UGC NET/JRF EXAM, September-2024 Labour and Social Welfare

Under the Industrial Disputes Act, 1947, the number of 'Protected workmen' for a union or each of the unions in case of multiple unions can vary. The Act prescribes a minimum of 5 and a maximum of 100 protected workmen depending on the size of the establishment and the number of union members.

Protected workmen are those who are exempt from transfers, dismissals, or changes in their conditions of service while they are office bearers of the union. This protection helps them carry out their duties as union representatives without fear of retribution from employers, thereby facilitating smoother industrial relations.

Under the provisions of the Inter-state Migrant Worker (Regulation of Employment and Conditions of Service) Act, 1979, the employer is required to ensure suitable conditions of work, provide and maintain suitable residential accommodation, provide the prescribed medical facilities, and provide such protective clothing to the workmen.

These provisions are aimed at safeguarding the health, safety, and welfare of migrant workers, who often face challenging living and working conditions away from their native places. Education facilities for children, while important, are not explicitly covered under this act, focusing the legislation primarily on direct employmentrelated aspects.

The 'Human Capital Appraisal Approach' was developed by Friedman. This approach is part of the broader concept of human capital theory, which views employees as assets whose value can be enhanced through investment in education, training, and health.

Human capital appraisal specifically deals with assessing the value of this investment in the workforce, determining how effectively an organization's human resource practices contribute to the development of its employees' skills and competencies, thereby enhancing the organization's overall value and competitive advantage.

The definition of social security as a multifaceted subject encompassing various dimensions like philosophical, theoretical, humanitarian, financial, administrative, and more was provided by Weber and Cohen.

This comprehensive view highlights the complexity and breadth of social security as a field that touches on numerous aspects of society and individual lives.

The dynamic nature of social security is influenced by changing socio-economic conditions, political landscapes, and evolving needs of the population, requiring a multifaceted approach to its study and implementation.

The correct order of enactment or amendment of the provisions under the Employees Provident Fund and Miscellaneous Provisions Act, 1952, starts with the Employees Provident Fund Scheme, established to provide retirement benefits for employees in factories and other establishments.

The Family Pension Scheme followed, providing a pension to families of deceased workers. Subsequently, the Employees' Deposit-linked Insurance Scheme was introduced, providing an insurance benefit linked to the provident fund deposits.

Lastly, the Employees' Pension Scheme was launched, replacing the Family Pension Scheme to provide a more comprehensive pension benefit directly to the employees. This order reflects the progression and expansion of benefits provided under the Act over time, enhancing the social security coverage for employees.

The correct developers/formulators for the HRD frameworks are matched as follows: The Strategic Framework Approach was formulated by Ulrich and Lake, emphasizing the integration of HRD strategies with broader business strategies to enhance organizational effectiveness.

The Integrative Framework Approach, developed by Yeung and Berman, focuses on aligning HRD practices with organizational needs and strategies for comprehensive development. The HRD Scorecard Approach, developed by T.V. Rao, is a method to measure and evaluate the effectiveness of HRD initiatives quantitatively.

The People Capability Maturity Model (P-CMM), formulated by Curtis and Team, provides a framework for improving the management and development of human resources within an organization.

Under the Minimum Wages Act, 1948, the sequence for fixing and revising minimum rates of wages by the appropriate government is structured as follows:

The government first identifies different scheduled employments (c), which are broad categories of work that may have specific wage needs. Within these employments, the rates are differentiated for various classes of work (b), reflecting different skill levels and job requirements.

Subsequently, different rates may be set for adults, adolescents, children, and apprentices (d), acknowledging the diverse workforce and ensuring fair compensation relative to age and experience.

Finally, adjustments are made for different localities (a), accounting for regional economic conditions, cost of living, and other local factors.

Bolwijn and Kumpe identify a chronological development of firm types from the earliest to the latest as follows:

(c) The efficient firm focuses on maximizing output and minimizing costs and is often the initial stage of industrial evolution.

(a) The quality firm emerges next, with an emphasis on improving product quality and customer satisfaction as markets develop and competition increases.

(d) The flexible firm evolves in response to fluctuating market conditions and customer demands, emphasizing adaptability in production and management.

(b) Lastly, the innovative firm represents the most recent phase, where continuous innovation in products, processes, and business models drives competitiveness.

When welfare work is implemented to secure, preserve, and develop the efficiency and productivity of labour, it is recognized as the Functional Theory of labour welfare. This theory posits that welfare measures are justified not merely as a moral obligation but as a functional necessity to enhance workers' efficiency and the overall productivity of the organization.

Such measures may include improving working conditions, health care facilities, and recreational activities, which directly contribute to reducing fatigue and enhancing worker satisfaction and productivity. This approach views welfare activities as strategic tools for business success, integrating them into broader organizational objectives.

(a) The Factories Act primarily promotes welfare and protects workers from exploitation by regulating working conditions, hours, safety, and health standards within factory settings.

(b) The Equal Remuneration Act promotes social justice by ensuring that men and women receive equal pay for equal work, addressing gender-based wage disparities.

(c) The Employees' Provident Fund and Miscellaneous Provisions Act aims to promote social security by mandating savings that provide financial security for workers post-retirement.

(d) The Industrial Employment (Standing Orders) Act is designed to regulate the relationship between employers and workers, ensuring clarity and fairness in employment conditions and practices.