Civil Services Mains 2017 Optional Commerce Online Test Series

                                      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
21-Sep-17	Financial Accounting	2.30 PM to 5.30 PM	250
23-Sep-17	Organization Theory	2.30 PM to 5.30 PM	250
25-Sep-17	Auditing, Taxation	2.30 PM to 5.30 PM	250
27-Sep-17	Organization Behavior	2.30 PM to 5.30 PM	250
29-Sep-17	Cost Accounting	2.30 PM to 5.30 PM	250
01-Octo-17	HRM	2.30 PM to 5.30 PM	250
03-Octo-17	Financial Markets and Institutions	2.30 PM to 5.30 PM	250
05-Octo-17	IR	2.30 PM to 5.30 PM	250
07-octo-17	Financial Management	2.30 PM to 5.30 PM	250
09-Oct-17	Full Length Test	2.30 PM to 5.30 PM	250
11-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

For more details  and Online Classes for UPSC commerce Optional Paper Contact at

 Mobile No.+917678456921

E mail ID- commercegurukulca@gmail.com

Worker's participation in management-Industrial law -UPSC commerce and Accountancy optional

Worker’s participation in management is related with Industrial relation of Paper 2 of UPSC Commerce and Accountancy optional

Introduction of  Worker’s participation in management (WPM)

Worker’s participation in management (WPM) is essentially a step in promoting industrial democracy.The concept of workers’ participation in management is based on Human Relations approach to Management which brought about a new set of values to labour and management. Traditionally the concept of Workers’ Participation in Management (WPM) refers to participation of non-managerial employees in the decision-making process of the organization. Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in management.

Article 43A of the Constitution of India deals with 'Participation of workers in management of industries' and falls under Part IV - Directive Principles of State Policy
"The State shall take steps, by suitable legislation or in any other way, to secure the participation of workers in the management of undertakings, establishments or other organisations engaged in any industry".

The Industrial Disputes Act 1947 section 3 created a right of participation in joint work councils to "provide measures for securing amity and good relations between the employer and workmen and, to that end to comment upon matters of their common interest or concern and endeavour to compose any material difference of opinion in respect of such matters".

Definition

According to International Institute of Labour Studies

WPM is the participation resulting from the practices which increase the scope for employees’ share of influence in decision-making at different tiers of organizational hierarchy with concomitant (related) assumption of responsibility.

 As per ILO

The main implications of workers’ participation in management as summarized by ILO:

1.Workers have ideas which can be useful;

2.Workers may work more intelligently if they are informed about the reasons for and then intention of decisions that are taken in a participative atmosphere.

According to Keith Davis, Participation refers to the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share the responsibility of achievement.

Objectives of Workers Participation in Management

The objectives of workers’ participation in management are as follows:

1.To raise level of motivation of workers by closer involvement.

2.To provide opportunity for expression and to provide a sense of importance to workers.

3.To develop ties of understanding leading to better effort and harmony.

4.To act on a device to counter-balance powers of managers.

5.To act on a panacea for solving industrial relation problems.

Levels of Participation

Workers’ participation is possible at all levels of management; the only difference is that of degree and nature of application. For instance, it may be vigorous at lower level and faint at top level. Broadly speaking there is following five levels of participation:

1. Information participation: It ensures that employees are able to receive information and express their views pertaining to the matters of general economic importance.

2. Consultative participation: Here works are consulted on the matters of employee welfare such as work, safety and health. However, final decision always rests at the option of management and employees’ views are only of advisory nature.

3. Associative participation: It is extension of consultative participation as management here is under moral obligation to accept and implement the unanimous decisions of employees.

4. Administrative participation: It ensure greater share of works in discharge of managerial functions. Here, decision already taken by the management come to employees, preferably with alternatives for administration and employees have to select the best from those implementation.

5. Decisive participation: Highest level of participation where decisions are jointly taken on the matters relation to production, welfare etc. is called decisive participation.

Limitations of Participation:

Participative management suffers from many limitations, these are:

1. Technology and organisations today are so complex that specialised work-roles are required, making it difficult for people to participate successfully if they go very far beyond their particular environment. This means that low-level workers can participate successfully in operating matters, but they usually have difficulty participating in policy matters.

2. Another issue is an employee’s right not to participate there is no evidence that participation is good for everybody. Many people do not want to be bothered with participation.

3. Another problem is that participative situations can be used covertly to manipulate employees. This manipulation is not necessarily done by the management. It may be by the union or by undercover cliques led by members skilled in group dynamics, the social engineers of consent.

4. The feudalistic concept of the master and the servant is still prevalent among industrial workers, especially in India. Workers have an innate feeling that they are born to serve and not to rule. Participative management, naturally, is of little interest to such workers.

5. The role of trade unions in promoting participative management is far from satisfactory. Most of the unions indulge in politicking and have little time to think about participation and development work.

6. The unwillingness of the employers to share power with the worker’s representatives, the disinterest of the workers and the perfunctory attitude of the Govt, towards participation act as strolling shocks in the way of promotion of participative management.

Worker Participation in Management in India:

Participative management has been an integral part of the Indian labour policy. This is due to the emphasis on industrial democracy. That a number of legislative measures have been taken to provide necessary structure and form for managers and workers to interact with each other.

The purpose is as much to prevent the conflict as that of resolving the same with minimum bitterness. Several studies on WPM in India have concluded that participative forms of statutory and voluntary one have failed in Indian industries.

Some of the reasons are given below:

1. Mere introduction of participative structure does not ensure desired result.

2. Legislative measures or legalistic attitude has its own limitation.

3. Industrial environment is not quite conducive for effective WPM in India.

4. A great deal of misconception exist to differences in attitude and approach of persons at different levels of management and among union leaders on WPM. For e.g. some perceive WPM as a tool of management, while to some other WPM is a non-financial form of extending democratic practices to industry.

To a large number of union leaders WPM is a socialist alternative to the institutions for resolution of conflicts under capitalism.

5. Lack of clarity on the objectives of scheme and workable form of such participation.

In short a change of “mind set” is called for making WPM effective in India.

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 

EmailID- 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

website- http://commercegurukulca.blogspot.in/

Telegram:-
t.me/commerce_optional

t.me/economyupsc

Online Test series (Batch No.9) of UPSC Mains 2017 -Commerce and Accountancy Optional

Online Test series (Batch No.9)   of  UPSC Mains 2017 -Commerce and Accountancy Optional

Its great to see you, with interest of Hard and Smart study technique for preparation. As test series helps you to cover syllabus as per upsc guidelines, time management, checking your progress and allot more to snatch Success. We are very happy to start Online Test series (Batch No.9)   of  UPSC Mains 2017 -Commerce and Accountancy Optional from 01-09-2017. 

Fees is Rs.9900 for 11 test series.

Why with Commerce Gurukul Test Series ??

1. Proper evaluation of answer sheet will be sent within 3 days from the date of exam.
2. Strong / weak area analysis will be provided with synopsis.
3. Opt for our test series just by sitting at home.
4. Get detailed analysis of your performance from qualified chartered Accountant and experienced teacher
5. Improve your conceptual clarity and presentation skills.
6. Help handle exam pressure and manage time.
7. Tests will be checked according to UPSC Guidelines.
8. Synopsis of answer of all question will be provided

To get Schedule of test series and For more details contact at +917678456921 or mail at commercegurukulca@gmail.com

Financial Institutions -Current affairs -UPSC Commerce optional relevant for Mains Exam 2017

Currents affairs related with Paper 1 (Financial Institutions) UPSC  Commerce optional relevant for Mains Exam 2017

IRDA

The Insuranace Regulatory and Development Authority of India (IRDAI) has launched a Central Database of all Insurance Sales Persons in the country.

Christined as `Envoy’, the database will esnure that all licensed insurance sales persons working for insurers and intermediaries including entities such as insurance agents, broker qualified persons, specified persons of corporate agents, authorised verifiers of web aggregators, point of sales persons (POS) etc do not work with multiple insurers and intermediaries in the same business category.

At the present stage, Envoy covers POS, specified persons of corporate agents, qualified persons of insurance brokers and authorised verifiers of web aggregators.

According to IRDAI, the next phase, to be taken up shortly, will cover all remaining categories such as individual agents and insurance marketing firms.

The database also provides a search facility for insurers and insurance intermediaries whereby an applicant insurance sales person's details are queried for a match in the database. Appointment of such a person by the insurer or insurance intermediary shall be taken up only after ensuring that the Applicant does not already figure in the database.

http://commercegurukulca.blogspot.in/2017/08/online-test-series-batch-no9-of-upsc.html

Technique of Human Resource planning

Human Resource planning is related with Human resource management of Paper 2 of  UPSC Commerce and Accountancy optional

Human resource planning can improve operational efficiency and increase the profitability of a business of any size. HR planning doesn’t, however, include making staffing decisions on the fly. A strategic HR policy can eliminate confusion, streamline the hiring process and save precious time for a small business owner who never has enough of it. Including forecasting as an integral part of HR planning fulfills efficiency and profitability objectives by ensuring the business is not overstaffed or understaffed.

There are Various techniques of estimating/forecasting human resources demand: 

(a) Managerial Judgement 

(b) Work Study Technique 

(c) Ratio-trend Analysis 

(d) Econometric Models 

(e) Delphi Model 

(f) Other Techniques 

(a) Managerial Judgement: Managerial judgement technique is is applied by small as well as large scale organisations. This technique involves two types of approaches i.e. 'bottom-up approach' and 'top-down approach'. Under the 'bottom-up approach', line mangers send their departmental requirement of human resources to top management. Top management ultimately forecasts the human resource requirement for the overall organisation on the basis of proposals of departmental heads. 

Under the Top-down approach', top management forecasts the human resource requirement for the entire organisation and various departments. This information is supplied to various departmental heads for their review and approval. However, a combination of both the approaches i.e. 'Participative Approach' should be applied for demand forecasting. Under this approach, top management and departmental heads meet and decide about the future human resource requirement. So, demand of human resources can be forecasted with unanimity under this approach. 

(b) Work-Study Technique: This technique is also known as 'work-load analysis'. This technique is suitable where the estimated work-load is easily measureable. Under this method, estimated total production and activities for a specific future period are predicted. This information is translated into number of man-hours required to produce per units taking into consideration the capability of the workforce. Past-experience of the management can help in translating the work-loads into number of man-hours required. Thus, demand of human resources is forecasted on the basis of estimated total production and contribution of each employee in producing each unit items. The following example gives clear idea about this technique. 

Let us assume that the estimated production of an organisation is 3.00.000 units. The standard man-hours required to produce each unit are 2 hours. The past experiences show that the work ability of each employee in man-hours is 1500 hours per annum. The work-load and demand of human resources can be calculated as under: 

(i)Estimated total annual production = 300000 units

(ii)Standard man-hours needed to produce each unit = 2 hrs

(iii)Estimated man-hours needed to meet estimated annual production (i x ii) = 600000 hrs

(iv)Work ability/contribution per employee in terms of man-hour = 1500 units

(v)Estimated no. of workers needed (iii / iv) = 600000/1500 = 400 units

The above example clearly shows that 400 workers are needed for the year. Further, absenteeism rate, rate of labour turnover, resignations, deaths, machine break-down, strikes, power-failure etc. should also be taken into consideration while estimating future demand of human resources/ manpower. 

(c) Ratio-Trend Analysis: Demand for manpower/human resources is also estimated on the basis of ratio of production level and number of workers available. This ratio will be used to estimate demand of human resources. The following example will help in clearly understanding this technique. 

Estimated production for next year = 1,40,000 units 

Estimated no. of workers needed 

(on the basis of ratio-trend of 1: 200) will be = 700

(d) Econometrics Models: These models are based on mathematical and statistical techniques for estimating future demand. Under these models relationship is established between the dependent variable to be predicted (e.g. manpower/human resources) and the independent variables (e.g., sales, total production, work-load, etc.). Using these models, estimated demand of human resources can be predicted.

(e) Delphi Technique: Delphi technique takes into consideration human resources requirements given by a group of experts i.e. managers. The human resource experts collect the manpower needs, summarises the various responses and prepare a report. This process is continued until all experts agree on estimated human resources requirement. 

(f) Other Techniques: The other techniques of Human Resources demand forecasting are specified as under: 

(a) Following the techniques of demand forecasting of human resources used by other similar organisations 

(b) Organisation-cum-succession-charts 

(c) Estimation based on techniques of production 

(d) Estimates based on historical records 

(e) Statistical techniques e.g. co-relation and regression analysis.

With best regards and Thanks


Mobile No.+917678456921,+919911020626

COMMERCE GURUKUL
[For CA and UPSC(IAS)with Commerce and Accountancy Optional]

Contact for Online classes of Commerce and Accountancy Optional Subject for both paper and Test series for UPSC commerce optional mains 2017 and Mains 2018 and CA course test series for all level.+917678456921 ,+919911020626Email ID- commercegurukulca@gmail.com

Current Affairs on Paper 2 of commerce Optional UPSC

Very Important Current Affairs on Paper 2 of commerce Optional UPSC -Industrial Law

Ratification of core ILO Conventions No. on 138 and 182 on Child Labour

“It is a historic moment for India as we are going to take another giant step to affirm our commitment for a child labour free India by ratifying the two Core Conventions of International Labour Organization (ILO) Conventions 138 regarding admission of age to employment and Convention 182 regarding worst forms of Child Labour”,

According to  The Labour and Employment Minister said that the Government of India has been working in a concerted manner to eliminate child labour from the country by following a multipronged strategy by including both stringent legislative and Project based approach.

A landmark step in the endeavour to have a child labour free society was the enactment of the Child labour (Prohibition and Prevention) amendment Act, 2016 in August 2016 that provides for complete prohibition on employment of children below 14 years in all occupations and processes and prohibits employment of adolescents (14-18 years) in hazardous occupations and processes. The age of admission to employment has been linked to the age of compulsory education under Right to Education Act (RTE), 2009.

Government of India has also notified the amendment in the Child Labour (Prohibition and Regulation) Central Rules after extensive consultation with the stakeholders. The Rules for the first time provide broad and specific framework for prevention, prohibition, rescue and rehabilitation of child and adolescent workers. To clarify on issues related with help in family and family enterprises and definition of family with respect to child, specific provisions have been incorporated in rules. Further, it also provides for safeguards of artists which have been permitted to work under the Act, in terms of hours of work and working conditions. The rules provide for specific provisions incorporating duties and responsibilities of enforcement agencies in order to ensure effective implementation and compliance of the provisions of the Act. In order to clarify the issues on Schedule of hazardous occupations and processes, the Schedule has been reviewed and the intent notification has been issued to include a comprehensive list of about 118 occupation and processes.

India is in the process of providing a digital platform ‘PENCIL’ which has components ensuring enforcement of the Act, mechanism for redressal of complaints, child tracking system and a monitoring mechanism. This platform would integrate all the State Governments with the Central Government for effective coordination and convergence of various measures being taken for compliance of the Act.



With ratification of these two core ILO conventions, India has ratified 6 out of 8 core ILO conventions, with the other 4 core ILO conventions relating to abolition of forced labour, equal remuneration and no discrimination between men and women in employment and occupation, thus reaffirming its commitment for promoting and realising fundamental principles and right at work. 

The worst forms of child labour prohibited under Convention 182 are all forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour, including forced or compulsory recruitment of children for use in armed conflict.

It also prohibits use, procuring or offering of a child for prostitution, for the production of pornography or for pornographic performances.

It also prohibits the use, procuring or offering of a child for illicit activities, in particular for the production and trafficking of drugs as defined in the relevant international treaties.

It also prohibits work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children.

India has now also adopted the ILO Convention 138 that prescribes the minimum age of employment for children, which is set as 14 years or such age as may be specified in the Right of Children to Free and Compulsory Education Act, 2009, whichever is more.

Nobel laureate Kailash Satyarthi has said that India's decision for ratification of Convention 182 and Convention 138 was "long overdue" in providing justice to the country's children.

"After the total prohibition of child labour, this is yet another important step in protecting all our children from exploitation and abuse. It now remains a collective responsibility of everyone to do their bit to remove the scourge of child labour from the country," Satyarthi said.

With best regards and Thanks


Mobile No.+917678456921,+919911020626

COMMERCE GURUKUL
[For CA and UPSC(IAS)with Commerce and Accountancy Optional]

Contact for Online classes of Commerce and Accountancy Optional Subject for both paper and Test series for UPSC commerce optional and CA course test series for all level.
+919911020626
Email ID- commercegurukulca@gmail.com

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

Fees: Rs.9,900.

For more details Contact at

Mobile No.+917678456921

E mail ID- commercegurukulca@gmail.com