salient features of Right to Information Act, 2005

 Q. Discuss the salient features of Right to Information Act, 2005. 

Ans. The salient features of Right to Information Act, 2005 are as under:

1. This Act may be called Right to Information Act, 2005.

2. This Act defines ‘Appropriate Government’ which may be termed as Public Authority.

3. The Public Authority is established, constituted, owned, controlled or substantially financed by funds provided directly or indirectly by the Central Government or the Union Territory or State Government.

4. This Act is applicable to all public authorities such as all central and state government ministries, departments, organisations, undertakings, autonomous bodies, municipalities, Panchayat, etc. enacted by law and also covers the Union Territories, Election Commission, Auditor General, Public Service Commission and the judiciary and the legislature are covered under its purview. Interal and Foreign private institutions situated (working) within the country have been kept out of its purview. 

5. The Act requires the public authority and its officers to maintain and keep ready its records and machinery so as to facilitate the right to Information.

6. The Act provides that if the Information sought for relates to another office or another public Information officer, then the Public Information Officer receiving the application for Information can transfer the application to the Public Information Officer of the concerned office. 

7. In general cases, normally the request for information shall be disposed by the concerned Information officer within 30 days of the receipt of request. Where the information sought relates (pertains) to third party, the same shall be provided within 40 days of the receipt of request. But if the information sought for concerns the life or liberty of a person, the same shall be provided within 48 hours of the receipt of request. 

8. The fee for seeking information shall be reasonable. There shall be no fee for citizens below poverty line.

9. The Act provides for Constitution of a Central Information Commission at the highest level and State Information Commission at state level. There shall be Chief Information Commissioner and Information Commissioner in both the Commissions. 

10. The Act provides for two-level forum for making appeal, i.e. appeal shall be filed at two levels.

– One within the organisation to the senior officer to the Public Information officer known as First Appellate Authority.

– The second appeal shall be filed with the Central or State Information Commission, as the case may be. 

11. The Act provides that if the concerned Public Information Officer does not furnish the required information within specified period or refuses to provide information, the applicant making request for information shall file an appeal within 30 days of the date of such refusal. An appeal shall be disposed of within a 30 days of the receipt of the appeal or within such extended period not exceeding a total of 45 days from the date of filling.

12. The provisions of this Act are of overriding nature and these provisions cannot be made ineffective by proceedings of the lower courts. 

13. The Central and State Information Commissions shall, after the end of each year, prepare a report on the implementation of this Act during that year and forward a copy to the appropriate Government which shall be laid down before each House of Parliament or State Legislature as the case may be. 

14. The Central Government, by using power vested (मिली हुई है) under this Act, shall check out programmes to advance the understanding of the public and develop (promote) the information machinery. 

15. If any Public Information Officer neither furnishes the information nor refuses to furnish the information within specified time, he shall be penalised with ₹ 250 per day for the delay period subject to the total amount of such penalty not exceeding ₹ 25,000.

16. The amount of fee deposited by the applicant for seeking information shall have to be returned, if information is not furnished within specified period.

17. If any person, with one reason or the other, is unable to give written application for seeking information, he can tell it orally to the concerned Public Information Officer and it will be taken as his oral request for seeking information. In such cases, the concerned Public Information Officer shall render all reasonable assistance to the person making the request orally to reduce the same in writing.

The salient features of Right to Information Act, 2005

Buyer Behaviour & nature of Indian Consumers buying behaviour

 Q. What is buyer behaviour? What is the nature of Indian Consumers buying behaviour? 

Ans. MEANING OF BUYER BEHAVIOUR: Buyer behaviour is known as consumer behaviour. The whole behaviour of a person while making purchases may be termed as consumer behaviour. It is an attempt and prediction of human action in the buying role. Understanding the consumer behaviour of the target market is the essential task of marketing management under the modern marketing concept. 

Consumer behaviour consists of both physical as well as mental activities. The study of consumer behaviour provides a sound basis for identifying and Understanding consumer needs. The study of consumer behaviour is concerned with consumer's buying behaviour rather than actual consumption. 

According to Schiffman and Kanuk, The study of consumer behaviour is the study of how individuals make decisions to spend their available resources (I.e. time, money and efforts) on consumption-related items. It includes the study of what they buy, why they buy, when they buy, where they buy, how often they buy it and how often they use it. 

Thus, consumer behaviour includes the acts of individuals directly involved in obtaining and using goods and services including sequence of decision decision processes that precede and determine these acts. Also, it is necessary to study the consumer behaviour for sound marketing planning. 

NATURE OF INDIAN CONSUMERS BUYING BEHAVIOUR: Due to diversity in social system, customs, religion, language, food habits, cultures, sub-cultures, etc. the behaviour of Indian consumers is not uniform. Following characteristics are found in their behaviour.

1. Bargaining: Indian customers are very fond of bargaining. They prefer buying goods by reducing the price as told by the seller. Indian sellers too don’t frame a uniform price policy. In rural markets, the trend of bargaining still persists, but in urban areas now, customers prefers one price policy of the seller. They prefer to visit stores where there is no bargaining.

2. Price consciousness: Because of less income in the agriculture occupation, Indian consumer focus on price instead of the quality of the product. But now, consumers are quality conscious. They purchase quality products even at high price.

What is buyer behaviour? What is the nature of Indian Consumers buying behaviour?

3. Brand consciousness: Because of less education facilities, rural population are still unaware about the standard brand names of the product. They are concerned with the product and not with its brand name. But with the expansion of education and means of communication, the behaviour of Indian consumers is going on changing. Now they like branded products and they have brand loyalty of some reputed manufactures.

4. Complaining: Indian consumers are less complaining people. They believe that if a seller cheats on them, God will punish him. They are innocent and illiterate people. They do not kmow the laws and rights as a consumer. But now with the expansion of consumerism, consumers are more aware about their rights. They have started exhibiting their complaints through media and representation before 'Consumer Forums' under Consumer Protection Act, 1986. 

5. Role of women: The role of women is increasing day by day particularly in buying decisions and buying from the market. Women are generally interested in varieties and good looking products.

6. Changing consumption pattern: Because of increase in education, increase in income, increase in standard of living and also desires of more comforts, the pattern of consumption is now being changed. Indian consumers are more desirous of comforts and luxury products. 

7. Guarantee: Indian consumers are more interested in guarantee and warrantee. They prefer to purchase those commodities which are guaranteed by the manufacturers, regarding quality, durability, efficiency and effectiveness. 

8. Credit: Credit facilitates the consumers to buy those products which they cannot buy with their current cash resources. Indian consumers like to buy the products on credit, because their disposable income falls short to fulfill the demand for consumer durables. 

So, the proper understanding of consumer behaviour is essential for the marketers as it serves as the foundation of the marketing.

What is buyer behaviour? What is the nature of Indian Consumers buying behaviour?

Human Resource Management- meaning, nature and objectives.

Q. Define Human Resource Management. Explain its nature and objectives. 

Ans. MEANING OF HUMAN RESOURCE MANAGEMENT: In simple words, Human Resource means people working within the organisation. It refers to the knowledge, skills, abilities, values, aptitude and beliefs possessed by its workforce in the organisation. So, HRM deals with proper or best utilization of available human resources in the organisation.

HRM is the focal point of all the organisations in the present day competitive world. It is not possible for any organisation to achieve its objectives without proper management of human resources. It focuses on Human Approach while managing people in the organisation. It means that organisation should consider its people as an important resource to effectively achieve the objectives of the organisation along with the development of its human resources. HRM is a people oriented management policy. It stresses that organisation should consider its people as an asset not as cost. It deals with acquisition, development, motivation and maintenence of human resources to gain competitive advantage.

DEFINITION OF HUMAN RESOURCE MANAGEMENT: 

1. According to Flippo, “Human Resource/Personnel Management may be defined as the planning, organising, directing, and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational and societal objectives are accomplished.” 

2. According to Wendell L. French, “The human resource management refers to the philosophy, policies, procedures, and practice related to the management of people within the organisation”.

NATURE OF HUMAN RESOURCE MANAGEMENT: 

1. Universal: HRM is universal in nature. It is present in all types of organisations i.e. government, business, education, health, social etc. It permeates (spreads, व्याप्त, फैला हुआ है) all types and levels of management in all organisations. 

2. Part of Management Discipline: HRM is a part of management discipline. It is not an independent discipline in itself. It is a functional area of management, so it depends on the management concepts, principles and techniques to a reasonable extent and applies these principles in the area of HRM.

3. People Oriented: HRM is all about people I.e. individual and groups in the organisation. It covers all kinds of people at various levels in the organisation. It is concerned with acquisition, development, motivation and maintenence of people in the organisation.

4. Action Oriented: HRM is an action oriented approach. It deals with policies and practices related to the management of people and resolve their problems by balanced policies.

5. Goal Oriebted: HRM is directed towards attainment of Organisational goals by strategic deployment of capable work force and personnel techniques.

6. Long Term Perspective: HRM is a long term perspective to the management of people in the organisation. Development of human resource and value addition is a long term process and for it, managers have to invest in human resources to harness their knowledge and capability in the organisation.

7. Integrating Mechanism: HRM tries to integrate Organisational goals and personal goals for the benefit of organisation as well as human resources.

8. Development Oriented: HRM is development oriented approach. It aims at development of human resources. It assesses the training needs of the employees and develops their knowledge and skill in the interest of the organisation.

9. Continuous Process: HRM is a continuous process. It has to regularly assess (estimation, valuation) the human resource requirement of the organisation, and plan to.meet the human resource needs of the organisation according to its ever changing needs and human resource requirement of various departments in the organisation.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:

1. Societal Objectives: Every organisation i.e. business, government, education, health, recreation etc. is a part of society. So, it is the responsibility of the organisation to use the human resources in an ethical way not only for the benefit of organisation but also for the welfare of the society. They should respect the law of nation while hiring human resources into the organisation, maintain proper union-management relations, perform proper labour welfare functions and ensure safety of workers. The failure of organisations to use their resources for society’s benefit may result in failure.

2. Organisational Objectives: No organisation can achieve its objectives without human resources. It is the skill and efficiency of the human resources which utilizes all other resources i.e. money, material, technology, machines etc. So, it is the ultimate source that assists the organisation in achieving its objectives efficiently and economically.

3. Functional Objective: HR department is supposed to perform various functions such as Human Resource Planning, Recruitment, Selection, Training, Development, Appraisal, Employee Relation etc. It has to ensure that adequate number of manpower is available in the organisation according to the current and changing needs of the organisation.

4. Personal Objective: Human resources in the organisation help to achieve organisational goals. So, the organisation should also help human resources to satisfy and achieve their personal goals. There must be proper integration of organisational goal and personal goals so as to effectively achieve organisational goals. The satisfied and motivated employees will work more efficiently in attaining organisational objectives. It is essential to meet personal objectives of human resources in the organisation in order to retain, maintain and motivate them. This will lead to enhance their individual contribution in meeting organisational objectives. 

HUMAN RESOURCE MANAGEMENT: MEANING, NATURE AND OBJECTIVES.

Index Numbers- meaning, uses & problems

1. What are Index Numbers ? Explain uses of Index No.s and discuss various problems faced in the construction of Index No.s. 

Or 

What are Index Numbers ? Explain various problems faced in the construction of Index No.s .  

Or 

Explain the uses of Index Numbers. What are the difficulties in the construction of Index Numbers ?

Ans. MEANING OF INDEX NO.s: Index Numbers is a statistical technique which helps us to measure (which measure) the relative changes in general price level. These are a specialized type of averages designed to measure the change in a group of related variables over a period of time. These are economic barometer of (economic activities of) the country because if one wants to have an idea as to what is happening in an economy, he should check the important indicators like the index number of industrial production, index number of business activity etc.

USES/UTILITY OF INDEX NO.S:  The main uses of Index No.s are the followings:

i) To Simplify Complexities: An index number makes possible the measurement of such complex changes whose direct measurement is not possible. In other words, index numbers are used to measure the changes in some quantity which we cannot observe directly.

ii) Helpful in the Fixation of salary and Dearness Allowances: By index numbers, government and other employees can properly make wage and salary fixation. They determine the instalment of dearness allowance for employees on the basis of index numbers only.

iii) Helpful in Prediction: Index Numbers give the knowledge as to what changes have occured in the past. On the basis of these changes alone, predictions about the future are made. Thus, index numbers are economic barometers.

iv) Helpful in Comparison: Index Numbers make possible the comparative study of phenomena (fact or event that can be observed). By index numbers, the relative changes occurring in the variables are determined. This simplifies the comparison of data on the basis of time and space.

v) To measure purchasing power of money: By index numbers, the changes taking place in purchasing power of money can also measured.

vi) Useful in Business: Index Numbers measures the changes taking place in the business world and prove very useful in making a comparative study of those changes e.g. sales, change in output and value etc. Thus, index numbers, for a businessman, function like a barometer.

PROBLEMS FACED IN THE CONSTRUCTION OF INDEX NO.S: The number of problems come up while constructing the index numbers. Some of them are as follows:

i) Purpose of Index Number: Index numbers are of many types as they are constructed for different purposes. A single index can not fulfil all the purposes. It is very essential to fix the purpose of index number, because selection of commodities, their prices, fixation of their weights etc., depend on the very purpose of index numbers. There can be many purposes of an index number- measurement of changes in retail prices or measurement of changes in wholesale prices etc.

ii) Selection of Items: Another important problem in the construction of index numbers is the selection of items. The following things should be considered while making a selection of items. (i) Only those items should be selected which represent the taste, habit, custom and needs of the related group of people, (ii) the selected items should be standardized and of classified feature, (iii) their quality too must be considered, (iv) the number of items should be enough and they should be of current quality, and (v) the selected items must be classified into groups and sub-groups.

iii) Selection of Prices: After making the Selection of items, the next arises the problem of selection of prices. Prices can be of both types– retail and wholesale. Whether wholesale or retail prices are to be used, the decision depends upon the purpose of index number.

iv) Selection of Base year: Another important problem in the construction of index numbers is related to the selection of base year. A base year has to be selected for making an index number. The year for which changes are to be determined, is known as base year. Index number of base year is always taken as 100. In selecting a base year, the following things are to be kept in mind.
a) Base year should be normal year and no unusual event like Earthquake, Flood, War etc. should have taken place in that year.
b) Base year should not be very far in past.
c) So far as possible, base year should be close to the current year.
d) Base year should not be too old or too distant.

v) Selection of Weights: The term weight refers to the relative importance of different items in the construction of index numbers. Another important problem in making of index numbers is to assign weights to different commodities or items. In fact, all commodities included in the construction of Index numbers do not have equal importance. Therefore, to have accurate results, commodities are assigned weights according to their importance. There are two ways of assigning weights: (i) Quantity, (ii) Value. Weights decided in the construction of index numbers should be logical, accurate and rational.

vi) Selection of an Average: Averages can be of several types. Theoretically, any average can be used but in practice, arithmetic mean and geometric mean are used. Geometric mean is considered to be best for the construction of index numbers as this is the most suitable for measuring relative changes but due to the difficulties of computation, in place of geometric mean, arithmetic mean is often used in the construction of index numbers.

vii) Selection of an Appropriate Formula: Various formulae can be used in the construction of index numbers but it is very essential to select the most suitable out of them. This selection depends upon the purpose of index number and availability of data. Fisher's formula, which is called as Fisher's Ideal Index, is considered to be the best.