Test your Professional Knowledge of HR with this questionnaire to prepare for IBPS HR Officer Examination. To score in IBPS SO (HR) Professional Knowledge Test candidate must have adequate knowledge of Industrial Relations, Job Evaluation, Human Resource Planning, Labour Laws, Training and Development and more. This quiz covers questions related to the Minimum Wages Act 1948 to help you prepare for the exam.
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An HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.
Q2. Which of the following acts is known as the first step towards the evolution of wage policy in India?
Payment of Wages Act, 1936
Industrial Dispute Act, 1947
Minimum Wages Act, 1948
Equal Remuneration Act, 1976
Workmen compensation Act, 1923
The contributions towards evolution of the policy aimed at protecting wages. The first direct step in this regard was taken in 1936, when the payment of wages act was passed.
Q3. Which section of the Factories Act deals with appointment of Welfare Officers?
Section 49 of the Factories Act made it compulsory for every factory wherein five hundred or more workers are ordinarily employed to employ in each factory such number of welfare officers as the state government might prescribe.
Q4. Which of the following are grievances resulting from management policies except–
Lack of role clarity
Hostility towards a labour union
Bad physical condition of workplace
Autocratic leadership style of supervisors
Bad physical conditions of workplace are the part of the grievances resulting from working conditions.
Q5. Which of the following is not a feature of collective bargaining?
Flexible and dynamic process
One-time negotiation process
Give and take process
Collective bargaining is a continuous process which establishes regular and stable relationship between the parties involved
Q6. Trade unions are ______________institutions
Trade unions are political institutions that are formed to safeguard the social and economic interest of worker.
Q7. Future positions one strives to reach as part of a career is referred as —
Career goals are positions that employee wants to acquire in future.
Q8. Following are limitations of job evaluation except —
Job evaluation lacks scientific precision
Job evaluation tends to be inflexible
Job evaluation is seen suspiciously by trade union
Job evaluation determine wage rate based on subjective evaluation
Job evaluation presumes that job of equal worth will be equally attractive to the employees
Job evaluation determine wage rate of jobs based on objective evaluation not subjective evaluation.
Q9. Which or the following is not a function of Indian labour conference (ILC).
to promote uniformity in labour legislation
to suggest ways and means to prevent disputes
to lay down procedure for the settlement of industrial disputes
to discuss matters of all-India importance as between employer and employee
to allow workers to be consulted and have their say in the management of unit
When workers are consulted and have their say in the management of unit, it is a part of worker’s participation in management.
Q10. In case the state government wants to extend the applicability of Payment of Wages Act to any other establishment or class of employees, then it must give a prior notice of _________ .
The Provincial Government may after giving three months' notice of its intention of so doing, by notification in the Official Gazette, extend the provisions of the Act or any of them to the payment of wages to any class of persons employed in any industrial establishment or any class or group of industrial establishments.
Q11. The section 20 of the factories Act discuss about___
Latrines and Urinals
According to section 20 of factories act 1948 every factory must have a provision for spittoons within the factory premises which shall be maintained in a clean and hygienic condition.
Q12. Who advanced the concept of ‘Three tier institutional structure’ of Industrial Relations?
John T. Dunlop
Kochan, Katz & Mckersie
Kochan, Katz and Mckersie developed a three-tier institutional structure. A three-tier organizational structure separates the top-level decision makers from the bottom-level staff by a middle layer of management oversight generally made up of regional, divisional or subsidiary managers.
Q13. Which one of the following methods is regarded as the most ideal for settlement of Industrial Dispute?
Mediation / Conciliation
Voluntary Arbitration refers to the mode of settling labor-management disputes by which the parties select a competent, trained and impartial person who shall decide on the merits of the case and whose decision is final, executory and binding.
Q14. Which of the following statement are correct?
Performance appraisal is not used in the public sector
It does not include performance planning
Performance appraisal has become more widespread
Performance appraisal is diminishing in importance
None of these
A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.
Q15. When workers unite and take 2 to 3 times as long to do the job is a form of strike known as:
A "Go Slow" strike is where workers unite and take 2 and 3 times as long to do the job. It causes profits to fall and eventually loses to be incurred.