Test series (Batch No.9 ) of CA Final and IPCC Nov' 2017

                                         COMMERCE GURUKUL
Test series Schedule of CA Final and IPCC Nov' 2017

Key Features

1.     The most reliable All India Test Series of CA Final and IPCC , so that every Test taker of Commerce Gurukul can know where he stand among the REST OF HIS COMPETITORS.
2.     Scheduling the tests in a phased manner (Subject wise and full syllabus tests). Test series will consist of 12 tests of CA Final and IPCC Nov' 2017
3.     Test Paper which are carefully created by our expert faculty to enhance and sharpen the aspirant’s' intellectual competence for actual exam. Test paper will based on previous year pattern and ICAI guidelines.
4.     Questions act as trigger for learning what is required for the Main Exam and benefit to get maximum marks in Main Exam.
5.     Exhaustive performance analysis and feedback based on the subject wise Strength and weakness analysis.
6.     Interactive system conducive for expressing conceptual doubts, discussions and clarifications.
7.     Test Paper will help you in handling exam pressure and managing time.
Test Schedule


For test Schedule Pls contact at
commercegurukulca@gmail.com or Call at 07678456921
Procedure of Online or Postal Test Series: 

1.     Deposit the requisite fee in our bank account mentioned below. Thereafter, SMS or Email your Details ( Name, Address with PIN code, Email-id, attempt year,roll Number) at +917678456921 or commercegurukulca@gmail.com

2.     Start preparing subject as per test schedule given above. Tests papers and model answer sheets shall be sent to the Tests papers and model answer sheets shall the student through on e-mail id given by the student, by 1 PM on the day fixed for Test.
3. Write your test in one sitting taking time prescribed in the test paper. Thereafter, Send your answer sheet scanned copy of answer sheet at commercegurukulca@gmail.com .Quality of Scan should be good. It is being advised to use Camscanner app for scanning.
4.     Your Answer sheet will be evaluated with 3 to 5 days and sent back through courier or scanned copy through e-mail. Detailed remarks will be given by teacher on quality, quantity, relevance and flow etc of the answers written as per upsc guidelines. Student may ask clarifications on remarks given the the teacher, in case remarks are not understood or workable.

5.     Standard answer of all questions will be send to your registered e-mail. You can contact to the faculty with appointment for any help related with test series answer.

Level Of Interacion With faculty
Four levels of Interaction with Faculty
·         1. Scheduling Conference over Phone
·         2. Writing Email or Video Conference through google hangout
·         3. Complete Feedback/evaluation in corrected answer sheets.
·         4. Model Answer Sheet



For more details Contact at

Mobile No.+917678456921

E mail ID- commercegurukulca@gmail.com

Capital Market Reforms by SEBI - Financial Institution Paper 1 of UPSC Commerce Optional

                                          Commerce Gurukul
Capital Market Reforms by SEBI - Financial Institution Paper 1 of UPSC Commerce Optional
The Indian capital market has witnessed major reforms in the decade of 1990s and thereafter. It is on the verge of the growth.
Thus, the Government of India and SEBI has taken a number of measures in order to improve the working of the Indian stock exchanges and to make it more progressive and vibrant.

There most top four steps taken by SEBI to strengthen the capital market reforms namely
1.Reforms in Primary Market
2.Reforms in Global Depository Receipts
3.Reforms in Secondary Market
4. Reforms in Capital Market Reforms during  1996-97
Step # 1. Primary Market Reforms:
SEBI has introduced various guidelines and regulatory measures to improve conditions of capital issues. As per these measures companies issuing capital in the primary market are now required to disclose and clarify all material facts and specific risk factors, if any, related to their projects along with the basic information related to calculation of premium.
In order to ensure fair and truthful disclosures, SEBI has also introduced code of advertisement for public issues. SEBI has made the underwriting of issue optional so as to reduce the cost of issue. SEBI has also enhanced the minimum application size along with the proportion of each issue allowed for firm allotment to institutions such as mutual funds.
SEBI has again introduced shares and takeovers and also frame conditions under which disclosures and mandatory public offers are to be made to the shareholders.
SEBI has also brought merchant banking statutorily under its regulatory framework. Now the merchant bankers are to be authorised by SEBI and to adopt stipulatory capital adequacy norms and also abide by the code of conduct. Under the present framework, merchant bankers are having greater degree of accountability in the documentation of offer and its issue process.
In order to protect the interest of investors, the “Banker to the Issue” is now brought under the control of SEBI. SEBI has also advised stock exchanges to collect a deposit of one per cent of the issue amount from the companies in order to attain greater care and diligence for timely action related to public issues of capital.
In case of non-compliance of the provisions related to listing agreement, non-despatch of refund orders, share certificates etc. by registered post within the stipulated time frame, the company is going to forfeit such one per cent deposit.
In order to cross check the difference between the promises and performances of the companies, the SEBI has advised stock exchanges to amend the listing agreement and make it obligatory on the part of listed company to furnish annual statement to the SEs showing variations if any, between financial projections, projected utilisation of fund and its actual utilisation.
Setting up of private mutual funds are now being permitted by the Government and a few have been set up. The mutual funds are now permitted to underwrite public issues in order to improve the scope of its investment. SEBI has also relaxed the guidelines for making investment in the money market instruments. Moreover, SEBI has also issued fresh guidelines for making advertisement by mutual funds.
In order to ensure that all disclosures have been clearly made by the company in its offer documents, SEBI checks this documents carefully as a routine job. Various guidelines and regulatory measures of capital issues are incorporated by the SEBI to promote healthy and efficient functioning of the primary market.
Even after the introduction of all these measures, there are many instances of break of issue procedures in collusion with the unscrupulous promoters and corrupt officials of the lead banks and also with the top officials of SEBI as it was found in case of mega-issue of M.S. Shoes East Ltd. in March, 1995.
Step # 2. Global Depository Receipts (GDRs):
The Government of India permitted Indian companies to have access in the international capital markets through Euro equity shares since 1992. In the initial period, the Government allowed the utilisation of Euro issue proceeds for approved end uses.
Later on, with the accumulation of foreign exchange reserves with RBI, the issuing companies were allowed to retain the Euro-issue proceeds abroad and repatriate them in times of need.
Till January 1995, Indian Companies have been able to raise US $ 3.6 billion through launching of GDR issues and US $ 1.1 billion through launching of Euro Convertible Bonds (ECBs).
Moreover, the Government of India has also liberalised investment norms for the NRIs sufficiently which has enabled the NRIs and overseas corporate bodies to buy shares and debentures without prior permission from the Reserve Bank of India.
Step # 3. Secondary Market Reforms:
SEBI has introduced secondary market reforms and as a part of its reforms, it has started the process of registration of intermediaries like stock brokers and sub-brokers under the provisions of the Securities and Stock Exchange Board Act, 1992.
Here the registration in done on the basis of certain eligibility norms viz., capital adequacy, transparency infrastructure etc. SEBI has also introduced rules so as to make the way for client/broker relationship more transparent and to segregate client and broker accounts.
In order to protect and preserve the integrity of stock markets, the SEBI has introduced certain regulations under the provisions of SEBI Act, which, in turn, would help inspire confidence of the investor in the stock exchanges. In-spite of this, insider trading, rigging of the market and manipulating stock market price quotations are still continuing.
The traditional trading system of Indian SEs has been constantly reviewed by SEBI since 1992. SEBI is instrumental in simplifying procedures, attaining transparency in costs and prices of stocks, speeding up clearing and settlement and transferring shares in the name of buyers. SEBI has prohibited completely the “renewal” of transactions in “B” group securities so as to settle the transactions within 7 days.
SEBI has also issued guidelines for the composition of Governing Body (GB) of stock exchange so as to make it more broad-based. Moreover, SEBI had successfully reconstituted the GBs of stock exchanges in 1994-95.
Government has also permitted the foreign institutional investors (FIIs) like mutual funds, pension funds, investment trusts, asset or portfolio management companies etc. to invest their capital in Indian capital market as and when they are registered with SEBI. Total number of FIIs, registered with SEBI, which was only 10 in January 1993 and 136 in January 1994 has substantially increased to 286 in January 1995.
Besides, the cumulative net investments of FIIs has considerably increased from $ 200 million in January 1993 to $ 3 billion in January 1995, which reflects the growing impact of liberalisation policy of the country.
Step # 4. Capital Market Reforms, 1996-97:
An array of capital market reforms were introduced during 1996- 97, encompassing primary and secondary markets, equity and debt, and foreign institutional investment. Primary market reforms aimed at imparting greater flexibility in the issue process and strengthening the criteria for accessing the securities market.
Reforms in the secondary market aimed at improving market transparency, integrity and trading infrastructure.
Among the reforms which were undertaken are given below:
1. Passing of the Depositories Act, 1996 by Parliament, providing a legal framework for recording ownership details in book-entry form and facilitating dematerialization of securities. The Depositories Related Laws (Am6ndment), 1997 issued through an Ordinance, which allowed banks; mutual funds and IDBI to dematerialize their scripts.
2. Formulation of SEBI (Depositories and Participants) Regulations, 1996, which allowed SEBI to regulate establishment and functioning of depositories, and to protect investor interests.
3. Tightening of entry norms for equity issue by companies, to improve quality.
4. Giving up vetting of public issue offer documents by SEBI, to encourage self regulation. SEBI, comments, (if any) to be sent within 21 days of filing.
5. Debt issues not accompanied by an equity component permitted to be sold entirely by the Book- Building process.
6. Issuers allowed to list debt securities on stock exchanges even if equity is not listed.
7. FIIs permitted to invest up to 10 per cent in the equity of any company, to invest in unlisted companies, to set up pure (100 per cent) debt funds, and to invest in government securities.
8. Eligibility criteria for registration an FII were modified to allow endowment funds, university funds, foundations and charitable trusts/societies to register.
9. Stock lending scheme was introduced and this will not attract capital gains.
10. The SEBI (Mutual Funds) Regulations, 1993 were revised to provide for portfolio disclosure, standardisation of accounting policies, valuation norms for determining net asset value and pricing.
11. SEBI regulations on Venture Capital Funds (VCF) were issued, allowing them to invest in unlisted companies, to finance turnaround companies, and to provide loans. These provide flexibility to VCFs so that high risk finance can be provided to the market.
12. Modified takeover code, based on the recommendations of the Bhagwati Committee, was approved. It requires a mandatory minimum public offer of 20 per cent purchase, when the threshold limit of 10 per cent equity holding is crossed. Those in “control” are permitted to purchase 2 per cent of shares per annum up to 51 per cent.
To discourage frivolous attempts, acquirers will have to deposit a certain value of cash and assets in an escrow account. The escrow deposit would be higher for conditional public offers, unless the acquirer agrees to acquire a minimum of 20 per cent.
13. SEBI approved almost all the recommendations of the Dave Committee for improving the working of the Over the Counter Exchange of India (OTCEI).

Contact for Online classes of Commerce and Accountancy Optional Subject and Test series for UPSC commerce optional mains 2017 and Mains 2018 and CA course test series for all level 

MobileNo.+917678456921

Email ID- commercegurukulca@gmail.com


With best regards and Thanks
COMMERCE GURUKUL
[For CA and UPSC(IAS)with Commerce and Accountancy Optional]

Mobile No.+917678456921

Email- commercegurukulca@gmail.com


Ruppe Denominated Bonds-Financial Market-Paper 1 of UPSC Commerce Optional-Current Affairs

Ruppe Denominated Bonds-Firnancial Market-Paper 1 of UPSC Commerce Optional-Current Affairs
The Reserve Bank of India has made changes in Rupee denominated bond issue guidelines, enhancing the utility of RDBs from the Indian angle. RBI’s new regulations for RDBs - which are now a hit in the international market, aims at ensuring longer maturity period, lowering interest cost and to ensure that there is no malpractice in utilization of the proceeds among end users.
Ever since the launch of the hit rupee denominated bonds by the IFC (International Finance Corporation) by the name ‘Masala bonds’, the RDBs are becoming attractive tool for both Indian issuers and for foreign investors. Most of the funds procured through RDBs are used to finance infrastructure projects.
The first change is regarding maturity period. For Masala bonds (RDBs) up to $50 million equivalent in rupees per financial year, the minimum maturity period should be three years. Above $50 million issuance per financial year, the minimum maturity period should be five years.
Raising the maturity period of bonds will make them more stable and reliable source of finance.
The second regulatory change is on interest rate. Here, the RBI introduced an all-in cost ceiling in terms of interest rate difference from government securities of corresponding maturities. According to the RBI, the interest rate ceiling for any RDB should be 300 basis points over the prevailing yield of the Government of India securities of corresponding maturity. For example, if the yield of a five-year government bond is 7.5%, the interest rate of five year RDB should be less than 10.5%.
The third change is on end user restrictions. Here the effort of the RBI is that if a particular institution issues RDBs, the amount should not be transferred to a related entity. If that happens, it will be some type of money laundering. 


Contact for Online classes of Commerce and Accountancy Optional Subject and Test series for UPSC commerce optional mains 2017 and Mains 2018 and CA course test series for all level

MobileNo.+917678456921

Email ID- commercegurukulca@gmail.com


With best regards and Thanks
COMMERCE GURUKUL
[For CA and UPSC(IAS)with Commerce and Accountancy Optional]
 

Mobile No.+917678456921

Current Affairs on SEBI- Financial Institution -Paper 1 of UPSC commerce Optional Subject

Current Affairs on SEBI- Financial Institution -Paper 1 of UPSC commerce Optional Subject.
participatory Notes 
The capital market regulator SEBI is planning new regulations to curb the misuse of Participatory Notes. According to a consultation paper, the regulator would like to end the use of PNs for non-hedging purposes by 2020.
Participatory notes are popular instruments for non-resident Indians to bring back money stored in overseas to make investment in Indian shares and bonds. They are offshore derivative instruments enabling foreign investors who have not registered with SEBI to invest in Indian shares to trade in shares through Indian brokers.
Government’s White Paper on black money and the Special Investigation Team on black money have identified PN as a way to bring back black money from overseas. During the last couple of years, SEBI brought several but minor steps to bring more transparency in the use of PNs.
Another proposal in the new consultation paper is to impose a fee on P -note issuing brokers that ultimately should be shifted to the investors. In this case, the investors may be discouraged to use PNs and may opt for registration with SEBI. Under the present mechanism investors of PN route need not register with SEBI. 

Contact for Online classes of Commerce and Accountancy Optional Subject and Test series for UPSC commerce optional mains 2017 and Mains 2018 and CA course test series for all level

MobileNo.+917678456921

Email ID- commercegurukulca@gmail.com


Job Descriptions-Human Resource Management -Paper 2 of UPSC commerce Optional

Commerce Gurukul
Job Descriptions-Human Resource Management -Paper 2 of UPSC commerce Optional .

Definiton
Job description is a very useful document that describes a list of a job’s duties, functions, roles, tasks, reporting relationships, working conditions and supervisory responsibilities etc. – one product of job analysis.                                                 pro

Uses of Job description
A business owner can use a good job description not only as a valuable aid in the job-recruiting process, but also as an outline for reporting relationships and working conditions. A well-crafted job description can also be used for:
  • Performance management. You can use it to set measurable performance goals based on duties in the job description, and then coach your employees to meet these goals as needed.
  • Training and employee development. You can use your employee job descriptions, along with descriptions of possible job promotions, as incentives for employees to pursue classes, seminars and other career development activities.
  • Compensation. Job descriptions can be helpful in developing a standardized compensation program with minimums and maximums for each position.
  • Recognition and rewards. You can use the descriptions as a baseline for performance, and as a tool to encourage employee performance "above and beyond" the job description in order to receive recognition and rewards.
  • Discipline. If you need to, you can use the job description to illustrate that an employee isn't adequately performing job functions.
  • Return-to-work programs. You can prepare for light or modified duty options to allow for a smoother transition from a workers' compensation injury or leave.




Job Description practical application and use in legal issues.


Every employee must be provided with his job description as to how to perform his duties, limitations or boundaries in his duties, to whom he has to report and answerable, code of conduct, punctuality and discipline and safety procedure that is to be followed in case of Performing hazardous jobs.

Circumstances could be like; employees especially who does hazardous jobs, must follow safety measures which are framed by the safety officer to avoid accidents. To those employees if any accident happens, he may claim for compensation on the statutory grounds framed by the Legislature.                                              
he

Here it is the task of HR manager to crosscheck with actual safety measures to be followed and safety measures followed at the time of occurrence of accident. If it is found that the victim did not follow actual safety measures to be followed, he may not be eligible to claim the compensation. The victim of accident cannot claim that he was not aware of safety measures to be followed while performing such job, since he was already provided with job description document having all details of his job as to how to be in his job. if it is found that the victim followed actual and safety measures to be followed, the victim has right to claim compensation in accordance with the statutory provisions framed by the Legislature (labour laws). (In India, Workmen's Compensation Act, 1923 is the law that deals with claiming of conversation by employees who succumbed to accident during the course of theiremployment)

likewise; when an employee proceed legally against employer for taking disciplinary action against employee, it is a task of HR manager to crosschecks with predefined in-disciplinary activities mentioned in the job description which was already provided to that employee.


Contact for Online classes of Commerce and Accountancy Optional Subject and Test series for UPSC commerce optional mains 2017 and Mains 2018 and CA course test series for all level


MobileNo.+917678456921

Email ID- commercegurukulca@gmail.com



Current Trends in Human Resource Management - Most Important for Mains Commerce optional 2017 and 2018

Current Trends in Human Resource Management
Most Important for Mains Commerce optional 2017 and 2018
This topic is related with Paper 2 of Commerce and Accountancy Optional UPSC

The world of work is rapidly changing. As a part of organization, Human Resource Management (HRM) must be prepared to deal with effects of changing world of work. For the HR people it means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, continuous improvement initiatives, re-engineering, the contingent work force, decentralized work sites and employee involvement for which all and more have the financial implication to organization.  There are various trend given below
1. Globalization and its implications
Business today doesn’t have national boundaries – it reaches around the world. The rise of multinational corporations places new requirements on human resource managers. The HR department needs to ensure that the appropriate mix of employees in terms of knowledge, skills and cultural adaptability is available to handle global assignments.Human Resource Management (HRM) must also develop mechanisms that will help multicultural individuals work together. 

2. Work-force Diversity
Today’s work force comprises of people of different gender, age, social class sexual orientation, values, personality characteristics, ethnicity, religion, education, language, physical appearance, marital status, lifestyle, beliefs, ideologies and background characteristics such as geographic origin, tenure with the organization, and economic status and the list could go on.  A family friendly organization is one that has flexible work schedules and provides such employee benefits such as child care. In addition to the diversity brought by gender and nationality, HRM must be aware of the age differences that exist in today’s work force. HRM must train people of different age groups to effectively manage and to deal with each other and to respect the diversity of views that each offers. In situations like these a participative approach seems to work better.
3. Changing skill requirements
Recruiting and developing skilled labor is important for any company concerned about competitiveness, productivity, quality and managing a diverse work force effectively. HRM department will have to devise suitable training and short term programs to bridge the skill gaps & deficiencies.
4. Corporate downsizing.

HRM department has a very important role to play in downsizing. HRM people must ensure that proper communication must take place during this time. They must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. HRM must also deal with actual layoff. HRM dept is key to the downsizing discussions that have to take place.
5.Continuous improvement programs
Continuous improvement programs focus on the long term well-being of the organization.  It is a process whereby an organization focuses on quality and builds a better foundation to serve its customers. This often involves a company wide initiative to improve quality and productivity.  Companies strive to improve everything that they do, from hiring quality people, to administrative paper processing, to meeting customer needs. HRM plays an important role in the implementation of continuous improvement programs.  Whenever an organization embarks on any improvement effort, it is introducing change into the organization. At this point organization development initiatives dominate. Specifically, HRM must prepare individuals for the change. This requires clear and extensive communications of why the change will occur, what is to be expected and what effect it will have on employees.
6. Re-engineering work processes for improved productivity

Re-engineering occurs when more than 70% of the work processes in an organization are evaluated and altered. It requires organizational members to rethink what work should be done, how it is to be done and how to best implement these decisions. Re-engineering changes how organizations do their business and directly affects the employees. Re-engineering may leave certain employees frustrated and angry and unsure of what to expect. Accordingly HRM must have mechanisms in place for employees to get appropriate direction of what to do and what to expect as well as assistance in dealing with the conflict that may permeate the organization. For re-engineering to generate its benefits HRM needs to offer skill training to its employees. Whether it’s a new process, a technology enhancement, working in teams, having more decision making authority, or the like, employees would need new skills as a result of the re-engineering process.
7. Contingent workforce
A very substantial part of the modern day workforce are the contingent workers. Contingent workers are individuals who are typically hired for shorter periods of time. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow. When an organization makes its strategic decision to employ a sizable portion of its workforce from the contingency ranks, several HRM issues come to the forefront. These include being able to have these virtual employees available when needed, providing scheduling options that meet their needs and making decisions about whether or not benefits will be offered to the contingent work force.
No organization can make the transition to a contingent workforce without sufficient planning. As such, when these strategic decisions are being made, HRM must be an active partner in these discussions. After its entire HRM department’s responsibility to locate and bring into the organization these temporary workers. As temporary workers are brought in, HRM will also have the responsibility of quickly adapting them to the organization. HRM will also have to give some thought to how it will attract quality temporaries. This is sometimes done on consultancy basis. Consultancy work is often a short time basis and to re-invent the organization’s operation such a workforce of consultancy is vital.
8. Mass Customization
HR will need to take the tools of marketing around customization for consumers and clients and applying them to the task of talent segmentation. The key is to optimize. At one extreme, a personal employment deal for every individual would be chaotic. At the other extreme, defining fairness as “same for everyone” risks missing important benefits of customization, and in fact may be unproductive and unfair.
Thus, HR should develop principles for understanding the optimal level of customization in the employment relationship.
9.EmployeeInvolvement
HRM has a significant role to play in employee involvement. What is needed is demonstrated leadership as well as supportive management. Empowering employees requires extensive training in all aspects of the job. Workers may need to understand how new job design processes. They may need training in interpersonal skills to make participative and work teams function properly.
10. Technology
With the current technological advancement and its projection in the future, it has brought in new eyes in the face of HRM. A number of computerized systems have been invented to help in the HRM of which they are seen as simplifier of HR functions in companies. What HRM is concerned with here is the safety (confidentiality) of the data/information of staff, and therefore it is at the forefront of having to train personnel in operating such systems and developing the integrity of such personnel to handle the sensitivity of the matter.
11. Health
With the emergence of the wellness clubs and fitness centers together with the need for having healthy workforce, it has emerged that HRM has to move to another step like having to subscribe for its employees to such clubs, paying health insurance services for the staff. This is not only a productivity strategy but also a strategy used to attract and retain valuable employees.
In the current situation as it is now especially with the outbreak of HIV/AIDS epidemic, it has been seen to be of value to have infected and affected employees have special attention so that they can have confidence of support from the employers. With its effect leading to stigmatization, HRM has to think of counseling and guiding such employee so that despite of the effect they (employee) remain productive. Cancer is another kind of issue that has seen the current trend in HRM look closer to health and wellness of employees. Cancers of all types are endemic to employees. Couple with other communicable and none communicable diseases HRM has no option other than to advice management to invest in health care packages that will revitalize the performance of the affected and infected employees’
Therefore for HRM to continue showing relevance it has shifted to providing health services to staff through health insurance, sensitization, and free medical treatment bills. This has seen high results in not only in performance but also in attraction and retention of highly qualified personnel.
12. Family work life balance
Over a long time now in HRM history it has been a big debate about family life work balance. Employees have been on toes of the employers to see if there could be justice done and on the other hand employers have been keen to minimize the effect of the same. The fact is a happy family is equal to a happy workforce. With the current trend HRM have to work it out that every employee’s family to some extent is a happy one. Therefore investing in what may seem out hand for the organization is inevitable. It is time HRM to convince management to organize family day out for the staff and their families, sacrifice sometimes for days off to enable employees to attend to their family issues.
The employment laws unlike from the past now allow family leaves and above all you have parental leave (paternity and maternity). In this moment the member of the family is not missed. Time off your duty is to enrich one with family chore which help identify the employee with the organization. From break of family affairs of course an employee is rejuvenated and recognizes that the employer values him so much to the extent that he/she is allowed to visit, stay and enjoy family bond.Therefore the HRM has to stay tuned the the dynamics of family needs of employees and go a step ahead to provide development assistance like loans to meet family needs and social development.
13.Confidentiality

The current trends have been seen as new challenges in the terms of costs especially in the short run but for organization to strive well in this competitive market to together with the labor mobility it is imperative important to rethink the HRM in terms of the current trends at all levels.
It goes without say that as longer as there is no clear defined human resource management strategies in the given organization there is definitely a problem boiling in the same organization or an explosion is bound to happen. With the current trend in managing the most valued organization resource, organizations have to dig deeper to maintain

                                      COMMERCE GURUKUL
Test series Schedule of Commerce and Accountancy optional Subject :
IAS Mains 2017
Key Features
1.     The most reliable All India Test Series UPSC Commerce optional test series, so that every Test taker of Commerce Gurukul can know where he stand among the REST OF HIS COMPETITORS.
2.     Scheduling the tests in a phased manner (Subject wise and full syllabus tests). Test series will consist of 11 tests of UPSC Commerce and Accountancy optional.
3.     Test Paper which are carefully created by our expert faculty to enhance and sharpen the aspirant’s' intellectual competence for actual exam. Test paper will based on previous year pattern and UPSC guidelines.
4.     Questions act as trigger for learning what is required for the Main Exam and benefit to get maximum marks in Main Exam.
5.     Exhaustive performance analysis and feedback based on the subject wise Strength and weakness analysis.
6.     Interactive system conducive for expressing conceptual doubts, discussions and clarifications.
7.     Test Paper will help you in handling exam pressure and managing time.
Test Schedule
Date
Subject
Time
Marks
6-Sep-17
Financial Accounting
2.30 PM to 5.30 PM
250
9-Sep-17
Organization Theory
2.30 PM to 5.30 PM
250
12-Sep-17
Auditing, Taxation
2.30 PM to 5.30 PM
250
15-Sep-17
Organization Behavior
2.30 PM to 5.30 PM
250
18-Sep-17
Cost Accounting
2.30 PM to 5.30 PM
250
21-Sep-17
HRM
2.30 PM to 5.30 PM
250
24-Sep-17
Financial Markets and Institutions
2.30 PM to 5.30 PM
250
27-Sep-17
IR
2.30 PM to 5.30 PM
250
30-Sep-17
Financial Management
2.30 PM to 5.30 PM
250
3-Oct-17
Full Length Test
2.30 PM to 5.30 PM
250
6-Oct-17
Full Length Test
2.30 PM to 5.30 PM
250

Procedure of Online or Postal Test Series:


1.     Deposit the requisite fee in our bank account mentioned below. Thereafter, SMS or Email your Details ( Name, Address with PIN code, Email-id, attempt year, UPSC roll Number) at +917678456921 or commercegurukulca@gmail.com

2.     Start preparing subject as per test schedule given above. Tests papers and model answer sheets shall be sent to the Tests papers and model answer sheets shall the student through on e-mail id given by the student, by 1 PM on the day fixed for Test.
3. Write your test in one sitting taking time prescribed in the test paper. Thereafter, Send your answer sheet scanned copy of answer sheet at commercegurukulca@gmail.com .Quality of Scan should be good. It is being advised to use Camscanner app for scanning.
4.     Your Answer sheet will be evaluated with 3 to 5 days and sent back through courier or scanned copy through e-mail. Detailed remarks will be given by teacher on quality, quantity, relevance and flow etc of the answers written as per upsc guidelines. Student may ask clarifications on remarks given the the teacher, in case remarks are not understood or workable.


5.     Standard answer of all questions will be send to your registered e-mail. You can contact to the faculty with appointment for any help related with test series answer.


Level Of Interacion With faculty
Four levels of Interaction with Faculty
·         1. Scheduling Conference over Phone
·         2. Writing Email or Video Conference through google hangout
·         3. Complete Feedback/evaluation in corrected answer sheets.
·         4. Model Answer Sheet
Fees: Rs.9,900.


Bank Details for online payment:


For more details Contact at
Mobile No.+917678456921


E mail ID- commercegurukulca@gmail.com