Division of employees, their relocation and nativity issues

Division of Public Sector Enterprises (PSEs)

The division of the PSEs of the existing state of Andhra Pradesh

will be done according to the location of production facilities

With the exception of a few PSEs, the headquarters of most of

them are located in Hyderabad. However, it is the location of

the production facility that will determine whether an enterprise

will be included in new Andhra Pradesh or Telangana. The

headquarters may continue to remain in Hyderabad for the

period in which it will serve as the common capital. After this,

enterprises that are allocated to the new Andhra Pradesh would

have to reallocate their headquarters to the new capital city. If

these enterprises are contributing significantly to state revenues,

new Andhra Pradesh may relocate their headquarters at the

earliest to a location within new Andhra Pradesh.

Division of government employees

In relation to the Indian Administrative Services, Indian Police

Services and Indian Forest Services, two separate cadres will

be created: one for new Andhra Pradesh and the other for

Telangana. From the day of bifurcation, the employees of

Public Sector Undertakings, corporations and other autonomous

bodies will continue to function in such undertaking, corporation

or autonomous bodies for one year. During this period, the

concerned corporate body will have to determine the modalities

for distributing the personnel between the two new States.

The Public Service Commission for the existing state of Andhra

Pradesh will also become the Public Service Commission for the

new Andhra Pradesh. Furthermore, it will serve as the Public

Service Commission for Telangana until the new Public Service

Commission is constituted there.

Division of pensioners

The Reorganization Act has made detailed provisions for the

division of pension liabilities of the existing state between the two

new States. This has been elucidated on in the Act. The focus on

pension comes from the experience of the division of other states

that have indicated unresolved issues pertaining to the division of

pension liabilities.

The provision states that the pension liabilities of the existing state will be divided between the two new States in the Population ratio. The actual liabilities would differ from this ratio. In such acase, the state that has to pay more than its share in population would be reimbursed by the other one.

State Undertakings & Institutions

Section 68 catalogues eighty-nine (89) State Undertakings have been specified in the Ninth Schedule of the Act. Section 53 of Andhra Pradesh Reorganisation Act that deals with the apportionment of assets and liabilities relating to the State undertakings is as follows:

(1 The assets and liabilities relating to any commercial or industrial undertaking of the existing State of Andhra Pradesh, where such undertaking or part thereof is exclusively located in, or its operations are confined to, a local area, shall pass to the State in which that area is included on the appointed day, irrespective of the location of its headquarters.

(2 Provided that where the operation of such undertaking becomes interState by virtue of the provisions of Part II, the assets and liabilities of––

(a) the operational units of the undertaking shall be apportioned between the two successor States on location basis;and (b) the headquarters of such undertaking shall be apportioned between the two successor States on the basis of population ratio.

Though eighty-nine state undertakings were included in the Ninth Schedule, only seventy are incorporated societies or companies, rest being subsidiary The previous central government has not paid adequate attention to the principles and the methodology for reorganisation of state enterprises and apportionment of assets and liabilities between the two states while formulating the Act. Though subsequently the undivided Andhra Pradesh government has constituted an expert committee for apportionment of assets and liabilities of the state undertakings, including the staff, it is far from completing its task. This has created uncertainty in the management of the state undertakings during the interregnum.
The Section 75 of the Act, cited below, has provided for the continuation of facilities in one hundred seven (107) institutions specified in the Tenth Schedule to the Act.
A careful analysis of the institutions listed in the Schedule-X indicate that twenty-two are government departments, ten are Statutory Bodies, seventeen are societies and two are categorised as board / council. All these fifty-five entities are required by both States in their entirety and not amenable to sharing between the two Further, four of the hundred seven institutions are not functional, nine are universities and sixteen others are integral part of government departments.
Consequently, the Act has created a curious situation by including the heads of departments (HOD) and regulatory agencies that are integral to the governance of every State in the Schedule-X, while excluding several other entities that have been established under the central and state statutes. Further, the Act has remained silent on the apportionment of staff, assets, , of these institutions between the two States. Above all, since majority of the institutions included in the Tenth Schedule are headquartered inHyderabad, the residuary Andhra Pradesh would take a long time to replicate them. The Act has not provided any provision to replicate these valuable institutions in the residuary State.
several institutions established under the statute, like the Information Commission, State Election Commission, Lokayuktha, Human Rights Commission, , have not found place anywhere in the Act. Therefore, it is crystal clear that the Act was designed without adequate attention to the details

Division of Employees

The division of employees is the process of dividing up the work that needs to be done in an organization so that it can be completed efficiently and effectively. There are a number of different ways to divide up work, and the best approach will vary depending on the specific needs of the organization.

One common approach is to divide work based on function. This means that employees are grouped together based on the type of work they do, such as sales, Marketing, or accounting. This approach can be helpful in ensuring that each department has the Resources it needs to be successful.

Another common approach is to divide work based on geography. This means that employees are grouped together based on their location, such as in different offices or regions. This approach can be helpful in ensuring that employees are able to work together effectively, even if they are not located in the same place.

Finally, work can also be divided based on seniority. This means that employees are grouped together based on their length of service with the organization. This approach can be helpful in ensuring that experienced employees are able to mentor and train new employees.

The division of employees is an important part of any organization. By dividing work up effectively, organizations can ensure that their employees are able to work together efficiently and effectively to achieve their goals.

Relocation of Employees

Employee relocation is the process of moving an employee to a new location for work. This can be a complex and stressful process for both the employee and the employer. There are a number of factors to consider when relocating an employee, including the cost of relocation, the employee’s family situation, and the employee’s job satisfaction.

There are a number of benefits to relocating an employee. Relocating an employee can help to improve the employee’s job satisfaction and productivity. It can also help to attract and retain top talent. Additionally, relocating an employee can help to expand the company’s reach and market share.

There are also a number of challenges associated with relocating an employee. The cost of relocation can be high, and the employee’s family situation may need to be considered. Additionally, the employee may not be happy about being relocated, and their job satisfaction may suffer.

There are a number of things that employers can do to make the relocation process easier for employees. Employers can provide relocation assistance, such as help with finding a new home and school for the employee’s children. Employers can also offer relocation benefits, such as a signing bonus or a relocation allowance.

Employee relocation can be a complex and stressful process, but it can also be a rewarding one. By taking the time to plan and execute the relocation process carefully, employers can help to ensure that the relocation is a success for both the employee and the company.

Nativity Issues

Nativity issues are those that relate to the place of birth of an individual. These issues can arise in a number of different contexts, such as immigration, Citizenship-2/”>Citizenship, and EMPLOYMENT.

In the context of immigration, nativity issues can arise when an individual is trying to immigrate to a new country. In order to immigrate, an individual must typically meet certain requirements, such as having a job offer in the new country or having a family member who is a citizen of the new country. If an individual is not born in the new country, they may need to obtain a visa in order to live and work there.

In the context of citizenship, nativity issues can arise when an individual is trying to become a citizen of a new country. In order to become a citizen, an individual must typically meet certain requirements, such as having lived in the new country for a certain number of years and having a basic understanding of the new country’s language and culture. If an individual is not born in the new country, they may need to naturalize in order to become a citizen.

In the context of employment, nativity issues can arise when an individual is applying for a job. In some cases, employers may prefer to hire individuals who are born in the country where the job is located. This is because employers may believe that these individuals are more likely to be familiar with the local culture and language. However, it is important to note that discrimination on the basis of nativity is illegal in many countries.

Nativity issues can be complex and challenging. It is important to be aware of the potential issues that can arise and to take steps to address them.

Topic 1: Employee benefits

What are employee benefits?
Employee benefits are a form of compensation provided by an employer to an employee in addition to the employee’s regular salary or wages. Benefits can include Health insurance, life insurance, retirement Savings plans, paid time off, and more.
What are the different types of employee benefits?
There are many different types of employee benefits, but some of the most common include:
- Health insurance: This type of insurance covers medical, dental, and vision care.
- Life insurance: This type of insurance provides a death benefit to the employee’s beneficiaries in the event of the employee’s death.
- Retirement savings plans: These plans allow employees to save for retirement with tax-advantaged contributions.
- Paid time off: This type of benefit allows employees to take time off from work for vacation, sick leave, and other personal reasons.
How do I choose the right employee benefits for my company?
When choosing employee benefits, it is important to consider the needs of your employees and your company’s budget. You should also make sure that your benefits are competitive with those offered by other companies in your Industry.
What are the benefits of offering employee benefits?
There are many benefits to offering employee benefits, including:
- Attracting and retaining top talent: Offering competitive benefits can help you attract and retain top talent.
- Improving employee morale: Employees who feel valued and appreciated are more likely to be happy and productive at work.
- Reducing employee turnover: Offering competitive benefits can help you reduce employee turnover.
- Boosting employee productivity: Employees who are healthy and well-rested are more likely to be productive at work.

Topic 2: Employee relations

What is employee relations?
Employee relations is the practice of managing the relationship between an employer and its employees. It involves a variety of activities, such as Communication, conflict resolution, and employee engagement.
What are the benefits of good employee relations?
Good employee relations can lead to a number of benefits, including:
- Increased productivity: Employees who feel valued and appreciated are more likely to be productive at work.
- Reduced turnover: Employees who are happy with their jobs are less likely to leave.
- Improved morale: Employees who feel like they are part of a team are more likely to be happy and engaged in their work.
- Reduced conflict: When employees feel like they are being heard and their concerns are being addressed, they are less likely to engage in conflict.
What are some common challenges in employee relations?
Some common challenges in employee relations include:
- Communication: It can be difficult to communicate effectively with a large group of people.
- Conflict resolution: When employees disagree, it can be difficult to resolve the conflict in a way that is fair to everyone involved.
- Employee engagement: It can be difficult to keep employees engaged in their work, especially when they are feeling stressed or overworked.

Topic 3: Employee training

What is employee training?
Employee training is the process of teaching employees the skills and knowledge they need to do their jobs effectively. It can take place on the job, in a classroom setting, or online.
What are the benefits of employee training?
Employee training can lead to a number of benefits, including:
- Increased productivity: Employees who are trained on the latest skills and techniques are more likely to be productive at work.
- Reduced errors: Employees who are well-trained are less likely to make mistakes.
- Improved customer service: Employees who are trained in customer service are more likely to provide excellent customer service.
- Reduced turnover: Employees who are happy with their jobs and feel like they are Learning new things are less likely to leave.
What are some common challenges in employee training?
Some common challenges in employee training include:
- Finding the time to train employees: It can be difficult to find the time to train employees, especially when they are already busy with their regular work.
- Making sure that training is effective: It is important to make sure that training is effective and that employees are actually learning the material.
- Keeping up with changes: The world of work is constantly changing, so it is important to make sure that training is up-to-date.

Which of the following is not a factor that can affect employee morale?
(A) Job satisfaction
(B) Pay
(C) Benefits
(D) Division of employees
Which of the following is not a way to improve employee morale?
(A) Provide regular feedback
(B) Offer opportunities for advancement
(C) Create a positive work Environment
(D) Relocate employees
Which of the following is not a way to reduce employee turnover?
(A) Offer competitive pay and benefits
(B) Provide opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to improve employee productivity?
(A) Provide regular feedback
(B) Offer opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to reduce employee Stress?
(A) Provide regular breaks
(B) Offer opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to improve employee safety?
(A) Provide training on safety procedures
(B) Provide personal protective equipment
(C) Create a safe work environment
(D) Relocate employees
Which of the following is not a way to improve employee satisfaction?
(A) Provide regular feedback
(B) Offer opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to improve employee engagement?
(A) Provide regular feedback
(B) Offer opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to improve employee retention?
(A) Offer competitive pay and benefits
(B) Provide opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees
Which of the following is not a way to improve employee performance?
(A) Provide regular feedback
(B) Offer opportunities for advancement
(C) Create a positive work environment
(D) Relocate employees