List-I List-I (a)Healthy labour-management relations (i) Industrial Disputes Act (b) Industrial Peace Law (ii) Guiding principles for a grievance procedure (c) Industrial Democracy (iii) Workers’ participation in management (d) National Commission on Labour, 1969 (iv) Voluntary arbitration and responsible trade union

List-I List-I (a) Andragogy (i) Strategies or styles of instructions (b) Pedagogy (ii) Ultimate knowledge level with trainee leaves the training sessions (c) Terminal behaviour (iii) Lack of commitment of management and scarcity of resources in training (d)Training impediments (iv) Art and Science of training the adults.

Strategic HRM focuses on specific organizational intentions about what needs to be done while HR strategies focus on long-term issues only. Strategic HRM focuses on macro concerns such as structure and culture while HR strategy focuses on specific issues assigned. Human Resource strategy decisions are derived from strategic HRM  

List-I List-I (a) Focus of PM (i) Development attitude by making people contribute their best (b) Focus of HRM (ii) Exercising it as a functional area of management (c) Philosophy of PM (iii) Exercising it as humane management (d) Philosophy of HRM (iv) Profit maximisation by controlling people.

Assertion (A): In real terms. Workers’ participation in management has failed in India Reasoning (R): There is a lack of attitudinal change, multiplicity of unions and absence of a procedure to determine a sole bargaining agent in an organization.  

Assertion (A): Compensation has two vital domains economic concept and psychological concept. Reasoning (R): Compensation basically represents an employment contract.  

List-I(Ranking methods) List-II     (Methodology) (a) Simple ranking (i) Based on overall performance (b) Alteration ranking (ii) Ends up with predetermined number of people in each group (c) Paired comparison (iii) Based on particular trait only for quantity / quality of work. (d) Forced distribution (iv) Based on a trait or a set of trait and […]