PREVIOUS YEAR SOLVED PAPERS MCQ - December 2018

Examples of Agricultural Income
The following are some of the examples of agricultural income:
∎ Income derived from sale of replanted trees.
∎ Income from sale of seeds.
∎ Rent received for agricultural land.
∎ Income from growing flowers and creepers.
∎ Profits received from a partner from a firm engaged in agricultural produce or activities.
∎ Interest on capital that a partner from a firm, engaged in agricultural operations, receives.
Examples of Non-Agricultural Income
The following are some of the examples of non-agricultural income:
∎ Income from poultry farming.
∎ Income from bee hiving.
∎ Any dividend that an organization pays from its agriculture income.
∎ Income from the sale of spontaneously grown trees.
∎ Income from dairy farming.
∎ Income from salt produced after the land has flooded with sea water.
∎ Purchase of standing crop.
∎ Royalty income from mines.
∎ Income from butter and cheese making.
∎ Receipts from TV serial shooting in farm house.

Multiple Purposes of Performance Assessment

General Applications	Specific Purpose
Developmental Uses	∎ Identification of individual needs ∎ Performance feedback ∎ Determining transfers and job assignments ∎ Identification of individual strengths and developmental needs
Administrative  Uses/Decisions	∎ Salary ∎ Promotion ∎ Retention or termination ∎ Recognition of individual performance ∎ Lay-offs ∎ Identification of poor performers
Organisational Maintenance/Objectives	∎ HR planning ∎ Determining organisation training needs ∎ Evaluation of organisational goal achievement ∎ Information for goal identification ∎ Evaluation of HR systems ∎ Reinforcement of organisational development needs
Documentation	∎Criteria for validation research ∎ Documentation for HR decisions ∎ Helping to meet legal requirements

Job Specification: Job specification or employee specification is a statement which answers the question, “What human qualities and traits are necessary to do the job well?” It is a written record of the physical, mental, social, psychological, and behavioural characteristics which a person should possess in order to perform the job effectively. In contrast to the job description it is a standard of personnel and designates the qualities required for acceptable performance. A job description is a profile of the job. A job specification, on the other hand, describes what the job demands of the employee and the human skills that are required. It is a profile of the human characteristics needed by the person performing the job. It is a statement of essential and desirable attributes, which a person must possess. It contains information in terms of education, experience, training, judgement, initiative, physical effort, physical skills, communication skills and emotional characteristics.
The job specification is a major tool in the staffing process. It is also helpful in training and appraisal of employees. It is also useful in testing, interviewing and checking of reference.