UGC NET Management Unit - III Syllabus

What are Key Result Areas (KRAs)?

The critical areas or outcomes for which a job role is responsible and against which performance is measured; they define what 'good performance' looks like for the role.

What is Organization Development (OD)?

A planned, organization-wide, top-managed effort to increase organizational effectiveness and health through planned interventions in processes, using behavioural-science knowledge.

Name the three stages of Kurt Lewin's model of planned change.

Unfreezing, Changing (Moving), and Refreezing.

What is Lewin's Force Field Analysis?

A technique that views any situation as a balance between driving forces (favouring change) and restraining forces (resisting it); change occurs by strengthening drivers or weakening restrainers.

What is 'action research' in the context of OD?

A cyclical OD process of data gathering, diagnosis, feedback, action planning, intervention, and evaluation, conducted collaboratively between consultant and client.

Give two examples of OD interventions and their level.

Team building (group/team level) and survey feedback (organization-wide); other examples include sensitivity (T-group) training (individual) and structural redesign (organizational).

What is 'sensitivity training' (T-group)?

An OD intervention using unstructured small groups to increase participants' self-awareness, sensitivity to others, and understanding of group dynamics.

What are common reasons employees resist organizational change?

Fear of the unknown, loss of job security/status, economic loss, habit, lack of trust, peer pressure, and inadequate communication.

Define talent management.

The integrated set of HR processes to attract, identify, develop, engage, retain and deploy high-potential and high-performing employees who add disproportionate value to the organization.

What is the '9-box grid' used for in talent management?

A matrix that plots employees on two axes—current performance and future potential—into nine cells to guide development, promotion and succession decisions.

What is the difference between reskilling and upskilling?

Upskilling teaches additional/advanced skills for an employee's current role; reskilling trains an employee in new skills to move into a different role.

What is the '70-20-10' model of learning and development?

A model suggesting that 70% of learning comes from challenging on-the-job experiences, 20% from developmental relationships/feedback, and 10% from formal training/courses.

What does HIPO stand for in talent management?

High-Potential employee—an individual assessed as having the ability, aspiration and engagement to rise to and succeed in more senior, critical roles.

Define employee engagement.

The emotional commitment and discretionary effort an employee invests in their work and organization, reflecting how connected and motivated they feel toward organizational goals.

Name the three dimensions of work engagement in the Schaufeli/Utrecht model.

Vigour (energy and resilience), Dedication (involvement and enthusiasm), and Absorption (full concentration and engrossment in work).

What is work-life balance?

A state of equilibrium in which an individual effectively manages the demands of paid work and personal/family life with minimal conflict between the two domains.

Give three common work-life balance / flexibility initiatives used by organizations.

Flexitime, telecommuting/work-from-home, compressed workweeks, job sharing, and childcare or parental-leave support.

What is the difference between 'work-life conflict' and 'work-life enrichment'?

Work-life conflict is when demands of one role interfere with the other; work-life enrichment is when participation in one role improves performance or quality of life in the other.

What is a grievance in industrial relations?

A formal expression of an employee's dissatisfaction or complaint about wages, working conditions, or treatment, arising from the employment relationship and felt to be unjust.

What are the typical stages of a grievance redressal procedure?

Stage 1: immediate supervisor; Stage 2: departmental head/HR; Stage 3: grievance committee/top management; final stage: voluntary arbitration if unresolved internally.

What is an industrial dispute under the Industrial Disputes Act, 1947?

Any dispute or difference between employers and workmen, or between workmen, connected with employment, non-employment, terms of employment, or conditions of labour.

Distinguish conciliation, arbitration, and adjudication in dispute settlement.

Conciliation: a third party helps parties reach voluntary agreement; Arbitration: a neutral arbitrator gives a decision parties agree to accept; Adjudication: compulsory settlement by a labour court/tribunal whose award is binding.

Distinguish a strike from a lockout.

A strike is a collective stoppage of work by employees to press demands; a lockout is the employer's temporary closing or refusal to provide work to compel employees to accept terms.

What is labour welfare?

Voluntary and statutory services, facilities and amenities provided to workers—beyond wages—to improve their working and living conditions, health, and well-being.

Distinguish intramural from extramural labour welfare facilities.

Intramural facilities are provided within the workplace (e.g., drinking water, canteen, restrooms, safety measures); extramural facilities are provided outside it (e.g., housing, education, recreation).

What is social security and name two major Indian social security laws.

Social security is protection provided to workers against contingencies like sickness, injury, old age, and unemployment; examples include the Employees' State Insurance Act, 1948 and the Employees' Provident Funds & Misc. Provisions Act, 1952.

What is the difference between social assistance and social insurance?

Social assistance is non-contributory aid financed by the state (free to the beneficiary); social insurance is a contributory scheme where benefits are funded by contributions from employees/employers.

What is a trade union?

A voluntary, continuous association of workers formed to protect and promote their economic, social and occupational interests through collective action and collective bargaining.

What is collective bargaining?

The process of negotiation between an employer (or employers) and a trade union representing workers to determine wages, hours, and other terms and conditions of employment through a mutually binding agreement.

What are the four main types/forms of collective bargaining?

Conjunctive (distributive) bargaining, cooperative (integrative) bargaining, productivity bargaining, and composite bargaining.

What is the 'check-off' system in trade unionism?

An arrangement whereby the employer deducts union dues directly from members' wages and remits them to the union, ensuring a steady flow of union funds.

What is a major HR challenge in international business regarding staffing approaches?

Choosing among ethnocentric (home-country nationals), polycentric (host-country nationals), regiocentric (regional), and geocentric (best person regardless of nationality) staffing policies.

What is an 'expatriate' and what is a common cause of expatriate failure?

An expatriate is an employee sent to work in a foreign country; failure is often caused by inability of the employee or family to adjust to the new culture (culture shock).

What is Hofstede's contribution to international HRM?

Geert Hofstede identified national culture dimensions—power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, long-term orientation, and indulgence vs. restraint—used to manage cross-cultural HR.

What is Green HRM?

The integration of environmental management objectives into HRM functions—recruitment, training, appraisal, rewards—to promote sustainable use of resources and an eco-friendly workforce culture.

Give three examples of Green HRM practices.

Paperless/e-recruitment, green training and awareness programmes, environment-linked performance appraisal and rewards, energy-saving workplaces, and teleconferencing instead of travel.

What is the goal of Green HRM in terms of organizational outcomes?

To build environmental sustainability and corporate green image by aligning employee behaviour, HR policies and organizational culture with environmental (ecological) goals.