RBI Recruitment | RBI Grade 'B' 2016-17 : PaGaLGuY

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I believe you guys are seriously preparing for RBI Grade 'B' 2019.  I have a good news to boost your preparation.

My friend Vinothini is one among the 166 candidates who have successfully cleared the RBI Grade 'B' 2018. She did it on her very first attempt. You can read about her preparation strategies for prelims, and mains, and interview experience in the blog post - https://karaikudikaran.com/career/how-to-get-into-rbi-as-a-grade-b-manager/

Hope, you guys find it useful. Cheers!!

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Options:

Option is Right to buy or sell an agreed quantity of currency or commodity
without obligation to do so. The buyer will exercise the option if market
price is in favor or otherwise option may be allowed to lapse.

Call Option
Right to buy at fixed price on or before fixed date.

Put Option
Right to sell at fixed price on or before fixed date.
 Final day on which it expires is called maturity.

CALL OPTION;
 If Strike price is below the spot price, the option is In the money.
 If Strike price is equal to the spot price, the option is At the money.
 If Strike price is above the spot price, the option is Out of money.

PUT OPTION
 If Strike price is more the spot price, the option is In the money.
 If Strike price is equal to the spot price, the option is At the money.
 If Strike price is less than spot price, the option is Out of the money.

American Option
Option can be exercised on any day before expiry.

European Option
Option can be exercised on maturity only.

JOIN www.facebook.com/groups/rbi.grade.b.prelim.main FOR NOTES
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Poohhh
@Poohhh  ·  2,118 karma

Which online course is good for RBI GRADE B 2019 EXAM??? EDU TAP/ ANUJ JINDAL OR ANY OTHER COURSE PLEASE SUGGEST IF ANYONE KNOWS......

2 comments
ankit98763
@ankit98763  ·  2 karma

anuj jindal

Like  ·  Reply  ·  
vikasthakur2430
@vikasthakur2430  ·  4 karma

My personal experience is that you do self study and use free pdfs and mocks and online websites available ,if you are working or givin first time and want to buy material as you dont have time then go for Anuj jindals course or edutaps,i would personally suggest anuj jindal as his course is good ,comprehensive and covers everything, edutaps content is less for phase 1 compared to anuj jindals and in phase 2 anujs material is good and enough for exam.moreover anuj jindal gives personal attention to every student and this you will not get with anyone else. At the end i will suggest if possible do self study if you have time.few websites i refer to study are given below:- 

https://www.bankersadda.com/p/mont.html

https://www.affairscloud.com/current-affairs-pdf-capsule/

https://www.gktoday.in/  

https://www.youtube.com/channel/UCSxd8i0Imrz3qwh0jyR1CcQ 

http://www.visionias.in/resources/

https://www.insightsonindia.com/downloads/ 

https://www.youtube.com/watch…

https://www.investopedia.com/dictionary/ 

http://www.technofunc.com/…/leader…/item/management-theories

https://hbr.org/

https://www.management-issues.com/

https://www.leadership-central.com/leadership-theories.html 

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PERFORMANCE APPRAISAL: OBJECTIVES, STANDARDS, PROCESS

Performance Appraisal is a control process in which employee’s performance is evaluated against standards. It enables the comparison of actual performance with pre-determined goal and job expectations

MEANING OF PERFORMANCE APPRAISAL

Performance appraisal is the systematic evaluation of employees with respect to his performance on the record of his potential for development. It is the process to understand the abilities of a person for further growth and development It attempts at placing on record certain personality and behavioural characteristics of the individual, effectiveness of the job and contribution to the achievement of organizational goals.

OBJECTIVES OF PERFORMANCE APPRAISAL
  • To meet legal requirements, including those for standardized forms and procedures, and clear and relevant job analysis
  • To motivate employees for better performance of task.
  • The ultimate objective of the performance appraisal is to enhance accountability and improve standard of practice
  • To maintain records in order to determine compensation packages, wage structure, salaries etc.
  • To identify the strengths and weaknesses of employees to place right men on right job.
  • To maintain and assess the potential of a person for further growth and development.
  • To provide a feedback to employees regarding their performance and related status.
  • To provide a feedback to employees regarding their performance and related status.
  • It serves as a basis for influencing working habits of the employees.
  • To review and retain the promotional and other training programmes.
STANDARDS FOR PERFORMANCE APPRAISAL

The important sources of standards for performance evaluation are:

  1. Job analysis: It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it
  2. Job description: It is a written report outlining duties, responsibilities and conditions of the work assignment. It is a description of job and not of the person who happens to hold the job
  3. Job evaluation: It is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization.
PROCESS OF PERFORMANCE APPRAISAL

There are six steps involved in the process of performance appraisal:

  • Establishing Performance Standards: The first step in the process of performance appraisal is the setting up of the standards which will be used to compare the actual performance of the employees against the standards set. The standards set should be clear, easily understandable and measurable.
  • Communicating the Standards: Once performance standards are set, it is the responsibility of the management to communicate the standards to all the employees of the Organization. The employees should be informed and the standards should be clearly explained to the employees. This will help them to understand their roles and to know what exactly is expected from them
  • Measuring the Actual Performance: It is a continuous process which involves monitoring the performance throughout the year
  • Comparing the Actual with the Desired Performance: The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance
  • Discussing Results: The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better
  • Decision Making: The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.
JOIN www.facebook.com/groups/rbi.grade.b.prelim.main FOR NOTES
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SANKALP SCHEME STRIVE SCHEME: OBJECTIVES, FUNDING

The Cabinet Committee on Economic Affairs chaired by the Prime Minister Shri Narendra Modi, has approved two new World Bank supported schemes of Rs. 6,655 crore – Skills Acquisition and Knowledge Awareness for Livelihood Promotion (SANKALP) and Skill Strengthening for Industrial Value Enhancement (STRIVE). Let’s understand SANKALP Scheme STRIVE Scheme.

SANKALP SCHEME

Skills Acquisition and Knowledge Awareness for Livelihood Promotion (SANKALP) Is Centrally sponsored scheme aims to implement the mandate of the National Skill Development Mission (NSDM). The project will be implemented in mission mode through World Bank support

OBJECTIVES OF SANKALP

The SANKALP program consists of four objectives:

  • Strengthened institutional mechanisms at National and State levels to guide planning, delivery and monitoring of market relevant training
  • Improved Quality and Market Relevance of SD programs
  • Improved access to and completion of skills training for female trainees and other disadvantaged groups
  • Expanding skills training through private-public partnerships (PPPs)
FUNDING

The project is funded by three major parts:

  1. World Bank loan assistance of $ 500Mn (Rs. 3300 crore)
  2. States’ contribution $100 Million (Rs. 660 crore)
  3. Industry contribution of $75 Million (Rs. 495 crore)
STRIVE SCHEME

Skills Strengthening for Industrial Value Enhancement (STRIVE) is a new World Bank funded central sector scheme that has been approved by Expenditure Finance Committee (EFC) in November 2016 for a total cost of Rs. 2200 crore.

OBJECTIVES OF STRIVE SCHEME

The objectives of the scheme are:

  • Improved performance of ITI.
  • Increased Capacities of State Governments to support ITIs and Apprenticeship Training
  • Improved Teaching and Learning.
  • Improved and Broadened Apprenticeship Training.
DIFFERENCE BETWEEN SANKALP SCHEME STRIVE SCHEME

The basic difference between SANKALP scheme and STRIVE scheme is that SANKALP envisages to get more trainers while STRIVE will incentivize it is to improve overall performance. 

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IBPS PO 2019 SELECTED INTERVIEW EXPERIENCE

https://youtu.be/twMBMsC5d5E

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#rbiga

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Rbi grade b edutap complete study material for phase 1 as well as phase 2 including videos, pdfs, summary sheets of each and every chapter, excellent coverage of ESI and FM with varying level of difficulties Also covers SEBI For RS-4600 Contact or W h at App-8979246356

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Rbi grade b edutap complete study material for phase 1 as well as phase 2 including videos, pdfs, summary sheets of each and every chapter, excellent coverage of ESI and FM with varying level of difficulties Also covers SEBI For RS-4600 Contact or W h at App-8979246356

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