Hello all,
I have got interview call from PNB for HR position. Can you please help me to prepare for the same. Please guide, what type of questions i should expect and what topics i must prepare??
Hoping for the response from all the experts here....:)
From India, Mumbai
12I have got interview call from PNB for HR position. Can you please help me to prepare for the same. Please guide, what type of questions i should expect and what topics i must prepare??
Hoping for the response from all the experts here....:)
From India, Mumbai
you will get questions from all sphere of hr. Most of them would be from soft hr part ie OB, HR Policy etc, but it would be advantageous if u pre-equip urself with the statutory acts like, EPF , ESI , BONUS, GRATUITY , FULL N FINAL SETTLEMENT, EXIT POLICY,TRANSFER NORMS, DRAFTING LETTERS LIKE APPOINTMENT, TERMINATION,RETIREMENT,WARNING, ETC..
From India, Calcutta
From India, Calcutta
Pallavi
Public sector banks are exempt from P.F and ESI Acts. They may not ask any questions on them.They deal with mostly Industrial Disputes Act. Therefore read thoroughly I.D Act it's definitions including recent amendments, Bonus Act and Gratuity Act. also prepare yourself on the following >
1)What re various banking services?
2) What you know about PNB?
3)What you know about conciliation and adjudication?
4) what is a settlement? procedure for recording a settlment?
5)What is an award?
6) Whether an offiicer can seek remdy under the I.D Act?
7) What basic factors you will consider for manpower planning?
8)Whether Shops and Establishment Act is applicable to banks?
9) How you deal with am employee who is irregular in his attendance?
10) Get a hang of some HR concepts like KAIZEN, Quality Circles, 360 degree perfor,mance appraisal etc
11) What is the maximum limit of gratuity payable under Gratuity Act.?
12) How you deal with an employee who committed a misconduct?
13) What is Indsutrial relations? What you know about the recent incidents at manesar at Mauti Suzuki Plant?
14) What action you can take for unauthorised absence? or for absence on Bharat Bandh?
15) How many functions you can list out for HR?
You can prepare some basic questions on the above lines.
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
Public sector banks are exempt from P.F and ESI Acts. They may not ask any questions on them.They deal with mostly Industrial Disputes Act. Therefore read thoroughly I.D Act it's definitions including recent amendments, Bonus Act and Gratuity Act. also prepare yourself on the following >
1)What re various banking services?
2) What you know about PNB?
3)What you know about conciliation and adjudication?
4) what is a settlement? procedure for recording a settlment?
5)What is an award?
6) Whether an offiicer can seek remdy under the I.D Act?
7) What basic factors you will consider for manpower planning?
8)Whether Shops and Establishment Act is applicable to banks?
9) How you deal with am employee who is irregular in his attendance?
10) Get a hang of some HR concepts like KAIZEN, Quality Circles, 360 degree perfor,mance appraisal etc
11) What is the maximum limit of gratuity payable under Gratuity Act.?
12) How you deal with an employee who committed a misconduct?
13) What is Indsutrial relations? What you know about the recent incidents at manesar at Mauti Suzuki Plant?
14) What action you can take for unauthorised absence? or for absence on Bharat Bandh?
15) How many functions you can list out for HR?
You can prepare some basic questions on the above lines.
B.Saikumar
HR & Labour Law Advsior
Mumbai
From India, Mumbai
[/B]Sir ,
Do bank employees come under Industrial Dispute act, because as stated in the definition, person who is employed mainly in a managerial or administrative capacity, or (ii) is employed mainly in a supervisory capacity & draws more than six thousand five hundred rupees per month as his wages, or (iii) exercises functions mainly of a managerial nature, he is not covered by the act[/B]
From India, Mumbai
Do bank employees come under Industrial Dispute act, because as stated in the definition, person who is employed mainly in a managerial or administrative capacity, or (ii) is employed mainly in a supervisory capacity & draws more than six thousand five hundred rupees per month as his wages, or (iii) exercises functions mainly of a managerial nature, he is not covered by the act[/B]
From India, Mumbai
Pallavi
In order to ascertain whether the Industrial Disputes Act is applicable to an establishment, you need to first asceratin whether that particular establishment falls unde rthe definition of "industry" since I.D Act is applicable only to industries.A public sector Bank (for that matter any bank) comes within the definition of "Industry" under Sec.2(j) of the Industrial Disputes Act 1947, since it carries on commercial ativity in a systematic and organised way with the help of workmen to whom it pays wages. Profit motive is immaterail to decide whether an activiy is industry or not.
The bank consists of two categories of employees namely 1) Award Staff which consists of clerical and subordibate (peons) employees and 2) the officers' cadre from Junior Officers at pay scale -I to the Top Executive Grade at pay scale -VII.The first category neamely the award staff employees fall within the definition of "workman" under Sec.2(s) of teh Industrial Disputes Act 1947 because they perform manual jobs like cleaning the premises(cleaners) or skilled jobs like driving bank's vehicles(drivers) or semiskilled jobs like filing papers or technical jobs like typing or data entry(computer operators) or clerical jobs like making entries in various ledgers/books of account, maintaining registers or handling cash transactions etc.They are called "award staff" in public sector banks because their service conditions are governed initially by the awards passed by Sastri Tribunal nad Desai Tribunals which are poularly known as the Sastry award and Desai award.From 1966 onwards, their service conditions are being governed by settlements popularly known as "Bipartite settlements" entered into between bank unions and bank mangements under Sec.2(p) of the Industrial disputes Act.For workmen, there is no wage limit. Only supervisors drawing Rs. above 6000/p.m are excluded from the definition of workmen.The characteristic feature of workmen is that they do not exercise any amnaferial functions like issuing instructions to other sa s to how the work is to be done or sanctioning any payments or leave etc.
The second category namley the officers' cadre do not fall under the definition of "workman"since they all perform mangerial and administrative functions like appointing employees, sanctioning leave, passing bills for payment or taking decisions or initiating disciplinary action against erring employees etc.(which the award staff has no power to take).
B.Saikumar
HR & Labour Law advsior
Mumbai
From India, Mumbai
In order to ascertain whether the Industrial Disputes Act is applicable to an establishment, you need to first asceratin whether that particular establishment falls unde rthe definition of "industry" since I.D Act is applicable only to industries.A public sector Bank (for that matter any bank) comes within the definition of "Industry" under Sec.2(j) of the Industrial Disputes Act 1947, since it carries on commercial ativity in a systematic and organised way with the help of workmen to whom it pays wages. Profit motive is immaterail to decide whether an activiy is industry or not.
The bank consists of two categories of employees namely 1) Award Staff which consists of clerical and subordibate (peons) employees and 2) the officers' cadre from Junior Officers at pay scale -I to the Top Executive Grade at pay scale -VII.The first category neamely the award staff employees fall within the definition of "workman" under Sec.2(s) of teh Industrial Disputes Act 1947 because they perform manual jobs like cleaning the premises(cleaners) or skilled jobs like driving bank's vehicles(drivers) or semiskilled jobs like filing papers or technical jobs like typing or data entry(computer operators) or clerical jobs like making entries in various ledgers/books of account, maintaining registers or handling cash transactions etc.They are called "award staff" in public sector banks because their service conditions are governed initially by the awards passed by Sastri Tribunal nad Desai Tribunals which are poularly known as the Sastry award and Desai award.From 1966 onwards, their service conditions are being governed by settlements popularly known as "Bipartite settlements" entered into between bank unions and bank mangements under Sec.2(p) of the Industrial disputes Act.For workmen, there is no wage limit. Only supervisors drawing Rs. above 6000/p.m are excluded from the definition of workmen.The characteristic feature of workmen is that they do not exercise any amnaferial functions like issuing instructions to other sa s to how the work is to be done or sanctioning any payments or leave etc.
The second category namley the officers' cadre do not fall under the definition of "workman"since they all perform mangerial and administrative functions like appointing employees, sanctioning leave, passing bills for payment or taking decisions or initiating disciplinary action against erring employees etc.(which the award staff has no power to take).
B.Saikumar
HR & Labour Law advsior
Mumbai
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Ebook-HR Interview Questions.pdf
HR Interview Collective Tips(2).doc