SSC QUIZ ( IMPORTANT QUESTION ON GEOGRAPHY)

1.    The first person to use the word geography was
 – Erastosthenes (276 – 194 BC)

2.    The First presented the India on the world map
 – Tolmie

3.    1⁰ latitude give the separation of 
– 111 kms

4.    1⁰ Longitude is equal to
 – 4^” (minutes)

5.     The Closest capital to tropic cancer
 – Ranchi

6.    3 capitals are above to Tropic of Cancer
 – Jaipur, Aizwol, Agarthala

7.    The atmosphere layer which reflects radio – waves is known as 
- Lonosphere

8.    Which State is known as the name of Black Water?
 -  Andaman and Nicobar

9.    Which latitude divides India into two parts? 
– 23 ½ ⁰

10.  The largest delta in the world is
 – The delta of Ganga

11.  The type of climate in India is 
– Monsoon

12.  Most of the iron in India is found in 
– Dharwar Rocks

13.  Ozone layer is found in 
– Stratosphere

14.  “Ring of fire” refers to – Circum 
– Pacific Seismic belt

15.  Willy – Willy is the tropical cyclone occurring in 
– Coast of North – west Australia

16.  On which river, the Baglihar Hydro- power project is located? 
– Chenab

17.  The term Rugur refers  to 
– Black cotton Soil

18.  Which two peninsular rivers flow through troughs? 
– Narmad and Tapi

19.  How much area does India cover of the total geographical area of the world?
 – 2.42 %

20.  The length of the Indian coastline is
 - 7516.6 km

Some Important Boundary Lines
Durand Line	Between Pakistan and Afghanistan
Hinderberg line	Between  Germany and Poland
49 th Parallel	Between USA and Canada
Mac Mohan Line	Between India and Tibet / China
Maginot Line	Between France and Germany
38th  Parallel	Between North and South Korea
Oder Neisse Line	Between Germany and Poland
Radcliffe Line	Between India and Pakistan
17th Parallel	Between Inda and Pakistan (as claimed by Pakistan)

04:33 - By Unknown 0

IBPS HR Officer Syllabus

Dear Aspirants,

We bring to you a detailed syllabus of HR Officer - Please go through the same carefully. 

HUMAN RESOURCE MANAGEMENT

Human Resource Management: Introduction, staffing, manpower planning, performance appraisal, wage and salary administration.

Human Resource Development: Strategies and Systems: Human resource development process. Training, coaching, mentoring, counselling,career planning and development, aligning strategy with HRD activities. Assessment Techniques .Tools like In Basket Exercises, Critical Incidence Technique, Types of Interviews etc. Performance Management System, Balance Scorecard etc. and Career Development.

Human Resource Information System: Human Resource Management-Systems Approach, strategic Role of Information in HRM, Information Technology-Concepts & Issues, HRIS Implementation and Control, Designing an HRIS Department, Compensation and Benefits Management, Training and Development, HR Planning and Analysis.

Transactional Analysis- Understanding TA- life stages- father, child and adult, different types of transactions, use of TA for improving behavior.

Recruitment & Selection- Understanding the staffing process, recruitment- internal and external sources, advantages and disadvantages, selection process, interview process, probation, internal mobility.

Training and Development- Key training issues, training need analysis, clarifying the objectives of training, designing effective training programmes, implementing training . training methodology, conducting training, trainer behaviour, evaluation of training, Models of measuring Training Effectiveness.

Rewards & Recognition- types of rewards,monetary and non monetary, performance reward,

Incentives,- individual, group and organization based incentives

Performance Management & Appraisal: goals and objectives, Planning performance, self appraisal performance analysis, performance ratings techniques, self appraisal performance analysis, performance ratings techniques, using performance management data for HR decisions,Types of Performance Management System

Management of Compensations and Benefits: wages and salary concepts, Factors affecting wage and salary, legislative measures, job evaluation, components of compensation, linking rewards with performance, indirect or fringe benefits.

 Mobility of Personnel and Retirement-transfers, promotion, demotion, separation.

Business Policy and Strategic Analysis

Basic Concepts of Strategic Management, Strategy Formulation- Strategy Formulation: Situation Analysis and Business Strategy,Strategy Implementation and Control- strategy Implementation: Organizing for Action, Strategy Implementation: Staffing and Directing, Evaluation and Control, Other Strategic Issues- Strategic Issues in Managing Technology and Innovation, Strategic Issues in Entrepreneurial Ventures and Small Businesses, Strategic Issues in Not-For-Profit Organizations. HR Scorecard, HR Audit, HR issues in Merger and Acquisition.

Emotional Intelligence and Managerial Effectiveness: Concept of EI, theories.

Managing change and organizational effectiveness: Understand the dynamics of change, reasons for change, diagnosis for change, resistance to change, change agents, forms of interventions, models of change, implementing change in organizations.

 Management Process and Organizational Behaviour:  Values and Personality, Attitudes and job satisfaction, Perception and individual decision making,Motivation in the Workplace, Learning, Attribution.

 Managing Interpersonal and Group Processes: Foundations of Group understanding work teams, communication, leadership, Stress Management, Decision Making and Creativity, Power and politics,conflict and negotiation.

INDUSTRIAL RELATIONS

Collective Bargaining and Negotiation process: Nature, Conditions for successful bargaining, Advantages and current trends in bargaining, Issues for concerns for employers, negotiation objectives, negotiation process-reactions, discussions, and style, Theories of Collective Bargaining.

Conflict Management - definition, intervention process, sources, reasons and different levels of Conflicts.

Grievance Management: Concept of Grievance, Causes of Grievance, Need for a Grievance Redressal Procedure, Steps in a Grievance Redressal Procedure, Legislative Aspects of the Grievance, Redressal Procedure in India.

Industrial Relations & Trade Unions: Nature, concept, models and theories of IR, Collective

bargaining, industrial disputes, workers participation management, employee discipline, grievance handling, trade unionism, development of unionism, structure and types of unions, trade unions act, issue of registration and recognition, problems of unions in liberalised economy.

 Labour Laws: Introduction; Regulatory laws-Trade union act 1926, ID act 1947, Industrial

employment act (standing order act) 1946, Protective laws- Factories act, 1948, Wage laws -minimum wages act, 1948, payment of wages act, 1936, Equal remuneration act, 1976, The payment of bonus act, 1965, Social security laws- EPF act, 1952, ESI act, 1948, workmen.s compensation act 1923, Maternity benefit act, 1961, payment of gratuity act, 1972, Contract labor laws Contract labour act 1986, Bonded labour system act 1986, child labour act, 1986. Apprentice Act.1961.

Discipline : Principles of Natural Justice, Disciplinary Proceedings, Domestic Enquiry.

Personnel problems and employee counseling -Labour turnover, absenteeism, alcoholic and drug abuse. Employee health, safety and welfare.

01:09 - By Unknown 0

QUANT QUIZ ( SHORTCUTS FOR FRACTIONS PROBLEMS )

You have to Compare the given fractions in a number of problems in Data Interpretation and Quantitative Ability. Let us study some of the common methods of identifying out the largest or smallest of a given set of fractions which are useful for Mental Maths. 

Type – 1

When the numerators are same and the denominators are different, the fraction with the largest denominator is the smallest.

Have a look at the following example.

Example : Which of the following fractions is the smallest?

(3/5) , (3/7) , (3/13), (3/8)

Here, 13 is the largest denominator, so, (3/13) is the smallest fraction. 5 is the smallest denominator, hence (3/5) is the largest fraction.

Here logic is very simple, 

Situation: (i) Assume that you are 5 Children in your family. Your Dad brought an Apple and mom cut it into 5 pieces and distributed among all the children including you. (1/5)

Situation (ii) : Assume that you are 8 Children in your family. Your Dad brought an Apple and mom cut it into 8 pieces and distributed among all the children including you. (1/8)

Type 2 :

When the numerators are different and the denominators are same, the fraction with the largest numerator is the largest. Have a look at the following example. 

Example : Which of the following fractions is the smallest?

(7/5) , (9/5), (4/5), (11/5)

As 4 is the smallest numerator, the fraction 4/5 is the smallest.

As 11 is the largest numerator, the fraction 11/5 is the largest.

Here too logic is very simple,

Situation 1 : Assume that you are 4 Children in your family. Your Dad brought 8 Apples and mom distributed them among all the children including you. (8/4)

Situation 2 :  Assume that you are 4 Children in your family. Your Dad brought 12 Apples and mom distributed them among all the children including you. (12/4)

Type 3

The fraction with the largest numerator and the smallest denominator is the largest.

Example: Which of the following fractions is the largest?

(19/16), (24/11), (17/13), (21/14), (23/15)

Solution : As 24 is the largest numerator and 11 is the smallest denominator, 24/11 is the largest fraction. 

Type 4 : 

When the numerators of two fractions are unequal, we try and equate them by suitably cancelling factors or by suitably multiplying the numerators. Thereafter we compare the denominators as in TYPE 1. Have a look at the following examples.

Example: Which of  the following fractions is the largest?

(64/328), (28/152), (36/176), (49/196)

Solution : 64/328 = 32/164 = 16/82 = 8/41 this is approximately equal to 1/5

Note : In these type of problems, approximate values will be enough. No need to get EXACT values.

25/152 = 14/76 = 7/38 this is approximately equal to 1/5.5

36/176 = 18/88 = 9/44 this is approximately equal to 1/5

49/196 = 7/28 = ¼

As all the numerators are 1 and the least denominator is 4, the fraction 49/196 is the largest

Example: Which of the following fractions is the largest?

(71/181), (214/519), (429/1141)

Solution : (71/181) = (71 X 6) / (181 X 6) = 426/1086

(214/519) = (214 X 2) / (519 X 2) = 428/1038

The numerators are now all ALMOST equal (426, 428 and 429). The smallest denominator is 1038. 

So, the largest fraction must be 428/1038  that is 214/519 :)

Type 5 : 

For a fraction Less than 1 :

If the difference between the numerator and the denominator is same then the fraction with the larger values of numerator and denominator will be the largest. Have a look at the following example.

Example: Which of the following fractions is the largest?

(31/37), (23/29), (17/23), (35/41), (13/19) 

Solutions:  difference between the numerator and the denominator of each fraction is 6.... So the fraction with the larger numerals i.e., 35/41 is the greatest and the fraction with smaller numerals i.e., 13/19 is the smallest.

Type 6 :

For a fraction Greater than 1

If the difference between the numerator and denominator is same, then the fraction with the smaller values will be the largest.

Example : Which of the following fraction is largest ?

(31/27), (43/39), (57/53), (27/23), (29/25)

Solution : As the difference between the numerator and the denominator is same, the fraction with the smaller values i.e., 27/23 is the largest.

01:07 - By Unknown 0

Recruitment of 192 S.O. in Corporation Bank 2013-14

Dear readers, Corporation Bank invites applications for the various Specialist officers cadre posts, from the Indian citizen.

Click here for Notification: In English:      In Hindi:

Apply Online: 


Important Dates:

Online application starts from: 20/12/2013
Last date for online application: 06/01/2014
Last date for fee payment: 06/01/2014 (for online) 10/01/2014 (for offline)

Application fee:
General/ OBC candidates need to pay Rs. 600/- and SC/ ST/ PH candidates have to pay Rs. 100/-


Note: Date of Online Exam: 22:Feb:2014

01:06 - By Unknown 0

IBPS To Hire Average 50,000 Employee Each Year for Next Three Years : Director, IBPS

In a recent interview to Times Of India Newspaper, Anup Sankar Bhattacharya, director at the Institute of Banking Personnel Selection, has said that IBPS will hire approximately 55000 employee in 2014. He has also mentioned that IBPS plans to hire on average 50,000 employees every year for next three years.

The detailed article as published in Times of India, 28-Dec-2013 is given below -

The employment scenario in the country is likely to witness a surge in 2014 with the banking segment expected to hire aggressively and a rebound in economic growth raising prospects for jobs across sectors. A deep economic slowdown and delay in implementation of projects have hurt jobs in several sectors,particularly in manufacturing.The slowdown in developed economies also hit jobs in the export and other allied sectors.

The banking sector has drawn up ambitious hiring plans for officers as well as administrative staff. State-run banks are expected to recruit about 55,000 officers and clerical staff in 2014.On an average,in the next three years,the banking sector will recruit about 50,000 employees, said Anup Sankar Bhattacharya, director at the Institute of Banking Personnel Selection.

The extent of demand for banking jobs is evident from the fact that nearly 10 lakh candidates appeared in the written exams for 19,000 vacancies for officers in state-run banks.Out of 10 lakh, only 57,000 will be called for interviews.

Other sectors which are likely to benefit from the economic recovery,in terms of jobs,are retail,hospitality,logistics,engineering,consumer goods,life sciences,pharmaceuticals and medical diagonistics. Infrastructure, Engineering &Exports Infosys, the countrys second biggest software services exporter,has plans to hire 15,000 to 16,000 engineers next year.An improvement in demand for outsourcing in the US and other countries is expected to raise job prospects for engineers,programmers and others.
Though 2013 marked a year of disappointment on hiring front,2014 seems promising.The upcoming national elections coupled with the improvement in the global economic conditions are expected to pull the market out of the guessing phase and bring cheer, said Ashok Reddy,managing director of TeamLease Services,a recruitment consultancy firm.

In fact,as the year progresses companies are expected to come out and invest again,automatically leading to talent search, he said,adding that sectors such as consumer goods,durables,telecom,retail and hospitality are expected to drive growth.

The infrastructure sector is also likely to benefit as projects get off the ground.Several stalled projects are expected to kick off,stoking demand for skilled and unskilled workers.Demand for jobs will come from the planned industrial corridors,which will link key cities.

As the core sector improves,floodgates should open.There has been considerable amount of investment in big ticket projects, said K Sudershan, managing partner at EMA Partners International,a global executive search firm.

There is a fair degree of optimism, he said,adding that the job scene may gather pace after the national elections in 2014.Sudershan said sectors such as metals,power,real estate could witness demand for jobs as clarity emerges on the policy front and sentiment improves.He further said a significant amount of retirements in the next two to three years in the manufacturing sector could drive demand for engineers.

Gautam Nair,managing director at Matrix Clothing,said improvement in the US economy and Europe augured well for employees in the labour-intensive textile sector.But,ironically in a country like India,we are facing shortage of labour, Nair said,adding that the gap was wide for both quantity and quality of labour.Unemployable Graduates While the jobs scenario is expected to improve,for employers it will be a challenge to find employees who possess the right skills.There is ample opportunity for people with the right DNA.But,the fact is that most of the graduates are not really employable.Employers have become far more quality conscious, said Ronesh Puri,managing director of Executive Access,a search firm.

Unfortunately universities are churning out sub-optimal talent.They have not been able to reorient to market needs.There has to be major shift in the way universities and institutions are imparting education, Puri said,adding that 2014 would be a far better year for jobs compared to the past two years.While the government has mounted an effort to upgrade skills,experts say it has to be on a war footing as millions of young men and women enter the job market.And,the options should be outside the farm sector,which still employs a large chunk of the population.

.. India has to focus on an agenda to create jobs outside of agriculture,which will help us reap the demographic dividend and also improve livelihoods in agriculture, the Economic Survey of the government said earlier in the year.Measuring Employment Another area which requires close attention is the way employment is measured in the country.In developed economies,employers are required to provide data and the other source of information is from the unemployment doles that people opt for when they lose jobs.More than 85-90 % jobs are in the formal sector,while in India only 8% employment is in the organized sector.

Nearly 92% of the workforce is self employed or in the informal sector.In India,we have to depend on household surveys,which is expensive, said Pronob Sen,chairman,National Statistical Commission.The surveys are conducted every five years and the results are released within nine months.
According to the usual principal status method,the unemployment rate is 2.8%,which experts say is low.Added to this is the problem of massive underemployment.The usual principal method refers to whether one has been employed in half of the last one year.We are trying to improve the quality of information of some of the indicators, Sen said,pointing to the planned changes to ensure a far more comprehensive assessment of the jobs scenario.

Source: Times of India, 28-Dec-2013

01:05 - By Unknown 0

IBPS Clerk III Result Out

Dear candidates, IBPS has declared the result of IBPS CLERK III written exam. Please click below to view your result.

• Click here to view your Result:

11:39 - By Unknown 0

Dream Big and Dare to Fail

Bankersadda is visited by thousands of people daily, who have taken up a challenge upon themselves to get into a government job for their dreams. During this struggle, phases come when one has to face failure & criticism and life seems to be so tough.  We understand the pains of such failures and would like to stand with our readers in such phases. One has to understand that success is never ending and failure is never final.

In-fact, failure is the highway to success. There a famous quote "If you want  to succeed, double your failure rate." If you study history, you will  find that all stories of success are also stories of great failures. But  people don't see the failures. They only see one side of the picture  and they say that person got lucky: "He must have been at the right  place at the right time."

Let us share a story with you. This was a man who failed in business at the age of 21; was defeated in a legislative race at age 22; failed again in  business at age 24; overcame the death of his sweetheart at age 26; had a  nervous breakdown at age 27; lost a congressional race at age 34; lost a senatorial race at age 45; failed in an effort to become vice-president  at age 47; lost a senatorial race at age 49; and was elected president  of the United States at age 52.

This man was Abraham Lincoln. Would you call him a failure? He could have quit. But to Lincoln, defeat was a detour and not a dead end.

A New York  Times editorial on December 10, 1903, questioned the wisdom of the  Wright Brothers who were trying to invent a machine, heavier than air,  that would fly. One week later, at Kitty Hawk, the Wright Brothers took  their famous flight.

"Winning isn't everything but wanting to win is" - Vince Lombardi

One  day a partially deaf four year old kid came home with a note in his  pocket from his teacher, "Your Tommy is too stupid to learn, get him out  of the school." His mother read the note and answered, "My Tommy is not  stupid to learn, I will teach him myself." And that Tommy grew up to be  the great Thomas Edison. Thomas Edison had only three months of formal  schooling and he was partially deaf.

Do you consider these people failures? They succeeded in spite of problems, not in the absence of them. But to the outside world, it appears as though they just got lucky.

All  success stories are stories of great failures. The only difference is  that every time they failed, they bounced back. This is called failing  forward, rather than backward. You learn and move forward. Learn from  your failure and keep moving.

You miss 100% of the shots, you don't take - Wayne Gretzky.

Go confidently in the direction of your dreams and live the life you have imagined. Life if waiting for you. Happy New Year 2014.

11:38 - By Unknown 0