Questionnaire for measuring the effectiveness of the participative FORA at NTPC
I have attached Questionnaire on WPM in NTPC.
QUESTIONNAIRE FOR MEASURING THE EFFECTIVENESS OF THE PARTICIPATIVE FORA AT NTPC, UNCHAHAR
1.Are you satisfied with the functioning of participative fora in NTPC, Unchahar?
YES NO NA
2.Does the functioning of participative fora enhances the efficiency of the employee and the productivity of the plant?
YES NO NA
3. .Does the participative fora ensure the proper flow of two-way communication between the management and the employee?
YES NO NA
4.Are you satisfied with the functioning of union/association nominated members in the participative fora?
YES NO NA
5. Are you satisfied with the general health, welfare, safety measures taken for employees?
YES NO NA
6.Does participative fora helps to increase the efficiency of accommodation, motivation and commitment to employees?
YES NO NA
7.Has participative fora built up the better employer-employee relationship in the NTPC?
YES NO NA
8.As the company emphasis on productivity, cost reduction and safety. Does the participative fora laid emphasis on these factors?
YES NO NA
9.Are you satisfied with the level of attendance in the meetings of participative fora?
YES NO NA
10. Are you satisfied with the issues discussed during the meetings of participative forum meet?
YES NO NA
11. Are you satisfied with the involvement of team members in the meetings?
YES NO NA
12. If you have a opportunity, in which of the participative fora would you like to be nominated?
SLC-I SLC-II SLC III
SLC-IV PLC TADC
CMC HAC SAFETY
Any Suggestions: ————————————————————————————————————————————————————————————————————————————————————————————————————————————————————————-
Questionnaire on Attrition in BPO/KPO Industry
I have attached Questionnaire on attrition in BPO/KPO industry.
PLEASE FILL The FOLLOWING DETAILS:
1. Name of the organization:
2. Strength of the Organization (Less than 50, 50-100, More than 100):
3. Address of the Organization:
4. Name of the Respondent (Optional):
5. Designation of the Respondent (Compulsory):
GUIDELINES:
- 1. This questionnaire is required to be filled only by the employees of the BPO/KPO industry belonging to the level at which there is high Attrition. Please express your opinion without hesitation. Details provided by you will be kept confidential.
- 2. If you are using soft copy of this questionnaire, fill the answers in any color other than black.
- 3. If you are using hard copy, please use any color pen, but not pencil.
- 4. Questionnaire is divided into Part 1 and Part 2
- Part 1 –The objective is to assess the Attrition level in the organization.
- Part 2- The objective is to assess the employee satisfaction level with the organization.
- 5. Q.3 from Part-I is very crucial for the successful accomplishment of the project. Please read and answer it carefully.
- 6. If you want to share any extra information, you can add it at the end.
- 7. Please do not alter any question and options.
Part-I
1. What is the Attrition Rate in your Company at an entry level?
- Between 20%-30%
- Between 30%-40%
- Between 40%-50%
- Between 50%-60%
- 60% & above
Answer:
2. What is the Attrition rate in your company at the managerial level?
- Between 20%-30%
- Between 30%-40%
- 40% &above
Answer:
3. There is a high Attrition rate prevailing in your organization due to the following reasons.
(Tick and rank them. Also roughly specify the percentage mix of each of the causes.)
For e.g. If Stagnation in the career path leads to high rate of Attrition in your company,
Then rank it 1st and percentage say for e.g. 40%.
| Sr. No. | Causes | Ranking | Percentages |
| 1. | Poaching of employees by other Competitive BPO’s (Attraction for the better Salary Packages elsewhere). | ||
| 2. | Stagnation in career path | ||
| 3. | Long Duty Hours | ||
| 4. | Night Shifts | ||
| 5. | Unfavorable HR policies (policies of termination of employees at regular intervals, at the end of the contract period of employment). | ||
| 6. | Monotonous Work which offers no Challenge. | ||
| 7. | Lack of Promotion | ||
| 8. | Higher Education | ||
| 9. | Insufficient Leave | ||
| 10. | Physical & Psychological strain | ||
| 11. | No personal life | ||
| 12. | Uneasy relationship with Peers and Managers | ||
| 13. | Career in BPO is not viewed as secured in long term basis. | ||
| 14. | No fixed leave (Employees are not entitled for national holidays as the company works with client calendar). | ||
| 15. | No skill up gradation of the employee. | ||
| 16. | Lack of Training provided to deal with the foreign clients. | ||
| 17. | Lack of rewards and benefits provided for better performance. | ||
| 18 | Lack of benefits provided(poor quality of cabs used for drop, poor canteen facilities, unhygienic food) |
If, according to you there are several other reasons which lead to high Attrition in your company, please mention them at the end without fail.
Part–II
- How many rounds of interview you went through during your selection process?
- One
- Two
- Three
- Four
- Five
Answer:
- Which psychological tests were conducted during your selection process?
- Aptitude Test
- Achievement Test (aims at testing the skills and knowledge acquired from the training programmes and the job experience.)
- Personality test
- Stress test
- If others or additional, please specify.
Answer:
- How do you find the training provided by your superiors?
- Good
- Average
- Bad
Answer:
- Are you satisfied with the working conditions prevailing in your company?
- Yes
- No
Answer:
- What are the techniques of job design adopted for you?
- Job Simplification( One single job is assigned)
- Job Rotation(Movement from one job to another)
- If others, please Specify
Answer:
- Are you satisfied with the technique of job design adopted for you?
- Yes
- No
Answer:
- Are you satisfied with your Current CTC?
- Yes
- No
Answer:
- Is Performance Appraisal done half yearly or yearly?
Answer:
- Does Performance Appraisal always lead to the hike in your salary?
- Yes
- No
Answer:
- Are you satisfied with the Performance Appraisal system in your company?
- Yes
- No
Answer:
- Are you satisfied with the reward and incentive system in your company?
- Yes
- No
Answer:
- Do you get the required motivation from your superiors?
- Yes
- No
Answer:
- Are you satisfied with the career planning steps taken by your organization?
- Yes
- No
Answer:
- 14. Any other information you would like to share pertaining to the above questions.
THANK YOU
Click Here To Download Project On Attrition in BPO KPO Industry
Innovative Model to Calculate Return on Training Investment
I have Attached Innovative Model to Calculate Return on Training Investment
Publication: The Economic Times Mumbai;Date: Jul 3, 2012;Section: Career & Business;Page: 8
Most Companies Lack Adequate Diet of ROTI
Research indicates that the ‘transfer of learning’ from management and executive training programmes to the workplace hovers in
the pitiful range of 10-30%. Even so, the amount of resources in time and money invested in such training continues to grow. This
begs the question: are organisations addressing the issue of Return on Training Investment (ROTI) adequately? If not, why not?
Why are training investments not assessed for accountability and returns, as other investments? This question is particularly
timely for organisations in India. The market for management and executive training in India is primed for explosive growth,
propelled by the arrival of topranked institutions such as Harvard, Duke, and Wharton. Indian organisations will soon be blitzed
with marketing efforts from these top-ranked providers of executive training, and we can expect to see increasing numbers of
Indian managers and executives receiving premium-priced training from these and other institutes. The key question: Will
organisations attempt to address the issue of ROTI from these programmes? Most probably, they will not, offering the stock
argument that ROTI is a complex and nebulous idea, and that they don’t have the capability to do so. This argument has only
limited merit; even if organisations don’t have the capability to measure ROTI comprehensively, some of the steps involved could
be assessed, providing insights into the value of training programmes.
ROTI: STEPS INVOLVED
It is important to recognise that the end goal of a typical training programme is not simply learning, but rather, the application of
learning in the workplace. To understand why some managers successfully “act” on their learning after attending a programme
and why others don’t, organisations must appreciate that a training programme is part of a process, rather than a discrete event.
This process includes at least two steps before the training programme: Recognition (recognition of the need for training),
Matching (matching the right managers to the right programme), and at least three steps after the training programme:
Application (application of the learning in the workplace), Impact (assessment of the impact made by the application of the
learning), and Return (measurement of ROI based on impact to the organisation, taking into consideration all relevant costs.) The
pre-programme steps are not necessarily complex and can typically be achieved by currently available expertise in most
organisations through their HR or other relevant departments. The post-programme steps of ROTI are more involved. First, they
require managers to return from training programmes with clear “action plans” that include a schedule for applying one or more
aspects of the learning. Second, organisations need to ensure that they have access to the expertise needed to help assess
application of the learning in the workplace, and evaluate its impact so that ROTI can be addressed. For organisations that have
never addressed ROTI, enforcing all the steps could be difficult initially. However, at the very least, both pre-programme steps can
be enforced, and the first post-programme step can be checked. Most important, data collected on the first two pre-programme
steps can be tied to managers’ successful (or not so successful) application of learning in the workplace, and help shed light on
why the application of learning may vary across managers. These efforts can lay the foundation to ultimately address ROTI, and
ensure training—like other investments—is also subjected to scrutiny, and is assessed for accountability and returns.
Most Companies Lack Adequate Diet of ROTI
Research indicates that the ‘transfer of learning’ from management and executive training programmes to the workplace hovers in
the pitiful range of 10-30%. Even so, the amount of resources in time and money invested in such training continues to grow. This
begs the question: are organisations addressing the issue of Return on Training Investment (ROTI) adequately? If not, why not?
Why are training investments not assessed for accountability and returns, as other investments? This question is particularly
timely for organisations in India. The market for management and executive training in India is primed for explosive growth,
propelled by the arrival of topranked institutions such as Harvard, Duke, and Wharton. Indian organisations will soon be blitzed
with marketing efforts from these top-ranked providers of executive training, and we can expect to see increasing numbers of
Indian managers and executives receiving premium-priced training from these and other institutes. The key question: Will
organisations attempt to address the issue of ROTI from these programmes? Most probably, they will not, offering the stock
argument that ROTI is a complex and nebulous idea, and that they don’t have the capability to do so. This argument has only
limited merit; even if organisations don’t have the capability to measure ROTI comprehensively, some of the steps involved could
be assessed, providing insights into the value of training programmes.
ROTI: STEPS INVOLVED
It is important to recognise that the end goal of a typical training programme is not simply learning, but rather, the application of
learning in the workplace. To understand why some managers successfully “act” on their learning after attending a programme
and why others don’t, organisations must appreciate that a training programme is part of a process, rather than a discrete event.
This process includes at least two steps before the training programme: Recognition (recognition of the need for training),
Matching (matching the right managers to the right programme), and at least three steps after the training programme:
Application (application of the learning in the workplace), Impact (assessment of the impact made by the application of the
learning), and Return (measurement of ROI based on impact to the organisation, taking into consideration all relevant costs.) The
pre-programme steps are not necessarily complex and can typically be achieved by currently available expertise in most
organisations through their HR or other relevant departments. The post-programme steps of ROTI are more involved. First, they
require managers to return from training programmes with clear “action plans” that include a schedule for applying one or more
aspects of the learning. Second, organisations need to ensure that they have access to the expertise needed to help assess
application of the learning in the workplace, and evaluate its impact so that ROTI can be addressed. For organisations that have
never addressed ROTI, enforcing all the steps could be difficult initially. However, at the very least, both pre-programme steps can
be enforced, and the first post-programme step can be checked. Most important, data collected on the first two pre-programme
steps can be tied to managers’ successful (or not so successful) application of learning in the workplace, and help shed light on
why the application of learning may vary across managers. These efforts can lay the foundation to ultimately address ROTI, and
ensure training—like other investments—is also subjected to scrutiny, and is assessed for accountability and returns.
Categories: HR Tags: Calculate, Innovative, Investment, Model, on, Return, to, Training
Questionnaire on Labour Laws
I have Attached Questionnaire on Labour Laws. The questionnaire is based on central Acts and the chances of deviation for your states is remote.
MCQs on Industrial and Labour Laws
- Appointment of Welfare Officer under Factories Act, 1948 is compulsory where_______ employees are employed.
( (a) 50 (b) 500 (c) 1000 (d) 100)
- Crèche is mandatory under the Factories Act where ______________ workers are employed
( (a) 30 (b) 100 (c) 30 women (d) 250)
- A canteen for use of workers providing subsidized food is statutory under the Factories Act where _____________ workers are employed.
( (a) 250 (b) 1000 (c) 100 (d) 150)
- Under Factories Act, appointment of a Safety Officer is mandatory where the no. of employees exceeds ________
( (a) 1000 (b) 500 (c) 100 (d) 50)
- Under Plantation Labour Act, 1951 a Welfare Officer is required to be appointed where the no. of workers is __________
( (a) 100 (b) 300 (c) 500 (d) 1000)
- Under Plantation Labour Act, crèche is to be set up where ______________ women workers are employed or the no. of children of women workers exceeds ________
( (a) 50 and 20 (b) 30 and 20 (c) 50 and 30 (d) 30 and 5)
- Under Plantation Labour Act, canteen is compulsory where ________ workers are working
( (a) 100 (b) 250 (c) 500 (d) 150)
- An adult worker under the Factories Act is eligible for leave with wages @ I day for every________ days worked during the preceding year
( (a) 50 (b) 20 (c) 15 (d) 240)
- Under the Factories Act no worker is permitted to work for more than _____ hours in a day
( (a) 8 (b) 9 (c) 10 (d) 24)
- Under the Factories Act, white washing of the factory building should be carried out in every _________ months
( (a) 12 (b) 24 (c) 26 (d) 14)
- Repainting or re varnishing under the Factories Act is required to be carried out in every ________ years
( (a) 5 (b) 10 (c) 3 (d) 1)
- Certification of Standing Orders under the Industrial Employment (Standing Orders) Act, 1946 is mandatory where ________ workers are employed
( (a) 500 (b) 1000 (c) 250 (d) 100)
- In order to be eligible for maternity benefit under the Maternity Benefit Act, 1961, a woman worker should have worked for not less than_________ days in the 12 months immediately preceding the date of delivery
( (a) 160 (b) 240 (c) 30 (d) 80
- Under the Maternity Benefit Act, a woman worker is eligible for ______ weeks leave with wages
( (a) 6 (b) 24 (c) 15 (d) 12)
- In case of miscarriage, a woman worker shall be allowed______ weeks leave with wages
( (a) 12 (b) 6 (c) 4 (d) 24)
- Under the Payment of Wages Act, 1936 payment of wages of establishments employing not more than 1000 employees shall be paid within _______ of the wage month
( (a) 10th day (b) 7th day (c) 2nd day (d) 15th day)
- Under the Payment of Wages Act, payment of wages of establishments employing not less than 1000 employees shall be paid within __________ of the wage month ( (a) 7th day (b) 15th day (c) 2nd day (d) 10th day)
- An employee is eligible to get bonus under the Payment of Bonus Act, 1965 if he had worked for not less than ________ days in the preceding year
( (a) 30 (b) 240 (c) 160 (d) 190 )
- An employee whose salary does not exceed ____________ is eligible for Bonus under the Payment of Bonus Act.
( (a) Rs 3500 (b) Rs 2500 (c) Rs 6500 (d) Rs 10000 )
- The statutory minimum bonus is ________
( (a) 8.33% (b) 10% (c) 24% (d) 20%)
- Maximum bonus under the Payment of Bonus Act is _______
( (a) 8.33% (b) 10% (c) 24% (d) 20% )
- In order to be eligible for Gratuity under the Payment of Gratuity Act, 1972, an employee should have a minimum continuous service of __________
( (a) 10 years (b) 5 years (c) 7 years (d) 3 years)
- Under the Payment of Gratuity Act, the rate of gratuity is _________ salary for every completed year of service
( (a) 20 days (b) 30 days (c) 15 days (d) 2 months)
- A news paper employee is eligible for gratuity if he has ______ years continuous years of service
( (a) 10 (b) 5 (c) 7 (d) 3 )
- Employees who are drawing salary not more than __________ are covered under the Employees State Insurance Act, 1948.
( (a) Rs 15000 (b) Rs 7500 (c) Rs 6500 (d) Rs 3500)
- Employees’ share of contribution under the ESI Act is ________
( (a) 12% (b) 8.33% (c) 1.75 % (d) 4.75% )
- The employer’s share of contribution under the ESI Act is _____
( (a) 12 % (b) 8.33 % (c) 1.75 % (d) 4.75 % )
- Employees who are getting a daily average wages up to ________ are exempted from contributing employees’ share of ESI contribution.
( (a) Rs 70 (b) Rs 50 (c) Rs 100 (b) Rs 384.60 )
- Employees Provident Fund and Miscellaneous Provisions Act, 1952 is applied to establishments employing not less than _______
( (a) 10 employees (b) 20 employees (c) 50 employees (d) 100 employees )
- An employee whose salary at the time of joining does not exceed _________ shall become a member of the provident fund under the Act.
( (a) Rs 10000 (b) Rs 7500 (c) Rs 6500 (d) Rs 5000 )
- Employees’ share of provident fund contribution is __________
( (a) 12 % (b) 8.33% (c) 1.75 % (d) 4.75% )
- Employer’s share of contribution to the provident fund is ________
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees Pension Scheme is _______
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees’ Deposit Linked Insurance is __________ ( (a) 3.67 % (b) 1.1 % (c) 0.5 % (d) 0.05 % )
- Prior intimation to the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act, 1947 where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Prior permission from the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Forming of a Works Committee under the Industrial Disputes Act, is mandatory where the no. employees is _________
( (a) 1000 (b) 100 (c) 500 (d) 250 )
- Lay off compensation is to be paid @ _________ of average wages
( (a) 15 days (b) 50% (c) 60% (d) 75 % )
- The minimum no. of workers required to register a Trade Union under the Trade Unions Act, 1926 is _________
( (a) 10% (b) 50% (c) 33 % (d) 10% or 100 whichever is less )
- Continuous Service under major labour legislations means _______________ ( (a) work of 240 days if work is above the ground and 190 days if work is below the ground (b) work of 240 days (c) work of 180 days ( d) work of 160 days )
- _______________________prohibits discrimination in fixing salary to men and women engaged in the work of similar nature
( (a) Minimum Wages Act, 1948, (b) Payment of Wages Act, 1936, (c) Payment of Subsistence Allowance Act (d) Equal Remuneration Act, 1976 )
- Subsistence Allowance @ __________ shall be paid if suspension extends to a period beyond 90 days
( (a) 50% (b) 75% (c) 90% (d) 100% )
- The wages under the Minimum Wages Act, 1948 shall include ______________ ( (a) CTC (b) a basic rate of wages and dearness allowance variable according to cost of living (c) basic rate of wages, DA, HRA and CCA (d) A consolidated amount decided by the employer )
- ______________ absolves the employer’s liability under the Maternity Benefit Act and Workmen’s Compensation Act.
( (a) Employees Provident Fund Act (b) Industrial Employment (Standing Order ) Act (c) Employees State Insurance Act (d) Industrial Disputes Act
- Any amount due from an employer under settlement or award can be recovered following the procedures laid down in ______________
( (a) The Standing Orders (b) section 15 of the Payment of Wages Act (c) Minimum Wages Act (d) section 33 (C) of the Industrial Disputes Act.
Categories: HR Tags: Labour, Laws, on, Questionnaire
Questionnaire on Labour Laws
I have Attached Questionnaire on Labour Laws
MCQs on Industrial and Labour Laws
- Appointment of Welfare Officer under Factories Act, 1948 is compulsory where_______ employees are employed.
( (a) 50 (b) 500 (c) 1000 (d) 100)
- Crèche is mandatory under the Factories Act where ______________ workers are employed
( (a) 30 (b) 100 (c) 30 women (d) 250)
- A canteen for use of workers providing subsidized food is statutory under the Factories Act where _____________ workers are employed.
( (a) 250 (b) 1000 (c) 100 (d) 150)
- Under Factories Act, appointment of a Safety Officer is mandatory where the no. of employees exceeds ________
( (a) 1000 (b) 500 (c) 100 (d) 50)
- Under Plantation Labour Act, 1951 a Welfare Officer is required to be appointed where the no. of workers is __________
( (a) 100 (b) 300 (c) 500 (d) 1000)
- Under Plantation Labour Act, crèche is to be set up where ______________ women workers are employed or the no. of children of women workers exceeds ________
( (a) 50 and 20 (b) 30 and 20 (c) 50 and 30 (d) 30 and 5)
- Under Plantation Labour Act, canteen is compulsory where ________ workers are working
( (a) 100 (b) 250 (c) 500 (d) 150)
- An adult worker under the Factories Act is eligible for leave with wages @ I day for every________ days worked during the preceding year
( (a) 50 (b) 20 (c) 15 (d) 240)
- Under the Factories Act no worker is permitted to work for more than _____ hours in a day
( (a) 8 (b) 9 (c) 10 (d) 24)
- Under the Factories Act, white washing of the factory building should be carried out in every _________ months
( (a) 12 (b) 24 (c) 26 (d) 14)
- Repainting or re varnishing under the Factories Act is required to be carried out in every ________ years
( (a) 5 (b) 10 (c) 3 (d) 1)
- Certification of Standing Orders under the Industrial Employment (Standing Orders) Act, 1946 is mandatory where ________ workers are employed
( (a) 500 (b) 1000 (c) 250 (d) 100)
- In order to be eligible for maternity benefit under the Maternity Benefit Act, 1961, a woman worker should have worked for not less than_________ days in the 12 months immediately preceding the date of delivery
( (a) 160 (b) 240 (c) 30 (d) 80
- Under the Maternity Benefit Act, a woman worker is eligible for ______ weeks leave with wages
( (a) 6 (b) 24 (c) 15 (d) 12)
- In case of miscarriage, a woman worker shall be allowed______ weeks leave with wages
( (a) 12 (b) 6 (c) 4 (d) 24)
- Under the Payment of Wages Act, 1936 payment of wages of establishments employing not more than 1000 employees shall be paid within _______ of the wage month
( (a) 10th day (b) 7th day (c) 2nd day (d) 15th day)
- Under the Payment of Wages Act, payment of wages of establishments employing not less than 1000 employees shall be paid within __________ of the wage month ( (a) 7th day (b) 15th day (c) 2nd day (d) 10th day)
- An employee is eligible to get bonus under the Payment of Bonus Act, 1965 if he had worked for not less than ________ days in the preceding year
( (a) 30 (b) 240 (c) 160 (d) 190 )
- An employee whose salary does not exceed ____________ is eligible for Bonus under the Payment of Bonus Act.
( (a) Rs 3500 (b) Rs 2500 (c) Rs 6500 (d) Rs 10000 )
- The statutory minimum bonus is ________
( (a) 8.33% (b) 10% (c) 24% (d) 20%)
- Maximum bonus under the Payment of Bonus Act is _______
( (a) 8.33% (b) 10% (c) 24% (d) 20% )
- In order to be eligible for Gratuity under the Payment of Gratuity Act, 1972, an employee should have a minimum continuous service of __________
( (a) 10 years (b) 5 years (c) 7 years (d) 3 years)
- Under the Payment of Gratuity Act, the rate of gratuity is _________ salary for every completed year of service
( (a) 20 days (b) 30 days (c) 15 days (d) 2 months)
- A news paper employee is eligible for gratuity if he has ______ years continuous years of service
( (a) 10 (b) 5 (c) 7 (d) 3 )
- Employees who are drawing salary not more than __________ are covered under the Employees State Insurance Act, 1948.
( (a) Rs 15000 (b) Rs 7500 (c) Rs 6500 (d) Rs 3500)
- Employees’ share of contribution under the ESI Act is ________
( (a) 12% (b) 8.33% (c) 1.75 % (d) 4.75% )
- The employer’s share of contribution under the ESI Act is _____
( (a) 12 % (b) 8.33 % (c) 1.75 % (d) 4.75 % )
- Employees who are getting a daily average wages up to ________ are exempted from contributing employees’ share of ESI contribution.
( (a) Rs 70 (b) Rs 50 (c) Rs 100 (b) Rs 384.60 )
- Employees Provident Fund and Miscellaneous Provisions Act, 1952 is applied to establishments employing not less than _______
( (a) 10 employees (b) 20 employees (c) 50 employees (d) 100 employees )
- An employee whose salary at the time of joining does not exceed _________ shall become a member of the provident fund under the Act.
( (a) Rs 10000 (b) Rs 7500 (c) Rs 6500 (d) Rs 5000 )
- Employees’ share of provident fund contribution is __________
( (a) 12 % (b) 8.33% (c) 1.75 % (d) 4.75% )
- Employer’s share of contribution to the provident fund is ________
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees Pension Scheme is _______
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees’ Deposit Linked Insurance is __________ ( (a) 3.67 % (b) 1.1 % (c) 0.5 % (d) 0.05 % )
- Prior intimation to the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act, 1947 where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Prior permission from the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Forming of a Works Committee under the Industrial Disputes Act, is mandatory where the no. employees is _________
( (a) 1000 (b) 100 (c) 500 (d) 250 )
- Lay off compensation is to be paid @ _________ of average wages
( (a) 15 days (b) 50% (c) 60% (d) 75 % )
- The minimum no. of workers required to register a Trade Union under the Trade Unions Act, 1926 is _________
( (a) 10% (b) 50% (c) 33 % (d) 10% or 100 whichever is less )
- Continuous Service under major labour legislations means _______________ ( (a) work of 240 days if work is above the ground and 190 days if work is below the ground (b) work of 240 days (c) work of 180 days ( d) work of 160 days )
- _______________________prohibits discrimination in fixing salary to men and women engaged in the work of similar nature
( (a) Minimum Wages Act, 1948, (b) Payment of Wages Act, 1936, (c) Payment of Subsistence Allowance Act (d) Equal Remuneration Act, 1976 )
- Subsistence Allowance @ __________ shall be paid if suspension extends to a period beyond 90 days
( (a) 50% (b) 75% (c) 90% (d) 100% )
- The wages under the Minimum Wages Act, 1948 shall include ______________ ( (a) CTC (b) a basic rate of wages and dearness allowance variable according to cost of living (c) basic rate of wages, DA, HRA and CCA (d) A consolidated amount decided by the employer )
- ______________ absolves the employer’s liability under the Maternity Benefit Act and Workmen’s Compensation Act.
( (a) Employees Provident Fund Act (b) Industrial Employment (Standing Order ) Act (c) Employees State Insurance Act (d) Industrial Disputes Act
- Any amount due from an employer under settlement or award can be recovered following the procedures laid down in ______________
( (a) The Standing Orders (b) section 15 of the Payment of Wages Act (c) Minimum Wages Act (d) section 33 (C) of the Industrial Disputes Act.
Categories: HR Tags: Labour, Laws, on, Questionnaire
Grand Project on Stress Management Questionnaire
I have Attached Grand Project on Stress Management Questionnaire.
STRESS AND WORK LIFE BALANCE AMONG INDIAN WORKING WOMEN WITH RESPECT TO I.T AND BANKING INDUSTRY.
I am Tasnim S. Vohra, doing MBA at S. K Patel Institute of Management studies. As a part of my curriculum, I am doing a project on Stress and Work Life Balance among Indian working women with respect to I.T and Banking industry. For the completion of my project, I would like to gather some information from you. I would be obliged if you co-operate me in filling the questionnaire. Since the questionnaire is being used for academic purpose, the information gathered will be strictly confidential.
Personal Information
A. Name of company: ________________________________________
B. Age: 20 – 25 yrs [ ] 25-40 yrs [ ] 40 – 60yrs [ ]
C. Education: _____________________
D. Marital Status: I) Married ii) Unmarried iii) Widow IV) Divorcee
E. If married, Do you have children? Yes / No
F. If Yes, Number of children: ______
G. Family type: Joint / Nuclear
H. Professional information
1. Number of years of work experience: _________yrs
2. Number of years in present organization: _________yrs
I. Level in Management:
Junior level ( )
Middle level ( )
Senior level ( )
1. Please read the following statements and give any one of the scores mentioned below:
1. Strongly Agree 2. Agree 3. Neutral 4. Disagree 5. Strongly Disagree
| Sr.No | Score | |
| 1. | I worry about the lay offs and dismissal in the company. | |
| 2. | I am able to meet out the demands of my job. | |
| 3. | Computers, pagers, cell phones and Internet have resulted in increasing pressure to constantly work at high performance levels. | |
| 4. | I feel comfortable to work with latest technologies in the organization. | |
| 5. | There is constant force on employees to learn new software all the times. | |
| 6. | I am able to receive support from my boss, colleagues and juniors. | |
| 7. | I am able to receive good support from my family members. | |
| 8. | I usually miss out quality time with my family and friends because of pressure of work. | |
| 9. | I suffer from stress related diseases like hypertension, obesity, diabetes, frequent headaches, etc | |
| 10. | I experience excessive work load. | |
| 11. | I work for long hours, on overtime and even on holidays. |
- From the following tick the factor that motivates you to work.
| Personal satisfaction | |
| Financial independence | |
| Support from family | |
| Constructive utilization of time | |
| If Other (please specify) |
- Which of the following discrimination do you have ever feel at your work because of being a woman?
| Factors | Stronglyagree | Agree | Neutral | Disagree | StronglyDisagree |
| No/Less promotion opportunities | |||||
| Lack of Mentoring | |||||
| Less access to important information | |||||
| Lack of clear responsibilities and duties | |||||
| Lack of career development opportunities |
- Working Hours
Ø How the following factors hinder or affect you in balancing your work and family commitments? (Tick the appropriate)
| Factors | Does notaffect | Affectsometimes | Affect Manytimes | Alwaysaffects |
| Hours of work | ||||
| Overtime | ||||
| Need to work on Holidays | ||||
| Work from home after office hours | ||||
| Traveling away from home |
Ø Rank according to their importance, the following factors, which will help you, balance your work and family commitments.
(Rank from 1 to 5, with 1 being the most important)
Factors Ranks
More flexible working hours ( )
Work from home ( )
Time off for family emergencies & events ( )
Time off during school holidays (if you are a mother) ( )
Job sharing ( )
- Support from others
Ø How the following factors hinder or affect you in balancing your work and family commitments? (Tick the appropriate)
| Factors | Does notaffect | Affectsometimes | Affect Manytimes | Alwaysaffects |
| Negative attitude ofsupervisors | ||||
| Negative attitude ofcolleagues | ||||
| Negative attitude ofspouse/family | ||||
| Excessive householdwork |
Ø Rank the following factors that will help you balance your work and family commitments.
(Rank from 1 to 5, with 1 being the most important)
Factors Ranks
Support from spouse ( )
Support from family ( )
Support from supervisor ( )
Support from colleagues ( )
Decrease in the load of household work ( )
- Does your organization currently provide any of the work-life policies or programs?
Ø Yes
Ø No
If yes which policies/programs? ______________________
- Do you engage yourself in your own stress relieving and entertainment program?
Ø Yes
Ø No
If yes specify from the following
- Yoga
- Physical exercise
- Meeting Friends and relatives
- Watching Television
- Other
Thank You
Questionnaire on Labour Laws
I have Attached Questionnaire on Labour Laws
MCQs on Industrial and Labour Laws
- Appointment of Welfare Officer under Factories Act, 1948 is compulsory where_______ employees are employed.
( (a) 50 (b) 500 (c) 1000 (d) 100)
- Crèche is mandatory under the Factories Act where ______________ workers are employed
( (a) 30 (b) 100 (c) 30 women (d) 250)
- A canteen for use of workers providing subsidized food is statutory under the Factories Act where _____________ workers are employed.
( (a) 250 (b) 1000 (c) 100 (d) 150)
- Under Factories Act, appointment of a Safety Officer is mandatory where the no. of employees exceeds ________
( (a) 1000 (b) 500 (c) 100 (d) 50)
- Under Plantation Labour Act, 1951 a Welfare Officer is required to be appointed where the no. of workers is __________
( (a) 100 (b) 300 (c) 500 (d) 1000)
- Under Plantation Labour Act, crèche is to be set up where ______________ women workers are employed or the no. of children of women workers exceeds ________
( (a) 50 and 20 (b) 30 and 20 (c) 50 and 30 (d) 30 and 5)
- Under Plantation Labour Act, canteen is compulsory where ________ workers are working
( (a) 100 (b) 250 (c) 500 (d) 150)
- An adult worker under the Factories Act is eligible for leave with wages @ I day for every________ days worked during the preceding year
( (a) 50 (b) 20 (c) 15 (d) 240)
- Under the Factories Act no worker is permitted to work for more than _____ hours in a day
( (a) 8 (b) 9 (c) 10 (d) 24)
- Under the Factories Act, white washing of the factory building should be carried out in every _________ months
( (a) 12 (b) 24 (c) 26 (d) 14)
- Repainting or re varnishing under the Factories Act is required to be carried out in every ________ years
( (a) 5 (b) 10 (c) 3 (d) 1)
- Certification of Standing Orders under the Industrial Employment (Standing Orders) Act, 1946 is mandatory where ________ workers are employed
( (a) 500 (b) 1000 (c) 250 (d) 100)
- In order to be eligible for maternity benefit under the Maternity Benefit Act, 1961, a woman worker should have worked for not less than_________ days in the 12 months immediately preceding the date of delivery
( (a) 160 (b) 240 (c) 30 (d) 80
- Under the Maternity Benefit Act, a woman worker is eligible for ______ weeks leave with wages
( (a) 6 (b) 24 (c) 15 (d) 12)
- In case of miscarriage, a woman worker shall be allowed______ weeks leave with wages
( (a) 12 (b) 6 (c) 4 (d) 24)
- Under the Payment of Wages Act, 1936 payment of wages of establishments employing not more than 1000 employees shall be paid within _______ of the wage month
( (a) 10th day (b) 7th day (c) 2nd day (d) 15th day)
- Under the Payment of Wages Act, payment of wages of establishments employing not less than 1000 employees shall be paid within __________ of the wage month ( (a) 7th day (b) 15th day (c) 2nd day (d) 10th day)
- An employee is eligible to get bonus under the Payment of Bonus Act, 1965 if he had worked for not less than ________ days in the preceding year
( (a) 30 (b) 240 (c) 160 (d) 190 )
- An employee whose salary does not exceed ____________ is eligible for Bonus under the Payment of Bonus Act.
( (a) Rs 3500 (b) Rs 2500 (c) Rs 6500 (d) Rs 10000 )
- The statutory minimum bonus is ________
( (a) 8.33% (b) 10% (c) 24% (d) 20%)
- Maximum bonus under the Payment of Bonus Act is _______
( (a) 8.33% (b) 10% (c) 24% (d) 20% )
- In order to be eligible for Gratuity under the Payment of Gratuity Act, 1972, an employee should have a minimum continuous service of __________
( (a) 10 years (b) 5 years (c) 7 years (d) 3 years)
- Under the Payment of Gratuity Act, the rate of gratuity is _________ salary for every completed year of service
( (a) 20 days (b) 30 days (c) 15 days (d) 2 months)
- A news paper employee is eligible for gratuity if he has ______ years continuous years of service
( (a) 10 (b) 5 (c) 7 (d) 3 )
- Employees who are drawing salary not more than __________ are covered under the Employees State Insurance Act, 1948.
( (a) Rs 15000 (b) Rs 7500 (c) Rs 6500 (d) Rs 3500)
- Employees’ share of contribution under the ESI Act is ________
( (a) 12% (b) 8.33% (c) 1.75 % (d) 4.75% )
- The employer’s share of contribution under the ESI Act is _____
( (a) 12 % (b) 8.33 % (c) 1.75 % (d) 4.75 % )
- Employees who are getting a daily average wages up to ________ are exempted from contributing employees’ share of ESI contribution.
( (a) Rs 70 (b) Rs 50 (c) Rs 100 (b) Rs 384.60 )
- Employees Provident Fund and Miscellaneous Provisions Act, 1952 is applied to establishments employing not less than _______
( (a) 10 employees (b) 20 employees (c) 50 employees (d) 100 employees )
- An employee whose salary at the time of joining does not exceed _________ shall become a member of the provident fund under the Act.
( (a) Rs 10000 (b) Rs 7500 (c) Rs 6500 (d) Rs 5000 )
- Employees’ share of provident fund contribution is __________
( (a) 12 % (b) 8.33% (c) 1.75 % (d) 4.75% )
- Employer’s share of contribution to the provident fund is ________
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees Pension Scheme is _______
( (a) 8.33% (b) 12% (c) 3.67 % (d) 4.75 % )
- Employer’s contribution to Employees’ Deposit Linked Insurance is __________ ( (a) 3.67 % (b) 1.1 % (c) 0.5 % (d) 0.05 % )
- Prior intimation to the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act, 1947 where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Prior permission from the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act where there are ________ workers
( (a) 100 (b) 1000 (c) 50 (d) 500 )
- Forming of a Works Committee under the Industrial Disputes Act, is mandatory where the no. employees is _________
( (a) 1000 (b) 100 (c) 500 (d) 250 )
- Lay off compensation is to be paid @ _________ of average wages
( (a) 15 days (b) 50% (c) 60% (d) 75 % )
- The minimum no. of workers required to register a Trade Union under the Trade Unions Act, 1926 is _________
( (a) 10% (b) 50% (c) 33 % (d) 10% or 100 whichever is less )
- Continuous Service under major labour legislations means _______________ ( (a) work of 240 days if work is above the ground and 190 days if work is below the ground (b) work of 240 days (c) work of 180 days ( d) work of 160 days )
- _______________________prohibits discrimination in fixing salary to men and women engaged in the work of similar nature
( (a) Minimum Wages Act, 1948, (b) Payment of Wages Act, 1936, (c) Payment of Subsistence Allowance Act (d) Equal Remuneration Act, 1976 )
- Subsistence Allowance @ __________ shall be paid if suspension extends to a period beyond 90 days
( (a) 50% (b) 75% (c) 90% (d) 100% )
- The wages under the Minimum Wages Act, 1948 shall include ______________ ( (a) CTC (b) a basic rate of wages and dearness allowance variable according to cost of living (c) basic rate of wages, DA, HRA and CCA (d) A consolidated amount decided by the employer )
- ______________ absolves the employer’s liability under the Maternity Benefit Act and Workmen’s Compensation Act.
( (a) Employees Provident Fund Act (b) Industrial Employment (Standing Order ) Act (c) Employees State Insurance Act (d) Industrial Disputes Act
- Any amount due from an employer under settlement or award can be recovered following the procedures laid down in ______________
( (a) The Standing Orders (b) section 15 of the Payment of Wages Act (c) Minimum Wages Act (d) section 33 (C) of the Industrial Disputes Act.
Categories: HR Tags: Labour, Laws, on, Questionnaire
Questionnaire on work life balance
I have Attached Questionnaire on work life balance
| S.No. | Dimensions | HIGH…. Degree of Satisfaction….LOW (Enter 1) |
||||
| 1 | All my vital organs are working perfectly all right. | |||||
| 2 | My weight is in proportion to my height. | |||||
| 3 | I am not suffering from any body ailment. | |||||
| 4 | I don’t have any permanent mental illness. | |||||
| 5 | I feel all right most of the day and sleep well at night. | |||||
| 6 | I feel all my emotions. | |||||
| 7 | I know my purpose of life and I can feel the universal power within me. | |||||
| 8 | I have a family to belong to. | |||||
| 9 | I have good relationship with all the family members. | |||||
| 10 | I get all the support and love I want from my family. | |||||
| 11 | I am able to support my family and fulfill my duties well. | |||||
| 12 | I have friends to belong to. | |||||
| 13 | I have good relationship with my friends. | |||||
| 14 | I have a love partner. | |||||
| 15 | I have a nice relation with my love partner. | |||||
| 16 | I have a job or running occupation. | |||||
| 17 | I have the education and skills to get the job I want. | |||||
| 18 | I feel happy with the work I do. | |||||
| 19 | I am happy with the salary I get. | |||||
| 20 | I am happy with the people I work with. | |||||
| 21 | I have money to sustain for another three months. | |||||
| 22 | I have a source of income. | |||||
| 23 | I have savings in the bank for my future. | |||||
| 24 | I am a member of a social group. | |||||
| 25 | I take active part in social activities. | |||||
| 26 | I enjoy my spare time. | |||||
| 27 | I have a hobby that I pursue. | |||||
| 28 | I am able to spend time on my physical health. | |||||
| 29 | I am able to spend time on enhancing my knowledge and skills. | |||||
| 30 | I am able to pursue activities that help me grow emotionally and spiritually. | |||||