Hey thanks for sharing about HR...just wanna ask on thing...I'm an MBA with HR and systems specializations. I dnt understnd how u can find that HR is ur major specialization? I mean I did my industrial projects in HR only but i dnt hv ny document from college side written that HR is major?? so do i need to get anything lyk that?? I'm confused in this (major subject in MBA)....plz help
@Sapinisha
Plz guide me for quant subject..what topics are imp????
Payment of Bonus Act,1965 😃
Applicability of Act:-
This act applies to the persons employed in every factory employing not less than 10 persons on any day during an accounting year with the aid of power and every other establishment in which 20 or more persons are/were employed without the aid of power. This Act applies to the whole of India.
Note: The term 'factory' does not include a mine and Railway running shed.
Eligibility for Bonus & Definition of an Employee:-
An 'employee' under the Act means any person other than apprentice and includes supervisors/ managerial and administrative employees drawing salary / wages not exceeding Rs. 10,000 and also who has worked not less than 30 days in an accounting.
Components of Bonus:-
Salary or wages includes dearness allowances but no other allowances e.g. overtime,house rent, incentive or commission.
Payment of Minimum Bonus(Sec.10):-
8.33% of the salary or Rs.100 whichever is highest.
Exempted Establishments(Where this Act does not apply):-
1) Employees employed by LIC.
2) Seaman,Dock Workers
3) Employees by Indian Red Cross,RBI
4) Employees employed through contractors on building operations
5) Employees of Industrial Finance Corporation of India,UTI, IDBI, DIC,or any other financial corporation.
6) Employees of inland water transport establishments.
Working Days and Bonus:-
To be eligible for Bonus,An employee must have worked at least 30 working days(not necessarily continuous) in the year.Working days include days not worked because of leave and days involved in lay-offs under an agreement.
Queries are Welcome🍻👍
Applicability of Act:-
This act applies to the persons employed in every factory employing not less than 10 persons on any day during an accounting year with the aid of power and every other establishment in which 20 or more persons are/were employed without the aid of power. This Act applies to the whole of India.
Note: The term 'factory' does not include a mine and Railway running shed.
Eligibility for Bonus & Definition of an Employee:-
An 'employee' under the Act means any person other than apprentice and includes supervisors/ managerial and administrative employees drawing salary / wages not exceeding Rs. 10,000 and also who has worked not less than 30 days in an accounting.
Components of Bonus:-
Salary or wages includes dearness allowances but no other allowances e.g. overtime,house rent, incentive or commission.
Payment of Minimum Bonus(Sec.10):-
8.33% of the salary or Rs.100 whichever is highest.
Exempted Establishments(Where this Act does not apply):-
1) Employees employed by LIC.
2) Seaman,Dock Workers
3) Employees by Indian Red Cross,RBI
4) Employees employed through contractors on building operations
5) Employees of Industrial Finance Corporation of India,UTI, IDBI, DIC,or any other financial corporation.
6) Employees of inland water transport establishments.
Working Days and Bonus:-
To be eligible for Bonus,An employee must have worked at least 30 working days(not necessarily continuous) in the year.Working days include days not worked because of leave and days involved in lay-offs under an agreement.
Queries are Welcome🍻👍
Trade Unions Act,1926😃
Object of the Act:-
To provide the registration of Trade Union and in certain respects to define the law relating to registered Trade Unions.
Registration of trade union(Sec.4):-
1) Any 7 or more members of a trade union,by subscribing their names to the rules of the trade union and its compliance.
2) There should be atleast 10% or 100 of the workmen,whichever is less,engaged or employed in the establishment or industry with which it is connected.
Application of Registration:-
Prescribed form with the following details:
1) Names,occupations and addresses of the members' place of work;
2) Address of its head office; and
3) Names,ages,addresses and occupations of its office bearers.
Disqualification of office-bearers of Trade Union:-
1) if one has not attained the age of 18 years
2) Conviction for an offence involving moral turpitude.
3) Not applicable when 5 years have elapsed
Annual Returns:-
Annually to the Registrar, on 31 December or before such date as may be prescribed,a general statement,audited in the prescribed manner,of all the receipts and expenditure of every registered Trade Union.
Queries are Welcome🍻👍
Object of the Act:-
To provide the registration of Trade Union and in certain respects to define the law relating to registered Trade Unions.
Registration of trade union(Sec.4):-
1) Any 7 or more members of a trade union,by subscribing their names to the rules of the trade union and its compliance.
2) There should be atleast 10% or 100 of the workmen,whichever is less,engaged or employed in the establishment or industry with which it is connected.
Application of Registration:-
Prescribed form with the following details:
1) Names,occupations and addresses of the members' place of work;
2) Address of its head office; and
3) Names,ages,addresses and occupations of its office bearers.
Disqualification of office-bearers of Trade Union:-
1) if one has not attained the age of 18 years
2) Conviction for an offence involving moral turpitude.
3) Not applicable when 5 years have elapsed
Annual Returns:-
Annually to the Registrar, on 31 December or before such date as may be prescribed,a general statement,audited in the prescribed manner,of all the receipts and expenditure of every registered Trade Union.
Queries are Welcome🍻👍
The Minimum Wages Act,1948😃
Object:-
The Act has been passed to provide for fixing minimum rates of wages in certain establishments.The Government may fix the minimum rates of wages either by the hour,by the day,by the month or by such large wage-period as may be prescribed.
Wages must be Paid in Cash:-
There is custom to pay a part or the whole of the wages in kind,the Government may authorize the payment either wholly or partly in kind.
Hours of Work and Holidays(Sec.13):-
The Act authorizes the Government to fix the hours of work,a day of rest with remuneration and payment for the work done on a day of rest at the overtime rate.
i) Number of hours shall not exceed 9 hours for an adult and 4-1/2 hours for a child.The working day of an adult shall be so arranged that inclusive of rest it shall not exceed 12 hours on any day.
Extra Wages for Overtime:-
The employer can take actual work on any day up to 9 hours in a 12 hours shift but he must pay double the rates for any hour or part of an hour of actual work in excess of nine hours or for more than 48 hours in any week.
Object:-
The Act has been passed to provide for fixing minimum rates of wages in certain establishments.The Government may fix the minimum rates of wages either by the hour,by the day,by the month or by such large wage-period as may be prescribed.
Wages must be Paid in Cash:-
There is custom to pay a part or the whole of the wages in kind,the Government may authorize the payment either wholly or partly in kind.
Hours of Work and Holidays(Sec.13):-
The Act authorizes the Government to fix the hours of work,a day of rest with remuneration and payment for the work done on a day of rest at the overtime rate.
i) Number of hours shall not exceed 9 hours for an adult and 4-1/2 hours for a child.The working day of an adult shall be so arranged that inclusive of rest it shall not exceed 12 hours on any day.
Extra Wages for Overtime:-
The employer can take actual work on any day up to 9 hours in a 12 hours shift but he must pay double the rates for any hour or part of an hour of actual work in excess of nine hours or for more than 48 hours in any week.
Employer's Obligations:-
1) The employer shall pay overtime at double the ordinary rate of wages for the period work done beyond 9 hours on any day or 48 hours in any week or for rest day.
2) The employer should not employ a child for more than 4-1/2 hours on any day.
3) The employer must pay minimum wages in cash unless the Government authorities their payment wholly or partly in kind.
4) The employer shall fix wage-period for the payment of wages at intervals not exceeding one month or such other larger period as may be prescribed.
5) The employer shall pay wages on a working day within seven days of the end of wage period or within 10 days if 1000 or more persons are employed in an establishment.
6) If an employee is employed on any day for a period less than the normal working day,he shall be entitled to receive wages for a full normal working day provided his failure to work is not caused by his unwillingness to work but by the omission of the employer to provide him work for that period.
7) The employer shall fix working hours of an adult worker which may be for a maximum of 9 hours a day but this period shall not exceed 12 hours on any day.
8) The employer shall allow a rest day with wages to the employees every week which should be usually Sunday but it may be some other day as fixed by employer.No employee shall be required to work on a day fixed as rest ...if he does work on that day he will get wages for that day .at overtime rate.
Queries are Welcome🍻👍
1) The employer shall pay overtime at double the ordinary rate of wages for the period work done beyond 9 hours on any day or 48 hours in any week or for rest day.
2) The employer should not employ a child for more than 4-1/2 hours on any day.
3) The employer must pay minimum wages in cash unless the Government authorities their payment wholly or partly in kind.
4) The employer shall fix wage-period for the payment of wages at intervals not exceeding one month or such other larger period as may be prescribed.
5) The employer shall pay wages on a working day within seven days of the end of wage period or within 10 days if 1000 or more persons are employed in an establishment.
6) If an employee is employed on any day for a period less than the normal working day,he shall be entitled to receive wages for a full normal working day provided his failure to work is not caused by his unwillingness to work but by the omission of the employer to provide him work for that period.
7) The employer shall fix working hours of an adult worker which may be for a maximum of 9 hours a day but this period shall not exceed 12 hours on any day.
8) The employer shall allow a rest day with wages to the employees every week which should be usually Sunday but it may be some other day as fixed by employer.No employee shall be required to work on a day fixed as rest ...if he does work on that day he will get wages for that day .at overtime rate.
Queries are Welcome🍻👍
hey does anyone about AIMA PSU exams??? what's the exam pattern??
Last Year Cutoff for various streams:-
Check it here
Check it here
It's final cutoff(Interview+Written) for 1st Allotment
wat topics need to be prepared for reasoning section..and do they ask questions on non verbal reasoning in their online exam?? Also plz tell the topics to be covered for english section?
Factories Act,1948 👍
Applicability of the Act:-
Any premises whereon 10 or more persons with the aid of power or 20 or more persons without the aid of power working on any day preceding 12 months.This act applies to whole of India.
Objective:-
Factories Act,1948 has been promulgated,primarily to provide safety measures and to promote the health and welfare of workers employed in factories and protect the workers employed in factories against industrial and occupational hazards.
History of Factory Act:-
The factories Act,1948 was an "Act of Parliament" passed in United Kingdom by the Labour Government of Clement Attlee. It was passed with the intention of safeguarding the health of the workers.It extended the age of workers,working hours,etc.under its ambit lateron.
Safety:-
All factories ordinarily employing 1000 workers or more are required to employ full time "Safety Officers"
Welfare of Employees:-
1) Ambulance Room for the factory ordinarily employing more than 500 workers.
2) Canteen facilities in factories employing more than 250 workers.
3) Rest Room or Rest Shelter and Lunch Room to be provided,ordinarily employing more than 150 workers.
4) Creche of prescribed standards for use of children below 6 years of age of women workers, employed in factories ordinarily more than 30 women workers.
5) Full time "Welfare Officer" in factories ordinarily employing more than 500 or more workers
Working Hours:-
1) Weekly hours not more than 48.
2) Daily hours not more than 9 hours
3) Intervals for rest at least 1/2 hours on working for 5 hours.
4) Spreadover not more than 10.5 hours.
5) Restrictions on employment of women before 6 A.M and beyond 7 P.M
Overtime Wages Under the Act:-
1) if a worker works beyond 09 hours a day or 48 hours a week.Overtime wages are double the rate of wages are payable.
2) A workman can't work in a two factories.There is restriction on Double Employment.
3) Total working hours including overtime should not exceed 60 hours in a week.
Employment of Young Persons:-
Any child below the age of 14 years can't be employed.Child above 14 but below 15 years can be employed for 4.5 hours per day.He should be certified fit by a certifying surgeon.He can't be employed during night 10 P.M to 6 A.M
i) A young one who is 14 Years below can't be employed in factory.
ii) A young one who has completed the age of 14 but not 15 is called Child as per Factories Act and can be employed as child worker.
iii)A young who has completed the age of 15 but before 18 is called adolescent and can be employed as an adult in factory after receiving the fitness certificate.
Annual Leave:-
1)A worker having worked for 240 days.One day leave for every 20 days & for a child one day leave working for 15 days.Accumulation of leave for adult is 30 days and for child is 40 days.
2) While calculating the days of leave,Sundays and Holidays should be excluded.
Penalties under the Act:-
Fine upto Rs.1,00,000 or imprisonment upto 2 years or both
Queries are welcome🍻👍😁
Applicability of the Act:-
Any premises whereon 10 or more persons with the aid of power or 20 or more persons without the aid of power working on any day preceding 12 months.This act applies to whole of India.
Objective:-
Factories Act,1948 has been promulgated,primarily to provide safety measures and to promote the health and welfare of workers employed in factories and protect the workers employed in factories against industrial and occupational hazards.
History of Factory Act:-
The factories Act,1948 was an "Act of Parliament" passed in United Kingdom by the Labour Government of Clement Attlee. It was passed with the intention of safeguarding the health of the workers.It extended the age of workers,working hours,etc.under its ambit lateron.
Safety:-
All factories ordinarily employing 1000 workers or more are required to employ full time "Safety Officers"
Welfare of Employees:-
1) Ambulance Room for the factory ordinarily employing more than 500 workers.
2) Canteen facilities in factories employing more than 250 workers.
3) Rest Room or Rest Shelter and Lunch Room to be provided,ordinarily employing more than 150 workers.
4) Creche of prescribed standards for use of children below 6 years of age of women workers, employed in factories ordinarily more than 30 women workers.
5) Full time "Welfare Officer" in factories ordinarily employing more than 500 or more workers
Working Hours:-
1) Weekly hours not more than 48.
2) Daily hours not more than 9 hours
3) Intervals for rest at least 1/2 hours on working for 5 hours.
4) Spreadover not more than 10.5 hours.
5) Restrictions on employment of women before 6 A.M and beyond 7 P.M
Overtime Wages Under the Act:-
1) if a worker works beyond 09 hours a day or 48 hours a week.Overtime wages are double the rate of wages are payable.
2) A workman can't work in a two factories.There is restriction on Double Employment.
3) Total working hours including overtime should not exceed 60 hours in a week.
Employment of Young Persons:-
Any child below the age of 14 years can't be employed.Child above 14 but below 15 years can be employed for 4.5 hours per day.He should be certified fit by a certifying surgeon.He can't be employed during night 10 P.M to 6 A.M
i) A young one who is 14 Years below can't be employed in factory.
ii) A young one who has completed the age of 14 but not 15 is called Child as per Factories Act and can be employed as child worker.
iii)A young who has completed the age of 15 but before 18 is called adolescent and can be employed as an adult in factory after receiving the fitness certificate.
Annual Leave:-
1)A worker having worked for 240 days.One day leave for every 20 days & for a child one day leave working for 15 days.Accumulation of leave for adult is 30 days and for child is 40 days.
2) While calculating the days of leave,Sundays and Holidays should be excluded.
Penalties under the Act:-
Fine upto Rs.1,00,000 or imprisonment upto 2 years or both
Queries are welcome🍻👍😁
hi guys
i find your network so useful,i joined today albest for all of you how preparing for ibps hr.And do any one tell me syllabus be asked in ibps hr scale 1 exam 2014
hey @Sapinisha ...just got confused with the hr questions yr...actually in Arihant SO book, HR questions are very different..could you pls guide me to study or refer any specific book for hr...?? and dr r u gvng SO exam first time or what??? do u hv ny idea abt hr questions type or pattern....
what are the laws to be followed in recruitment??? 😁
Hi frds.... IS any one knows the last cutoff score of specialist officer HR ????
marketing officer ke bare mai koi kuch batyega kya ??
whic of the following is the process of systematically identifying ,assessing and developing organizational leadership to enhance performance A)manpower planning 2)career planing 3 succession planing 4 strategic human resource planning
when team building can be attempted by creating artificial teams in which people get opportunity to experiment and learn from their behaviour in a less threatening context is based on
.1behavour modification approch
2.action research approch
3.stumulation
4 team role approch
I urge to all of You to share as much material as you can and ask as many Questions as you can to make this thread more active and informative........
Thanks 
All the Best 