unit 4

Question 1

PERFORMANCE LINKED COMPENSATION

Answer 1

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Question 2

TYPES OF FRINGE BENEFITS

Answer 2

emp holidays
sick leaves
canteen, restroom and welfare act
4. emp discounts
5. transport hospitality and education
6. layoff compensation
7. gym memebership
8. free housing.
9. cash awards
10. emp snack and meals

Question 3

TYPES OF FRINGE BENEFITS

Answer 3

paid leave
suplementary
insurance
retirement
legally required

Question 4

OBJECTIVES OF FRINGE BENEFITS

Answer 4

1. industrial relations
2. motivation
   3.efficiency
3. productivity
4. protect old age and maternity against social risks
5. protect the health h of the emp
6. make a sense of belonging and retain them so is 8. why the fringe benefits are also called golden hand cuffs.
   9/ meet the requirements of legislations of fringe benefits.

Question 5

FRINGE BENEFITS

Answer 5

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Question 6

types OBJECTIVES OF FRINGE BENEFITS

Answer 6

statutory benifits - employees provident fund scheme, gratuity or pension scheme, employee state insurance scheme
non statutory benifits - paymenents towar emp fund provident scheme, gratuity or pension scheme and canteen and medical facilities

Question 7

incentive scheme

Answer 7

designed to stimulate human efforts by rewarding the person over and above remuneration for increase in improments towards teh objective

Question 8

Merits incentive scheme

Answer 8

productivity
efficency
less dispute 
healthy industrial relations
better cooperation
less supervision
advantage for both worker and employers

Question 9

Demerits

Answer 9

chances of reduce in productivity
difficult to measure proportinate value in the work done
employment is uncertain

Question 10

KINDS OR TYPES OF WAGE PLANS

Answer 10

time rate plan
piece wage plan
incentive scheme

Question 11

Time rate plan

Answer 11

wage payment based on the time spent by emp on the production of the output

Question 12

Time rate plan

merits

Answer 12

can be easily calulated
same kind of payment so reduces jealousy among works.
no time limit to check teh quality of the output
profitable system where the output cannot be measured

Question 13

Piece wage pla

Answer 13

wage payment based on the quality of teh output prodiuced

Question 14

FACTORS INFLUENCING COMPENSATION

Answer 14

internal factor

external factors

Question 15

internal factors

Answer 15

ability to pay
the employee
job requirements
job evaluation
organization strategy

Question 16

external factors

Answer 16

demand and supply of labour
labour unions
govervnmert

Question 17

COMPENSATION

Answer 17

giving monetary as well as non monetary awards for emps in order to compensate for the time allocated for their jobs

Question 18

JOB EVALUATION

Answer 18

systematic process of assessing each job in relation to other jobs in the organisation is called job eval

Question 19

MERITS OF JOB EVALUATION

Answer 19

salary and wage administration
job objective
inequalities in job
properly classified as unskilled and semi skilled
promotion
recruitment
job rotation and traning

Question 20

TYPES OF PROMOTION

Answer 20

limited
dry
multi chain
up and out
vertical and horizontal

Question 21

Limited Promotio

Answer 21

increase of pay in teh same job or higher scale without chaning the job

Question 22

Dry Promotion

Answer 22

no increase in emp’s pay. longer and impressive title to the employee

Question 23

) Multiple Chain Promotion

Answer 23

systematic linking of each posiion to several other positions.

Question 24

Up and Out Promotion

Answer 24

termination of services. promotion or seek employement elsewhere

Question 25

Horizontal and Vertical Promotion

Answer 25

based on organization heiarchy and levels in management. promoting the emp from bottom to top is called vertical. promoting fromproduction dept to operation ept is called horizontal

Question 26

TYPES OF TRANSFER

Answer 26

``` production replacement shift versatility remedial miscellaneou ```

Question 27

Production Transfers

Answer 27

emp is transfered from one dept to another dept

Question 28

replacement tranfer

Answer 28

an emp of long service is transfered from an dept to replace an emp with short service.

Question 29

versatility transfer

Answer 29

trained for the purpose of production an replacement tranfer. trained on diff job to adjust on diff job when there is no work on his job

Question 30

shift tranfer.

Answer 30

threee shifts. rotating. emp is transfered from one shift to next

Question 31

remedial transfer.

Answer 31

In case an employee does not feel comfortable on his job, he may be transferred to some other job.

Question 32

Miscellaneous Transfers:

Answer 32

classified as temporary or permanent transfers department - one dept to another dept sectional - within the dept interplant - one plant to another plant

Question 33

TRANSFER

Answer 33

lateral move to a vacant position in the emp's current dept or new dept. normally wont chane in compensation

Question 34

Promotion

Answer 34

move of an emp to a vacant scale at a higher position within the dept or in a new dept. increase in salary.

Question 35

JOB CHANGES

Answer 35

a revision to teh existing job description of the emp. not a new position nor a promotion.

Question 36

OBJECTIVES

Answer 36

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Question 37

CAUSES OF JOB CHANGE

Answer 37

changes in 1. struicture of the org - job design, job groupoing. 2. legal policies. 3. political environment 4. tech 5. knowledge skills and value.

Question 38

DIFFERENCE BETWEEN POTENTIAL APPRAISAL AND PERFORMANCE APPRAISAL

Answer 38

Potential Appraisal Performance Appraisal • Forward looking process • Backward looking process * Based on forecasting • Based on existing data * Focus on finding Hidden Talents • Focus on finding level of * Scope for Employee Empowerment productivity * Scope for Employee development • Leads for Confidence Leads for Corrections

Question 39

TECHNIQUES OF POTENTIAL APPRAISAL

Answer 39

```  Self – appraisals  Peer appraisals  Superior appraisals  MBO  Management games like role playing  Leadership exercises etc. ```

Question 40

PURPOSE OF POTENTIAL APPRAISAL

Answer 40

inform future prospects enhance career opportunites draft management successsion programe update training and recruiment

Question 41

PURPOSE OF POTENTIAL APPRAISAL

Answer 41

identification of the hidden talents | and skills of a person.

Question 42

DISADVANTAGES OF PERFORMANCE APPRAISAL

Answer 42

``` central tendency halo effect recency effect contrast tendency incompetence no uniform standards stereo typing lack of continuous assessment ```

Question 43

METHODS (OR) TECHNIQUES OF PERFORMANCE APPRAISAL

Answer 43

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Question 44

METHODS (OR) TECHNIQUES OF PERFORMANCE APPRAISAL

Answer 44

``` establishing performance standards communicating the performance standards measuring actual performance comparing the performance standards with the actual performance. discussing results taking corrective decisions ```

Question 45

OBJECTIVES OF PERFORMANCE APPRAISAL

Answer 45

``` job change and promotion training and develop feedback to emp incentives to emp evaluating the effectives of devices used for selection and classification of workers ```