Rahul-NOTES

QBASIC Programs ( Class 7 & 8 )

2019-03-12T20:09:00.000+05:45

Write a program for the following.

a. To calculate area of a rectangle.

REM PROGRAM TO DISPLAY AREA OF RECTANGLE

CLS

INPUT “ENTER LENGTH”; L

INPUT “ENTER BREADTH”; B

A = L * B

PRINT “AREA OF RECTANGLE”; A

END

b. To calculate perimeter of a rectangle.

REM PROGRAM TO DISPLAY PERIMETER OF A RECTANGLE

CLS

INPUT “ENTER LENGTH”; L

INPUT “ENTER BREADTH”; B

P=2(l+b)

PRINT “AREA OF RECTANGLE ”; P

END

c. To calculate area of a circle.

REM PROGRAM TO DISPLAY AREA OF CIRCLE

CLS

INPUT “ENTER RADIUS”; R

A = 3.14 * R ^ 2

PRINT “AREA OF CIRCLE ”; A

END

d. To calculate perimeter of a circle.

CLS

REM PROGRAM TO DISPLAY PERIMETER OF A CIRCLE

INPUT" ENTER THE RADIUS " ;R

LET PERIMETER =22/7*R*2

PRINT " THE AREA OF CIRCLE =" ;PERIMETER

END

e. To calculate sum of two different numbers.

REM PROGRAM TO DISPLAY SUM OF TWO NUMBERS

CLS

INPUT “ENTER THE FIRST NUMBER”; A

INPUT “ENTER THE SECOND NUMBER”; B

C = A + B

PRINT “SUM OF TWO NUMBERS ”; C

END

F. To calculate product of two different numbers.

REM PROGRAM TO DISPLAY PRODUCT OF TWO NUMBERS

CLS

INPUT “ENTER THE FIRST NUMBER”; A

INPUT “ENTER THE SECOND NUMBER”; B

C = A * B

PRINT “PRODUCT OF TWO NUMBERS ”; C

END

g. To calculate difference of two different numbers.

REM PROGRAM TO DISPLAY DIFFERENCE OF TWO NUMBERS

CLS

INPUT “ENTER THE FIRST NUMBER”; A

INPUT “ENTER THE SECOND NUMBER”; B

C = A - B

PRINT “DIFFERENCE OF TWO NUMBERS ”; C

END

H. To input three different numbers and decide the smallest number amongst the three using IF…THEN statement.

REM program to enter any three numbers and find the smallest number

CLS

INPUT "ENTER THE FIRST NUMBER"; A

INPUT "ENTER THE SECOND NUMBER";B

INPUT "ENTER THE THIRD NUMBER"; C

IF A<B AND A<C THEN

PRINT "FIRST NUMBER IS SMALLEST";A

ELSEIF B<A AND B<C THEN

PRINT "SECOND NUMBER IS SMALLEST";B

ELSEIF C<A AND C<B THEN

PRINT "THIRD NUMBER IS SMALLEST";C

ELSE

PRINT "ALL ARE EQUAL"

ENDIF

END

I . To input days of a week and decide "school day" or "holiday" using IF ….THEN statement.

REM PROGRAM TO ENTER ANY DAY FROM SUNDAY TO SATURDAY AND PRINT "SCHOOL DAY" OR "HOLIDAY".

CLS

INPUT "ENTER ANY DAY";DAY$

IF DAY$="SUNDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="MONDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="TUESDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="WEDNESDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="THURSDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="FRIDAY" THEN

PRINT "SCHOOL DAY"

ELSEIF DAY$="SATURDAY" THEN

PRINT "HOLIDAY"

ELSE

PRINT "INVALID INPUT"

ENDIF

END

J. To decide whether an input number is divided by 5 and 3 or not?

CLS

INPUT "ENTER THE NUMBER";N

IF N/5=0 AND N/3=0 THEN

PRINT "DIVISIBLE"

ELSE

PRINT "NOT DIVISIBLE"

END IF

END

k. To input any number from 0 to 9 and check whether it is single digit number or not using SELECT CASE statement.

CLS

INPUT"ENTER THE NUMBER";N

SELECT CASE N

CASE 0

PRINT "It is single"

CASE 1

PRINT "It is single"

CASE 2

PRINT "It is single"

CASE 3

PRINT "It is single"

CASE 4

PRINT "It is single"

CASE 5

PRINT "It is single"

CASE 6

PRINT "It is single"

CASE 7

PRINT "It is single"

CASE 8

PRINT "It is single"

CASE 9

PRINT "It is single"

CASE ELSE

PRINT "It is not single"

END SELECT

END

l. To input name of the SAARC country and print name of their capital city using SELECT CASE statement.

CLS

INPUT "ENTER THE SAARC COUNTRY NAME";C$

SELECT CASE C$

CASE "NEPAL"

PRINT "KATHMANDU"

CASE "AFGANISTAN"

PRINT "KABUL"

CASE "INDIA"

PRINT "DELHI"

CASE "PAKISTAN"

PRINT ISLAMABAAD

CASE "BANGLADESH"

PRINT "DHAKA"

CASE "BHUTAN"

PRINT "THIMPU"

CASE "MALDIVES"

PRINT "MALE"

CASE "SRI LANKA"

PRINT "COLOMBO"

CASE ELSE

PRINT "ERROR"

END SELECT

END

3. WAP to perform the following using library function.

a. Write a program to return MAN form the word KATHMANDU.

CLS

C$="KATHMANDU"

PRINT MID$(C$,5,3)

END

b. Write a program to return NEP form the word NEPAL.

CLS

C$="NEPAL"

PRINT LEFT$(C$,3)

END

c. Write a program to return PAL form the word NEPAL.

CLS

C$="NEPAL"

PRINT RIGHT$(C$,3)

END

d. Write a program to return ASCII value of letter 'a'.

CLS

PRINT ASC("a")

END

f. Write a program to return RETUPMOC form the word COMPUTER.

REM PROGRAM TO REVERSE A STRING

CLS

C$="COMPUTER"

FOR J=8 TO 1 STEP -1

M$=MID$(C$,J,1)

REV$=REV$+M$

NEXT J

PRINT "REVERSED STRING IS ";REV$

END

1) Write a program to enter your name and print it .

CLS

Input 'Enter your name';n$

Print 'The name is';n$

End

2) Write a program to enter your name, city, country, age and print them.

CLS

Input " Enter the name ";N$

Input " Enter the city";C$

Input " Enter the country";CO$

Input " Enter the age";A

Print " The name is ";N$

Print " The city is ";C$

Print " The country is ";CO$

Print " The age is ";A

End

3) Write a program to find the area of the triangle.

Cls

Input " enter the base" ;b

Input " enter the height" ;h

let T = 1/2*b*h

Print" The area of triangle=" ;T

End

4) Write a program to find the area of the square.

Cls

Input" Enter the number" ;n

Let square= n^2

Print" The area of square=" ;Square

End

5) Write a program to find the area of the square and cube.

Cls

Input" Enter the number" ;n

Let square= n^2

Let Cube = n^3

Print" The area of square=" ;Square

Print" The area of cube=" ; Cube

End

6) Write a program to find the volume of the box.

Cls

Input " enter the length " ;l

Input " enter the breadth " ;b

Input " enter the height " ;h

Let Volume= l*b*h

Print" The volume of box =" ;Volume

End

7) Write a program to convert the weight from kilogram to pounds.

CLS

Input"Enter the weight in kilogram";K

Let P=K*2.2

Print "The pound is ";P

End

8) Write a program to convert the distance from kilometer to miles.

Cls

Input"Enter the length in kilometer";K

Let M= K / 1.6

Print "The length in miles =";M

End

9)Write a program to convert the distance from miles to kilomiles.

Cls

Input " Enter the length in miles";M

Let K=M*1.6

Print" The length in kilo miles=";K

End

10) Write a program to enter the initial mileage(m1) and final mileage (m2) then calculate the distance traveled.

CLS

Input "Enter the Initial Mileage";M1

Input "Enter the Final Mileage";M2

Let D= M2-M1

Print " The distance covered=";D

End

11) Write a program to find out the simple Interest and the Amount.

Cls

Input " Enter the Principal";P

Input " Enter the Rate";R

Input " Enter the Time";T

Let I = P*T*R/100

Let A= P + I

Print " The simple Interest = ";I

Print " The amount=";A

End

12) Write any number and find it's half.

Cls

Input "Enter the desired number "; N

Let H = N/2

Print "The half of the number = ";H

END

13) Write a program to find the area of four walls of a room.

Cls

Input"Enter the height ";H

Input"Enter the length "; L

Input"Enter the Breadth";B

Let A= 2 * H * (L+B)

Print " The area of four walls =";A

End

14) Write a program to enter any three numbers, sum and the average.

Cls

Input " Enter any number" ;A

Input " Enter any number" ;B

Input " Enter any number" ;C

Let Sum = A+B+C

Let Average =Sum/3

Print" The sum=" ;Sum

Print" The Average is " ;Average

End

15) Write a program to enter any two numbers their Sum, Product and the Difference.

CLS

Input " Enter any number" ;A

Input " Enter any number" ;B

Let Sum = A+B

Let Difference= A-B

Let Product = A*B

Print" the sum =" ;Sum

Print" the Difference =" ;Difference

Print" the Product =" ; Product

End

16) Write a program to input student's name, marks obtained in four different subjects, find the total and average marks.

Cls

Input" Enter the name " ;N$

Input" Enter the marks in English" ;E

Input" Enter the marks in Maths" ;M

Input" Enter the marks in Science" ;S

Input" Enter the marks in Nepali" ;N

Let S=E+M+S+N

Let A=S/4

Print " The name of the student is" ;N$

Print " The total marks is" ;S

Print " The Average marks" ;A

End

17) Write a program to find 10%,20% and 30% of the input number.

Cls

Input" Enter any number" ;N

Let T=10/100*N

Let Twe=20/100*N

Let Thi=30/100*N

Print " 10%of input number=" ;T

Print " 20%of input number=" ;Twe

Print " 30%of input number=" ;Thi

End

18) Write a program to convert the distance to kilometer to miles.

Cls

Input" Enter the kilometer" ;K

Let M=K/1.6

Print " The miles = " ;M

End

19) Write a program to find the perimeter of square.

Cls

Input “Enter the length”; L

Let P =4 * L

Print “ The perimeter of square=”;P

End

20) Write a program to enter the Nepalese currency and covert it to Indian Currency.

CLS

Input “Enter the Nepalese currency” ;N

Let I = N * 1.6

Print “the Indian currency=”;I

End

21) Write a program to enter the Indian currency and covert it to Nepalese Currency.

CLS

Input “Enter the Indian currency” ;N

Let N = I / 1.6

Print “the Nepalese currency=”;I

End

22) Write a program to enter any number and find out whether it is negative or positive.

CLS

Input “Enter the number”; N

If N>0 Then

Print “ The number is positive”

Else

Print “The number is negative”

EndIf

End

23) Write a program to enter any number and find out whether it is even or odd using select case statement.

Cls

Input “Enter any number” ;N

R=N mod 2

Select case R

Case = 0

Print “The number is Even number”

Case Else

Print “The number is odd number”

End Select

End

24) Write a program to check the numbers between 1 & 3.

Cls

Input “Enter the numbers between 1-3”;N

Select case N

Case 1

Print “It’s number 1”;

Case 2

Print “It’s a number 2”;

Case 3

Print “It’s a number 3”

Case else

Print “It’s out of range”;

End select

End

25) Write a program to enter any alphabet and test alphabet is ‘a’ or not using the select case statement.

Cls

Input “Enter the alphabet”;A$

A$=UCase$ (A$)

Select Case A$

Case ‘A’

Print “It’s alphabet A”

Case Else

Print “It’s not alphabet A”

End Select

End

26) Write a program to enter any alphabet and find out whether the number is vowel or alphabet.

Cls

Input “Enter Letters/Alphabet”;A$

A$ = UCase $ (A$)

Select case A$

Case “A”, “E”, “I”, “O”, “U”

Print “Its’ a vowel”

Case Else

Print “ It’s not a vowel”

End Select

End

Looping

To print multiplication table of INPUT number. [FOR…NEXT]

CLS

INPUT "Enter any number:";n

FOR i=1 TO 10

PRINT N; " X " ; i ; " = " ; n * i

NEXT i

END

a) To print multiplication table of 7. (7x1=7) [FOR…NEXT]

CLS

FOR i=1 TO 10

PRINT 7; " X " ; i ; " = " ; 7 * i

NEXT i

END

b) To print your mother name 15 times. [While….Wend]

CLS

c=1

while c<=15

print "Manisha"

c=c+1

wend

end

c) To print numbers from 15 to 1. [For…NEXT]

CLS

For i = 15 to 1 Step -1

Print i

Next i

End

d) To print sum of odd numbers between 2 and 20. [WHILE….WEND]

CLS

i=2

while i<=20

print i

i=i+2

wend

end

e) To print the series 1, 8, 27, upto 10^th terms.

CLS

for i=1 to 10

print i^3

next i

end

f) To print the series 1, 2, 3, 5, 8, ………. upto 10^th terms.

CLS

A = 1

B = 1

PRINT A; B;

FOR i = 1 TO 10

C = A + B

PRINT C;

A = B

B = C

END

g) To print the following output:

i. 5, 10, 15……upto 50

CLS

i=5

while i<=50

print i

i=i+5

wend

end

ii. 70, 65, 60………upto 10

CLS

For i = 70 to 10 Step -5

Print i

Next i

End

iii. 5, 55, 555 upto 5^th terms.

cls

num=5

for i=1 to 5

print num;

num=num*10+5

next i

end

h) Write a program to print the following output of "NEPAL".

i) Cls

s$="NEPAL"

FOR I = 1 TO LEN(S$)

PRINT LEFT$(S$, I)

NEXT I

End

i) Write a program to print input string into reverse order.

CLS

INPUT "ENTER THE TEXT";A$

FOR i=LEN(A$) TO 1 STEP -1

B$=MID$(A$,i,1)

C$=C$+B$

NEXT i

PRINT"THE REVERSE IS:";C$

END

ABC - Atnasoff Berry Computer

AC - Alternating Circuit

ACM - Association for Computing Machinery

ADSL - Asymmetric Digital Subscriber Line

AI - Artificial Intelligence

ALR - Advance Logic Research

ALU - Arithmetic and Logic Unit

ANSI - American National Standard Instruction Codes

AOL - America Online

ARCnet - Attached Resources Computer network

ARP - Address Resolution Protocol

ARPA - Advanced Research Project Agency

ASCII - American Standard Code for Information Interchange

AT - Advance Technology

ATM - Automated Teller Machine

B - Byte

BASIC - Beginners All Purpose Symbolic Instruction Codes

BCD - Binary Coded Decimal

BCR - Bar Code Reader

BIOS - Basic Input Output System

BMP - Bitmap

BNC - Bayone Neill Councilman

BIT - Binary Digits

BPS - Bytes Per Second

CA - Collision Avoidance

CAD - Computer Aided Design

CAI - Computer Aided Instruction

CAL - Computer Aided Learning

CAM - Computer Aided Manufacturing

CAN - Campus Area Network

CASE - Computer Aided Software Engineering

CBE - Computer Based Education

CBT - Computer Based Training

CD - Compact Disk ; Collision Detection

CD-R - Compact Disk Recordable

CD-RW - Compact Disk Read Write

CGA - Colored Graphics Adapter

CGI - Common Gateway Interface

CISC - Complex Instruction Set Computer

CMOS - Complementary Metal Oxide Semiconductor

COBOL - Common Business Oriented Language

COM - Computer Program for Micro Computer

COMPUTER - Commonly Operated Machine Particularly Used in Trade Education and

Research

CP/M - Computer Program For Microfilm

CPI - Character Per Inch

CPU - Central Processing Unit

CRT - Cathode Ray Tube

CSMA - Carrier Sense Multiple Access

CSU - Channel Service Unit

CU - Control Unit

CUI - Character User Interface

DARPA - Defense Advance Research Project Agency

DAT - Digital Audio Tape

DBMS - Data Base Management System

DNA - Digital Network Architecture

DNS - Domain Name Service

DOS - Disk Operating System

DRAM - Dynamic Random Access Memory

DSDD - Double Sided Double Density

DSHD - Double Sided High Density

DSSD - Double Sided Single Density

DSU - Digital Service Unit

DTD - Document Type Definations

DTP - Desktop Publishing

DVD - Digital Versatile/Video Disk

DVD-R - Digital Versatile/Video Disk Recordable

DVD-RW - Digital Versatile/Video Read Write

EBCDIC - Extend Binary Coded Decimal Interchange Code

E-Bank - Electronic Bank

E-Commerce - Electronic Commerce

EDI - Electronic Data Interchange

EDP - Electronic Data Processing

EDSAC - Electronic Delay Storage Automatic Computer

EDVAC - Electronic Discrete Variable Automatic Computer

EEPROM - Electronically Erasable Programmable Read Only Memory

E-Government - Electronic Government

E-Fax - Electronic Fascinated Exchange

E-Mail - Electronic Mail

EMI - Electro Magnetic Interface

ENIAC - Electronic Numerical Integrator and Calculator

EPROM - Electrically Programmable Read Only Memory

E-Service - Electronic Commerce

FAQ - Frequently Asked Question

FAT - File Allocation Table

FDDI - Fiber Distributed Data Interface

FLOPS - Floating Point Instruction Per Second

FM - Frequency Modulation

FMC - Flight Management Computer

FORTAN - Formula Translation

FTP - File Transfer Protocol

G2G - Government To Government

G2B - Government To Business

G2C - Government To Citizens

GaAs - Gallium Arsenide

GB - Giga Byte

GBPS - Giga Byte Per Second

GHz - Giga Hertz

GIF - Graphic Interchange Format

GIGO - Garbage-In-Garbage-Out

GL - Generation Language

GPL - General Public Language

GUI - Graphical User Interface

HD - High Definition

HLCIT - High Level Commission for Information Technology

HLL - High Level Language

HMD - Head Mounted Display

HTML - Hyper Text Markup Language

HTTP - Hyper Text Transfer Protocol

Hz - Hertz

IAB - Internet Architecture Board

IBM - International Business Machine

IC - Integrated Circuit

ICT - Information and Communication Technologies

IEEE - Institute of Electrical and Electrical Engineers

IETF - Internet Engineering Task Force

INIC - Internet Network Information Centre

IP - Internet Protocol

IPX - Internetworked Packet Exchange

IPO - Input Process Output

IRC - Internet Relay Chat

ISDN - Integrated Service Digital Network

ISP - Internet Service Provider

IT - Information Technology

IU - Input Unit

JPEG - Joint Picture Expert Group

JIT - Just in Time

KB - Kilo Byte

KBPS - Kilo Byte per Second

LAN - Local Area Network

LCD - Liquid Crystal For Display

LED - Light Emitting Diodes

LISP - List Processor

LLL - Low Level Language

LPM - Lines Per Minute

LSI - Large Scale Integration

MAC - Media Access Control

MAN - Metropolitan Area Network

MB - Mega Bytes

MBPS - Mega Bytes Per Second

MCGA - Multi Colored Graphics Adapter

MF2HD - Micro Floppy Disk Doubled Sided High Density

MHz - Mega Hertz

MICR - Magnetic Ink-Character Reader

MIDI - Musical Instrument Digital Interface

MILNET - Military Network

MLL - Machine Level Language

MODEM - Modulator And Demodulator

MOS - Metal Oxide Semiconductor

MOST - Ministry of Science and Technology

MPEG - Moving Picture Expert Group

MS - Microsoft

MSI - Medium Scale Integration

MU - Memory Unit

NAV - Norton Antivirus

NEC - Nippon Electronics

NIC - Network Interface Card

NOS - Network Operating System

OCR - Optical Character Reader

OMR - Optical Character Reader

OOP - Object Oriented Program

OS - Operating System

OSS - Open Source Software

OU - Output Unit

PARC - Palo Alto Research centre

PC - Personal Computer

PCB - Printed Circuit Board

PCI - Peripheral Component Interconnect

PDA - Personal Digital Assistant

PDF - Platform Independent Document Format

PKI - Public Key Infrastructure

PL - Programming Language

PM - Phase Modulation

POP - Post Office Protocol

POS - Point of Sales

POST - Power On Self Test

PROLOG - Programming Logic

PROM - Programmable Read Only Memory

PS - Personal System

PSTN - Public Switched Telephone Network

QB - Q-Basic

R - Recordable

RAM - Read Only Memory

RDBMS - Relational Data Base Management System

RISC - Reduced Instruction Set Computer

RJ - Register Jack

ROM - Random Access Memory

RPG - Report Program Generator

RW - Read Write / Rewriteable

SDRAM - Synchronous Dynamic Random Access Memory

SGML - Standard Generalized Markup Language

SIMM - Single IN-Line Memory Module

SMPS - Switch Mode Power Supply

SMTP - Simple Mail Transfer Protocol

SNA - System Network Architecture

SNOBOL - String Oriented Symbolic Language

SPX - Sequenced Packet Exchange

SRAM - Static Random Access Memory

SSDD - Single Sided Double Density

SSHD - Single Sided High Density

STP - Shielded Twisted Pair

SVGA - Super Video Graphics Array

TB - Terra Byte

TBPS - Terra Byte Per Second

TCP - Transfer Control Protocol

TLD - Top Level Domain

TPC - Twisted Pair Cable

UCITA - Uniform Computer Information Transaction Act

UDT - User Data Type

UHF - Ultra High Frequency

ULSI - Ultra Large Scale Integration

ULSIC - Ultra Large Scale Integrated Circuit

UNCITRAL - United Nations Commission on International Trade Law

UNIVAC - Universal Automatic Computer

UPS - Uninterruptible Power Supply

URL - Uniform Resource Locator

USB - Universal Serial Bus

UTP - Unshielded Twisted Pair

VB - Visual Basic

VDT - Video Display Terminal

VGA - Video Graphics Adapter

VLSI - Very Large Scale Integration

VLSIC - Very Large Scale Integrated Circuit

VPN - Virtual Private Network

VOIP - Voice Over Internet Protocol

VSAT - Very Small Aperture Terminal

WAN - Wide Area Network

WMA - Windows Media Audio

WMV - Windows Media Vedio

WORM - Write Once Read More

WWW - World Wide Web

XML - Extensible Markup Language

XT - Extended Technology

Others

2D - Two Dimension

3D - Three Dimension

3G - Third Generation

4D - Four Dimension

4Gl - 4th Generation Language

BLE Exam Question and Answer

2019-03-06T11:45:00.002+05:45

Download Click Here

Extra Question with Answer for BLE

1. What is the difference between Internet and Intranet?

BASIS FOR COMPARISON	INTERNET	INTRANET
Meaning	Connects different network of computers together	It is a part of Internet which is privately owned by a particular firm
No of Users	Unlimited	Limited
Visitors Traffic	More	Less
Network Type	Public	Private

2. Why does a computer need RAM?

A computer need RAM because RAM helps your system support software. Every piece of software requires a minimum amount of space and memory to be able to run smoothly.

3. AGP Full Form = Accelerated Graphics Port

4. Technical Word.

a) The electric pathways on a motherboard. PCB (Printed Circuit Board)

b) An error due to wrong input. Bug

c) A set of instructions. Program

d) A computer network that is spread with in a city. MAN

e) A worldwide network of networks. Internet

f) Physical components of computer. Hardware

g) A collection of related webpage. Website

h) Retrieving a file from remote computer. Download

5. LISP full form List Processing

6. COBOL Full form Common Business-Oriented Language

7. What is the use of control panel?

The control panel is used to configure and manage almost all aspects of Windows, including keyboard and mouse functionality, users and passwords, power options, installation and removal of programs, parental control, speech recognition, etc.

8. What is line spacing in MS-WORD?

The amount of blank space between lines of text or between paragraphs for an entire document or a portion of a document.

9. What are margins in MS-WORD?

Margins are the blanks areas of space around the edge of your Word document. Although text and other objects are usually inserted into the printable area with in the margins, some items can actually be positioned in the margins (for example, page numbers, headers and footers).

10. What is formula in Excel?

A formula is an expression which calculates the value of a cell. Functions are predefined formulas and are already available in Excel.

11. What is database?

A database is a collection of information that is organized so that it can be easily accessed, managed and updated.

12. What is RDBMS?

A relational database is a type of database. It uses a structure that allows us to identify and access data in relation to another piece of data in the database. Often, data in a relational database is organized into tables.

13. What is query?

A query is a request for data or information from a database table or combination of tables.

14. What is counter?

Counter is an integer variable used to keep track of number of times a specific piece of code is executed.

15. Lynx is the text based web browser.

16. What is Peripheral devices?

A peripheral device connects to a computer system to add functionality. Examples are a mouse, keyboard, monitor, printer and scanner.

17. What is the difference between compiler and interpreter?

Interpreter	Compiler
Translates program one statement at a time.	Scans the entire program and translates it as a whole into machine code.
Programming language like Python, Ruby use interpreters.	Programming language like C, C++ use compilers.

18. Difference between client and server.

CLIENT:

1) Client is a small computer with basic hardware configuration.

2) It is simple and less advanced computer and a less powerful machine

3) A client is used for simple tasks.

4) Client supports a single user login at a time.

SERVER:

1) Server is advanced computer with advanced hardware configuration.

2) It is a Powerful machine

3) Server is used to store huge data and storage.

4) Server supports more users to login at a time.

19. cls

x=1

for i=1 to 4

print x

x=x*10+1

next i

end

Output

111

1111

20. Write a program to check whether a number is even or odd.

CLS

INPUT A

IF A MOD 2 =0 THEN

PRINT "EVEN";

ELSE

PRINT "ODD";

END IF

END

21. cls

print "Milliennium", "Computer", "Science"

end

Output

Milliennium Computer Science

22. cls

for x=11 to 20 step 2

print x

next x

end

Output

23. To input a number and decide either the number is divisible by 4 or not.

CLS

INPUT "ENTER ANY NUMBER"; N

IF N MOD 4 = 0 THEN

PRINT N; "IS DIVISIBLE BY 4"

ELSE

PRINT N; "IS NOT DIVISIBLE BY 5"

END IF

END

24. Difference between Internal and External commands

Base	Internal Command	External Command
Execution requirement	Internal commands don’t require separate process.	External commands require separate process.
Path requirement	Internal Command don’t require Path.	External Command require Path.
Execution Speed	Very high	Slower than Internal Command.
Example	DIR, DEL, MD, CD, REN, DATE, TIME, PATH etc.	EDIT, BACKUP, MORE, XCOPY, DISKCOPY etc.

25. Write short note on Wildcard Characters.

A wildcard is a symbol used to replace or represent one or more characters. Wildcards are typically either an asterisk (*), which represents one or more characters or question mark (?), which represents a single character.

26. What is the name of first electromechanical computer?

Mark I

27. Who is known as first computer programmer? Why?

Lady Augusta Ada Lovelace was the first computer programmer because she developed programs for performing mathematical calculation on the Analytical Engine. One programming language 'Ada' was named after her.

28. For what purpose algorithm can be used?

For data processing, calculation and other related computer and mathematical operations.

29. Computer cannot run without OS, why?

Without an operating system your computer would stop working because Windows is the operating system, the software that makes it tick and provides a platform for programs.

30. Difference between CUI and GUI operating system?

PROPERTY	GUI	CUI
Interaction	Using graphics(images, icons)	Using commands(only text)
Navigation	Easier	Difficult
Peripherals used	Keyboard and mouse(or any pointing device)	Keyboard only
Speed	LOW	HIGH

31. What do you mean by user interface?

A user interface, also called a "UI" or simply an "interface," is the means in which a person controls a software application or hardware device.

32. Short note on virtual reality.

Virtual reality is an artificial environment that is created with software and presented to the user in such a way that the user suspends belief and accepts it as a real environment. On a computer, virtual reality is primarily experienced through two of the five senses: sight and sound.

33. How is human health beneficial by the use of ICT?

34. Difference between LAN and MAN.

BASIS OF COMPARISON	LAN	MAN
Expands to	Local Area Network	Metropolitan Area Network
Meaning	A network that connects a group of computers in a small geographical area.	It covers relatively large region such as cities, towns.
Design and maintenance	Easy	Difficult
Speed	High	Moderate
Used for	College, School, Hospital.	Small towns, City.

35. Advantages and Disadvantages of Multimedia.

Advantages

1. Multimedia mostly requires only a one-time purchase of devices and software, which can be used unlimited times thereafter.

2. It offers ideal learning assessment tools which are also entertaining for the students.

3. It provides approaches which make learning more realistic.

Disadvanges

1. Production of multimedia requires an electronic device, which may be relatively expensive.

2. Multimedia requires electricity to run, which adds to the cost of its use.

3. Creating multimedia requires more time.

36. WAP to find out greater number among two numbers.

cls

input "Enter the First number";a

input "Enter the Second number";b

if a>b then

print"First number is Greatest";a

elseif b>a then

print "Second number is Greatest";b

else

Print"Both are Equal"

endif

end

37. Difference between Low level language and High level language.

High Level Language	Low Level Language
A High Level Language is slower than a Low Level Language.	A Low Level Language is faster than a High Level Language.
A High Level Language is machine independent.	A Low Level Language is machine dependent.
A High Level Language can run on multiple platforms, so it is portable.	A Low Level Language is not portable.
A program written using a High Level Language is easy to debug and maintain.	A program written using a Low Level Language is hard to debug and maintain.

38. What is protocol?

A protocol is a set of rules and guidelines for communicating data.

39. ABBS full form Computer sector = Apple Bulletin Board System

In banking sector = Any Branch Banking Service

40. What is keyword? Give some examples of QBASIC keywords.

Keywords are statements, commands, functions (built in functions) and names of operators. The keywords are also called Reserved Words. Some

reserved words are CLS, REM, INPUT, LET, PRINT, FOR, DO, SELECT, MID$, ASC, SQR, LEN, LEFT$, TIME$ and INT.

41. ASCC full form Automatic Sequence Controlled Calculator

42. Write a program to enter the Indian currency and covert it to Nepalese Currency.

CLS

Input “Enter the Indian currency” ;I

Let N = I * 1.6

Print “the Nepalese currency=”;N

End

43. CBR full form = Constant Bitrate

44. What is text formatting in MS-Word?

Formatting text in Microsoft Word involves tasks like bolding the text, italicizing it, and changing the font and size. The commands to perform all of these formatting tasks are found on the Home tab in the Font group.

45. What is Mail-Merge in MS-WORD?

Mail merge is a feature within most data processing applications that enables users to send a similar letter or document to multiple recipients

46. What is booting?

When we start our Computer then there is an operation which is performed automatically by the Computer which is also called as Booting.

There are two types of booting.

1. Cold boot

2. Warm Boot

47. Define

a) Software Piracy

Copying that software to multiple computers or sharing it with your friend without multiple licenses is considered software piracy, which is illegal.

b) Digital signature

Digital signature technology requires all the parties to trust that the individual creating the signature has been able to keep their own private key secret.

List of DOS commands with examples.

help	List commands (only in DOS versions 5 or later).
help command	See help for the DOS command.
command /?	List switches for the DOS command.
path=c:\windows ; c:\dos	Specify in which directories DOS searches for commands or programs.
prompt $p$g	Make the DOS prompt display the current directory.
dir	List files in the current directory in one column.
dir /w	List files in five columns.
dir /p	List files one page at a time.
dir *.ext	List all files with an .ext extension.
dir z???.ext	List files with .ext extensions that have four letters and start with z (where z is a character of your choice).
dir file.ext /s	Search for the file.ext in the current directory and all subdirectories under the current directory; most useful if the current directory is the root (i.e., C:\).
type file.ext	View the contents of the text file file.ext.
edit file.ext	Use the DOS editor to edit the file file.ext.
a:	Change to the a: drive.
md c:\diry	Make a new subdirectory named diry in the c:\ directory.
cd c:\diry	Change to subdirectory diry.
rd c:\diry	Remove the existing subdirectory named diry.
del file.ext	Delete a file named file.ext.
ren file1 file2	Rename file file1 to file2.
copy file1 file2	Copy file file1 to file2.
verify on	Turn on verification of copy commands.
verify off	Turn off verification of copy commands.
xcopy diry1 diry2 /s	Copy all files and subdirectories in directory diry1 to diry2.
xcopy diry1 diry2 /p	Ask for confirmation of each file before copying it from diry1 to diry2.
diskcopy a: b:	Duplicate a disk using two floppy drives.
diskcopy a: a:	Duplicate a disk using the same floppy drive.
format a:	Format a disk in drive a: .
format a: /s	Format a bootable disk (include system files).
backup c:\diry\*.ext a:	Back up all files with the extension .ext in c:\diry\ to drive a: .
backup c:\ a: /s	Back up the entire c: drive to drive a:.
restore a:\ c:\diry\*.ext	Restore backed-up files with the extension .ext in drive a: to the c:\diry\directory.
restore a: c:\ /s	Restore backed-up files and subdirectories from drive a: to c:\.
ver	Check the version of DOS.
time	Check or correct the system time.
date	Check or correct the system date.
cls	Clear the screen.
scandisk	Scan and check drive c: for errors. ScanDisk replaces chkdsk (see below) on DOS version 6.0 and above (including Windows 95).
chkdsk	Check disk and memory usage of the current disk.
chkdsk /f	Fix errors reported by chkdsk.
chkdsk file.ext	Check a particular file.
chkdsk a:	Check a particular drive (in this case, a floppy in the a: drive).
mem	Check memory usage.

Microsoft Word (Multiple Choice Questions) for Lok Sewa Aayog Computer Operator - 5

2017-07-23T08:24:00.000+05:45

20 Shocking Questions of Computer Operator Exam

1. How many different positions can you set for drop cap?
a. 1

b. 2
c. 4
d. 6

2. How many ways you can save a document?
a. 3
b. 4
c. 5
d. 6

3. What is the maximum number of lines you can set for lines to drop box?
a. 3
b. 5
c. 10
d. 15

4. Single spacing in MS-WORD document causes ____ point line spacing?
a. 10
b. 12
c. 14
d. 16

5. What is the default number of lines to drop for drop cap
a. 3b. 10
c. 15
d. 20

6. What is the maximum number of lines you can set for a drop cap?
a. 3
b. 10
c. 15
d. 20

7. How many columns can you insert in a word document in maximum?
a. 35
b. 45
c. 55
d. 65

8. In a document what is the maximum number of columns that can be inserted in MS Word Table?
a. 35
b. 15
c. 63
d. 65

9. What is the maximum scale percentage available in Scale drop down box?
a. 500
b. 200
c. 100
d. 90

10. What is the maximum font size you can apply for any character
a. 163
b. 1638
c. 16038
d. None of above

11. Word, by default, places a tab stop at every _____ mark on the ruler.
a. .25″
b. .5″
c. .75″
d. 1″

12. What is the default file extension for all Word documents?
a. .txts
b. .word
c. .docs
d. .docx

13. The file type _____ indicates the file is a Word document.
a. .msw
b. .wor
c. .wrd
d. .doc

14. With Word’s AutoCorrect entries, to display an indifferent face ( ) type _____.
a. : )
b. : (
c. : |
d. : /

15. Which of the following button will allow you to add, delete, or change records in your Data Source?
a. ‘Data Source’ button
b. ‘Edit’ button
c. ‘Edit Data Source’ button
d. ‘Data Editing’ button

16. How much space in minimum must be provided between columns?
a. 0″
b. 0.5″
c. 1″
d. 1.5″

17. What is the smallest width of a column?
a. 0″
b. 0.5″
c. 1″
d. 1.5″

18. By default, your document prints with:
a. 1 inch top and bottom margins
b. a portrait orientation
c. 1.25 inches left and right margins
d. all of the above

19. Word is preset to use standard 8.5-by-11-inch paper with _____ margins.
a. 1-inch left, right, top, and bottom
b. 1.25-inch left, right, top, and bottom
c. 1.25-inch left and right margins and 1-inch top and bottom
d. 1-inch left and right margins and 1.25-inch top and bottom

20. What is the default left margin in Word 2003 document?
a. 1″
b. 1.25″
c. 1.5″
d. 2″

Note : Answer is highlighted to orange color.

Microsoft Word (Multiple Choice Questions) for Lok Sewa Aayog Computer Operator - 4

2017-07-23T08:12:00.000+05:45

20 Shocking Questions of Computer Operator Exam

1. What is the smallest and largest font size available in Font Size tool on formatting toolbar?
a. 8 and 72
b. 8 and 64
c. 12 and 72
d. None of above

2. The Footnote Text style defines characters as _____.
a. 12-point Times New Roman and paragraphs as single-spaced and right-aligned
b. 10-point Times New Roman and paragraphs as double-spaced and left-aligned
c. 12-point Times New Roman and paragraphs as double-spaced and right-aligned
d. 10-point Times New Roman and paragraphs as single-spaced and left-aligned

3. What is the default font size of a new Word document based on Normal template in Word 2003?
a. 10 pt
b. 12 pt
c. 14 pt
d. None of above

4. The minimum number of rows and columns in MS Word document is
a. 1 and 1
b. 2 and 1
c. 2 and 2
d. None of above

5. How will MS Word will respond in repeated word.
a. A Red wavy line under the repeated word
b. A Green wavy line under the repeated word
c. A Blue wavy line under the repeated word
d. None of the above

6. In mail merge operation which of the following might represent the main document?
a. A sales brochure
b. A form letter
c. A database of Names and Addresses
d. All of above

7. Pressing F8 key for three times selects
a. a word
b. a sentence
c. a paragraph
d. entire document

8. What do you call ‘a collection of character and paragraph formatting commands’?
a. the defaults
b. a template
c. a style
d. a boilerplate

9. What is a Document Outline View?
a. A preview in a full screen
b. A preview with margins
c. A View with a margins and gutter
d. A view with a structure of heading at various levels

10. Ctrl + Z
a. Undo the last Action
b. Redo the last Action
c. Add the new page
d. Paste the contents from clipboard

11. The _____ in the Resume Wizard dialog box indicates the wizard is ready to create the document.
a. Start panel
b. Address panel
c. Add/Sort Heading panel
d. Finish panel

12. What does Ctrl + = key effect?
a. Superscript
b. Subscript
c. All Caps
d. Shadow

13. The spike
a. Allows you to combine text from several documents and tehn insert all the text into one document at onwe time
b. Allows you to edit auto text entries
c. Allows you to format uto text entries
d. All of above

14. The word wrap reature
a. Automatically move text to the next line when necessary
b. Appears at the bottom of the document
c. Allows you to type over text
d. is the short horizontal line

15. How can you make the selected character superscripted
a. Ctrl + =
b. Ctrl + Shift + =
c. Alt + Ctrl + Shift + =
d. None of above

16. When typing in a word field manually, what must you press to insert the code’s braces?
a. Ctrl + F6
b. Ctrl + F9
c. Alt + F11
d. Shift + F12

17. What is the short cut key to open the Open dialog box?
a. F12
b. Shift F12
c. Alt + F12
d. Ctrl + F12

18. What is the shortcut key to split a table?
a. Ctrl + Alt + Enter
b. Ctrl + Shift + Enter
c. Alt + Shift + Enter
d. Alt + Space + Enter

19. Which key is used to increase left indent?
a. Ctrl+I
b. Ctrl+M
c. Alt+I
d. F10

20. When the same word is used in multiple locations or a word is used that was not quite appropriate, a thesaurus can be used to look up a (n) _____ or a word similar in meaning.
a. synonym
b. homonym
c. antonym
d. metronym

Note : Answer is highlighted to orange color.

Microsoft Word (Multiple Choice Questions) for Lok Sewa Aayog Computer Operator - 3

2017-07-03T07:55:00.002+05:45

20 Shocking Questions of Computer Operator Exam

1. How many different documents you can open at one time?
a. No more than three
b. Only once. As many as your computer memory will hold
d. As many as your taskbar can display

2. Which of the following is the second step in creating a macro?
a. Start recording
b. Using your mouse or keyboard, perform the task you want to automate
c. Assign a keyboard shortcut to the macro
d. Give the macro a name

3. When assigning a shortcut key to a symbol, you should always try to select a key or key combination that is:
a. unassigned
b. located on the ten-key pad section of your keyboard.
c. assigned to another task.
d. from the same font family as the symbol.

4. Which feature is used to replace straight quotes with smart quotes as you type?
a. Auto Correct as you type
b. Auto Change as you type
c. Auto Format as you type
d. Smart Tags as you type

5. Which of the following command is not available in Tools menu?
a. Auto text
b. Autocorrect
c. Auto summarize
d. Macro

6. Word has a list of predefined typing, spelling, capitalization, and grammar errors that _____ can detect and correct.
a. AutoEntry
b. AutoCorrect
c. AutoAdd
d. AutoSpell

7. If you want to convert a symbol or several lines of text into an AutoCorrect entry, you should:
a. Insert the symbol or type the text in a Word document first. Then, select the text or symbol and go to the AutoCorrect dialog box.
b. Click the Tools menu and choose AutoCorrect Options. Then, click the Insert menu and choose Symbol (or click the Format menu and choose Paragraph) to add the symbol or paragraph to AutoCorrect.
c. AutoCorrect can only accommodate one line of text. It is not possible to convert a symbol or multiple lines of text into an AutoCorrect entry.
d. Insert the symbol or type the text in a Word document first. Then, select the text or symbol and click the Edit menu followed by Paste Special. Select New AutoCorrect Entry and then click OK.

8. Which option is not available in Insert Table Autofit behavior?
a. Fixed Column Width
b. AutoFit to Contents
c. Autofit to Window
d. Autofit to Column

9. When you click on File menu in Word 2010, it opens
a. File menu
b. File Commands
c. Backstage View
d. File Ribbon

10. Tabs stop position cannot be the following alignment
a. Decimal Alignment
b. Center Alignment
c. Bar Alignment
d. Justify Alignment

11. Why the document you created at home displays with a different font at school?
a. Because you have a different printer at school than at home
b. Because you have a different monitor at school than at home
c. Because the font you used at home is not installed on your school computer
d. Because the version of Windows is different

12. Ctrl + B
a. Search the selected text
b. Paste the selected text
c. Bold the selected text
d. Open the specified file

13. A master document contains_________, each of which contains a pointer to a file on a disk?
a. Placeholders
b. subdocuments
c. bookmarks
d. references

14. If the number of columns is selected 1 and the line between check box is marked, where is the line drawn?
a. in the left margin
b. in the right margin
c. both in left and right margin
d. None of Above

15. A feature of MS Word that saves the document automatically after certain interval is available on
a. Save tab on Options dialog box
b. Save As dialog box
c. Both of above
d. None of above

16. After typing header text, how can you quickly enter footer text?
a. Press PageDown key and type the text for footer
b. Click on Switch between Heeder & Footer then type the text
c. Both of above
d. None of above

17. To move the cursor page to page of document
a. Ctrl+PgDn
b. Ctrl+PgUp
c. Both of above
d. None of above

18. You can jump to the next column by
a. Clicking with your mouse on the next column
b. Press Alt + Down-arrow
c. Both of above
d. None of Above

19. Which of the following enables you to paste data multiple times?
a. Windows Clipboard
b. Office Clipboard
c. Both Windows & Office Clipboard
d. None of the all

20. You need to jump to the next column breaking current column right at the cursor position. How can you break column?
a. Pressing Ctrl+Enter
b. Pressing Alt+Shift+Enter
c. Break command from Insert menu
d. Both b and c

Note : Answer is highlighted to orange color.

Microsoft Word (Multiple Choice Questions) for Lok Sewa Aayog Computer Operator - 2

2017-07-03T07:39:00.002+05:45

20 Shocking Questions of Computer Operator Exam

1. In Word you can force a page break

a. By positioning your cursor at the appropriate place and pressing the F1 key

b. By using the Insert/Section break on the Insert tab

c. By positioning your cursor at the appropriate place and pressing Ctrl+Enter

d. By changing the font size of your document

2. How can you increase the font size of selected text by one point every time?
a. By pressing Ctrl + ]
b. By pressing Ctrl + [
c. By pressing Ctrl + }
d. By pressing Ctrl + {

3. How to use Format Painter multiple times
a. By Click on Lock Format Painter Icon
b. By Double Click on the Format Painter Icon
c. By Selecting Edit -> Format Painter -> Multiple Use
d. Format Painter cannot be use multiple times

4. What is the default font used in MS Word 2007 document?
a. Times New Roman
b. Arial
c. Calibri
d. Preeti

5. Word includes a series of predefined graphics called _____ that can be inserted into a Word document.
a. clip art
b. hyperlinks
c. captions
d. bookmarks

6. A (n) _____is a dot or other symbol positioned at the beginning of a paragraph.
a. bullet
b. logo
c. cell
d. target

7. Which of the following is not a type of page margin?
a. Left
b. Right
c. Center
d. Top

8. Uppercase on Change Case dialog box and All Caps on Fonts dialog box both converts selected text into Capital Letters. What’s the difference between the two?
a. Both are same. They are only two different ways of capitalize text.
b. It is faster to convert from Change Case than from Font dialog box
c. Change Case makes conversion permanent but All Caps on Font can always be reverted
d. All Caps on Font dialog box makes the change permanent where Change Case can be always reverted

9. Ctrl + A
a. Align Right
b. Select All
c. Change font
d. Save document

10. Which of the following is not on Home ribbon?
a. Columns
b. Font color
c. Change Style
d. Font

11. When three hyphens, underscores, equal signs, asterisks, or number signs are typed and then the enter key is pressed, the AutoFormat feature _____.
a. places a border above a paragraph
b. creates a numbered list
c. changes the characters to an em dash
d. creates a bulleted list

12. Microsoft Office Word is a (n) _____.
a. area in the computer’s main memory in which Microsoft Office text files are stored temporarily
b. program included with Windows 2000 that can be used only to create or edit text files, smaller than 64K, that do not require formatting
c. classified password that prevents unauthorized users from accessing a protected Microsoft Office item or document
d. full-featured word processing program that can be used to create and revise professional looking documents easily

13. Ctrl + E
a. Exit Application
b. Select All
c. Clear All
d. Align Center

14. When a custom tab stop is set, Word _____.
a. clears all default tab stops
b. clears all default tab stops to the right of the custom tab stop
c. clears all default tab stops to the left of the custom tab stop
d. does not clear any default tab stops

15. When inserting Page number in footer it appeared 1 but you wish to show a. How can you do that?
a. From format menu choose bullets and Numbering and configure necessary setting
b. From Insert menu choose Page Number and specify necessary setting
c. Click on Page Number Format tool and specify required setting
d. All of above

16. How do you close a word document without closing Word window?
a. Click on the Close button on the title bar
b. Click on Xminimize button on the title bar
c. Click on the Close command on Office menu
d. Click Exit on the File menu

17. To switch between insert mode and overtype mode, _____.
a. click Caption on the Insert menu
b. double-click the OVR status indicator on the status bar
c. click Text Box on the Insert menu
d. double-click the INS status indicator on the status bar

18. What should you do if you require to paste the same format in many places?
a. Click the Format painter and go on pasting in many places holding Alt Key
b. Double click the format painter then go on pasting in many places
c. Click the format painter then go on pasting to many places holding Ctrl Key
d. All of above

19. Which would you choose to save a document with a new name?
a. Press Ctrl+S
b. Click File, Save
c. Click Tools, Options, Save
d. Click File, Save As

20. You cannot close MS Word application by
a. Choosing File menu then Exit submenu
b. Press Alt+F4
c. Click X button on title bar
d. From File menu choose Close submenu

Note : Answer is highlighted to orange color.

Microsoft Word (Multiple Choice Questions) for Lok Sewa Aayog Computer Operator - 1

2017-07-03T07:10:00.001+05:45

20 Shocking Questions of Computer Operator Exam

1. Which of the following option is not available in Insert >> Picture ?

a. Chart

b. Word Art

c. Clip Art

d. Graph

2. Which option in File pull-down menu is used to close a file in MSWord?
a. New
b. Quit
c. Close
d. Exit

3. Ctrl + O
a. Save Document
b. Print Document
c. Close Document
d. Open Document

4. Which feature do you use to create a newspaper like document?
a. Bullets & numbering
b. Tables
c. Columns
d. Tab stops

5. A _____ contains buttons, boxes, and menus that allow tasks to be performed more quickly than using the menu bar.
a. format bar
b. status bar
c. command bar
d. toolbar

6. A letterhead should contain all of the following EXCEPT ____.
a. full street address
b. logo
c. complete legal name of the company, group, or individual
d. None of the above

7. Which of the following is not available in Font Spacing?
a. Normal
b. Loosely
c. Condensed
d. Expanded

8. To convert a hyperlink e-mail address to regular text, right-click the e-mail address and then click _____ on the shortcut menu.
a. Edit Hyperlink
b. Select Hyperlink
c. Convert Hyperlink
d. Remove Hyperlink

9. Which enables you to move directly to specific location in a document?
a. Subdocuments
b. Bookmarks
c. Cross-references
d. Outlines

10. Each time the _____ key is pressed, the paragraph formatting in the previous paragraph is carried forward to the next paragraph.
a. enter
b. shift
c. ctrl
d. alt

11. What is the shortcut key you can press to create a copyright symbol?
a. Alt+Ctrl+C
b. Alt + C
c. Ctrl + C
d. Ctrl + Shift + C

12. What is the short cut key to open Font dialog box?
a. Ctrl + F
b. Alt + Ctrl + F
c. Ctrl + D
d. Ctrl + Shift + D

13. What is the shortcut key to “Center Align” the selected text?
a. Ctrl + C
b. Ctrl + E
c. Ctrl + F
d. None of above

14. What is the shortcut key for Spelling Check in document?
a. F7
b. Shift + F7
c. Ctrl + F7
d. Alt + F7

15. What is the shortcut key to Update Formula in a table?
a. F9
b. Alt + F9
c. Ctrl + F9
d. Shift + F9

16. What is the shortcut key for “Font” dialog box?
a. Ctrl + F
b. Ctrl + D
c. Ctrl + G
d. None of the above

17. What is the shortcut key for “Find and Replace” dialog box?
a. Ctrl + F
b. Ctrl + R
c. Ctrl + H
d. Ctrl + Shift + F

18. What is the shortcut key to “Insert Hyperlink” in a document?
a. Ctrl + H
b. Ctrl + L
c. Ctrl + K
d. None of above

19. How can you access the font size tool on formatting toolbar?
a. Ctrl + S
b. Ctrl + Shift + S
c. Ctrl + P
d. Ctrl + Shift + P

20. What is the shortcut key for “Subscript” the selected text?
a. Ctrl + =
b. Ctrl + –
c. Ctrl + Shift + =
d. Ctrl + Shift + –

Note : Answer is highlighted to orange color.

Gmail ko Account Banaune Tarika Nepali ma

2016-02-12T11:05:00.002+05:45

Saathi haru sab vanda pahila hami le Kunai pani computer ma vaye browser open garne tyaspachhi Address Bar ma click garne ra type garne www.gmail.com tyaspachhi yas prakaar ko Page open hunchha

Tyas pachhi Create an Account ma click garne.

Tayaspachhi Afno

Naam ra Thar type garne

User name chhanne (ex. raju509@gmail.com)

Password ma text ra number dubai type garne password chahi strong hunupar6a

Phire confirm garne password.

Birth of Date choose garne yasma chahi International date A.D. ma chahin6a.

Gender choose garne Male or Female.

Your Current Email address yadi tapai ko pahile bata kunai email account 6a vane tyasko address hale 6aina vane nahalne.

Prove you're not robot mathi ko chitra ma dekhaye ko captacha type garne (ex. AVENUE)

Location Nepal choose garne tyaspa6i

I agree to the Google Terms of Services and Privacy Policy ma Tick lagaune then Next Step button ma click garne.

Tyaspachhi tala dekhaye Jastai Screen Display Hunchha

Tyaspachhi Continue to Gmail ma Click garne. tapai ko gmail account loading hunchha yas tala ko chitra ma dekhaye jastai.

Friends Tapai ko GMAIL Account Successfully Created Vayo.

ENJOY !!!

Happy Diwali

2015-11-04T13:16:00.001+05:45

Happy Diwali to all viewers

Bailment and Pledge - Business Law (BBS 2nd Year)

2015-07-25T17:15:00.001+05:45

Define bailment and describes the essentials factors of bailment.

Bailment is a kind of special contract, caused by the delivery of goods. However it’s not a transfer of ownership of goods rather it is the delivery of goods on a returnable basis.

NCA defines bailment as “ A contract relating to bailment shall be deemed to have been concluded in case any person delivers any property to another person on a returnable basis or for handing it over to any other person or selling it as ordered by him. For eg: “ A gives his house to B on a rent for Rs. 2000 monthly, it is the bailment of building for hire,” X gives his car to repair to Z. It is the bailment of a goods for repair.

Essential factor of Bailment:

i) Delivery of goods: Delivery of goods can be defined as the change of possession of goods from one person to another, but the ownership of the good remain same. It must be made on the ground of free consent. The delivery of goods may be actual and constructive. A gives his bike to B on hire for one day, B takes the bike immediately. It is an actual delivery of goods, however constructive delivery is not a change of the physical possession of goods. The goods remain in the same place but something is done that causes a change of its possession to the bailee. For example delivery of key of store or vehicles is the constructive delivery.

ii) Delivery for some special purpose: Delivery of goods must be made for some purpose through which the Bailee is bound to return the goods when the purpose is achieved. If goods are delivered by mistake than there is no contract of bailment.

iii) Creation of Contract: The relationship between a bailor and a bailee is the creation of a contract. There must be a written document if delivery of good worth more than 200. Thus the both bailee and bailor are bound to create a contract and also they should be competent to create a contract.

iv) The good must be return.

v) No transfer of ownership

vi) Consideration is not necessary: the contract of bailment may be gratuitous or non- gratuitous. If bailment is made for the benefit of a bailor or of a bailee it is gratuitous. For ex: X lets his bike to A just for 10 minutes.

Rights and duties of Bailor:

What is bailor describes the right and duties of bailor.

Bailor is a party or person on who agree to de4liver his goods to the bailee for some purpose for some period of time on a condition that the bailee shall ultimately return the goods to the bailor. For ex: If A delivers his car to B for a week, here A is bailor and the car may be delivered gratuitously or non- gratuitously.

The rights of bailor are given below:

1) Enforcement of a bailee’s duties: Bailor can enforce the duties of bailee as his own right by suit in the following circumstances.

i) To demand compensation, in case of damage of goods.

ii) To demand damage in case of an unauthorized use of goods or breach of the terms, and unauthorized mixing of goods with other goods.

iii) To return goods in the prescribed time.

iv) To demand natural increment or profit in goods.

2) Right to avoid or terminate the contract: The bailor has a right to terminate the contract........

At any time in the following circumstances:

i) If the objectives of the contract can not be fulfilled.

ii) if the contract has an illegal object.

iii) If the the bailee breac hes the terms of contract.

iv) If the bailment is gratuitous.

3) Restoration of goods lent gratuitously: Where goods are lent gratuitously the bailor can demand their return at any time.

4) Right to receive compensation from wrong doer.

The following are the duties of bailor:

i) Duty to disclose the known defects of good: A bailor has to disclose the known defects of the......

goods for bailment. If the bailor does not do so, he will be responsible for the harm or the loss to bailee, but not for unknown defects.

ii) Duty to bear extraordinary expenses: The bailor is responsible to bear the extraordinary expenses of goods eg: medical treatment of sick animals, or the expenses made for keeping the good safe.

iii) Duty to indemnify the bailee: The bailor is responsible to the bailee for any loss due to his/ her imperfect or defective title of the goods and premature termination of the contract.

iv) Duty to receive back the goods.

Define Bailee and describes the right and duties of bailee.

Bailee is the party of a bailment contract to whom goods is delivered by bailor on the condition that after the completion of purpose of contract, or some period of time the bailee should return the goods to the bailor. If X gives his house on rent to Y. The Y is bailee.

The right of bailee is given below:

i) Right to be indemnified for the loss caused by lack of information about the goods, defective titles of good.

ii) Right to deliver goods to one of the several(joint owners): If the bailment contract is concluded by several joint owner the bailee may deliver the goods back to one of the joint owners, without consent of other owner in the absence of any agreement to the contary.

iii) Right of special lien: Special right is the right of a bailee that can keep the goods bailed in his/ her custody until the bailor does not pay all the necessary charges. The bailee even can recover the charge by selling the property.

iv) Right to deliver the goods to bailor even though the real owner of goods is not the bailor.

The duties of bailee is given below:

i) Duty not to make unauthorized use of the good bailed.

ii) Not to mix the bailed goods with other goods.

iii) duty to take reasonable care of the goods bailed.

iv) Duty to return the goods to the bailor in time.

v) To return the goods with their natural profit or increments.

vi) To follow the terms and the instruction of the bailor.

vii) Duty to compensate the loss or damage caused by him/ her.

Finder of Lost goods

Define finder of lost goods and write the right and duties of finder.

Finder of lost goods is the person who finds and keep the lost goods of another person in his own possession, the law implies that there is a contract of bailment between the owner and finder of the lost goods. By the law the finder is treated as the bailee who had agreed to keep the goods of bailor(the person whose good is lost) safely and promised to return back to the owner.

The right and duties of finder of lost good is given below:

Rights:

i) Right of possession: A finder of lost goods has the right to keep it in his possession until the true owner is found.

ii) Right of lien : The finder has the right to keep the goods in his custody until the owner pays the expenses ;incurred in keeping them safe, in repairing the goods and in searching the true owner.

iii) Right to sue for reward: The finder can sue for any specific reward which the owner has offered for the return of the goods. He/She may also retain the goods until he received such reward.

iv) Right to sell the goods: A finder of lost good can sell those dgoods in the following circumstance:

- If the true owner can not be found.

- If the bailor does not pay the expenses within a reasonable time.

- If the goods naturally decrease or are destroyed within specific time.

- If the lawful charges of the finder in respect of the goods found amount to 2/3 of the value of good.

Duties:

i) To search the real owner of the goods found.

ii) Not to mix the found goods with other goods.

iii) To return the goods to the real owner after receiving the necessary expenses.

iv) To take care of good and not to make an unauthorized use of such goods.

Pledge or Pawn

Define pledge and write the right and duties of pawaner.

Pledge is a kind of bailment where the transfer of goods or bailment of goods are made as a security for the payment of debt, or performance of a promise. In such case, the person who gives goods as a security is called pledger or pawnor (bailor), and the person who receive the goods as a security is called ‘pledgee’ or ‘pawnee’ (bailee). The pledge is bound to return the pledged goods on the fulfillment of his debt or pledgor’s promise. Thus the contract, by which the possession of goods is transferred as a security is known as pledge.

For ex: X borrows Rs. 50000 from Y and keep his gold as a security for the payment of that loan.

Essentialities of pledge:

i) Delivery of goods.

ii) Delivery for security.

iii) Lawful purpose.

iv) Return of goods.

v) The goods must be long lasting.

Right and Duties of a pawner

Rights:

i) A pledgor has a right to enforce the following duties upon a pledge by a suit.

ii) for reasonable care of goods.

iii) for redemption of goods.

iv) to receive the goods with accretion.

v) To stop selling the goods by depositing dues.

vi) Right to get surplus after the sale of goods bailed by the pledge.

vii) Right to return the goods after the full payment of dues.

Duties:

i) To compensate the extraordinary expenses incurred for necessary care of goods pledged.

ii) To receive the goods after the full payment as per contract.

iii) To pay the rest of the dues, if it is insufficient by the sale of the goods pledged.

iv) To dispose the facts or defects and goodness of the goods pledged.

Indemnity and Guarantee - Business Law (BBS 2nd Year)

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Introduction/ Definition of Indemnity:

Define Indemnity and write down the right and duties of Indemnity holder.

Indemnify means to compensate or to make good of the loss and contract of indemnity means a promise or statement of liability to pay compensation for a loss or for a wrong in transaction. In the law of contract indemnity is the obligation, undertaken by one party to cover the loss or debt incurred by another. Indemnity is an assurance given by the promisor to promisee that he/ she will make good or save from loss which is raised from their contract for example: 'Samsung' company agreed to make hardware for 'Apple' company, and it will be responsible for the loss and make it for apple. If 'Samsung' sell the product made for apple. In such transaction, if any loss caused to 'Apple' , whatever may be the reason, 'Samsung' is bound to pay the compensation to 'Apple' and Insurance contract. Who gives such assurance known as indemnifier and to whom that assurance is given is known as indemnity holder or indemnified.

Right and Duties of Indemnity Holder:

Indemnity holder is the party who has been assured of recovery of a loss by the indemnifier. NCA 2056 has made the provision regarding the rights of an indemnifier. The rights and duties of Indemnity holder is given below:

# Rights:

a) Indemnity holder can claim for compensation for damages suffered from the transaction. The indemnity..

holder can recover any or all of the amounts of compensation under the contract.

b) He/She can recover all damages which he/ she may be compelled to pay in any suit in respect of any matter to which the promise to indemnity applies.

c) All the cost spent on the case filed or defended by him in connection relating to indemnity.

d) He/ She can recover all the cost of legal action, if it becomes necessary to initiate such an action for a failure to pay the amount mentioned in all the above causes.

Along with such rights But the indemnifier will not be liable for the loss in the following circumstances.

# Duties:

a) If He/ She works negligently.

b) If he/she is acting with the intention of causing any loss or damage.

c) If the indemnity holder is acting against the instruction of other party (Promisor) .

note: he/she means indemnity holder. ( when writing duties you must write eg. Indemnity holder mustn't act and work negligently or something like that.)

#Rights and Duties of an Indemnifier:

The above duties or liability of indemnity holder is the right of indemnifier. Thus the duties of indemnifier arises in the following circumstances:

i) There must be a loss in accordance with the contract to make the indemnifier liable.

ii) There must be an occurrence of the anticipated event. Without any occurrence of the prescribed contingent event, there is no indemnity by the indemnifier.

iii) Where the right of indemnity is used by the indemnity holder prudently and the instruction of the indemnifier is not contravened or when there is no breach of contract.

iv) If the cost demanded by the indemnifier are not caused by negligence, haphazard behavior.

Contract of guarantee - Business Law (BBS 2nd Year)

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Characteristics or essentials of contract of guarantee:

Following are the characteristics or essentials of contract of guarantee:

i. Tripartite agreement: In a contract of guarantee, there are three parties namely: principal creditor, creditor and surety. Under this contract, three separate contracts are made among them and consent of all the three parties is necessary. The contracts connecting each-other as contract between:

a. The principal debtor and creditor,

b. The creditor and surety, and

c. The surety and principal debtor,

ii. Liability: Under such contract the primary liability is of the principal debtor and only secondary liability is of the surety. As a conditional contract, liability of the surety arises only when the principal debtor (primarily liable) defaults.

iii. Essentials of valid contract: It is also as same as other general contract in respect of essentials. All the requirements for valid contract, i.e. free consent, consideration, lawful object, competency of the parties etc. are necessary to form this kind of contract. But, in respect of consideration, no direct consideration in the contract between the surety and creditor. Consideration of principal debtor is considered to be adequate for the surety.

iv. Written form: A contract relating to guarantee must be concluded in writing in Nepal and England. But, the Indian legal framework does not compel to form such contract in written form. Both written and oral is valid in India.

Meaning and definition:

A guarantee means a contract of a promise to be responsible for something, to perform the promise or to discharge the liability of a third person, in case of his default. Such a contract involves three parties. They are:

i. Creditor: The person to whom the guarantee is given;

ii. Surety: The person who gives the guarantee.

iii. Principal debtor: The person, in respect of whose default, the guarantee is given.

Section 15(1) of NCA, 'A contract relating to a guarantee shall be deemed to have been concluded if it provides that, if any person in the repayment of loan obtained by him or fulfillment of the obligation accepted by him, it will be repaid or fulfilled by a third person.'

Section 126 of ICA, A contract of guarantee is a contract to perform the promise to discharge the liability of a third person in case of his default.

A clear definition was made regarding a guarantee by English Court in the case of Bricknyrs v. Darmell (1704), 'A contract of guarantee is a contract by one person to discharge the debt, fault or miscarriage of another.'

A contract of guarantee is entered into with the object of enabling a person to get a loan or goods on credit or an employment.

Example: If 'A' advances a loan of Rs. 5000/- to 'B' and 'C' promises to 'A' that if 'B' does not repay the loan, 'C' will do so. Here, this is a contract of guarantee.

It will be noticed that in a contract of guarantee there are three separate contracts, i.e.- i. between the principal debtor and creditor, ii. between the creditor and surety, and iii. between the surety and principal debtor, wherein the principal debtor requests the surety to act as surety and implicitly to indemnify the surety in case the surety incurs liability. Thus, the contract of guarantee is of tripartite nature. The primary liability is of the principal debtor. The secondary liability is of the surety which arises only when the principal debtor defaults. The surety must have to know all the facts regarding the contract. If any alteration regarding the terms of the contract are made without the consent of the surety, it terminates automatically.

Sec. 15(3) of NCA states that such a contract must be made in written form. The English law also accepts this rule but the Indian law accepts both written and oral contract of guarantee.

The Muluki Ain, 1963, Chapter on 'Jamani garneko', Chapter on 'Court Management', Chapter on 'Punishment' and Government Contract Arrangement Act, have made some legal provisions in this regard.

Rights of the indemnifier:

The rights of the indemnity-holder are the duties of indemnifier, and duties of the indemnity-holder are the rights of the indemnifier. There are not prescribed any specific rights of the indemnifier either in Nepalese law or in Indian law. However, he is not liable for indemnity.

i. If indemnity-holder acts negligently.

ii. If indemnity-holder is acting with the intention of causing any loss or damage.

iii. If he is acting against the instructions of the other party (promisor).

Duties of indemnifier:

The duties of an indemnifier arise in the following circumstances:

i. There must be a loss in accordance with the contract to make the indemnifier liable.

ii. There must be an occurrence of the anticipated event. Without any occurrence of the prescribed event, there is no indemnity by the indemnifier.

iii. Where the right of indemnity is used by the indemnity-holder prudently and the instruction of the indemnifier is not contravened or when there is no breach of contract.

iv. If the costs demanded by the indemnifier are not caused by negligence, haphazard behaviour.

Rights of indemnity-holder [Sec. 22(1) of NCA]

A person whose loss is to be made good is called the indemnity-holder. He has some rights against the indemnifier in accordance with the legal provisions incorporated under the Nepalese and Indian Contract Acts. But, the duties of the indemnity-holder have not been mentioned under the Acts. The indemnity-holder is entitled to recover any or all of the amounts of compensation under the contract. They are as follows:

i. All the indemnity amount (damage) prescribed in the contract.

ii. All the damages he may be compelled to pay a third party for the loss.

iii. All the costs spent on the case filed or defended by him in connection with the contract relating to indemnity.

iv. All the costs of legal actions, if it becomes necessary to initiate such an action for a failure to pay the amount mentioned in all the above clauses.

Duties of indemnity-holder:

Except otherwise is mentioned in the contract, the indemnifier will not liable for the loss in the following circumstances. They are called duties of indemnity-holder too.

i. Duty to work prudently: Except otherwise is mentioned in the contract, the indemnifier will not liable for the loss caused by the negligence work of the indemnity-holder. In other words, it is the duty of indemnity-holder to work prudently.

ii. Duty not to act to cause harm or loss: If the indemnity-holder acting with the intention of causing any loss or damage, the indemnifier will not liable for such loss. In other words, it is the duty of indemnity-holder not to act to cause harm or loss.

iii. Duty to comply with the intention of promisor: If the indemnity-holder acting against the instruction of the other party or promisor, the indemnifier will not liable for the loss caused by such against act to his instruction. In other words, it is the duty of indemnity-holder to comply with the intention of promisor.

Kinds of contract of indemnity:

A contract of indemnity can be classified into two categories on the basis of expression of the parties at time of its formulation as express and implied.

i. Express contract of indemnity: When the parties to contract expressly enter into a contract of indemnity. A party expressly promises to indemnify the other party from loss.

Example: A promise to compensate B if B’s goods are damaged due to the conduct of C.

ii. Implied contract of indemnity: When the contract of indemnity deemed to have concluded by the conduct of the parties or from the circumstances of the particular case, it is known as implied contract of indemnity.

Example: A hires a motorcycle from the B’s shop to use for one day. The motorcycle gets damaged due to the accident. Here, A has to compensate for damage to B, although he has not agreed expressly to do so.

Essentials or features of a contract of indemnity:

A valid contract of indemnity should fulfill the following conditions:

i. Anticipated loss: A contract of indemnity is a security for an anticipated loss.

ii. Requirements of valid contract: Contract of indemnity being a species of contract must have all essentials of a valid contract like free consent, competence of the parties, consideration, etc.

iii. To save other party: There must be a promise to save the other party from some loss.

iv. Covers only the actual loss: It covers only the actual loss may be due to the promisor himself or any other person and it covers only the loss caused by an event mentioned in the contract. The event mentioned in the contract must happen.

v. May be express or implied: The contract of indemnity may be express or implied. An express promise is one where a person promises to compensate the other party in express term. Implied promise is one where the conduct of the promisor shows his intention to indemnify the other party from loss.

vi. Depend on good faith: This contract depends on good faith.

Contract of Agency

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Contract of Agency

Definition:

A contract of agency is one that creates a legal relationship between the principal and an agent. The person who has been delegated the authority to act on behalf of another is called ' an agent', and the person who authorizes another to carry out some responsibility is called ' a principal'.

Nepal Agency Act 2014 states " An agent is one who works for any domestic or foreign business firm all over Nepal or in any part of the kingdom of Nepal, and the term "agent" may mean a distributor , stockiest, nominee or a representative."

Thus agency is a relationship where one agree to represent of other to do some act on behalf of other.

Procedures of Registration of agency business in Nepal

In Nepal, the law of agency is governed by two act, namely, Agency act 2014 and Rules 2019 and Contract Act 2056. Agency act 20145 and Rules 2019 are relating to the procedures of registration, renewal and punishment. The procedure for registering an agency in Nepal is as follow:

a) Application: Any person willing to take agency is required to submit application to the director/ Controller of the dept. of commerce for the registration of agency. The application should contain the name and address of agent and he/ she should make commitment to furnish description of transaction within every three month with fee for registration.

b) Registration: On receiving application, the controller makes the necessary investigation and register the agency.

Modes of Creating Agency:

1) By express agreement: Normally, the authority given by principal to his agent is an express authority. It is the most usual and natural way to appoint an agent, by executing the

formal power of attorney in a written stamped and signed document.

2) By Implied Agreement: In implied agreement agency arises under certain circumstances from the behavioural conduct of the parties or relationship between them. The circumstances are as follows:

a) Agency by estoppel: If a person represents by words or conduct that the another person is his agent and third party reasonably believes on such representation and enters into an agreement, the person who represent. So, is bound by the act of other, this is known as agency by estoppel.

b) Agency by holding Out: Like wise agency by estoppel the agency is created but in holding out ' the principal himself holds out the words that somebody is his agent and there is holding out.

c) Agency by necessity: In certain urgent circumstances the law confers an authority on a person to act as an agent for the benefit of another. Such agency is called an agency of necessity. In such case, the agent must act in good faith and to protect and preserve the interest of the principle.

'X' a transporter, carries Meat product of 'Y' from Nuwakot to Kathmandu. Because of strike, 'X' sold all meat product in 'Kakani', otherwise, there was a danger of damage of all the product. In such case 'Y' can't sue against 'X' because of want of authority. Here 'X' is treated as an agent of 'Y' by necessity.

3) By Ratification: Where an agent does an act for his principal without consent or knowledge, and the act is accepted by the principal after wards , it is called agency by ratification. Thus, the act of performing and the act of ratifying by the principal may create an agency. Such types of agency occurs in two ways:

i) The person acting on behalf other has no authority and enters an agreement on behalf of principal and if the transaction is adopted by principal.

ii) The agent when he exceeds his authority and enters an agreement on behalf of principal, and the principal accept the transaction.

For e.g: A is a insurance agent of B. 'B' is a business man. 'A' insures the goods of B without consent of 'B'. If 'B' ratifies the act of 'A', the policy of insurance is valid with retrospective effect.

Note: rules regarding valid ratification is also the important question.

4. By Operation of law: In some certain circumstances an agency is created by operation of law.

- when a company is formed as a legal person it cannot run itself. It's promoters run its business. They are its agent or representative by operation of law. The company is responsible for their acts.

- a partner is an agent of a business firm for the purpose of running the business. Thus the act of the partner performed to carry out the firm's business binds the firm legally.

- a carrier of goods acting as an agent, the carrier is created as an agency by operation of law.

Write down the rights and duties of an Agent.

# Duties:

i)Duty to obey lawful directions of principal or customs: An agent must follow all the lawful instruction given by the principal. In the absence of such instruction, the agent has to act in accordance with the customs of the business.

ii) Duty to render an account : an agent is bound to render proper account of the transaction done by him/herself on demand of principal.

iii) To carry out the work with reasonable care, skill, and diligence.

iv) Duty to act in good faith and is the interest of the principal.

v) Duty to communicate with principal.

vi) Not to make any secret profit beyond the commission.

vii) Not to delegate work or authority given by the principal.

ix) Duty to protect and pursue the interest of the principal in particular circumstances.

# Rights:

i) Right to receive remuneration.

ii) Right to retain money.

iii) Right of lien: Except otherwise agreed, an agent has a right to retain goods, papers or other property of the principal received by him/her until the rightful/agreed amount of commission/ payment is recovered.

iv) Right to indemnification of cost incurred in a lawful act.

v) Right to receive compensation of loss.

Free Consent - Business Law (BBS 2nd Year)

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Free Consent

Define free consent:

Consent means agree to do something. Two or more parties are said to consent when they agree upon the same thing in the same sense. It is the meeting of mind. The agreement without any control is ‘free consent’. Only meeting of minds are not sufficient to be the contract whether there must be the real and free consent of the parties. It is obtained by free and pure will of the parties from their own accord, consent is said to be free when it is not caused by coercion, fraud, undue influence, misrepresentation and mistake. If there is no free consent then there will not be any contract, so it is created for the sake of due and lawful consideration, not to lose anything. Free consent provides meeting of minds, enforce ability and legal remedy for the contracting parties on their agreement.

Define Coercion:

Coercion is the act of forcing or threatening someone to do something against law. It is a threat or force used by one party against another for compelling to enter into an agreement. In such condition the consent is not free. NCA states that " When somebody has detained or threatened to detain property or has threatened to commit any act forbidden by the law for causing any person to enter into contract against his will, the person is said to have caused coercion." If A compels B to enter into an agreement by causing harm or treating to commit harm as against the life and property of B or his persons or third person. The contract between A and B is caused by coercion.

Consideration - Business Law (BBS 2nd Year)

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Consideration

Define consideration and describe rules regarding consideration?

Consideration cab be defined as a price of promise, which is bought by the next parties (promise). When a party to an agreement promises to do something he/she must get something in return which must be valuable in the eye of law. This ‘something’ is defined as consideration which may be price, reward, payment or value for which the promise of the other is carried.

According to Justice palterson : consideration means something, which is of some value in the eye of law, it may be some benefit to the planting or some detriment to the defendant.

For example: A agree to sell a house to B for Rs 2 lakh. For A’s promise, the consideration is Rs. 2 lakh and for B’s promise, the consideration is the house.

Rules Regarding consideration

a) Consideration must be real and something of valuable in the eye of law.

b) Consideration must move at the desire of the promisor: The act must be done at the desire of the promisor. Without the desire of the promisor no consideration can be valuable. It regards that the consideration must be moved from promise only not from other or stranger to contract.

c) Consideration may move from the promise or third persons: The act which constitutes a consideration may be moved by the promise or any other person on his behalf to enforce a promise. But in English law it must be from the promise not from other.

d) Consideration may be of past, present or future.

e) Consideration must be lawful: When a party to an agreement promises to do something the acceptors must get something in return which must be legal and have the values in the eye of law. An illegal consideration is not supposed to be a contract. It is void.

f) Consideration need not be adequate(satisfactory) : Consideration need not be adequate to the promise. The contract .......

is depend upon consideration. So quantum of the consideration is decided by the parties to the contract. The adequacy of consideration is determined by the facts, circumstances and necessities and nature of cases.

Contingent Contract - Business Law (BBS 2nd Year)

2015-07-25T16:30:00.000+05:45

Contingent Contract

Define contingent contract and describes the rules regarding contingent contract.

A contingent contract can be defined as conditional contract. Such a contract depends on a future uncertain event. A contingent contract is a contract to do or not to do something, if some event, collateral to such contract, does or does not happen. The example of contingent contract is Insurance contract. A contract to pay Rs. 1000000 if X’s death. But expiry of a fixed time, can not be contingent contract, because these events are of certain nature.

Rules Regarding Contingent Contract.

i) On the happening of a future un-certain event: A contract to do or not to do something, if an uncertain future event happen, can not be enforced by law unless until the event has happened. If the ground event becomes impossible that contracts becomes void.

ii) On the non happening of future uncertain event: The contingent contract is to be performed if a particular event does not happens, it’s performance can be enforced when the happening of that event becomes impossible. For ex: A agree to pay certain sum of money if a ship does not return to port. The ship return back. The contract becomes void. Rather the ship sinks in the sea, now the ship could not return forever, the contract is enforceable.

iii) On the event linked with human conduct, or demand .......

impossible: a contract contingent on the act or conduct of specified man if that things becomes impossible by his denial or inability, can no create any liability. For ex: A agree to pay B a certain sum of money. If B construct the house and is certified by Y an engineer, here certification of the house by Y is contingent event. The liability is not created because the house is not certified by Y.

iv) On the event’s happening within a fixed time: A contract contingent upon the happening of an event within a fixed time becomes void. If the event becomes impossible. For ex: A agree to purchase certain amount of goods if A’s ship comes within one month. Now the ship has not returned within that time. The contract becomes void.

v) if the contract depends upon the future uncertain event if that does not happen within the fixed time, the contract may be enforced.

vi) If the future event is illegal or certain the contract becomes void.

Remedies for Breach of Contract

What does mean by breach of contract define various remedies for Breach of contract.

A breach of contract means failing to do something which is in the contract. A ‘breach’ means to an act of breaking a rule or an agreement. The parties to a contract must fulfill their respective obligation because they are agreed upon at the time of creation of the contract. If any party does not fulfill his liability, another party becomes victimize. The nature of breach of contract may be actual or anticipatory. The contract can be terminated by the breach of terms and condition of the contract agreed, and the breach of the law of contract made by the legislature or the statutory law of contract.

Remedies for the breach of contract: When any party to contract breaches a contract the victimized party should take the legal remedies. An important characteristics of a contract is the availability of remedies to the aggrieved party. The remedies, which are enforced by the law are as follow:

i) Rescission or cancellation of the contract: When one party breaches the contract, the other party can revocate or cancel the further performance that are agreed to do in the contract. The victim party can cancel the contract after giving a reasonable notice to the breacher party. The victim party has a right of demanding compensesation for their loss that are being through the breach of contract.

ii) Restitution: Restitution means ‘ returning every thing to the state as it was before. The parties to a contract have to return the binifit to each other which was received under the contract. The injure party have the remedies to restitute the changes, activities, losses as it was before.

iii) Damages: If any party breaches the contract, the victimized party should be paid the financial compensation, awarded by the court for his/her loss through the breacher. To pay for the damage is just to pay some money for the purpose of his recovery. The losses can be recorved from breacher as per law or terms and condition that was implied during the time of making the contract.

iv) Specific performance: When any party breaches a contract, the injured party may demand a specific performance by suit. The court may order the breacher party for a specific performance, such order is made by the court when other types of compensation do not seem to be adequate.

v) Injuction: Injuction is a court order that restraints the breacher party from doing wrong or continuing the wrongful act, complained. Such remedy is appropriate where there is a kind of preventive relief to the aggrieved party.

For ex: A promise to sell his car to X for 5 lakh, rather that giving it to A, X intends to sell the car for 6 lakh to Y. In such condition the court can order restraining X to sell his car to C when it is claimed by A.

vi) Suit upon Quantum Meruit: ‘Quantum meruit’ means ‘payment in proportion to the amount of work done.’ A injured party has the right to sue an quantum meruit arises where a contract, partly performed by one party, has become discharged by the breach of another party. Such type of remedy is based on the implied agreement to payment for what has been done or competed.

Quasi Contract

Define Quasi contract.

Generally the agreement, which fulfills certain essential elements is called contract . But certain cases create a contract without any essential elements of a valid contract, it is called “ quasi contract’. In such contract there is no meeting of mind, no offer and acceptance, no free consent, no intention to create legal relation and even parties have no intention to enter into a contract. It comes into existence when one of the parties act activates the law. The parties of a quasi contract, sometimes are unknown to each other however they have some right and liabilities under some circumstance. Duty is more important and promise is less important in such contract. NCA termed it as ‘ indirect contract. The basis of quasi contract is the doctrine of injust enrichment that is, a person shall not allowed to enrich himself unjustly at the expense of another.

OFFER AND ACCEPTANCE - Business Law (BBS 2nd Year)

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OFFER AND ACCEPTANCE

Define Offer:

To offer means to present something so that it may be accepted or rejected. Offer is the proposal of the first party to another parties. NCA defines offer as " An offer is a proposal presented by one person to another with the intention of obtaining his assent for performing any work" And this types of proposal creates a legal obligation if it is accepted by the acceptance parties. A valid offer may be expressed or implied.

i) Specific and general offer: Where an offer is made to a particular person there is a specific offer and where it is made to the general public there is a general offer.

ii) Cross and counter offer: Where both parties make their offer to each other at the same time, there is a cross offer. Such types of offer is not a valid offer for the contract because to create a contract there must be an offer from one side and acceptance from other side.

Where an offered intends to accept the offer after alteration in any term of offer, there is a counter offer.

Note : ( the above types of offer is just for understanding purpose that may unnecessary for exam)

Rules Regarding the valid offer (important question)

i) Creating a legal relationship: the offered must have intention of creating legal relationship. After the acceptance of the offer it must create some legal obligation.

ii) Offer should not be certain and should be made to a definite person.

iii) Offer may be conditional: An offer may be made subject to conditional and that must be clearly conveyed to the offered. An unreasonable treatment and ignorance of offered to the conditions are not valid.

iv) Offer and of free must be communicated.

v) The offer can be expressed in different for written, spoken) and implied

vi) Offer is seeking acceptance of other party

vii) offer may be specific to the person or be to general public or globally.

viii) Offer should not contain the term that non-communication or rejection would amount to an acceptance.

ix) Invitation to offer is not an offer.

x) Advertisement is not the offer.

CONTRACT - Business Law (BBS 2nd Year)

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(Define contract)

A contract is an agreement enforceable by law. The law of contract is the basis of business. Every business activity is determined and guided by the agreement of the concerned parties. In fact, the law of contract is concerned with everybody and every aspect of the business to perform any kind of act. And it is concerned with the rights and obligation of the parties entering into it.

According to A.J Salmond: "An agreement creating and defining obligation between two or more parties is a contract.

Supreme court of Nepal: "An agreement of two or more parties with condition is contract.

In short the contract includes the following:

- two or more parties

- an agreement on the ground of free consent

- exchange of promise by meeting the minds

- enforceable by law.

In short the right and liabilities that are created reciprocally between the concerned parties can be called contract.

Nature of Contract:

A contract is an agreement which is enforceable by the law. The above definition have cleared that an agreement between two or more parties concluded with their consent, creates rights and liabilities between them. Such consent of the parties creates contract. An agreement is regarded as a contract where there are the main characteristics of valid contract presented in it. There should be the certain characteristics to be the contract determined by the law.

The nature of law can be discussed in the following grounds:

1) Agreement/ Promissory Nature: Contract is a private legislation, which is formed and binding between the concerned parties on the ground of their agreement. Agreement has two element one is there should be two parties making an agreement, one can not enter into a contract alone. Another is.....

meeting of minds of concerning parties. An agreement is the outcomes of consenting minds of the parties. The contracting parties must meet their minds as regards the subject matter of the contract, in the same sense, upon the same thing and at the same time.

2) Private legislation: A contract is a private legislation binding from those parties who are involved in it. When any one breches the contract the other party becomes victimize financially. Therefore, the victim party may enforce by the court.

3) Legal Obligation: There must be legal obligation in an agreement to become a contract. Usually it is presumed that the parties entering into a commercial agreement intend to create a legal relationship between them. The agreement which do not establish a legal relationship are not contracts.

Contract = legality + Obligation + Business Matter

4) Freedom/ Autonomy of parties: The parties of contract must be autonomous to deliver their genuine consent at the time of concluding contracts. It is also known as a freedom of contracts. The concerning parties of the contract should be free to choose the form of contract, its subject and determine consideration and its extent as well as the term of condition.

5) purity of Contract: Sacrosanctness is another nature of contract. The common law system protects contract from commission of fraud, misrepresentation, mistake, coercion and undue influence and effort to control the economic exploitation of employee by the doctrine of restraint of trade.

6) Function of Contract: Contract is a means for the achievement of purpose of the parties. The following function are performed by nature through the contract.

- to facilitate forward planning of transaction and to make provision for future contingencies.

- to establish the respective responsibilities of the parties and performance to be expected from them.

- To enable the economic risks involved in the transaction to be allocated in advance between the parties.

- To provide alternative way or remedy if thing go wrong.

- Creation of legal rights to protect own interest.

Essential Element of A valid Contract (IQ) 20

Contract and agreement:

In general contract is an agreement between two or more parties. In fact such agreement are not contract. Only those agreement which are enforceable by the law are contract. In the agreement, the parties of it make promises about something which is to be performed, when such promises or expectation of the parties become an agreement and when this agreement is backed up by law it becomes a contract which creates legally binding obligation between the parties.

The scope of an agreement is wider than of contract because a contract must fulfill some essential elements. It has limited scope which exists within the limitation of legality. Thus all contract are agreements but all agreement are not contract. Thus contract essentially consists of two element first is agreement and second is its enforceability. Where certain duties or obligation are created by agreement between the parties, contract law deals with , where as an agreement which does not create obligation is not the subject matter of contract law.

The essential elements of a valid contract are as follows:

1) Offer and Acceptance: There must be an agreement between two parties to create a contract. The agreement involves a valid offer by one party and valid acceptance of the offer by other party. Therefore the journey of contract always starts with offer and acceptance.

2) Consideration: Consideration means something in return. It has motivation power to fulfill the promise. The agreement born when contracting parties are giving and getting something in return. It is not necessary to be cash or kind, it may be a promise to do or not to do something. But it must be real and lawful, which may be in past, present and future.

3) Legal Relationship: At the time of entering into an agreement the parties should have the intention to create legal relationship between them to avoid all types of conflicts. This types of legal relationship helps victim party to have legal remedy in case of failure of either party. Agreement without legal relation can not be enforced. For example: The relationship between a loaner and borrower can not attract the law of contract. The father promise his son to get a cycle if he passed the exam. Son passed the exam, The son claims for his prize. In such matter , father not bound to take cycle for his son, because they had no such intention to create legal relationship while making the promises. To be fallen in contract law the agreements parties must have the intention to establish legal relationship between them.

4) Free Consent: When the parties of contract agrees upon same thing in the same sense, their consent must be free from oppression, under influence, misrepresentation, fraud and mistake of law. The consent must be made with knowingly and freely. If the consent is not free the parties can avoid the contract.

5) Meeting of Minds: To be a contract, two or more than two persons must agree upon same thing in the same sense. If 'A' want to purchase 'X' but B want to sell 'Y' than there is no contract raised between 'A' and 'B' because there is no meeting of minds.

6) Competent ( Capable) parties: the parties who are involved in the agreement must be competent to contract. If incompetent parties are in a contract, it is not valid. The parties not capable to contract are minor person of unsound mind and legally disqualified person.

7) Lawful Objectives: The objectives of agreement must be lawful to be a valid contract. If the subject matter of agreement are not lawful ( illegal, immoral and oppose to public policy) are not contract, and the agreement having this types of objectives are not enforced by law.

8) Not declared to be void: Those agreements which are expressly declared void by the contract and other law force are not the contract. Agreement to kill the life of other or agreement to steal goods are illegal and void. Similarly agreement in restraint marriage, or profession are void by NCA.

9) Certainty: The objectives of an agreement must be certain and clear and practical. The contract which is uncertain due to lack of providing reasonable meaning is void. For example: A agrees B that he will purchase another car if the first car becomes lucky to him. Such agreement can not enforce against A, and B can not claim for another purchase by A. Because the term ' lucky' does not have any certain and clear meaning in practical life.

10) Possibility of performance: The objectives or the action to complete the agreement must be possible to perform. Any act which can not be done or is non- perform able does not create legal obligation to the contracting parties.

11) Legal formalities: the contract must be in written form and comply with other legal provision such as registration in government office

Introduction to Business Law: Business Law (BBS 2nd Year)

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Introduction to Business Law:

There are different types of activity in a society. Business is also a part of social activity, regulated by the law. Business refers to the economic activities in which goods and service are supplied in exchange for some payment. It includes buying and selling, manufacturing products, extracting natural resources. Business law is the law concerned with business activity. Business law is an aggregate of those rules, which are connected with trade, commerce and industry. It is also known as commercial or mercantile law. It is the law which provides the different provisions to the commercial community and regulates their activities relating to the trade and commerce. Which includes the law relating to contract, sale of goods, agency, industry, guarantee, insurance and banking, arbitration, foreign investment and technology transfer etc. Business law is not separate discipline, it is a part of civil law, which deals with the right and obligation of business firms that arises from there business activity. There are different laws in which the significant provisions are made to regulate the business related activities, and these laws are known as business law.

According to N.D Kapoor: " Mercantile law is also used to denote the aggregate body of those legal rules which are connected with trade, industry and commerce."

Features of Business Law

i) Regulates industry, trade and commerce.

ii) Regulates every business activity of business community.

iii) It has no watertight demarcation with the other branches of law.

iv) Promotes rights and interest of business community.

v) this is the most important means to create positive environment for the prosperity of business.

With the increasing complexities and technologies of the modern business, the scope of business law is automatically extended.

Importance of Business Law:

The business law leads the prosperity of a country. It regulates......
and affect the business since before the establishment of business firm, while conducting the business and to its final stage. The role of business law is vital in the business sector, but it is guided by the economic policy of the state. A business person must know all the concerned laws. Such laws play vital role for the formation and commencement, running, adapting, establishing, giving dynamism and expansion of the business as well as fulfilling business goals and maintaining social responsibilities. The importance of business law can be viewed on the following grounds:

a) protection of economic right

b) Regulation and Systematization of business

c) Commencement and development of business

d) Enforcement of business Contract

e) Delivery of Justice

( you can consult with your book for the brief explanation of the above points)

Sources of Business Law

A source means an origin or resources or cause or place from where law emanates. The term source of Nepalese business law denotes two meaning. Firstly the place or point from where the law begins and secondly the place from where the rules of business activities get legal authority. The main sources of business law are discussed below:

a) Custom and Usage: The custom is known as particular way of life or behavior. If such behavior is followed continuously by the people in the society, it becomes a customs or usages which are important sources of law. This types of custom should not oppose to statutory law, mortality and public welfare. If there is no legislation, no precedents the matter is to be decided by the custom or usage of that particular.

b) Statutes/ Legislation: The legislatory law come from parliament or law making body of the nation. This types of law is the outcome of demand of people and need of the time. It is made after fulfilling a series of discussion by lawmakers. Now a days most of business activities are regulated by the law made by parliament.

c) Judicial Decision: Judicial decision are known as precedent. Precedent is a judicial decision which contains in itself's a principle. In other words it is the earlier decision of supreme court which is taken as a rule while deciding the later cases. Where there is no law to deal the problems in such cases the court can make decision in the light of justice and equity such decision are treated as law for that matter. It is the one of the major sources of modern business law.

Other Sources ( this should be included in your answer the difference is that the above are the main sources)

d) English Mercantile law: business law was developed in England. It is the pioneer of business law in the world. Nepal is conjoind influenced by the British rule since year.

e) Professional Opinion of experts: Lawyers and critics may play significant role creating good legal environment. The opinion and explanation made by such professional may give proper instruction and better contribution to the development of law.

f) Business Agreement, Conventions: Conventional law refers to any rule or system of rule agreed upon by the parties to regulate their business conduct. International business organization are more active in national, region and world business nowadays. Examples: ( WTO, SAFTA) . And bilateral agreement between the nations and conventions of business communities are the main sources of national and international business law.

Legal Environment

Legal environment of business refer to the aggregate of surrounding connected with the law that influence the business activities and business firms. It refers to the aggregate of all types of law, regulation. Acts and precedents intended to encourage, protect, guide the business activities. Such law are made and enforced by the state for the prosperity of every aspect of business.

According to Prem R Panta " The legal environment refers to the framework of laws, regulation are court decision, intended to encourage, guide and control business activities. “

Chapter 1 - Introduction to Human Resourse Management (HRM) BBS 2nd Year

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Introduction to Human Resources Management

As we know that the principal resources of an organization is the people. Without which no organization can born and run. Thus people are that resources of organization through which all activities are done to achieve the organizational objectives. So the process of managing the human resources of an organization is known as human resource management. It is mainly concerned with people’s dimension in the organization. It means employing people, developing these resources, utilizing, maintaining, and compensating their services with the job and organizational requirement. Human resource is the primary resources of the organization, so they should be managed effectively and efficiently to achieve organizational goal. HRM is said to be the philosophy, policies, procedures and practices releted to the management of productive human resources in and organization.

According to Byars and Rue: “Human resource management encompasses those activities designed to provide for and coordinate the human resources of an organization.

Decenzo & Robbins: “HRM is a process of four function acquiring, development, motivation and maintenance of human resources.”

In short HRM can be defined as the process of accomplishing organizational goals by acquiring, retaining, terminating, developing and properly using human resources in an organization.

Characteristics of HRM:

i) Action Oriented: Effective HRM focuses on action, rather than on record keeping, written procedure or rules. It gives emphasis on the solution to employment problem to achieve organizational objectives and facilitate employment development and satisfaction in a dynamic environment.

ii) Human Approach: HRM is the process of managing people of an organization with a human approach. It means employing people developing these resource, utilizing, maintaining and compensating their services to the job and organizational requirement. It is concerned with human aspects. Mainly it develops and utilize human potential.

iii) Part of Management: HRM is a part of management principles and functions.

It involves managerial functions such as planning, implementing and controlling of acquisition, development, utilization and ........ maintenance of human resources.

iv) Pervasive function: HRM is pervasive function of management. All level of management perform it. Although the HR department is created under HR manager, it should not be assumed that other managers are not free from its responsibility.

v) Continuous Process: HRM is a continuous process and it must be performed continuously to achieve organizational goal smoothly. It is concerned with present as well as future.

vi) Achievement of Goal: HRM aims to achieve organizational goal by managing the human resources of an organization.

vii) HRM function: acquisition, development, motivation and maintenance.

Objectives of HRM

Objectives are predetermined goals to which individual or group activity in an organization is directed. Effective management of human resources is the key to organizational success. Corporate objectives and individual as well as social goals influence the objectives of human resource management. The primary objectives of HRM is to acquire, develop, motivate, and utilize the human resource to achieve organizational goals in a dynamic environment. The various purpose of HRM is given below:

a) Acquisition: One of the main purpose of HRM is to enable the organization to obtain and retain the skilled committed and well motivated workforce to achieve organizational objectives.

b) Achievement of organization goal: HRM always aim to achieve organizational goal by an effective utilization of human resources.

c) Development of People: The another purpose of HRM is to enhance and develop the inherent capacities of people, their contribution potential and employability by providing continuous training and development opportunity.

d) To develop an environment in which team work and flexibility can flourish.

e) To ensure that people are valued and rewarded for what they do and achieve and to give equal opportunities are available to all.

f) Improve quality of work life: Human resource management maintains and improve physical and mental well- being of employee. HRM always aim to maintain the quality of work life. Without this improvement, it is difficult to improve the organizational performance.

Functions/ Components of HRM

In order to achieve organizational objectives, HRM must perform certain functions. The main function performed by HRM can be classified into four category.

1) Acquisition: Acquisition means to place right number of people at right time in the organization. The following activities are related with acquisition:

a) HR Planning: The HRM process begins with human resource planning. Planning ensures organization that it has a right number of qualified people in the right job at right time. This includes the estimation of demand and supply of labour.

b) Recruitment: Recruitment is the process of seeking and attracting prospective candidate for the job vacancies. It ensures more people to apply for the job.

c) Selection: Selection means to choose the right candidate from among all the prospective application. It involves reviewing the application form, psychological testing, interviewing etc.

d) Specialization: The acquisition functions is completed when the selected applicant have been placed in organization and have adopted to the organization’s culture and environment.

2) Development of Human Resource: HRM is intended to improve the performance of employees. Plans should be arranged for developing people at all level because competent people will not remain competent forever. So that additional development of human resources required time to time. The development of human resources can be viewed in three process. The first is employee training which gives emphasis on skill development to cope with the current changes. The second is management development, which is concerned with enhancement of an executive’s conceptual abilities. The third is career development which involves carrier path of employee to match long term individual and organization needs.

3) Motivation of Human Resource: Highly motivated employee always tend to be more productive and have lower rates of absenteeism, turnover and lateness. Thus employee motivation is vital to the success of any organization.

The extrinsic factor such as job design. Working condition, job security, and supervision and intrinsic factor such as achievement, recognition are the main factors which affect the motivation of the employee. The employees of any organization motivates towards his work when his needs are satisfied by the job, is doing. The performance appraisal process and its outcome will affect the employee motivation. If they think their efforts will be unfairly judged, motivation will decrease. The reward or punishment that follow the appraisal and compensation and benefit administration will influence motivation. A link should be established between employee performance and compensation. The main aim of HRM is to increase the productivity and performance of the employee by motivating them.

4) Maintenance of human resource: The final function of HRM is maintenance of human resource. It is concerned with providing those working condition that employee believe are necessary in order to maintain their commitment to the organization. Organization are required to provide safe work environment free from physical hazards and unhealthy condition. Labour relation is concerned with the relationship between the organization and its employee. If there is good relationship , there will be cooperation and a high level of commitment otherwise not. Thus through these activities, we can expect to have competent otherwise not. Thus through this activities, we can expect to have competent employee who are committed to the organization and satisfied with their job.

HRM System

HRM is the process of managing people in the organization with a human approach. Thus it is concerned with the people dimension in management. HRM can be viewed from system prospective. A system is an organized set of interrelated and integrated parts or objects in a manner of achievieing common goal. System consists of components such as input, processing and outcomes which interact with environmental dynamics. These components are interlinked through feedback and it is a continuous process operates in a dynamics environment. This system provides a conceptual structure for integrating the various components within the HRM system.

1) Input:

i) Organizational Plan: The organization’s plan and strategies needs for the future determine of human resource . Various components of organizational plan such as production plan, marketing plan, sales plan, plan for expansion and diversification are used as the basis for developing human resources planning. This plan help in estimating the demand of human resources that will be required for future.

ii) HRM Policies: HRM policies are general statement that serve to guide decision making. They direct the action of HR activities towards the achievement of its goals. HRM policies are there to serve three major function.

A) To reassure employees that they will be treated fairly and objectively,

B) To help managers make quick and consistent decision and

C) To give managers the confidence to resolve problems and to define their decision. Organization can improve the performance of HR by the proper use of human resources policies.

iii) HR plans: HR plans help to keep the organization supplied with the right people when they are needed. It determines the human resources required by the organization. It forecast the demand for HR by comparing the present supply of HR with organization’s projected demand for HR.

iv) Job Analysis: Job analysis is the process of determining the tasks that make up the job and the skill, abilities and responsibilities that are required of an individual to successfully accomplish the job. This specify the job requirement.

v) Labour Market: Lobour market serves as the external sources of supply of HR that are required for organization.

2) Processing: ( Same as the function of HRM)

3) Output of HRM system:

i) Quality of Work life(QWL) : Quality of work life refers to the quality of relationship between employee and the total working environment of the organization. QWL can be defined as the extent to which members of an organization are able to satisfy personal needs through organizational process. It concentrates on creating a working environment that is conductive to the satisfaction of employee nees. QWL includes autonomy, recognition, belonging and external rewards. It helps to increase productivity, organizational effectiveness and employee satisfaction.

ii) Productivity: Productivity is the relationship between real inputs and real outputs. It measure how well resources are combined and utilized to produce a result desired by management. Higher productivity ensures lesser cost of production, higher production and most effective utilization of available resources. This leads to the satisfaction of every section of society, consumer, employees and employers.

iii) Readiness for change: Change is the part of organizational life. In fact the survival, growth, and profitability of an organization depends on its ability to change its structure and process in response to changing environment. Training is important to reduce the fair associated with change. The management must creates a work atmosphere that views change as a positive and progressive endeavor.

iv) Competitive Advantages: Globalization and liberalization of business are bound to intensify competition. In such situation organization must obtain competitive advantage to survive and successed. Competitive advantages is obtained through efficient and creative workforce. Continuous improvement and innovation are two essential objects to achieve and sustain competitive advantages.

Personnel and Human Resource Management (HRM)

HRM is the modern term for what has traditionally been referred to as personnel administration or personnel management. HRM is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of people in the organization. Some view personnel management or perhaps modern personnel management means the same thing. Change in terminology reflects the increased significance associated with the management of people in organization as well as border prospective from which the field is currently viewed. One should clearly understand that HRM is not only personnel mgmt. rather it is only the part of HRM. In the past personnel management had a strong functional focus, that is personnel specialists were primarily concerned with the administration of specific employee related function such as living, training, wage setting and disciplinary action. HRM is emerged out of personnel functions, and personnel mgmt. can not be isolated from HRM.

The difference between HRM and personnel management are as follows:

1. HRM is primarily a philosophy, policies, procedures and practices related to the management of people while personnel mgmt is a functional area and function.

2. HRM must remain at the center of management. It is concern of all managers from top to button in an organization, while personnel mgmt is mainly the concern of personnel managers.

3. HRM makes effort primarily to satiety the human needs of the people at work which motivates the people to make their best contribution for the achievement of organization goals and objectives, while personnel management maintains rules, principles and legal provisions in maintaining the people.

4. Human values and individual needs are given priority in HRM, while personnel management gives emphasis on efficient administration.

5. HRM is an integrated approach accommodating all the aspects of acquisition, development, motivating and maintenance of human resources, where as personnel management is primarily concerned with recruitment, selection, and administration of manpower.

Outcomes of HRM

Quality of Work Life(QWL):

QWL refers to the quality of relationship between employees and the total working environment of the organization . QWL can be defined as the extent to which members of an organization are able to satisfy personal needs through organizational process. Thus QWL concentrates on creating a working environment that is conductive to the satisfaction of worker needs. Thus QWL concentrates on creating of working environment that is suitable and gives satisfaction to the workers. Barry A. Stein provides us with following five procedures or policies, that makes the work less routine and more rewarding for the employee.

a) Autonomy/ Freedom: It deals with the amount of freedom...... that employee can exercise in their job.

b) Recognition: It involves being valued by others in the company. An employee's contribution to the organization is noticed and appreciated.

c) Belonging: It refers to being part of the organization. An individual who belongs to an organization is one who shares the organization’s values and is regarded as being valuable part of the firm.

d) Progress and Development: Progress and development refer to the internal reward available from the organization, challenge, and accomplishment.

e) External Reward: External rewards are usually in the form of salary and benefits but also include promotion and status.Personnel and Human Resource Management (HRM)

The difference between HRM and personnel management are as follows:

1. HRM is primarily a philosophy, policies, procedures and practices related to the management of people while personnel mgmt is a functional area and function.

2. HRM must remain at the center of management. It is concern of all managers from top to button in an organization, while personnel mgmt is mainly the concern of personnel managers.

4. Human values and individual needs are given priority in HRM, while personnel management gives emphasis on efficient administration.

Outcomes of HRM

Quality of Work Life(QWL):

a) Autonomy/ Freedom: It deals with the amount of freedom that employee can exercise in their job.

b) Recognition: It involves being valued by others in the company. An employee's contribution to the organization is noticed and appreciated.

d) Progress and Development: Progress and development refer to the internal reward available from the organization, challenge, and accomplishment.

e) External Reward: External rewards are usually in the form of salary and benefits but also include promotion and status.Personnel and Human Resource Management (HRM)

The difference between HRM and personnel management are as follows:

1. HRM is primarily a philosophy, policies, procedures and practices related to the management of people while personnel mgmt is a functional area and function.

2. HRM must remain at the center of management. It is concern of all managers from top to button in an organization, while personnel mgmt is mainly the concern of personnel managers.

4. Human values and individual needs are given priority in HRM, while personnel management gives emphasis on efficient administration.

Outcomes of HRM

Quality of Work Life(QWL):

a) Autonomy/ Freedom: It deals with the amount of freedom that employee can exercise in their job.

b) Recognition: It involves being valued by others in the company. An employee's contribution to the organization is noticed and appreciated.

d) Progress and Development: Progress and development refer to the internal reward available from the organization, challenge, and accomplishment.

e) External Reward: External rewards are usually in the form of salary and benefits but also include promotion and status.

Chapter 2 -HUMAN RESOURCE PLANNING (HRP) Human Resourse Management (HRM) BBS 2nd Year

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HUMAN RESOURCE PLANNING

Introduction:

HRP is the process os forecasting, developing and controlling human resources in an organization. It identifies what must be done to ensure the availability of human resources needed by the organization to meet its goal. According to French " HRP is the process of assessing the organization's human resources need in light of organizational goals and making phase to ensure that a competent stable workforce is employed." It ensures that the organization has the right number of employee at the right place at the right time so that human resource e problem will be solved when it occur. It provides information about the existing strength and weakness of the people in the organization as well as the kinds of skills to be developed.

Characteristics of HRP:

i) Assessing current human Resource: HRP is an internal analysis that includes an inventory of the employee or workers and skills already available within the organization.

ii) Human Resource Needs: It estimate right number of employee needed with right skills and competencies. Hence it is future oriented.

iii) Matching Demand and supply of human resources for future.

iv) Acquisition Function: HRP is the continuous process that tries to keep the organization supplied with the right people when they are needed. It concerned with the acquisition function of HRM.

v) Time Horizon: HRP can be the shot term or long term planning as per requirement.

Importance of HRP

The human resource is the primary resource of organization. For the proper HRM, HRP is the first factor which determines the HRM system of any organization needs HRP to meet its future human resource requirements. The importance of HRP can be defined in following grounds:

i) Future Personnel Needs: HRP plays the vital role in determining the future need of human resource in an organization. It minimize the future risks and uncertainties, shortage and excess staff problems. HRP maintains balance between demand and supply of human resource in the dynamic environment. It fulfills the organization need for right type of people in right numbers at right time.

ii) Environmental Adaptation: HRP enables an organization to adopt with changes in competitive forces, market, technology, product and government regulation. Such changes directly affect to the HRM factor, such as job content, skills and organizational environment.

iii) Function for Personnel function: HRP provides essential information for designing and implementing human resource function such as recruitment, selection, training and development and perso......

nnel movement. It provides better means for managing human resource in the organization.

iv) Utilization of Human Resource: HRP ensures that the organization acquires and retains the quality and quantity of human resources it requires. It helps to utilize the HR of organization effectively and efficiently.

v) HR development: HRP provides the better lead time for training and development program. this often lead to greater employee satisfaction, lower turnover and higher quality of work. It also helps to adopt with environmental dynamics through training and development.

vi) Investment in HR: Organizations make investment in their human resource either through training and development. The cost can be controlled to achieve efficiency through planning.

Human resource Strategy:

Strategic human resource management can be defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility. HR and top management gathered in one table to craft the company’s business strategy. Strategy provides the framework for specific HR activities such as recruitment and training. Strategy helps organization to achieve the organizational objectives in competitive environment. HR strategies are the course of action to help the company in achieving its strategic aims. In short the HR strategies ultimately provides the direction for HR activities for its proper development and management. HR strategies are the foundation to HRP as well as HRP is directed to the HR strategy.

Relationship between HRP and Strategic planning: (Important Question)

Strategic planning can be defined as the process of indentifying organization objectives and the action needed to achieve those objectives. It directs the whole organization and give motion to organization. Where as HRP is the process by which an organization achieve its overall strategic objectives. This means that HRP can not be separated from organizational objectives. It must be linked to the organization’s overall strategic planning. The strategic planning are made always in consideration of that the organization has appropriate personal are available to complete the action. Thus to ensure that appropriate personal are available to meet the requirement set during strategic planning. Human resource managers engage in HRP. So HRP operates within the strategic planning process and interlinked.

HRP Process:

The HRP process consist of following five step given below:

1) Assessing current HR:

The first step of HRP is to assess the current status of the organization’s human resource. This is an internal analysis that includes the inventory of employees and skill already available within the organization and job analysis. Thus the assessment of HR includes the following steps:

a) HR Inventory:

HR inventory is the common method to assess the current status of the organization’s human resource. It prepares report on the basis of forms completed by employee and then checked by supervisor. Such report includes the list of employee, education, training, prior experience, current position, performance rating, salary rating and specialized skills etc. It helps HRP for determining the skill, training and development program and number of people should be hired on future. This inventory can also provide crucial information for identifying current or future threat to the organization ability to perform. The assessment of current HR situation is based on following two techniques.

i) HR information (HRIS):

The most effective device to provide the current state of HR in the organization is HRIS. A HRIS is the method by which organization collects, maintains, analysis and report information on people on job. HRIS is typically designed to quickly fulfill the HRM informational needs of the organization. HRIS include the mgmt of basic records, benefits administration and planning, skills inventories, training and development data, performance appraisal and job evaluation information. It facilitates both planning and identifying person for current transfer or promotion.

ii) Succession Planning:

Succession planning is the process of identifying future managerial staffing needs and making plans for the development of managers to meet those needs. It focus on the development of competitive employee and takes the long term view of the organization’s human resource needs. Succession planning fetch the information from HR inventory specially expand the information of current performance, promotability , development needs and take plans for long term growth potential. It is directly directed to the HRP to helps for future needs of HRM.

(Note: This should be include only when the Assessing current HR is asked in 10 marks.)

2. Job Analysis:

Job analysis is the process of identifying the job and skills, abilities, and responsibilities that are required for an individual to accomplish the task or job. It provides the information on the task should be complete and the qualification needed to accomplish the job. Job analysis outcomes are job description , job specification and job evaluation.

3. Analyzing the Organizational plans:

The organizational plan and strategies directs the whole activity of the organization. It also determines the future HR needs. Specially based on its estimate of total revenue the organization can attempt to establish the number and mix of human resource needed to reach this revenue. Therefore various components in organization’s plan such as production plan, marketing plan, sales plan, plan for expansion etc. determines the activity of HRM, needed to achieve those objectives.

4. Forecasting HR Demand:

Once information about the current status of human resource is analyzed and HR objectives are determined, future HR needs are forecasted. Job analysis and forecast about he HR mix facilitate demand forecasting. This step analyze the HR needs for future in terms of skill, value, compabilities with no. of HR ultimately based on the organization’s plan and strategies.

5. Supply forecasting:

This step analyzed the source of HR supply needed for future to ensure the availability at right time at right place. It analyzed the HR inventory and determined the addition and reduction in HR. Specially there are two sources of HR supply first is internal and second is external supply. Internal supply which can be ensure from promotion, transfer and demotion and external supply which is done with new recart of employee.

6. Matching Demand and supply of HR:

This step ensure the balance between HR demand and supply. It results that the balance, shortage and overstaffing. If the organization is in the stage of shortage, then demand is increased and if overstaffing is predicted then the HR should be transferred or can be cut the no. of employee ( If anyone wants to quit). In this step the HR manager should play the vital role in analyzing and balancing the HR demand and supply as well as the right action plan should be taken for it.

Chapter 3 - JOB DESIGN AND ANALYSIS Human Resourse Management (HRM) BBS 2nd Year

2015-07-24T10:36:00.000+05:45

JOB DESIGN AND ANALYSIS

Define Job Design and Write its benefit?

First of all a job can be defined as the collection of tasks, duties and responsibility which are assigned to a individual employees. Job design refers to the way the tasks are combined to from a complete job. It is the process of determining specific tasks to be included in a job and the methods of performing those tasks. It is..........

the process of organizing the tasks and structuring the job in order to improve organization efficiency and employee job satisfaction. It is concerned with changing, modifying and enriching job in order to capture the talents of employees while improving organization performance. It plays the significant roles in the organization’s performance, a poorly designed job always leads organization to negative results so the emphasis should be given to the suitable and good job design which motivates the employee, decrease turnover, cost and increase productivity.

According to Mathis and Jackson: “ Job design refers to organizing tasks, duties and responsibilities into a productive unit of work.”

There are three objectives of job design they are given below:

1) To meet the organizational requirement such as higher productivity, operational efficiency, quality of product, service etc.

2) To satisfy the needs of the individual employees like interest, challenge, achievement or accomplishment etc.

3) To integrate the needs of the individual with the organizational requirements.

(Note: This should not be include in your answer for the above question.)

Benefits of Job design:

i) Performance:

Job design is directly related with the performance of employee. A good job design is there for providing a better organizational performance with its employee satisfaction. Specially for motivating employee its plays significant role.

ii) Job Satisfaction:

Employee are more satisfied with certain job then randomly arranged. It affect the.........

satisfaction of employee. Thus it is important to identify what makes a good job to employee

iii) Motivation:

Job design benefited organization for the motivation of employee, it leads to enrich the job to make them interesting and challenging. A perfectly motivated employee leads to the better performance and satisfaction.

iv) Right person in right position:

Job design match the characteristics of job with characteristics of people to fit the job with its capable and competitive employee in order to have better performance and quality work. If a person does not fit a job, He/she can be changed or replace by redesigning jobs.

v) Quality of work life:

Job design has been found to be useful for improving QWL at works. Jobs can be made more challenging and rewarding by redesigning jobs. This helps employee in growth and development.

Define job Analysis with its purpose/ outcomes.

Job analysis is the complete investigation into the activities of the job within an organization. It is the process of determining the tasks that make up the job and the skills, abilities and responsibilities that are required of an individual to successfully accomplish the job. It reports the activities should be involved in the job and the qualification needed to carry this responsibilities.

According to Edwin B. Flippo: “ Job analysis is the process of studying and collecting information relating to the operational and responsibilities of a specific job.

Purposes of Job Analysis:

Job analysis obtains information about jobs, and it uses that information to develop job description and job specification and to conduct job evaluation. So the purposes of the job analysis are concluded below:

1) Job Description:

Job description is the written documents regarding the duties, responsibilities and accountabilities of a specific job. It provides the actual framework of what a jobholder does, how it is done and why it is done. It leads to the better understanding on a specific, regarding the job content, duties, job environment etc. Generally job description contains job identification( function and activities) Job summary, relationship, responsibilities and duties, Authority, Machine equipment and tools to accomplish the job and working condition and environment.

2) Job specification:

A job specification is a statement disclosing the minimum acceptable human qualities necessary to perform a job. It simply analyzed the knowledge, skills and abilities needed to accomplished the job. It is a profile of human characteristics. Thus job specification is a written document of qualification, experience, training, mental abilities, special abilities, communication skills and emotional characteristics. It describes what the job demand of employee. Generally the job specification contains qualification and experience, physical status, psychological characteristics of the employee.

3) Job Evaluation:

Job evaluation is the process of determining the value of each job in relation to all jobs within the organization. Job evaluation seeks to rank all the jobs in organization and place them in hierarchy that will reflect the relative worth of each job. It has many objectives towards the organization. It is completely concern with job rather than employee.

Describes the uses/ Importance of Job Analysis? ( IQ)

The results derived from job analysis can be used as a foundation and an essential ingredient for all the functions and areas of human resource management.

i) Human resource planning:

The information derived from job analysis helps the HR planner to estimate the HR requirements of an organization. Effective HRP can only take place when job requirements are taken into consideration.

ii) Recruitment, Selection and Placement:

The job analysis plays vital role in recruitment, selection and placement of personnel in an organization. With the job analysis , the description and job specification provides the foundation for recruitment ,selection and placement.

iii) Training and development:

The job analysis information helps in determining the content and subject matter of training and development. Need of training and development are identified with the help of job description. Training and development program must bridge the gap between the level at which an employee is today and the level his job requires him to do at present. This difference can be calculated through the help of job analysis.

iv) Performance Appraisal:

The standards of performance for employees can be set on the basis of job analysis and actual performance can be compared with these standards. It helps the management in judging the worth of employee objectively. Such assessment is the basis for awarding promotion effecting transfer or assessing training needs.

v) Job evaluation and Compensation:

Job evaluation is the process of determining the value of each job in relation to all jobs within the organization. It ranks and rates the job. By these means, a compensation package can be developed for each job, equitable pay structure can be ensured, and the level of wages within the organization.

vi) Job redesign:

Job analysis is simply provides the information on the job and the required qualification to accomplish it. This types of information enable the organization to redesign jobs to improve the performance of employee.

Job analysis also plays the vital role for the health, safety of the employee.

Chapter 4 - Recruitment, Selection and Socialization - Human Resourse Management (HRM) BBS 2nd Year

2015-07-24T10:26:00.001+05:45

Recruitment, Selection and Socialization

Recruitment.

Define recruitment and mention the factor affecting the recruitment.

Recruitment is the process of finding qualified people and encouraging them to apply for the jobs in the organization. It finds out right people for the right position at the right time, it is the major aspects of acquisition which brings employee and employers close to each other. The goal to recruit is to receive enough qualified candidates from whome the desired people may be selected. The quality of HR depends upon the quality of recruit.

According to Decenzo and Robbins: “ Recruitment is the discovering of potential candidates for ..........
actual or anticipated organizational vacancies.”

Factor Affecting Recuritment

i) Image of the organization.

ii) Image of the job.

iii) size and Growth of the organization

iv) Organizational policies

v) Government and Union Restriction

vi) demand and Supply

vii) Unemployment rate

viii) Cost

Selection

Selection is the process of choosing qualified personnel for a particular position from the applicants. It involves various steps by which the candidates are short listed and finally selected to the most suitable candidates for vacant post. It is concerned with both hiring as well as rejecting the applicants. It is ultimately leads to employment of person who posses the ability and qualification to perform the jobs.

According to French “ selection is the process of choosing among people who apply for work with an organization.”

Selection Tests

Define selection tests and describes the various types of selection test.

A selection tests is a device that uncovers the information about the candidates, which are not known through application blank. These tests are used to screen the best qualified candidates which can measure certain abilities, aptitudes, and skills that provides objectives information on how well the applicant can be expected to perform the job. It is the deep evaluation of a candidate.

There are several types of test which are in practice they are given below:

i) Achievement Test: Achievement tests are there to determine how well an individual can perform tasks related to the job. These test measure a person’s potential in a given area of job. These are also known as proficiency test and work simple test. This types of skill are already achieved by candidates through their education and experience. For example, a typing tests may measure the typing performance of a typist in terms of speed, accuracy and efficiency.

ii) Personality Test: This test tend to get certain personality factor of a candidates to the organization. The personality dimension include emotional maturity, self confidence, tact, decisiveness, sociability, objectivity, patience, initiative etc, of the candidates. This test leads the organization whether the candidate have good personality or sick personality.

iii) Aptitude Test: Aptitude test means the potential which an individual has for learning the skill required to do a job efficiently. It measure the learning capacity of the candidates. It determines whether the candidates will be capable of learning the job or not. Example of such test are Machanical aptitude test, clerical aptitude test and differential aptitude test.

iv) Intelligence Test: These tests measure capacity for comprehensive, reasoning, word fluency, verbal comprehension, number, memory and space. Such tests are generally quite good indicators of a candidate’s ability to learn quickly those jobs that involves conceptual thinking and problem solving.

v) Interest Test: This test are used to identify the likes and dislikes of candidates in relation to work, job, occupation, hobbies, and recreational activities. This test measure the correlation between the interest of candidates in a job and job success.

vi) Situational Test: These test evaluate a candidates in terms of facing the situation and condition that may arise during the job. In such test the candidates are asked to solve critical situation of the job. The examiners observe the candidates in the areas of initiating, leading, proposing valuable ideas, oral communication skills, coordinating and concluding skills.

Selection Interviews

Define interviews and describes the various types of selection interview.

Interview can be defined as a communication, conversation or verbal interaction between two or more people in order to capture the inner capabilities, communication skill and psychological factor of the candidates. It provides the better tools for the HR selection process. The factual data of the applicant given in the application blank can be checked and more information may be obtained from the candidates.

There are several types of selection interviews they are given below:

a) Structured Interview: The structured interview uses a set of standardized question that are asked to all applicants. It is also called direct approach because it has comprehensive questionnaire structure. Some types of question are asked to all the candidates, so that comparisons among applic ants can easily be made. This types of interview is preplanned and structured which has high validity and reliability because standardized evaluation forms are used to rate the candidate.

b) Situation Interview: This types of structured interview are taken to evaluate, how applicants might handle specific job situation. The situation are far more particular. The candidates are asked what his or her behavior would be in a given situation. This types of interview has great advantages to the interviewer to select the candidates. The question asked in situation interview may be hypothetical, related to job knowledge or work sample test.

c) Behavioral Interview: In behavioral interviews, applicants are required to give specific example of how they have performed a certain procedure or handled a problem in the past.

d) Unstructured Interviews: It is also known as nondirective interview on which, no any form to follow, no preplanned question, so interview can be taken in various direction as per interviewers wish. It is the conversation between interviewer and candidates, the question are arises as per the response of candidate and candidate are also free to expose their idea in the given subject matter. The question may be different for different candidates, so that comparison may be difficult among the participators.

Socialization

Define socialization with its purpose.

Socialization can be defined as the process of adoption of a selected candidate into organization culture and work environment. For a new employee they feel unfamiliar, anxious and insecure. To reduce this types of problem the organization needs socialization. It is the ongoing process of instilling in all employees the prevailing attitudes, standards, values and pattern of behavior that are expected by the organization and its department. It is designed to provide new employees with the information needed to function comfortably and effectively in the organization. Socialization process provide the information to the employee about the daily work routine, a review of the organization history, purpose, operation, product and service and a detailed presentation of the organization policies, work rules and employee benefit.

According to Decenzo and Robbins: “ Socialization is a process of adoption that takes place as individual attempt to learn values and norms of work roles.”

Purpose of socialization

i) Familiarizing with the organization.

ii) Creating Favorable attitude: Through socialization program, management seeks to create favorable attitudes towards the organization, its policies, and its personnel. Socialization creates the fitting environment to the employee and organization rules, norms and policies.

iii) Reducing anxiety : A new employee generally feel anxious while joining he organization. They worry about how well they will perform on the new job. Through a effective socialization process the anxiety of new employee can be throughout by giving the right information about organization policies, history, norms, values and working environment.

iv) To increase employee’s performance: The work performance depends on knowing what to do or not to do. Understanding the right way to do a job indicates proper socialization. As a result employee performance and quality of work improve.

v) To screen out unsuitable employee

vi) To increase organizational stability.

Chapter 5 - Traning and Development - Human Resourse Management (HRM) BBS 2nd Year

2015-07-24T10:19:00.000+05:45

Training and Development

Human resource development

Define human resource development why it is important to organization?

Human resource development can be defined as a continuous process to ensure the development of employee competencies, dynamism, and effectiveness in a systematic and planned way to achieve higher quality and higher level of productivity. It is one of the major function and important aspect of HRM. As we know that organization always run in a dynamic environment and it has to cope with the changing forces of environment to achieve its objectives effectively. Coping with the environment depends upon how far the organization is able to develop and utilize its HR. HRD always aims to enhance the ability of an organization to compete and adopt to a changing competitive environment. It is the major function of HRM of developing, increasing capabilities, improving the performance of employee for future growth and changes as well as for the current job.

Important of HR development

HR development is concerned with increasing knowledge, skills and capacities of employee ultimately aimed at developing competencies of people in an organization. Without proper objectives organization can’t achieve its objectives effectively. Thus HRD has created its own need in every organization. The importance of HRD are given below:

i) Develop competencies: The basic need for HRD is to develop competencies in HR at all level in the organization. Competent employees are necessary for all organization for the success of internal and external operation. The all function of HRD aimed to develop the competencies of its employee which ultimately helps to ensure other function.

ii) Increase productivity: Higher competent people leads the higher level of productivity. HRD ensures the development of employee competencies, dynamism, and effectiveness in a systematic and planned way to achieve higher quality and higher level of productivity. Increasing productivity along with reducing its cost make the organization competent in the market too.

iii) Increase commitment: HRD provides the opportunity to discover, develop and use their potentials in employee, which increase commitment in them. It heightens employee moral, reduce absenteeism and lobour turnover, and increase job satisfaction.

iv) facilitate environmental adaptation: HRD equips employee to respond to changing environmental forces. Employee must be involved in HRD program to upgrade, increase competencies to use ........

dynamic and new technology. It enhance the ability of an organization to compete and adapt to a changing competitive environment.

v) Managerial succession: HRD increase the skill, knowledge and capabilities of the employee. Thus, it facilitates managerial succession to higher level when the need arises from internal sources because It is sometimes, impossible to recruit skilled manpower from external sources.

Training

Define training and write its benefit.(why it is important?)

Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training provides skill to new or present employee to perform their job effectively. It is a systematic and organized procedure by which employees learn technical knowledge and skill for a definite purpose. It is the teaching and learning of activities, which improves and changes the employee’s knowledge, skill, behavior and attitude toward the requirement of job and organization. Thus training bridges the differences between the job requirement and employee’s present specification.

According to Edwin B. Flippo “ training is the act of increasing the knowledge and skill of an employee for doing a particular job.”

Benefit of Training

i) Improve productivity: Training are intends to increase the knowledge and skill of the employee in the performance of a particular job. Thus it ultimately leads increasing in quality and quantity of output.

ii) standardization of procedure: With the help of training the best available procedure of performing the work can be standardized and taught to all employees. This minimizes the errors of the employee because they work with great care and better understanding.

iii) Less supervision: a well trained employee is self- confident in his work because he knows what to do and how to do. In such circumstance the supervision is lessened.

iv) economic operation: A better trained employee will be able to make better and economic use of materials and equipment, in such situation, the chance of wastage, rate of accident and damage will be minimum. Thus it helps in reducing per unit cost of production.

v) Quick learning: A well planned and systematically organized training program reduces the learning time. The qualified instructor will.....

help the employee to acquire the skill and knowledge to do a particular job quickly.

Approaches/ Method of determining training need

Describe the various method that should be used while determining training needs.

The foundation of all training is the training need. Training need are those aspects necessary to perform the job in an organization in which employee’s lacking attitude, knowledge and skilled are studied and analyzed. It indicates the difference between employees desired performance and actual performance. The method of determining training needs are given below:

i) training need survey: a training need survey is seeking opinion on “ what knowledge and skill is required” for a particular job or class of performer. This is a direct questioning survey to collect opinion about employees training needs. This survey may be conducted and asked to experts to provide their opinion in order to improve the performance of employee. In such approach the data are collected directly and that are analyzed and categorized in some fashion. This approach is fast, inexpensive and most adapted approach but the data are based on opinion and not necessarily supported by objective performance data.

ii) competency study: A competency study is also a training need survey which is far more base on the opinion of “expert” as to the desired competencies of the performer in question. It is relatively quick and result in a broad consensus on training needs. In this approach the source of information must be the people who have performed the job, managed the job and possibly been recipients of job’s output, that data are analyzed to calculate the training needs. This types of approach involves broad participation and result in consensus but it is difficult to relate competencies and the resulting knowledge and skill requirements to job output and organization performance. However this approach is popular in the most of organization.

iii) Task analysis: This method collects and analyzed information of every task in the organization. It is used for task level needs where training needs of concerned jobholder is determined to perform that task properly. The job description and job specification plays the vital role for acquiring the relevant result on specific task, duties, skills required on the job. The primary source of task analysis is the performer itself, it ranks and analyzed the performance of good performer simultaneously the not good one . Such data are collected through observation and interview and that are analyzed in systematic way to find out the knowledge and skill that should be upgraded to the employee for the better performance of job. Such types of method clearly identify the required task and required knowledge and skill but it requires a lot of time and effort.

iv) Performance Analysis: Performance analysis is relatively new but proven process for determining training needs and improving individual and organization performance. This method refers to both organizational and individual employee performance analysis. This method identifies the differences between the planned performance( Standard) and actual performance. The main concept of this method is that the difference between desired performance and actual performance is the individual’s training needs. This approach requires time, skill, and management commitment however it can directly and significantly impact organization performance as well as produce relevant training program. In such method the data are collected through observation and interview and the main source of data are document containing relevant performance data ( production figure, sales figure, labour cost and scrap) and the people, the difference are analyzed to determine training which is ultimately aimed to improve organization performance.

Training Method

On the job training ( important question)

This is one of the most effective types of training which can be defined as ‘ learning by doing’ and ‘ learning while working’ . On this types of training the trainee is trained on the job at his/her workplace, this enables employee to get training under the same working condition, and with the same processes, materials and equipments they are using. This makes the training most effective and easy to learn under the supervision and guidance of qualified trainer. It is relatively cheaper and less time consuming and makes easiness to the trainee as they are working in that environment where they are getting training but the overall productivity may be low while the employees develop their skill on particular job. It includes the following training program:

i) Apprenticeship program: Apprenticeship program is a structured process by which trainee becomes skilled worker through in- the- job training. It is widely used method in which each employee learn by working with those employees who are already skilled in their jobs. Such program generally start with classroom training focusing on theory and on auxiliary skill needed to perform the job then trainee are allowed to perform only limited tasks. Slowly and gradually the tuff task are given to encourage them , after that they become able on performing job properly. The example of skill can be achieved through apprentice training are : electrician, plumbing, accounting, nursing etc. In such program the period of apprenticeship is pre-determined and does not allow for individual differences in learning time.

ii) Internship training: In this method, the trainee is interned in organization for a specified period and works as an employee. It is also a form of on- the- job training on which the practical knowledge and experience is given to the trainee along with theoretical knowledge to make them skilled and qualified for performing the job. In terns work in organization for a specified period and get “ real world” exposure. The student of technical, medical and management subject usually go for internship program. As per apprenticeship program the interned program is just intend to get exposure to real world not for providing the job.

iii) Job instruction training( JIT): JIT is a systematic approach to on- the- job training which was developed during world war II to prepare supervisors to train operatives. This method clearly goes far beyond just telling but includes preparation, interaction, showing, illustrating, trying the new skill, asking question, observation and follow up. It is the step by step training , those step include :

- preparing the trainees by telling them about the job and overcoming their uncertainties.

- Presenting the instruction, giving essential information in a clear manner.

- having the trainees tryout the job to display their understanding.

- Placing the workers into the job with a designated resource person to help if needed.

Off- the- Job Training

All the job training that are taken place from outside the job place are include in off- the- job training. Under such method, training is separated from the job situation which focuses on learning the materials related to their future job performance. Thus, the trainee can concentrate on learning rather than spending time in performing it. Off- the- job training covers some techniques they are given below:

i) Classroom lectures and conferences: there are certain aspects of all the jobs that can be learned better in the classroom than on the job. Many organization use lecture and conferences for delivering training in many types of knowledge and skills. They are most useful when philosophy, concept, attitudes, theories and problem solving activities must be learned. The lecture and conference are suitable to convey the information to huge groups. In fact even the on- the-job training approaches use lecture/ conference as part of their overall approach. The effectiveness to this program will be maximizing the chances for exchanging idea and views between the trainer and trainees, and the success of such techniques depends on the leadership qualities of the person who leads the group.

ii) Audio- Visual Aids: audio- video material such as films, videos are also used in skill training program. They can provide information and explicitly display skills that are not easily presented by other techniques. In such types of technique the trainee may not feel boor as in lecture, it is far more better and widely using techniques now a day, because of its effectiveness. Video program provides a live work situation. However the effectiveness of this method depends on how closely such films are related to the specific learning objectives. The limitation of this techniques is the lack of interaction between the trainer and the trainee.

iii) Simulation exercise: a simulator is any kind of equipment or techniques that duplicates as nearly as possible, the actual condition encountered on the job. The basic idea behind simulation is to construct a situation that closely represents the actual one. Astronauts receive part of their training in simulators. Simulator is very useful and even necessary when on-the-job practice could result in a serious injury, a costly error or the destruction of the valuable materials. It includes case exercise, experiential exercise, complex computer modeling and vestibule (entrance) training.

iv) Programmed instruction: This is a method of self- instruction in which training material is presented in the form of programmed text or manual. The material to be learned is presented in organized logical sequences from simple to complex level of instruction, thus trainee goes through these units by answering question. It can facilitate trainees to learn at their own pace, and provides immediate feedback.

Concept of Management Development

Define management development, with on-the-job development.

Management development can be defined as any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills. It is a systematic process of improving managerial effectiveness through which managers develop their abilities to manage. It is designed to improve the overall effectiveness of manager in their present position and to prepare them for greater responsibility. Thus it is concerned with both present and future performance of mangers.

According to D’cenzo and Robbins : “ Management development is future oriented training focusing on personal growth of employee.”

Techniques of Management Development

1) On- the- Job Development:

The development of managers ability in the same working situation at their own working environment is known as on- the –job development. It is the learning by doing in the real working environment.

It consist the following program and techniques:

a) Coaching: This is one of the most popular management development techniques where effective senior managers teach the new managers. It is an activity of guiding managers to grow and improve their competence on a day- to – day basis. The coach gives right direction, advice, criticism and suggestion and assign specific task to improve their abilities. The main objectives of this techniques is to increase employee motivation by providing more open lines of communication with their superiors, concrete feedback on area needing improvement, positive reinforcement for what they do well, and specific goals for change.

b) Understudy Assignment: Understudy assignments involve assigning a potential manager to work for a more experience manager often on an “assistant to” basis. The effectiveness of understudy assignment depends on the willingness and ability of the higher level manager to share experience and to transfer knowledge to the understudy manager. Such types of training makes the potential manager competent and its solve the problem of lack of competent people due to promotion, transfer, retirement and resignation of present managers.

c) Job Rotation: Job rotation is a systematic process of moving trainee managers from one job/depart to another job/depart to expand their skill, knowledge and abilities. It is designed to prepare managers to take on additional responsibilities by providing them with experience in different areas of organization. The managers will learn new ideas and gain new information underlying various job, such new ideas helps them in specific problem solving, It also reduces the monotony in work. Such types of technique is more costly for an organization.

d) Committee Assignment: It is a system in which manager is appointed to committee team which provide an opportunity for the employee to share in managerial decision making, to learn by watching others, and to investigate specific organization problem. This techniques also develop skills in working with other in a team. In such technique the trainee have the opportunity to acquire the knowledge of various aspect of business.

2) Off- the- Job Development:

a) Sensitivity training: It is technique of changing behavior through group process. In such technique the unstructured group of participants interact in a fee and open environment with each other and get informed each other truthfully of how their behavior is being seen and to interpret the kind of feeling it produces. The main objectives of such technique is to provide managers with increased awareness of their own behavior and of how other perceive them. Through such development the trainee increase his/her openness with others, increase tolerance for individual differences and enhance the listening skill.

b) Transactional Analysis( TA) : This techniques focus on viewing the interaction between individual and between groups as transaction and thereby develops their managerial skills and abilities. This technique is based on the concept that each person has a three- dimensional behavior pattern base on three ego state.: parent, child, and adult. In TA theory the parents and child ego state feel and react directly while the adult state thinks logically before acting. Thus the managers are encourage to engage in adult state behavior. It generate better understanding of problem, skill in interpersonal competence.

c) Lecture courses: This is the popular method to bring all participants to a common level of knowledge. This is the best technique to present and explain series of facts, concept and principle in short time. It gives opportunities for managers to acquire knowledge and develop their conceptual and analytical abilities.

d) Simulation exercise: a simulator is any kind of equipment or techniques that duplicates as nearly as possible, the actual condition encountered on the job. The basic idea behind simulation is to construct a situation that closely represents the actual one. Astronauts receive part of their training in simulators. Simulator is very useful and even necessary when on-the-job practice could result in a serious injury, a costly error or the destruction of the valuable materials. It includes case exercise, experiential exercise, complex computer modeling and vestibule (entrance) training.

Chapter 6 - Motivation - Human Resourse Management (HRM) BBS 2nd Year

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Motivation

Define motivation:

Motivation is the willingness to do something to achieve organizational goal and at the same time to satisfy individual needs. It is an inner state of our mind that activates, directs and sustain our behavior. Thus motivation can be defined as the force within the person that affects his or her direction, intensity and persistence of voluntary behavior. In such a way motivation consist of three different aspects, the first one is direction, which means it is goal oriented, second intensity which refer to the amount of effort of the employee and last one is persistence which refers to the length of time spent for his/her work. So these three aspect determine the motivation of the employee in an organization. Employee in the organization are motivated by different factors such as monitory, incentives, extra responsibility, promotion etc.

According to Robbins: “Motivation can be defined as the willingness to exert high level of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs.”

Maslow’s Hierarchy of Need Theory

Describe Maslow’s Hierarchy Theory.

One of the most well known theory of human motivation is Maslow’s need hierarchy. It is based on the needs of the people that appear in a hierarchical fashion. According to this theory lower ordered needs are experienced first which must be satisfied before higher order needs are perceived. This theory is based on following assumption.

- Unlimited Wants

- Unsatisfied need is motivator

- Hierarchy of importance: Need have priority and they are arranged according to a hierarchy of importance.

There are five needs proposed by Maslow in hierarchical fashion, they are given below:

i) Physiological needs: The first needs that occurs in human beings is the physiological needs. These needs can be defined as the basic needs which include food, water, clothing, sex etc. These needs are related to the survival and maintenance of human life. So it should be satisfied first, and these needs can be satisfied by wage, salary, in an organization.

ii) Security and safety Needs: these needs come second in the hierarchy order. They are concerned with the physical safety and economic security which include safety of person and property, job security, old age provision, security from risk etc. these needs can be satisfied in the workplace by job continuity and adequate insurance and retirement benefits.

iii) Social needs: Human beings lives in a society or in group. So they prefer to live in such society which love them most. These needs include belongingness, friendship, love, affection, association and social acceptance.

iv) Esteem and Ego needs: these needs include self- esteem and public esteem, self esteem means esteem in the eyes of (self, confidence, self respect etc.) public esteem means esteem or image in the eyes of public as praise, power, prestige, appreciation, recognition etc. In such a way these needs are concerned with prestige and respect of the individual. Maslow has proposed this needs in higher order needs.

v) Self- actualization Needs: these needs are concerned with the desire to become what one can become. Self development and being creative is the broadest sense of the world. These needs are psychological and infinite. This needs become important to an individual once he is reasonably satisfied with the esteem needs. The manager can .......

help employees to satisfy self – actualization needs by providing challenging job, encouraging creativity and allowing risky decision making.

Further maslow has categorized these five needs into two categories one is lower order needs and another one is higher order needs as primary needs which are finite, these should be satisfied in any condition, these needs include physociological and security or safety needs. They are infinite but they are satisfied only after lower- ordered needs are satisfied.

Alderfer’s ERG theory of Motivation.

Describe ERG theory of Motivation.

The propunder of ERG theory is Clayton Alderfer. In this theory he categorized Maslow’s five needs into three broad perspective, which consist existence (E), Relatedness (R) and growth (G) . Thus ERG theory is the sum of existence, relatedness and growth.

i) Existence Need: Existence need also refer to Maslow’s physiological and safety needs, which include the need for human survival i.e food, shelter, social and economic safety etc.

ii) Relatedness Need: relatedness needs are concerned with satisfying interpersonal relationship. Such need can be fulfilled by interacting with other people, receiving public recognition and through the feeling of interpersonal safety. These needs correspond to Maslow’s belongingness/ social need.

iii) Growth Needs: Growth needs are concerned with continued desire for personal growth and development. They consist of a person’s self esteem through personal achievement as well as the concept of self-actualization presented in Maslow’s theory.

ERG theory doesn’t propose that people move up or down in hierarchy of need in a fashion that described by Maslow’s. Instead ERG theory proposed that it is possible for more than one needs may be achieved at

the same time for the employee motivation. Not only that this theory also describe the new concept on human motivation, which is a satisfactory- progression concept and a frustration- regression concept.

McClland’s theory of Need (Achievement)

Describe the achievement theory of Motivation.

The motivation theories described so far look at the individual’s primary needs and their relative importance in life. However just fulfilling of primary needs is not sufficient for one, people have secondary needs that are learned, parental style and social norms. In this theory Mclelland focuses on three important aspect of motivation they are given below:

i) Need for achievement: it concerned with those people who have strong desire and determination to do something better or more efficiently that it has been done before. People with high need of achievement want to accomplish challenging goals effectively through their own effort. Such people want to take the risk and want to get immediate feedback also. They seek situation where they can attain personal responsibility for finding solution to problem. Thus they prefer working alone rather than in a group because of their strong need to assume personal responsibility for tasks.

ii) Need for Affiliation: It refers to a desire to establish and maintain friendly and warm relation with other and avoid conflicts and confrontation. It is similar to Maslow’s belongingness need and Alderfer’s relatedness need. People having such needs prefer to work in a group which include interaction with other. They can effectively accomplish the interacting job like sales.

iii) Need for power: Need or Power refers to a desire to control others to influence their behavior. People having such needs prefer to stay in competitive and status position. They want to maintain their prestige. They are likely to make more suggestion in meeting, evaluate situation, and communicate effectively.

In this theory McClland proposed three needs which must be learned rather than instinct( character). As a result of life experience these needs are acquired over time. He also focuses that a respective working environment should be created for a particular people having a particular needs.

Vroom’s Expectancy theory

Define expectancy theory of motivation.

Expectancy theory explains motivation in terms of the expectation that people have about their ability to perform effectively on the job and about the kinds of rewards they expect to obtain if they perform the job effectively. According to this theory the strength of an expectation is a power factor of motivation. People are motivated by attractiveness of the outcome and they work hard because they anticipate more rewards in future. Thus, this theory focuses on three relationship that are given below:

i) Effort- to performance expectancy: It refers to a person’s perception of the probability that effort will lead to successful performance. Expectancy is defined from the probability range between 0.0 to 1.0. If we believe our effort will lead to higher performance, then the expectancy is very strong perhaps a probability 1.0 where 1.0 equals obsolete certainty that the outcome will occur. In other hands when a person is not certain about the desired performance level than his/her expectancy is very low perhaps it may be 0.0. This theory focuses on E-P expectancy which is necessary condition for the existence of high levels of work motivation.

ii) Performance to Outcome Expectancy: The performance to- outcome expectancy refers to a person’s perception of the probability that performance will lead to certain other outcomes. If a person’s think a high performer is certain to get a pay raise then expectancy is closed to 1.0 . On the other hand if the individual perceives that there is no certainty of high pay even after high level of performance than P-O will be closed to 0.0. According to this theory, the more strongly a person believes that positive outcomes will follow from effective performance, the more motivated they will be to perform effectively.

iii) Outcome Valances: the term valances refers to the anticipated satisfaction or dissatisfaction that an individual feels toward an outcome. Pay raises, promotion and recognition might have positive valances, where as fatigue, stress, frustration might have negative valances. It range from (-1) to (+1). When an individual gets high level of satisfaction from his/her outcome, they are more likely to be motivated.

Ultimately this theory provides a clear way for increasing employee motivation by altering the person’s EP expectancies, P-O expectancies and outcome valances. For a high level of motivation all three sources of expectancy model should be high.

Equity Theory

Define equity theory of motivation.

This theory states that individual are motivated by their desire to be treated equally in their work relationship. The motivation of employee is influenced by the extent to which they feel they are being treated fairly and equitably by the organization. Individual always want to avoid inequalities compared to other and they are motivated to resolve these inequalities. According to this theory individual in compare themselves to another in terms of their input- outcome ration. They first evaluates themselves and compare the result with other. Input are individual’s contribution to the organization such as: education, experience, effort and loyalty. Outcomes are what the individual receive in return such as: pay, recognition, social relationship etc.

If the person find these ration to be equal or nearly equitable than he/she experience a feeling of equity, but if the ratio are not nearly equitable, then inequality exists and the person will be motivated to take some action to resolve such inequality. The process of equity theory can be shown as:

i) Self evaluation

ii) Evaluation of others

iii) Comparing of self with others.

iv) Feeling of equity/ inequity

v) Action to reduce inequity.

Frustration

Frustration refers to the psychological phenomenon which may be occurred, due to the difficulties, conflicts to their goal directive activities. Thus, frustration is the feeling caused by a sense of privation (lack of something), deprivation(blocking or interfering with) or conflict in relation to their goal directive activities.

According to Richard M. Strees “ Frustration refers to a psychological reaction to an obstruction or impediment to goal oriented behavior.”

Causes of frustration:

i) When an individual is unable to fulfill his/her needs, frustration occurs.

ii) When a motivated drive is blocked before a person reaches a desired goal, frustration occur.

iii) It occurs due to lack of interpersonal relation.

iv) When people are assigned to job that have contrasting characteristics, unequal degree of status, and frequently foster completion.