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

A. Halo effect - I. Rater's assessment is influenced by one aspect of an employee's performance: If a rater is impressed by one positive trait (like punctuality), they might rate all aspects positively, even unrelated ones.

B. Primacy effect - IV. Rater's assessment is influenced by behaviour exhibited by the employee during the early stages: Initial impressions heavily influence the evaluator's later ratings, even if subsequent performance changes.

C. Spillover effect - II. Rater's assessment is influenced by past performance rating of an employee: Performance ratings spill over from past appraisals, leading to biased evaluations regardless of current performance.

D. Perceptual set - III. Rater's assessment is influenced by previously held beliefs about an employee: Preconceived notions about an employee (e.g., from reputation or stereotypes) affect objective assessment.

Hence, the correct matching is: A-I, B-IV, С-II, D-III.

The degree to which employees believe that the organization values their contributions and cares about their well-being. POS is an important psychological factor that influences:

• Job satisfaction
• Organizational commitment
• Work engagement
• Retention

It stems from the Social Exchange Theory, where employees reciprocate perceived support with loyalty and effort.

High POS can lead to lower absenteeism and greater discretionary behaviour.

1. Strategic Partner (aligning HR and business strategy)

2. Change Agent (managing transformation and change)

3. Administrative Expert (improving organizational processes)

4. Employee Champion (representing employees' needs)

This framework transformed HR from a support function into a strategic player in business success.

A. Analyze the job: Begin with a detailed job analysis to understand key responsibilities and required competencies.

E. Rate the job's main duties: Prioritize and rank duties based on importance and frequency.

C. Create interview questions: Develop situational questions that reflect real job scenarios aligned with critical job duties.

D. Create benchmark answers: Define what constitutes poor, average, and excellent responses for each question to ensure consistency.

B. Appoint the interview panel and conduct interview: Assemble trained interviewers and execute the structured interview process.

This logical sequence ensures objectivity, fairness, and relevance in the interview process.

The State Government may allow an exemption in specific situations where working hours may exceed standard limits.

However, even under exemption, the maximum number of working hours in a week, including overtime, shall not exceed 60 hours.

Normal working hours are capped at 48 hours per week, and overtime is permitted under Section 59, but total cannot exceed 60 hours per week.

This provision ensures a balance between industrial demand and worker welfare.

• He introduced the concept in his seminal work "Corporate Strategy" (1965).

• Synergy refers to the idea that "the whole is greater than the sum of its parts", implying that two combined units (departments, companies, processes) can produce a greater effect together than they could separately.

• In strategic terms, synergy is sought through mergers, acquisitions, diversification, and resource optimization to create added value.

• Ansoff's synergy principle underpins many growth and diversification strategies in corporations.

Unemployment Rate = (Number of Unemployed Persons) / (Labour Force)

⇒ Symbolically, Unemployment Rate = U/LF

Where:
• U = Number of unemployed individuals
• LF = Labour Force = E (Employed) + U (Unemployed

• This ratio indicates the percentage of the labour force that is actively seeking but unable to find employment.

• It is a key indicator used by governments and economists to assess the health of the economy and the labour market.

A. Accommodator - III. Learns by doing and feeling: Practical and hands-on learners who rely on intuition over logic and prefer to take risks and apply experience directly.

B. Converger - II. Learns by doing and thinking: These learners excel in practical application of ideas and problem-solving, often in technical tasks.

C. Diverger - IV. Learns by observing and feeling: Creative learners who are good at viewing situations from multiple perspectives; they prefer brainstorming and group discussions.

D. Assimilator - I. Learns by observing and thinking: Logical learners who value theoretical models and abstract concepts, preferring structured thinking and analysis.

Thus, the correct matching is: A-III, B-II, C-IV, D-I.

A. Deductions for absence from duty Allowed under Section 9.

B. Deductions for house accommodation supplied by the employer - Permissible under Section 10.

D. Deduction of income tax payable by the employed person - Permitted under Section 7(2)(a).

E. Deductions for payment of insurance premium or fidelity guarantee bonds - Covered under authorized deductions if the employee consents or the scheme is recognized.

However:
C. Deduction for supply of tools required for employment is not permissible unless specifically allowed under a lawful scheme or with express employee consent.

Therefore, the valid deductions include: A, B, D and E only.

AIMO was established to promote the interests of Indian manufacturers, especially in the post-colonial industrial setup.

It aimed at ensuring a voice for Indian entrepreneurs in economic policy, industrial development, and national planning.

Sir M. Visvesvaraya strongly advocated for industrial self-reliance, technical education, and infrastructure development, making AIMO a key forum for these objectives.