UGC NET/JRF EXAM, December-2019* Labour and Social Welfare

For ensuring an effective participation of management in industry, a Bill, known as 'Participation of Workers in Management Bill' was introduced in the Rajya Sabha on 30 May 1990.

This was the first comprehensive legislative effort towards the promotion of workers' participation in management in the country. The Bill became a subject of discussions at various forums, and while discussions and comments were in progress, the United Front government at the centre fell.

The Bill could not be passed as yet, but it represents an important aspect of governmental policy in regard to promotion of workers' participation with an element of compulsion.

Some Conventions Adopted by the International Labour Conference
1. Hours of Work (Industry) Convention, 1919
2. Unemployment Convention, 1919
3. Maternity Protection Convention, 1919
4. Night Work (Women) Convention, 1919
5. Minimum Age (Industry) Convention, 1919
6. Night Work of Young Persons (Industry) Convention, 1919
7. Minimum Age (Sea) Convention, 1920
8. Unemployment Indemnity (Shipwreck) Convention, 1920
9. Placing of Seamen Convention, 1920
10. Minimum Age (Agriculture) Convention, 1921
11. Right of Association (Agriculture) Convention, 1921
12. Workmen's Compensation (Agriculture) Convention, 1921
13. White Lead (Painting) Convention, 1921
14. Weekly Rest (Industry) Convention, 1921
15. Minimum Age (Trimmers and Stokers) Convention, 1921
16. Medical Examination of Young Persons (Sea) Convention, 1921
17. Workmen's Compensation (Accidents) Convention, 1925
18. Workmen's Compensation (Occupational Diseases) Convention, 1925
19. Equality of Treatment (Accident Compensation) Convention, 1925
20. Night Work (Bakeries) Convention, 1925.

The ERG theory by Clayton Alderfer is similar to Maslow's hierarchy of needs. However, the ERG theory has only three categories: existence needs (similar to Maslow's basic needs), relatedness needs (pertaining to satisfactorily relating to others), and growth needs (referring to self-development, creativity, growth, and competence).

Chronic Unemployment or Usual Principal Status of Unemployment: It is measured in terms of number of persons i.e., persons who remained unemployed for major part of the year.

This measure is more appropriate to those, who are in search of regular employment. Example: Educated and skilled persons, who may not accept casual work. It is also referred to as 'open unemployment'.

Employers' Federations at The National Level
1. All India Organisation of Employers (AIOE) (Estd. 1932)
2. Employers' Federation of India (EFI) (Estd. 1933)
3. Standing Conference of Public Enterprises (SCOPE) (Estd. 1970)
4. Council of Indian Employers (CIE) (Estd. 1956)
5. All India Manufacturers' Organisation (AIMO) (Estd. 1941)
6. Federation of Indian Chambers of Commerce and Industry (FICCI) (Estd. 1927)

Chambers of Commerce are voluntary and non-profit-making organisations of all types of businessmen operating in a particular territory, for the protection and promotion of the interests of the business community in general and of that territory in particular.

A chamber of commerce is a representative body of businessmen. It differs from a trade association as it does not confine its interests and operations to only on particular trade or industry. Rather it represents the business community in a particular region, country or the world as a whole.

The composition and constitution of a chamber of commerce differ from country to country. In France, they have a legal status and are entitled to operate public undertakings like docks, warehouses, etc. In other countries they are voluntary organisations.

In India, every major State has its own chamber of commerce. Indian Chamber of Commerce, Bengal Chamber of Commerce, Indian Merchants Chamber, Delhi, Haryana and Punjab Chamber of Commerce are a few examples.

Many chambers of commerce arc affiliated to the Federation of Indian Chambers of Commerce and Industry (FICCI), New Delhi, formed in 1926 or to the Associated Chambers of Commerce (ASSOCHAM) Calcutta, set up in 1920.

At the international level there is the International Chamber of Commerce set up in 1920 to improve the terms and conditions of business between nations and to encourage better international understanding.

The human resource information system (HRIS) is basically a database system developed to assist HR in decision making and reporting. It is normally one of the elements of the overall management information system (MIS) of an organization.

It is indeed an IT-enabled HR service available to the HR managers for data analysis and decision making. HRIS helps the HR managers in making a quality decision by ensuring them an adequate and timely availability of all relevant information.

The scope of HRIS is so wide that it can provide information about every aspect of an employee, beginning with his recruitment and ending with his retirement. As such, HRIS facilitates the use of computer technology to streamline HR operations, cut costs and eventually enhance the effectiveness of human resource management.

However, the utility and the elements of HRIS may not be identical for all organizations. Typically, the HRIS as a system has three elements, namely, input, process and output. The access to any HRIS can be available to the users through the intranet, extranet and portals.

When HR services are made available online through Web pages, it is called e-HR. The scope of HRIS includes all the HR functions of the organization, namely, recruitment and selection, training and development, wages and salary administration, incentives and benefits, grievance resolution, human resource planning and succession planning.

The different systems dealing with the HR functions are the job evaluation system, the job analysis system, the HR planning system, the applicant tracking system, the employee benefit system, the attendance control system, the performance management system, the employee career planning system and the grievance management system.

The goal of bringing these HR functions into the ambit of HRIS is to enhance the efficiency of these functions. However, any HRIS would be effective only when the information available for decision making is timely, accurate, concise, relevant and complete.

We may define an HRIS as an automated system for gathering, storing, retrieving, analysing and disseminating HR-related data for facilitating operational, managerial and strategic decision making that impacts human resources.

Definitions

"HRIS" is defined as interrelated components working together to collect, process, store and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization's human resource management activities." -Anthony Hendrickson

"An HRIS is meant to systematically collect, organize, store, maintain, retrieve and validate all human resource related data that may be needed in the process of managing employment relationships."-Ben Swanepoel

"HRIS is defined as a technology based system that is used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding organization's human resources." an-S.I. Tannenbaum

"HRIS is defined as a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization about its human resources, personnel activities, and organization unit characteristics."-K.A. Kovach and C.E. Cathcart, Jr.

(a) Board for Industrial and Financial Reconstruction, 1987
(b) The Second Industrial Trade Resolution, 1956
(c) Code of Discipline, 1957
(d) National Institution for Transforming India Aayog, 2015

In the mid-twentieth century, researchers began to question the validity of the complete rationality assumption. Simon introduced bounded rationality theory, in which "the term bounded rationality is used to designate rational choice that takes into account the cognitive limitations of the decision makerlimitations of both knowledge and computational capacity".

This theory assumes that choices are based not on optimization but rather on satisfaction, i.e., that decision makers will accept a satisfactory alternative over the optimal one. Numerous studies of the decision-making process have been conducted. Although various theories have been proposed, prospect theory and cumulative prospect theory have received the most attention.