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8/10/2019 IBPS HR Officer Study Notes - ExamPundit
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Contents
Contents .......................................................................................................................................................... .. 1
Leadership Theory ............................................................................................................................................. 3
Types of leadership styles ............................................................................................................................. 3
bureaucratic leader ................................................................................................................................... 3
charismatic leader ..................................................................................................................................... 3
autocratic leader ....................................................................................................................................... 3
democratic leader ..................................................................................................................................... 3
laissez-faire ................................................................................................................................. .......... .... 3
people-oriented leader ............................................................................................................................. 4
task-oriented leader ........................................................................................................................ ......... 4
servant leader ..................................................................................................................................... ...... 4
transaction leader ..................................................................................................................................... 4
transformation leader ............................................................................................................................... 4
environment leader ........................................................................................................................ .......... 4
Difference beteen !"D # !"$ ...................................................................................................................... 4
%D &nterventions ............................................................................................................................................... '
!"D &nterventions ............................................................................................................................................. '
$otivational Theory .......................................................................................................................................... '
Theory ( # Theory ) ........................................................................................................................... .......... '
$aslo*s hierarchy ................................................................................................................................ ....... +
!erzber, $otivation Theory ........................................................................................................ ........... .....
rovident /und 0ct .......................................................................................................................... .......... ..... 1
2mployee tate &nsurance cheme ................................................................................................... .......... ... 1
Difference beteen a,e and salary .............................................................................................. .......... .... 15
!uman "esource $ana,ement ...................................................................................................................... 15
orkforce plannin, ............................................................................................................................... .... 13
kills mana,ement ................................................................................................................................. .... 14
Trainin, and development ......................................................................................................................... 14
ersonnel administration ........................................................................................................................... 14
Compensation in a,e or salary ................................................................................................................ 14
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IBPS HR OFFICER Study Notes
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Time mana,ement ..................................................................................................................................... 14
Travel mana,ement 6sometimes assi,ned to accountin, rather than !"$7 ........................................... 1'
ayroll 6sometimes assi,ned to accountin, rather than !"$7 .......................................................... ....... 1'
2mployee benefits administration ............................................................................................................. 1'
ersonnel cost plannin, ............................................................................................................................. 1'
erformance appraisal ............................................................................................................................... 1'
$ana,ement by ob8ectives 6$9%7 ........................................................................................................ 1+
3+ de,ree appraisal .................................................................................................................... ......... 1+
9ehavioral %bservation cale 69%7 ............................................................................................... ....... 1:
9ehaviorally 0nchored "atin, cale 690"7 .............................................................................. .......... .. 1:
"etention trate,ies ........................................................................................................................... .......... .. 1:
Customer 0c;uisition and Talent 0c;uisition ................................................................................................ 1$2" "&C2 &=D2( 6C&7 ............................................................................................................... ........ 1
?ratuity ..................................................................................................................................................... ...... 1
9onus 0ct ................................................................................................................................................... ..... 5
$inimum a,es 0ct ....................................................................................................................................... 5
@ohari indo ............................................................................................................................................ .... 5
rovident /und /ull notes ............................................................................................................................... 51
2&A 2mployeesB tate &nsurance 0ct 14< ........................................................................................... ......... 5+
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Leadership Theory
The word leadershipcan refer to:
1. Those entities that perform one or more acts of leading.2. The ability to affect human behavior so as to accomplish a mission.
3. Influencing a group of people to move towards its goal setting or goal
achievement. (Stogdill 1!": 3#
$ leader is simply someone who has followers.
Types of leadership styles
bureaucratic leader
charismatic leader
The charismatic leader(%eber& 1"!# leads by infusing energy andeagerness into heir team members
autocratic leader
The autocratic leader is given the power to ma)e decisions alone& having
total authority.
democratic leader
The democratic leader listens to the team*s ideas and studies them&.
laissez-faire
The laissez-faire(+let do+# leader gives no continuous feedbac) or
supervision because the employees are highly e,perienced and need little
supervision to obtain the e,pected outcome.
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The bureaucratic leader (%eber& 1"!# is very structured and follows
the procedures as they have been established.
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achieving the organi0ation goals. it also means allocation of resources forthe development of the employee
ahoo describes
/uman resource development& is the process of changing an organi0ation&its employees& its sta)eholders& and groups of people within it& usingplanned and unplanned learning& in order to achieve and maintain a
competitive advantage for the organi0ation.
/uman resource management (/# is the strategic and coherent approach
to the management of an organi0ation*s most valued assets 4 the peoplewor)ing there who individually and collectively contribute to the achievement
of the ob-ectives of the business
!D "nterventions
HRD "nterventions
otivational Theory
Theory # & Theory $
Theory 5 and theory are theories of human motivation created and
developed by 6ouglas c7regor.
In this theory& management assumes employees are inherently la0y and will
avoid wor) if they can. 8ecause of this& wor)ers need to be closely
supervised and comprehensive systems of controls developed. $ hierarchicalstructure is needed with narrow span of controlat each level. $ccording to
this theory& employees will show little ambition without an enticing incentiveprogram and will avoid responsibility whenever they can.
In this theory management assumes employees may beambitious& self4
motivated& an,ious to accept greater responsibility& and e,ercise self4control&self4direction& autonomy and empowerment. It is believed that employees
en-oy their mental and physical wor) duties. It is also believed that if given
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the chance employees have the desire to be creative and forward thin)ing inthe wor)place. There is a chance for greater productivity by giving
employees the freedom to perform at the best of their abilities without beingbogged down by rules.
aslow%s hierarchy
aslow*s hierarchy of needs is a theory in psychology& proposed by $braham
aslow
Self4$ctuali0ation 9 $cceptance of facts& problem solving& creativity& morality
steem 9 Self4esteem& confidence& achievement& respect of others& respect
by others
;ovehysiological 9 breathing& food& water& se,& sleep& e,cretion
6eficiency needs
The first four layers the pyramid are what aslow called +deficiency needs+or +64needs+: if they are not met& the body gives no indication of it
physically& but the individual feels an,ious and tense. The deficiency needsare: survival needs& safety and security& love and belonging& and esteem.
>hysiological needs
These are the basic human needs for such things as food& warmth& water&
and other bodily needs. If a person is hungry or thirsty or their body ischemically unbalanced& all of their energies turn toward remedying these
deficiencies and other needs remain inactive. aslow e,plains that +$nyonewho attempts to ma)e an emergency picture into a typical one and who will
measure all of man*s goals and desires by his'her behavior during e,treme
physiological deprivation& is certainly blind to many things. It is ?uite truethat man lives by bread alone @ when there is no bread+.'1
The physiological needs of the organism(those enabling homeostasis# ta)efirst precedence. These consist mainly of (in order of importance#:
8reathing
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6rin)ing
ating
,cretion
Se,
If some needs are not fulfilled& a person*s physiological needs ta)e thehighest priority. >hysiological needs can control thoughts and behaviors andcan cause people to feel sic)ness& pain& and discomfort.
Safety needs
%ith their physical needs relatively satisfied& the individual*s safety needsta)e over and dominate their behavior. These needs have to do with
people*s yearning for a predictable& orderly world in which in-ustice and
inconsistency are under control& the familiar fre?uent and the unfamiliarrare. In the world of wor)& these safety needs manifest themselves in such
things as a preference for -ob security& grievance procedures for protectingthe individual from unilateral authority& savings accounts& insurance policies&
and the li)e.
=or the most part& physiological and safety needs are reasonably wellsatisfied in the +=irst %orld+. The obvious e,ceptions& of course& are people
outside the mainstream @ the poor and the disadvantaged. If frustration has
not led to apathy and wea)ness& such people still struggle to satisfy thebasic physiological and safety needs. They are primarily concerned with
survival: obtaining ade?uate food& clothing& shelter& and see)ing -ustice from
the dominant societal groups.
Safety and Security needs include:
>ersonal security from crime
=inancial security
/ealth and well4being
Safety net against accidents
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/umans need to feel a sense of belonging and acceptance& whether it comesfrom a large social group& such as clubs& office culture& religious groups&
professional organi0ations& sports teams& gangs(+Safety in numbers+#& orsmall social connections (family members& intimate partners& mentors& close
colleagues& confidants#. They need to love and be loved (se,ually and non4
se,ually# by others. In the absence of these elements& many people becomesusceptible to loneliness& social an,iety& and Alinical depression. This need
for belonging can often overcome the physiological and security needs&depending on the strength of the peer pressureB an anore,ic& for e,ample&
ignores the need to eat and the security of health for a feeling of control and
belonging.
steem needs
$ll humans have a need to be respected& to have self4esteem& self4respect&
and to respect others. >eople need to engage themselves to gain recognitionand have an activity or activities that give the person a sense of
contribution& to feel accepted and self4valued& be it in a profession or hobby.Imbalances at this level can result in low self4esteem or inferiority
comple,es. >eople with low self4esteem need respect from others. They may
see) fame or glory& which again depends on others. It may be noted&however& that many people with low self4esteem will not be able to improve
their view of themselves simply by receiving fame& respect& and glorye,ternally& but must first accept themselves internally. >sychological
imbalances such as depression can also prevent one from obtaining self4
esteem on both levels.
7rowth needs
Though the deficiency needs may be seen as +basic+& and can be met and
neutrali0ed (i.e. they stop being motivators in one*s life#& self4actuali0ationand transcendence are +being+ or +growth+ needs (also termed +84needs+#B
i.e. they are enduring motivations or drivers of behavior.
$esthetic needs
8ased on aslow*s beliefs& it is stated in the hierarchy humans need
beautiful imagery or something new and aesthetically pleasing to continuetowards Self4$ctuali0ation. /umans need to refresh themselves in the
presence and beauty of nature while carefully absorbing and observing their
surroundings to e,tract the beauty the world has to offer.
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Ariticisms
%hile aslow*s theory was regarded as an improvement over previous
theories of personalityand motivation& it had its detractors. =or e,ample& in
their e,tensive review of research which is dependent on aslow*s theory&
%ahba and 8ridgewell'!found little evidence for the ran)ing of needsaslow described& or even for the e,istence of a definite hierarchy at all. $study conducted in 2""2 forwards this thought& claiming: +the hierarchy of
needs is nothing more than a fool*s daydreamB there is no possible way to
classify ever4changing needs as society changes+'C. Ahilean economist andphilosopher anfred a, Deefhas also argued fundamental human needs
are non4hierarchical& and are ontologicallyuniversal and invariant in nature 4part of the condition of being humanB poverty& he argues& is the result of any
one of these needs being frustrated& denied or unfulfilled.
=rederic) Irving /er0berg (1234 2"""# was a noted psychologistwho
became one of the most influential names in business management. /e is
most famous for introducing-ob enrichmentand the otivator4/ygiene
theory.
Herzber otivation Theory
/er0berg proposed the otivation4/ygiene Theory& also )nown as the Two
factor theory(1!# of -ob satisfaction. $ccording to his theory& people are
influenced by two factors:
Satisfaction& which is primarily the result of the motivator factors.
These factors help increase satisfaction but have little effect ondissatisfaction.
6issatisfaction is primarily the result of hygiene factors. These factors&
if absent or inade?uate& cause dissatisfaction& but their presence haslittle effect on long4term satisfaction
otivator =actors
$chievement
ecognition %or) Itself
esponsibility >romotion
7rowth
/ygiene =actors
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>ay and 8enefits
Aompany >olicy and $dministration
elationships with co4wor)ers
>hysical nvironment
Supervision
Status Eob Security
'rovident (und )ct
>rovident =und $ct 1!2
12F from mployee G
12F from employer 9 In this 12F for pension scheme (>ension Scheme $ct
1!# it is H.33F G employee 3.CF
$dmin Aharges 1.1"F J mployee 6eposit ;in)ed Insurance Scheme (6;I#
(>= $ct 1C# J ".!"F and $dmin Aharges J."1F
Statutory =orms
>rovident =und:4
=orm !: mployees ?ualifying for >= for first time (onth %ise#
=orm 1" : mployees leaving the service (onth %ise#
=orm 12$: Statement of contribution (onthly#
=orm 3$: Aontribution card for specific currency period
(mployee wise#
=orm C$: $nnual Statement of contribution (Aompany %ise#
6eclaration: 8y the employee
=orm 2: Domination and 6eclaration
=orm 1: To be used by a ma-or member of employees
=orm 13: >= Transfer=orm 1"A: Alaiming withdrawal 8enefit
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SI 4 SI $ct 1KH
C.!" 9 mployee 9 K.3 B mployer 9 1.
%or)ers& covered under the SI $ct& are re?uired to pay contribution
towards the scheme on a monthly basis contribution period means a si,4month time span from 1 $pril to 3" Lctober and 1
Dovember to 31 arch. Thus& in a financial year there are two contribution
periods of si, months duration. Aash benefits under the scheme are
generally lin)ed with contribution paid. The benefit period starts their
months after the closure of a contribution period&
1 $pril to 3" September 1 Eanuary to 3" Eune of the following year
1 Lctober to 31 march 1H Euly to 31 6ecember
Aontribution period corresponding benefit period
1 $pril to 3" September 1 Eanuary to 3" Eune of the following year1 Lctober to 31 march 1H Euly to 31 6ecember
edical 8enefits4
Aomplete medical care for the employee and family members are availablefrom day one of entering into insurable employment.
Lld $ge edical Aare4
If a wor)er remains covered under the scheme for five years immediately
before his retirement& he and his spouse is entitled to medical care from SI
Institutions on payment of rupees 12"< year. This facility is also available to
those wor)ers who leave the organisation because of permanent disability.
Sic)ness 8enefits (Aash#4
If a wor)er falls sic) and needs absence from wor)& he is provided sic)ness
benefit in cash e?uivalent to C"F of his wage for the period of absence& as
certified by an authorised medical officer. This benefit is provided& sub-ect to
his paid contribution for at least H days in a contribution period of C
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months.
>rovision for women wor)ers in pregnancy4
aternity benefit in cash e?uivalent to full wage of 12 wee)s in case ofconfinement and C wee)s in case of miscarriage is provided. This is
e,tendable by further one month in case of sic)ness arising out of
pregnancy. To avail this benefit the insured woman should have paid
contribution for atleast " days in preceding two contribution periods of one
year.
6isablement 8enefit (Aash#4
In case of an accident while on duty& the insured wor)er suffering from any
temporary disablement are provided temporary disablement benefitM about
!F of wage till the in-ury heals. If it turns to be a permanent disability then
it is paid in cash depending upon the e,tent of loss of their earning capacity.
This benefit is available from day one of the employment
6ependants 8enefit4
If a wor)er dies due to any accident
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K. >erformance valuation and anagement!. etention < edundancy
C. Industrial and mployee elations. ecord )eeping of all personal data.
H. Aompensation& pensions& bonuses etc in liaison with >ayroll
. Aonfidential advice to internal *customers* in relation to problems atwor) G
1". Aareer development lanning involves analy0ing and forecasting the
talent that companies need to e,ecute their business strategy&
proactively rather than reactively& it is a critical strategic activity&
enabling the organi0ation to identify& develop and sustain the
wor)force s)ills it needs to successfully accomplish its strategic intentwhilst balancing career and lifestyle goals of its employees.
Strategic %or)force >lanning is a relatively new management process
that is being used increasingly to help control labourcosts& assess
talent needs& ma)e informed business decisions& and assess talent
mar)et ris)s as part of overall enterprise ris) management. Strategic
wor)force planning is aimed at helping companies ma)e sure they
have the right people in the right place at the right time and at theright price
Through Strategic %or)force >lanning organi0ations gain insight into
what people the organi0ation will need& and what people will be
available to meet those needs. In creating this understanding of the
gaps between an organi0ations demand and the available wor)force
supply& organi0ations will be able to create and target programmes&
approaches and develop strategies to close the gaps.
Recruitment(sometimes separated into attraction and selection#
Recruitmentrefers to the process of sourcing& screening& and
selecting people for a-obor vacancy within
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Induction and Lrientation
+kills manaement
+kills anaementis the practice of understanding& developing and
deploying people and their s)ills. %ell4implemented s)ills managementshould identify the s)ills that -ob roles re?uire& the s)ills of individualemployees& and any gap between the two.
Trainin and development
In organi0ational development& the related field of training and
development (T G 6# deals with the design and delivery of learningtoimprove performance& s)ills& or )nowledge within organi0ations.
In some organi0ations the term ;earning and 6evelopment is usedinstead of Trainingand 6evelopment in order to emphasise the
importance of learning for the individual and the organi0ation. In other
organi0ations& the term /uman esource 6evelopment is used.
Lrgani0ation development is the process through which an
organi0ation develops the internal capacity to most efficiently and
effectively provide its mission wor) and to sustain itself over the longterm. This definition highlights the e,plicit connection between
organi0ational development wor) and the achievement oforgani0ational mission. This connection is the rationale for doing L6
wor). !ranization development& according to ichard 8ec)hard& isdefined as: a planned effort& organi0ation4wide& managed from thetop& to increase organi0ation effectiveness and health& through planned
interventions in the organi0ation*s *processes*& using behaviouralscience)nowledge.
$ccording to %arren 8ennis& organi0ation development (L6# is a
comple, strategy intended to change the beliefs& attitudes& values& andstructure of organi0ations so that they can better adapt to new
technologies& mar)ets& and challenges.
'ersonnel administration
Compensation in waeor salary
Time manaement
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Travel manaement sometimes assined to accountin rather thanHR.
'ayrollsometimes assined to accountin rather than HR.
payrollis the sum of all financialrecords of salaries& wages& bonuses& anddeductions
*mployee benefitsadministration
*mployee benefitsand (especially in 8ritish nglish# benefits in )ind (alsocalled fringe benefits& per?uisites& per?s or per)s# are various non4wage
compensations provided to employeesin addition to their normal wagesorsalaries. %here an employee e,changes (cash# wages for some other form
of benefit& this is generally referred to as a *salary sacrifice* arrangement. In
most countries& most )inds of employee benefits are ta,able to at least somedegree.
=ringe benefits can include& but are not limited to: (employer4provided oremployer4paid# housing& group insurance (health& dental& lifeetc.#& disability
incomeprotection& retirement benefits& daycare& tuitionreimbursement& sic)
leave& vacation(paid and non4paid#& social security& profit sharing& fundingof education& and other speciali0ed benefits.
The purpose of the benefits is to increase the economic security of
employees.
The term per?s or per)s is often used collo?uially to refer to those benefits
of a more discretionary nature. Lften& per)s are given to employees who are
doing notably well and
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>erformance appraisals are a regular review of employee performance within
organi0ations.
7enerally& the aims of a scheme are:
7ive feedbac) on performance to employees. Identify employee trainingneeds.
6ocument criteria used to allocate organi0ational rewards.
=orm a basis for personnel decisions: salaryincreases& promotions&
disciplinary actions& etc.
>rovide the opportunity for organi0ational diagnosis and development.
=acilitate communication between employee and administrator.
Nalidate selection techni?ues and human resource policies to meetfederal ?ual mployment Lpportunityre?uirements.
$ common approach to assessing performance is to use a numerical or
scalarrating system whereby managers are as)ed to score an individualagainst a number of ob-ectives
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as self4assessment& and in some cases e,ternal sources such as customers
and suppliers or other interested sta)eholders. It may be contrasted with
upward feedbac)& where managers are given feedbac) by their direct
reports& or a traditional performance appraisal& where the employees are
most often reviewed only by their manager.
0ehavioral !bservation +cale0!+.
0ehaviorally )nchored Ratin +cale0)R+.
Retention +trateies
1. Aommunications 4 7etting your people to care
2. Set Alear e,pectations
3. >roper rewarding
K. The ?uality of the supervision an employee receives is critical to
employee retention. >eople leave managers and supervisors
more often than they leave companies or -obs
!. The ability of the employee to spea) his or her mind freely withinthe organi0ation 9 feedbac)
C. Talent and s)ill utili0ation is another environmental factor your
)ey employees see) in your wor)place
. The perception of fairness and e?uitable treatment is important
in employee retention
45 ) career-oriented6 valued employee must e7perience
rowth opportunities within your oranization5
85 Take time to meet with new employees to learn about
their talents6 abilities and skills5 eet with each employee
periodically5
10. Do matter what the circumstances are but never6 never6 ever
threaten an employee%s /ob or income
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Customer )c9uisition and Talent )c9uisition
ecruitment is the very first step in /.
ecruitment is a positive action which results in receiving lots of applications
for a single -ob. Selection is the end result of recruitment. If we follow the
process of recruitment thoroughly& then we are sure to achieve the end
result of Pselecting the right candidateQ at the right time and at the right
cost.
$fter completing my 8$ (in /#& I tried hard enough to find a -ob in core
/& but I was only getting called for recruitment -obs. I had no choice
other than to ta)e up the role of recruiter with $rtech Information Systems
(formerly )nown as Softe) India >vt. ;td#.
Difference between Traditional Recruitment :;anilla recruitmentanic sets in& if no
suitable internal candidate is found. The organi0ations recruit under
pressure. Aompromised are made Punder the bus syndromeQ
Talent ac?uisition is to get away from the Pfill in the bo,Q thin)ing to one
that is more pro4active and much closer to building the s)ill sets re?uired toachieve success.
Traditional recruitment is filling open positions.
Talent ac?uisition ta)es a long term view of not only filling positions of
today& but also identify talents for future openings
These future positions may be identifiable by loo)ing at the succession
management plan or by analy0ing the attrition.
In highly advanced talent ac?uisition process& organi0ations recruit today for
positions that do not even e,ist today
C!>+?*R 'R"C* ">D*# C'".
$ consumer price inde7(C'"# is a measure of the average price of
consumer goods and services purchased by households. It is one of several
price indicescalculated by national statistical agencies. The percent change
in the A>I is a measure of inflation. The A>I can be used to inde, (i.e.&ad-ust for the effects of inflation# wages& salaries& pensions& or regulated or
contracted prices.
@ratuity
>$DT L= 7$TRIT $AT& 12
7ratuity (8asicIS6 L= 2C %LUID7 6$S DLT 3" 6$S
IT $DS !.C F L= LDT/; 8$SIA IS >$$8; (1!1""
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L
2. LDT/S 8$SIA =L C" LDT/S (12 5 !#
DL% 2. IS /L% RA/ F$7 L= C" V
2. 5 1""< C" K.H3 F
/DA 7$TRIT S/LR;6 8 A$;AR;$T6 M K.H3F $D6 DLT K.1CF
0onus )ct
>$DT L= 8LDRS $AT& 1C!
The minimum bonus which an employer is re9uired to pay even if he
suffers losses durin the accountin year or there is no allocable
surplus is 4511 A of the salary durin the accountin year
very employee receiving salary or wages upto S. 3&!"" p.m. and engaged
in any )ind of wor) whether s)illed& uns)illed& managerial& supervisory etc. is
entitled to bonus for every accounting year if he has wor)ed for at least 3"
wor)ing days in that year.
The bonus should be paid in cash within H months from the close of the
accounting year
inimum ,aes )ct
inimum %ages $ct 1KH
Bohari window
Bohari window divides personal awareness into 9uadrants5
1. Lpen ?uadrant4 Unown to self and )nown to others.
2. 8lind ?uadrant4 Unown to others but not )nown to self
3. /idden ?uadrant4 Unown to self but not )nown to others.
K. Rn)nown ?uadrant4 Dot )nown to self nor to others.
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'rovident (und (ull notes
1. The mployees >rovident =und Scheme& 1!2
2. The mployees =amily >ension Scheme& 113. The mployees 6eposit4;in)ed Insurance Scheme& 1C
Calculations '5( from 0asic
mployee: 12F (>.=#
mployer: 3.CF >rovident =und ($ension ($= ($
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Aontribution for current financial year etc. =orm 1" is used for pensionwithdrawal.
=orm 1: mployee should fill& all information li)e 8an) a= =und 9 6ue date:$fter C" 6ays
of esignation#=orm 1"A: mployee should fill& all information li)e 8an) aension 6ue date:$fter C" 6ays of esignation
3. Transfer : =orm 13
=orm 13 is used for transferring an employee $A from one company to
another. 8oth employer and employee have to specify his name& >= $A no&>osition etc and submitted with a covering letter (consolidated list of
employees#. >hotocopy of the above is )ept in >= file for transfer.
K. mployee register 3$& C!. =or advance : =orm 31
C. In case of employee e,pired < dead :
'rocess details
=orm 1" 6 (=or claiming benefits under >ension#
mployee should fill li)e ,pired
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6;I for death case& nominee will get benefit.
. =orm (egister of employers 4 $pplication for review filed under#
onthly Remittance E Challans
1. Ahallans every month before 1!th (K copies< ?uadruplicate#
2. $ll $
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X Se,X 6ate of -oining the fund
X Total period of pervious services as on the date of -oining the fund
(orm G3
X Dame of the establishment and address
X onthX Aode no: of the establishment
X $ c no:
X Dame of member who is leavingX =athers or /usband name in case of married women
X 6ate of leaving serviceX easons for leaving service
X Signature of authori0ed officer and stamp of the establishment
Aross chec)ing the above is done with the salary statement which includesthe number and name all current employees.
(orm G )
X Dame of the establishment and address
X Aurrency period and month ($pril yr to march yr#
X Statutory rate of contribution (12F#X 7roup code (D$ for une,ampled establishment. stablishment having more
than 1""" have to )eep a >= trust and have to specify the group code#X Total wages due for each account (wages on which calculations are done#
X $mount of contribution and amount remitted (consolidated amount withemployer and employee share#X 6ate of remittance
X Total number of subscribers for the current month.X Dame and address of the ban)in which the amount is remitted.
X 6etails of subscribers for .>.=& >=& 6;I
44Do of subscribers as per last month44Do of new subscribers (vide =orm !#
44Do of subscribers left service (vide =orm 1"#44Total no of subscribers ($fter adding and subtracting the new and retired
employees with&the number should tally with monthly list of employees#
Aross chec)ing the above is done with the salary statement.
)nnul returns
1. =orm 3 $ (Individual Aomputation sheet#
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2. =orm C $ (Aonsolidated $nnual Aontribution Statement#3. before 3"th $pril every year
(orm 2)
X Aurrency period and month ($pril yr to march yr#X Dame of the establishment and address
X Aode no: of the establishmentX Do: of member voluntary contributing at a higher rate
X $A Do of each employee followed by their name& annual salary& annual
contribution& employer contribution& refund of advance& rate of voluntarycontribution.
X This grand total should tally with all form 12 $ and challans totals.
(orm 1) Reister
This form is filled up for each employee stating his each monthly salary&
contribution& mployer share& efund of advance& Do of days= wor) sheet
(orms
=orm 3: Aontribution Aards 4 Individual Aomputation sheet contains all >=amts month4wise.
=orm 3 $: Aontribution Aards 9 =orm=orm K: Aontribution card for employees other than monthly paid employees
4 =orm
=orm ! $: eturn of Lwnership to be sent to the egional Aommissioner 4=orm
=orm C: eturn of the Aontribution Aards sent to the Aommissioner on thee,piry of the period
of currency 9 =orm=orm C $: Aonsolidated $nnual Aontribution Statement 4 Aonsolidated
Aomputation Sheet&
contains total employees list& there total half yearly information. =orm C is
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top sheetand C$ is attachments.
=orm : egister of employees 4 $pplication for review filed under.
egister 3: Individual Aomputation& there 7ross salary& 8asic& 6$&attendance& >=& >ension
Information maintains month4wise. =orm 3 is top sheet and 3$ isattachments.
*+" *mployeesI +tate "nsurance )ct6 G84
Calculations *+" from @ross
mployee: 1.!Fmployer: K.!F
Aoverage: $ll the employees6rawing wages up to s.1"& """
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onthly Remittance E Challans
1. Ahallans every month before 21st (3 copies< ?uadruplicate#2. Submit to 8an)
3. 8oth employer G employee contributionK. Ahe? details.
Half year returns
Aontribution period:
1st $pril to 3"th September.1st Lctober to 31st arch
K2 days after closing Aontn. >eriod (before Dov 11th. $nd ne,t beforeay 12th#
1. =orm (egister of mployees#
2. =orm C$: Aonsolidated Aomputation Sheet& contains total employees list&
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