UGC NET/JRF EXAM, JANUARY-2025 Labour and Social Welfare

A. Collect data into a database and ascertain validity: The process begins with the collection of relevant data from various sources and validating its accuracy, completeness, and consistency.

C. Mар сategories to identify correlations and trends that are useful to measure: After validation, data is categorized and analyzed to detect patterns, trends, or correlations relevant to the business context.

B. Map the identified impact factors affecting the organisation: Based on the insights, the next step is to identify key factors influencing the organization's performance or outcomes.

D. Formulating the algorithm that analyzes the various factors: With the factors identified, algorithms or models are designed to quantify the relationships and make predictions.

E. Validate the predictions using statistical tools or other methodologies for utility: Finally, the model's predictions are validated using statistical techniques like regression analysis, hypothesis testing, etc., to ensure their reliability and usefulness.

• The benefits include pension, medical assistance, loans for house construction, education for children, and group insurance, etc.

• This provision ensures that the worker has contributed to the welfare fund for a significant period.

• This was notified by the appropriate government effective from 1st October 1987.

• The aim is to safeguard employee gratuity payments even if the employer becomes financially incapable of paying them.

• Rule 4(1) of the Payment of Gratuity (Central) Rules, 1972 supports this requirement.

A. Constitution of Site Appraisal Committees - I. Sec. 41 A: Section 41A mandates the constitution of Site Appraisal Committees to advise on the location of hazardous factories.

B. Workers Participation in Safety Management - IV. Sec. 41 G: Section 41G provides for setting up of safety committees comprising workers and management representatives for better safety practices.

C. Compulsory disclosure of information by the occupier - II. Sec. 41 B: Section 41B obliges the occupier to disclose information regarding dangers and measures to prevent accidents.

D. Power of the Central Government to appoint inquiry committee - III. Sec. 41 D: Section 41D empowers the Central Government to appoint inquiry committees in the event of hazardous process incidents.

A. The Integrated HRD System Approach - II. Uday Pareek and T.V. Rao: This approach was formulated by Indian scholars Pareek and Rao focusing on developing HR subsystems like performance appraisal, training, and development in an integrated manner.

B. Human Capital Appraisal Approach - I. Friedman: The Human Capital approach emphasizes valuing and appraising human assets just like financial assets. Theodore W. Schultz and later economists like Milton Friedman contributed to this concept.

C. The Strategic HR Framework Approach - III. Ulrich and Lake: Dave Ulrich and Norm Smallwood emphasized aligning HR strategies with organizational goals, focusing on core competencies, culture, and capabilities.

D. The Integrative Framework - IV. Yeung and Berman: This model integrates various HR functions and connects HR practices to business outcomes, focusing on employee alignment, capabilities, and engagement.

• The Commission highlighted the appalling working and living conditions of industrial workers in colonial India.

• It recommended improvements in workplace safety, health services for industrial workers, working hours, and rest intervals.

• The commission's report was a milestone in influencing future labour legislation in India, including the Factories Act, Mines Act, and Employee State Insurance schemes.

• This marked the beginning of formal concern by the government for occupational health and safety in the country.

A. The application and interpretation of standing orders - As per Schedule II of the Act, Labour Courts handle disputes related to standing orders, which are rules governing employment conditions.

B. Illegality or otherwise of a strike or lockout - Labour Courts adjudicate on whether a strike or lock-out is legal under Sections 22 and 23 of the Act.

C. Withdrawal of any customary concession or privilege - This is also listed in Schedule II and pertains to disputes over long-standing employee benefits that are being withdrawn.

D. Retrenchment of workmen and closure of establishment is handled by Industrial Tribunals as per Schedule III, not Labour Courts.

Hence, only A, B, and C fall under Labour Courts' jurisdiction.

A. The Reactive Function: HR is a support role, reacting to issues like recruitment, grievances, and compliance without proactive planning.

B. The Independent HRD Function: HR gains a more structured form, with independent departments focusing on development activities like training, performance appraisal, etc.

C. The Supportive HRD Function: HR begins aligning its initiatives with organizational strategies to support business needs more effectively.

D. The Integrative HRD Function: HR is fully integrated into strategic decision-making, workforce planning and organization-wide development with measurable outcomes.

This model explains the HR function's shift from transactional roles to strategic partner roles.

E. Works Committee (1947): Constituted under the Industrial Disputes Act, 1947, aimed to promote harmony between workers and management.

D. Joint Management Councils (1958): Introduced following the Industrial Policy Resolution to promote joint consultation in industries.

B. Board level participation (1970): Introduced in the early 1970s in public sector undertakings, providing for worker representatives on company boards.

C. Shop Councils and Joint Councils under the old 20 Point Programme (1975): Launched during the Emergency period by the Government of India to encourage employee involvement in shop-floor decisions.

A. Institutions of Employees Participation in Management for Public Sector Undertaking (1983): Formulated by the Department of Public Enterprises to institutionalize employee participation mechanisms at various levels in PSUs.

Hence, the ascending chronological sequence is: E, D, B, C, А.

D. Conditions precedent to retrenchment of workmen (Section 25F): Requires an employer to give notice and compensation before retrenching a workman.

A. Compensation to workmen in case of transfer of undertaking (Section 25FF): If
an undertaking is transferred, workmen are entitled to compensation unless employment terms remain uninterrupted.

B. Sixty days' notice to be given of intention to close down (Section 25FFA): Employers must give 60 days' advance notice before closing down an undertaking.

C. Compensation to workmen in case of closing down of undertakings (Section 25FFF): Ensures that workmen affected by the closure of an undertaking are compensated fairly.

This sequence reflects the logical and legal flow from retrenchment, transfer, closure notification to closure compensation.