood of friction and grievance over remunerations.

iii. It enhance an employee morale and motivation because adequate and fairly administrative incentives are basis to his wants and need.

iv. It attracts qualified employees by ensuring and adequate payment for all the jobs.

v. In dealing with a trade union, they can explain the basis of their wages programme because it is based upon a systematic analysis of jobs and wages facts.

Factors determining compensation of an employee considerable amount of guess word and negotiation are involved. But following are the certain factors which have been extracted as having an important bearing upon the final decision.

a) Supply and Demand of Labour: Whatever the organization produces as commodity they desire services and it must pay a price that of workers acting in concert. If more the labour is required, such as at war time prosperity, there will be tendency to increase the compensation; whereas the situation when anything works to decrease the supply of labour, such as restriction by a particular labour union, there will be a tendency to increase the compensation. The reverse of each situation is likely to result in a decrease in employee compensation, provided, labour union, ability to pay, productivity, government do not intervene.

b) Ability to Pay: Labour Unions has often demanded an increase in compensation on the basis that the firm is prosperous and able to pay.

c) Management’s Philosophy: Management’s desire to maintain or improve moral, attract high calibre employees, reduce turnover, and improve employees standard of living also affect wages, as does the relative importance of a given position to a firm

d) Legislation: Legislation related to plays a vital role in determining internal organization practices. Various acts are prescribed by government of country for wage hours laws. Wage-hour laws set limits on minimum wages to be paid and maximum hours to be worked. In India minimum wages act 1948 reflecting the wage policy for an organization and fixation of minimum rates of wages to workers in sweated industries. In 1976 equal remuneration act was enacted which prohibits discrimination in matters relating to remuneration on the basis of religion, region or gender.

Various modes of compensation are as follows:-

a) Wages and Salary- Wages represent hourly rates of pay and salary refers to monthly rate of pay irrespective of the number of hours worked. They are subject to annual increments. They differ from employee to employee and depend upon the nature of jobs, seniority and merit.

b) Incentives- These are also known as payment by results. These are paid in addition to wages and salaries. Incentive depends upon productivity, sales, profit or cost reduction efforts. Incentive scheme are of two types:

• Individual incentive schemes. 
• Group incentive schemes. 

c) Fringe Benefits- These are given to employees in the form of benefits such as provident fund, gratuity, medical care, hospitalization, accident relief, health insurance, canteen, uniform etc. 

d) Non- Monetary Benefits- They include challenging job responsibilities, recognition of merit, growth prospects, competent supervision, comfortable working condition, job sharing and flexi time.

Incentives are monetary benefits paid to workmen in lieu of their outstanding performance. Incentives vary from individual to individual and from period to period for the same individual. They are universal and are paid in every sector. It works as motivational force to work for their performance as incentive forms the part total remuneration. Incentives when added to salary increase the earning thus increase the standard of living. The advantage of incentive payment are reduced supervision, better utilisation of equipment, reduced scrap, reduced lost time, reduced absenteeism and turnover & increased output.

According to Burack & Smith, “An incentive scheme is a plan or programme to motivate individual or group on performance. An incentive programme is most frequently built on monitory rewards ( incentive pay or monetary bonus ), but may also include a variety of non monetary rewards or prizes.”

The different ways through which the government can take steps to provide healthcare for all are: 

1. The government could increase the number of hospitals or medical vans in rural and remote places for better access to healthcare. 

2. Sanitation facilities and proper drainage system could be improved.  

3. With the help of different agencies, the government could provide efficient filters for clean and safe drinking water. 

4. Proper garbage dumps and disposable bags should be provided and maintained. 

5. Through different campaigns and educational programmes, people should be made aware of different health problems. For example, people are made aware of diseases such as diarrhea and dysentery due to poor hygiene through advertisements. 

6. Special treatment must be there for women, who are a vital part of our society. Specialised care is needed for young mothers and pregnant women, especially those who live in remote areas. 

7. Medicines should be available either at free costs or at very low costs. 

8. Even proper toilets and washrooms should be made and maintained at every corner. 

9. The government should also invest more in healthcare and ensure that funds are used appropriately for providing the public with healthcare facilities. 

These are some of the ways for the improvement of health of our public which if implemented properly, could definitely bring a positive change in our society.

MLAs make and debate decisions in the assembly and pass laws. The government departments implement the laws made by the Legislative Assembly. The work done by the government departments has to be approved by the members of the Legislative Assembly.

(b) Chief Minister

Sound Wage and salary administration demands some essentials to satisfy, so that one who is shoulder with the responsibility of designing administrative aspects with this regards, may come out with efficient system for managing the issues related with it.

Some of the pre requisites for the sound compensation system are:

I. Rational Job Analysis: It is an important exercise with regards to each category of jobs. It reveals detailed aspects of the job, like duties, responsibilities associated with the performance, performance standards as a fair parameter for evaluation of the performance. It gives fair idea about job specification i.e. qualification, experience, skill and other essential requirements that job performer must satisfy. Thus rational job analysis always put policy decider in a better condition to lay down appropriate content in policy design.

II. Proper Job Evaluation: Job evaluation is a systematic process of analyzing and evaluating jobs to determine the relative worth of job in an organization. It forms the basis for designing the sound compensation system in an organization. Since wage and salary administration and the perceived fairness of approach adopted under it have a immense influence on employee morale, motivation and satisfaction, proper job evaluation exercise demands sensible consideration.

III. In Depth Knowledge About an Organization and Market Factors: Apart from job evaluation, the various other factors that determine the administrative aspects for wage and salary administration are the size and structure of the organization and the industry in which it operates, the strength of employees union, position of a person and his importance to the organization, demand and supply for particular skill sets in the industry, organizational ability and capacity to pay and its economic condition like profitability, and legislative aspects related with wage determination. Sound system for compensation management demands detail knowledge about all these factors in order to its sound framework and operation in the organization.

IV. Clarity of Objectives or Purposes of Wage and Salary Administration : Last but not the least in terms of its significance, in order to have effective and efficient administration of compensation as an area in the organization, one must have accurate clarity about the purposes that it may tries to satisfy through policy decisions .objectives may be attracting talented resources; retaining and motivating employees; financial management of an organization; satisfying legal requirement; and many more. Sometimes these objectives are conflicting in nature also. So it is very essential that one, who is going to carry out this responsibility of designing the compensation system in the organization, should have reasonable clarity for objectives to be satisfied with the design.

Since the issue of wage and salary determination has always enjoying the major consideration for any organization, it should be develop and maintain based on sound principles , some of them are narrated below, attempt should be made to incorporate them as far as possible while designing the compensation system.

1) There should be a definite plan and system to ensure that differences in pay for jobs are based upon variations in job requirements, means maintaining equity in the distribution of wages and salaries in the organization.

2) Maintaining competitiveness in the wage market means the general level of wage and salary should be reasonably in line with that prevailing in the market.

3) Matching employees’ expectations and it should avoid unjustified discrimination by providing equal pay for equal work.

4) Reinforcing positive employee behavior and contribution to the organization, differences in the compensation package should be based on contribution, productivity, job performance, achievement etc.

5) Devising a system that is the most efficient for the organization, as far as possible it must eliminate any discrepancies or exploitation of the employees.

6) The compensation system should formulate and define rules and regulations for determining, changing, adjusting wages in the organization.

7) The compensation package must ensure fairness, should maintain harmonious relationship between the employee and employer.

8) Compensation system should be flexible enough so that future changes can be incorporated.

9) The wage and salary administration should take care of and comply all the rules and regulations laid down by the legislator for protecting the employees’ interest.

10) Optimization of management and employee interests

Employees’ compensation is one of the major determinants of employee satisfaction in an organization. The compensation policy and the reward system of an organization are viewed by the employee as a indicators of the management’s attitude and concern for them. It is not just the compensation in tote, but its fairness as perceived by the employees that determines the success of a wage and salary administration system. Hence, it very important for the management to design and implement its compensation system with utmost care and tact. A good wage and salary administration should be able to attract and retain employees, give them fair deal, keep the organization competitive and motivate employees to perform their best.

Wage and salary determination and its administration has always remains sensitive issue for an organizational management, since employees moral, motivation, productivity and their relationship with the management more or less associated with the compensation management system. Furthermore compensation has always remain as a major yardstick for the success or failure or concern for the employees by an organization. Traditionally, pay scales in companies reflected the importance of the work and the responsibility level. Today organization tries more to assess the worth of an individual in terms of his performance and contribution to the organization. With the growing demands of the workforce and the constant challenges in the business environment, organizations have to evolve an accurate system for evaluating jobs and assessing their worth. Job evaluation helps to determine the relative worth of job in an organization in a systematic, consistent and accurate manner. It also helps in estimating the basic pay for each job in accordance with the importance of the job in the organizational hierarchy. Once basic pay is determined, the rewards, incentives and benefits attached with the pay, position and performance are also determined. The basic wage, incentives and rewards and benefits, together from compensation package of an employee.

Answer: 1858

French troops landed in Vietnam in 1858 and in 1887, French Indo-China was formed.

Answer is (C) 1655

Conquest of Tonkin and Anaam in 1887, led to the formation of French Indo-China.

Correct option is A. HRIS.

Correct option is (a) Message

Correct option is (a) Positive feedback

(d) both (b) and (c)

(c) data is integrated and can be accessed by multiple programs

(d) both (b) and (c)

(d)  Processing

(a)  Keyboard

Abbots, Archery etc. had been written by me.

Mr. Wilson has been working for eight weeks and as usual when he reached the office at ten o’ clock, he found the door shut and locked. He found a little note nailed on, it which said that the Red-headed league was dissolved. This shocked him.

The CPU undergoes the following steps to complete a cycle of operation: 

1. Fetch instruction from the memory. 

2. Decode the instruction and organise the decoded information. 

3. Executing the instruction. 

4. Displaying the result of the processing.

According to operational methodology a computer can be classified into three types Analog computers, Digital computers and Hybrid computers.

The Analog computer is obsolete nowadays. It works on continuous variables for the purpose of mathematical computation. The result given by them is only approximate since they deal with quantities that vary continuously.

A Digital computer works on the principle of binary digit system i.e. 0 to 1. It can perform complex problems and give more accurate and faster results. Hence, Digital computers are used in the field of design, research and data processing.

The Hybrid computers are a combination of Analog and Digital computers. They are also in use nowadays.

1. business came to an end.

2. under a false name

3. very unusual

4. no hair on his face

It states that at constant temperature, the volume of a given mass of a gas is inversely proportional to its pressure. 

PV = constant 

Or P₁V₁ = P₂V₂

1. No Intelligence: A computer has no IQ like human beings. It needs instructions at every step. 

2. Dependency on Power: A Computer is an electronic machine and thus, its dependency on power makes it costly. 

3. Lack of Decision Power: A computer has lack of decision power ability because of Zero IQ