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

C. Conciliation comes first because the Act specifically provides that, before any formal inquiry begins, the Internal Committee may attempt conciliation if the aggrieved woman makes a written request. This is an optional but legally recognised pre-inquiry step.

B. Studying the evidence follows as part of preliminary fact-gathering once the complaint is received, where the Committee examines initial material, written submissions and supporting documents for clarity on the issues raised.

A. Instituting the enquiry comes next, when conciliation has not been requested, has failed, or the information reviewed requires a full formal inquiry. At this stage, formal notices are issued, hearings commence, and a structured inquiry process is initiated in accordance with the Act.

D. Submitting the recommendations is the final stage, where the Committee prepares its written findings and recommended action and submits them to the employer or District Officer within the mandated 90-day period.

Thus, the correct sequence based on the given options is C → B → A → D.

B. Employees Compensation Act was enacted in 1923 (originally the Workmen's Compensation Act), making it the oldest among the four; it provides compensation for injury or death arising out of and in the course of employment.

C. Employees State Insurance Act came next in 1948, establishing contributory social insurance for sickness, maternity, disablement, and related benefits.

A. Maternity Benefit Act followed in 1961, focusing specifically on maternity leave, maternity benefits and related protections for women employees.

D. Payment of Gratuity Act is the most recent of the four, enacted in 1972, providing for a lump-sum terminal benefit (gratuity) to employees on superannuation, resignation, death, or disablement, subject to qualifying service.

A. The Amalgamated Society of Railway Servants of India & Burma was formed in 1897, and is widely regarded as one of the earliest organised associations of railway workers in India.

D. The Printers Union, Calcutta came later, around 1905, representing printing workers and often functioning as an early strike and welfare organisation.

B. The Bombay Postal Union was formed subsequently in 1907, providing a collective voice and welfare platform for postal employees in Bombay.

C. The Kamgar Hitvardhak Sabha was established around 1910 in Bombay, with an explicit focus on promoting the welfare, education and upliftment of industrial workers.

Arranging these chronologically by year gives the sequence: A (1897) → D (1905) → В (1907) → С (1910).

A. Application blank is the first stage where candidates formally provide personal, educational and work details; it creates the basic record used for initial screening.

C. Reference check follows, where the employer verifies the candidate's background, past performance and conduct through previous employers or referees.

В. Physical examination generally comes after the employer is reasonably satisfied about suitability; it confirms medical fitness for the job, especially for safety-sensitive or physically demanding roles.

D. Job offer is then extended to the candidate who has cleared all previous stages, specifying terms of employment, pay, position, and conditions.

E. Job placement is the final step where the candidate formally joins, is assigned to a specific job/department, and becomes part of the organisation's workforce.

C. Identification of the problems is the starting point: unions and management recognise issues such as wages, hours, working conditions, benefits or grievances that require negotiation.

A. Preparing for negotiations comes next; both sides gather data, clarify objectives, decide their bargaining limits, and form negotiation teams.

B. Negotiation of agreement follows preparation; parties meet at the bargaining table, present demands, exchange proposals and counterproposals, and work towards a mutually acceptable settlement documented in a draft agreement.

D. Implementation of agreement is the final stage where the agreed terms are formally put into effect-policies are changed, wage revisions are applied, and both sides monitor adherence to the new agreement in practice.

A. Illumination Experiments: studied the effect of lighting on productivity and revealed the importance of psychological factors.

B. Relay Assembly Test Room: showed that social relationships, informal groups and supervision style influenced output.

C. Interviewing Programme: highlighted the importance of employee emotions, attitudes and open communication.

D. Bank Wiring Test Room: demonstrated strong group norms controlling individual productivity.

(E) One Best Way belongs to scientific management, not the Human Relations Movement.

A. Setting performance standards: establishes the criteria for expected performance.

B. Measuring performance: compares actual results with the standards set.

C. Evaluation: analyses deviations and identifies causes for differences between planned and actual performance.

D. Corrective action: involves taking steps to eliminate deficiencies and realign performance with standards.

(E) Actuating is part of directing/leading, not controlling.

B. Ratio-trend analysis is a quantitative forecasting method where historical ratiossuch as employees per unit of output, salesto-staff ratio or workload-to-staff ratio-are studied over time. These ratios are then applied to projected business activity to estimate future manpower needs.

C. Regression analysis is a statistical forecasting tool that examines the relationship between organisational variables (such as sales volume, production levels or service calls) and the number of employees required. It allows HR planners to build predictive equations, making future HR demand estimates more accurate.

D. Delphi technique is a structured qualitative forecasting approach where a panel of experts provides anonymous predictions in multiple rounds. Their responses are refined after each round until a consensus emerges, producing a reliable estimate of future staffing requirements.

A. Managerial discussion is useful for gathering opinions but is not treated as a formal forecasting technique.

E. Dispersion analysis deals with measuring variation or spread in data and is not a technique for predicting future HR demand or supply.

B. Work activities: describe tasks performed, procedures used, responsibilities and duties.

C. Human requirements: specify the knowledge, skills, abilities and personal attributes required for the job.

D. Job context: includes physical environıment, work conditions, supervision, work schedule and social context.

(A) Workflow analysis is a separate organisationallevel analysis, not part of job analysis outputs.

(E) Job forecasting belongs to HR planning, not job analysis.

A. Geocentric: selects the best talent globally regardless of nationality, a key international staffing philosophy.

B. Expatriates: employees sent from the home country to work in subsidiaries abroad, part of international staffing deployment.

C. Repatriates: employees returning to the home country after overseas assignments, also part of international staffing planning.

(D) Employee leasing relates to outsourcing HR functions, not international staffing strategy.

(E) Career portability is an individual-level career concept, not a staffing policy.