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A PIP should be ISSUED when the employee’s performance FALLS to an unsatisfactory level in ONE or more CRITICAL element.

A PIP should be issued when the employee’s performance falls to an unsatisfactory level in one or more critical element.

Yes. If an employee transfers to ANOTHER AGENCY during the RATING period, a summary rating MUST be prepared at the time of transfer.

Yes. If an employee transfers to another agency during the rating period, a summary rating must be prepared at the time of transfer.

The IMMEDIATE responsibility supervisor is INVESTIGATING the CIRCUMSTANCES CONCERNING the misconduct.

The immediate responsibility supervisor is investigating the circumstances concerning the misconduct.

• FULL EMPLOYMENT and rising of standard of living.
• Adequate protection for the life and HEALTH of the workers.
• The ASSURANCE of EDUCATIONAL and Vocational opportunity.

The optimum utilization of HUMAN resources to ACHIEVE the set goals and objectives in the business environment is termed as STRATEGIC HRM.

The optimum utilization of human resources to achieve the set goals and objectives in the business environment is termed as Strategic HRM.

Grievance denotes any discontent or dissatisfaction, whether expressed or not and whether VALID or not, arising out of ANYTHING, CONNECTED with the company that an employee thinks, believes or even FEELS, is unfair, unjust or inequitable.

Grievance denotes any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything, connected with the company that an employee thinks, believes or even feels, is unfair, unjust or inequitable.

No.

No.

LANGUAGE which is very COMMONLY UNDERSTOOD.

Language which is very commonly understood.

A consciously COORDINATED social unit composed of two or more people that FUNCTIONS on a relatively continuous basis to ACHIEVE a common GOAL or set of goals.

A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals.

OD interventions are sets of structured activities in which SELECTED ORGANISATIONAL units (target groups or INDIVIDUALS) engage in a TASK or sequence of tasks with the goals of organisational improvement and INDIVIDUAL development.

OD interventions are sets of structured activities in which selected organisational units (target groups or individuals) engage in a task or sequence of tasks with the goals of organisational improvement and individual development.

• Personality is the dynamic ORGANIZATION within the individual of that psychophysical SYSTEM that DETERMINES his unique adjustment to his environment.
• Personality usually refers to the distinctive patterns of BEHAVIOR (Including thoughts and EMOTIONS) that characterize each individual’s adaptation to the situations of his or life.

Charge sheet is a MEMORANDUM of charges. Statement of allegations of misconduct/ omission/ negligence.
No PARTICULAR format prescribed for charge sheet in any labor ENACTMENT. The object is to give the employee exact idea of the misconduct committed by him so that he MAY get reasonable opportunity to DEFEND.

Charge sheet is a memorandum of charges. Statement of allegations of misconduct/ omission/ negligence.
No particular format prescribed for charge sheet in any labor enactment. The object is to give the employee exact idea of the misconduct committed by him so that he may get reasonable opportunity to defend.

Under the Act for the purpose of the retrenchment it is required that the workman must have been employed for a period of not LESS than twelve months and that during those twelve months he had worked for not less two hundred and forty DAYS.

The employer is required to prepare a list of all workman in the particular category from which retrenchment is contemplated, arranged according to the seniority of service in that category. A copy of the list shall be displayed on the notice board in a conspicuous place in the PREMISES of the ESTABLISHMENT, at least seven days before the actual DATE of retrenchment.

Under the Act for the purpose of the retrenchment it is required that the workman must have been employed for a period of not less than twelve months and that during those twelve months he had worked for not less two hundred and forty days.

The employer is required to prepare a list of all workman in the particular category from which retrenchment is contemplated, arranged according to the seniority of service in that category. A copy of the list shall be displayed on the notice board in a conspicuous place in the premises of the establishment, at least seven days before the actual date of retrenchment.

The Industrial dispute Act 1947 defines retrenchment as: The termination by the employer, of the service of the workman, for any reason, whatsoever, otherwise than as a punishment inflicted by WAY of disciplinary ACTION but does not INCLUDE VOLUNTARY retirement, COMPULSORY retirement of the workman on reaching the age of superannuation or termination of service on the grounds of continued ill health.

The Industrial dispute Act 1947 defines retrenchment as: The termination by the employer, of the service of the workman, for any reason, whatsoever, otherwise than as a punishment inflicted by way of disciplinary action but does not include voluntary retirement, compulsory retirement of the workman on reaching the age of superannuation or termination of service on the grounds of continued ill health.

Job description INVOLVES listing of job TITLE, tasks and RESPONSIBILITIES in a job. It defines continuing work assignment and a scope of responsibility that are sufficiently different from those of other jobs to warrant a specific title. Job description is broad statement of purpose, scope, duties and responsibilities of a PARTICULAR job.

FORMAT OF JOB DESCRIPTION:

• Job Title
• Region/Location
• Department
• Reporting to (Operational and MANAGERIAL)
• Objective
• Principal duties and responsibilities.

Job description involves listing of job title, tasks and responsibilities in a job. It defines continuing work assignment and a scope of responsibility that are sufficiently different from those of other jobs to warrant a specific title. Job description is broad statement of purpose, scope, duties and responsibilities of a particular job.

FORMAT OF JOB DESCRIPTION:

It MEANS the expanding the tasks or DUTIES assigned to a GIVEN task, or duties assigned to a given JOB.

It means the expanding the tasks or duties assigned to a given task, or duties assigned to a given job.

Worker means a person who is employed directly or through any agency including contractor with or without the KNOWLEDGE of PRINCIPAL employer, whether for REMUNERATION or not, but he must be employed in any MANUFACTURING process, or in cleaning any part of the machinery or premises used for a manufacturing process, or in any other kind of work INCIDENTAL to, or connected with, the manufacturing process or the subject of the manufacturing process. 

Worker means a person who is employed directly or through any agency including contractor with or without the knowledge of principal employer, whether for remuneration or not, but he must be employed in any manufacturing process, or in cleaning any part of the machinery or premises used for a manufacturing process, or in any other kind of work incidental to, or connected with, the manufacturing process or the subject of the manufacturing process. 

Adjudication means a mandatory SETTLEMENT of an industrial dispute by a Labour court or a tribunal. Generally, the government refers a dispute for adjudication depending on the failure of CONCILIATION proceedings.
Section 10 of the Industrial Dispute Act 1947, provides for reference of a dispute to Labour court or tribunal. The Act also lays down rules regarding the COMPOSITION and powers of Labour COURTS and tribunal.

Adjudication means a mandatory settlement of an industrial dispute by a Labour court or a tribunal. Generally, the government refers a dispute for adjudication depending on the failure of conciliation proceedings.
Section 10 of the Industrial Dispute Act 1947, provides for reference of a dispute to Labour court or tribunal. The Act also lays down rules regarding the composition and powers of Labour courts and tribunal.

• Employee ENGAGEMENT is VARIOUSLY known as Employee Ownership, Employee Motivation, employee Involvement, Commitment, Loyalty, etc.
• Employee Engagement is a barometer that determines the association of a person with the organization. It is about creating the PASSION among associates to do things BEYOND what is EXPECTED from him.
• A successful employee engagement strategy help create a community at the workplace and not just a workplace. When employees are effectively or positively engaged with their organization, they form an emotional connection with the company.

These are monetary BENEFITS provided to employees. They include the benefit of:

• Provident fund,
• Gratuity
• MEDICAL care
• Hospitalization payment
• Accident relief
• Health and Group INSURANCE
• Subsidized CANTEEN facilities
• Recreational facilities
• Provision of UNIFORMS to employees.

These are monetary benefits provided to employees. They include the benefit of:

Attribution REFERS simply to how people explain the cause of ANOTHER’s or their own behavior. It is the process by which people draw CONCLUSIONS about the FACTORS that influence, or make sense of, one another’s behavior.

Attribution refers simply to how people explain the cause of another’s or their own behavior. It is the process by which people draw conclusions about the factors that influence, or make sense of, one another’s behavior.

CHANGE agent is a behavioral scientist who knows how to GET people in organization involved in solving their own problems. His main strength is his comprehensive knowledge of human BEHAVIOR, SUPPORTED by a number of intervention techniques. Change agent is expertise in behavioral sciences and in the intervention technology of OD.

Change agent is a behavioral scientist who knows how to get people in organization involved in solving their own problems. His main strength is his comprehensive knowledge of human behavior, supported by a number of intervention techniques. Change agent is expertise in behavioral sciences and in the intervention technology of OD.

• Organizational development is a COMPLEX strategy intended to change the beliefs, attitudes, values, and structures of organizations so that they can better adapt to new technologies, markets, challenges.
• OD is ACHIEVED through interventions in the organization’s “Processes” using behavioral science knowledge.
• OD INVOLVES organizational REFLECTION, SYSTEM improvement, planning, and self analysis.

WAGES means all remuneration capable of being expressed in terms of money. It includes house rent allowance but does not include:

• VALUE of house accommodation, supply of light, water, medical attendance
• Value of other amenity PROVIDED, if excluded by Govt. order
• Contribution to pension fund or PROVIDENT fund or Insurance
• Traveling allowance
• Special allowances INCURRED by the nature of employment
• Gratuity payable on discharge.

Wages means all remuneration capable of being expressed in terms of money. It includes house rent allowance but does not include:

TRADE UNIONS are voluntary organizations of EMPLOYEES or EMPLOYERS formed to PROMOTE and protect their interest through collective action.

Trade Unions are voluntary organizations of employees or employers formed to promote and protect their interest through collective action.

The FEELING of confidence and OPTIMISM with respect to PROBLEMS or task is TERMED as Morale.

The feeling of confidence and optimism with respect to problems or task is termed as Morale.

Where the workman is suspended by PENDING investigation or employer pending investigation or inquiry into complaints or charges of the misconduct against him, the workman shall be paid the subsistence allowance EQUAL to 50% of wages for first 90 days of SUSPENSION and 75 % of wages for REMAINING period till completion of disciplinary proceedings.

Where the workman is suspended by pending investigation or employer pending investigation or inquiry into complaints or charges of the misconduct against him, the workman shall be paid the subsistence allowance equal to 50% of wages for first 90 days of suspension and 75 % of wages for remaining period till completion of disciplinary proceedings.

Lay-off is a measure or compromising device to cope with the temporary inability of an employer to OFFER employment to a workman and to keep the industrial ESTABLISHMENT in operation so that the worker need not fall BACK upon strike and the employer need not resort to closure or lockout.
A situation in which there is a temporary shortage of work and the EMPLOYEES are told there is no work for them but that MANAGEMENT intends to recall them when work is again available.

Lay-off is a measure or compromising device to cope with the temporary inability of an employer to offer employment to a workman and to keep the industrial establishment in operation so that the worker need not fall back upon strike and the employer need not resort to closure or lockout.
A situation in which there is a temporary shortage of work and the employees are told there is no work for them but that management intends to recall them when work is again available.

INDUSTRIAL relations are a MULTIDISCIPLINARY FIELD that studies the employment RELATIONSHIP. Industrial relations are increasingly being CALLED employment relations because of the importance of non-industrial employment relationships.

Industrial relations are a multidisciplinary field that studies the employment relationship. Industrial relations are increasingly being called employment relations because of the importance of non-industrial employment relationships.