Paper II — Q5
Answer each of the following in about 150 words: (a) Distinguish 'transfer' from 'promotion'/'demotion' and state the purposes…
Answer each of the following in about 150 words: (a) Distinguish 'transfer' from 'promotion'/'demotion' and state the purposes of resorting to 'transfer'. (b) Briefly discuss the four integrated components of 360° feedback. (c) "Excessive turnover of labour is neither in the interest of the employer nor in the interest of the employees." Explain this statement. (d) Discuss the essential conditions for congenial industrial relations. (e) State the responsibilities of Industrial Relations Managers.
हिंदी में प्रश्न पढ़ें
निम्नलिखित में से प्रत्येक का लगभग 150 शब्दों में उत्तर दीजिए : (a) 'अन्तरण (ट्रांसफर)' का 'पदोन्नति'/'पदावनति' से अन्तर कीजिए तथा 'अन्तरण' के आश्रय लेने के उद्देश्यों को स्पष्ट कीजिए। (b) 360° प्रतिपुष्टि के चार समन्वित अवयवों की संक्षेप में विवेचना कीजिए। (c) "श्रमिक का अत्यधिक आवर्त (टर्नओवर) न तो नियोक्ता के हित में है और न ही कर्मचारियों के हित में।" इस कथन को स्पष्ट कीजिए। (d) सौहार्दपूर्ण औद्योगिक सम्बन्ध के लिए आवश्यक दशाओं की विवेचना कीजिए। (e) औद्योगिक सम्बन्ध प्रबन्धकों के उत्तरदायित्वों को स्पष्ट कीजिए।
Directive word: Distinguish
This question asks you to distinguish. The directive word signals the depth of analysis expected, the structure of your answer, and the weight of evidence you must bring.
See our UPSC directive words guide for a full breakdown of how to respond to each command word.
How this answer will be evaluated
Approach
The primary directive is 'distinguish' for part (a), with secondary directives being 'discuss' for (b) and (d), 'explain' for (c), and 'state' for (e). Allocate approximately 30 words (20%) to each sub-part given equal weightage, ensuring crisp definitions for (a), component-wise breakdown for (b), balanced stakeholder analysis for (c), multi-factorial discussion for (d), and enumerated responsibilities for (e). No elaborate introduction or conclusion is needed; use clear sub-headings and bullet points for readability.
Key points expected
- (a) Clear distinction: transfer is lateral movement (same pay/rank/department) vs. promotion (upward, higher pay/status) vs. demotion (downward, lower pay/status); purposes include filling vacancies, employee development, preventing stagnation, and organizational restructuring
- (b) Four components of 360° feedback: self-appraisal, superior's appraisal, subordinate's appraisal, and peer appraisal; brief explanation of each component's role in holistic assessment
- (c) Explanation of why excessive turnover harms both parties: employer faces recruitment/training costs, productivity loss, knowledge drain; employees face income instability, career disruption, social costs; mention optimal turnover concept
- (d) Essential conditions for congenial industrial relations: strong trade unions and employers' associations, progressive management, mutual acceptance, effective grievance machinery, government policy framework, and shared economic goals
- (e) Responsibilities of Industrial Relations Managers: policy formulation, negotiation and collective bargaining, grievance handling, maintaining industrial harmony, ensuring legal compliance, and acting as liaison between management and workers
Evaluation rubric
| Dimension | Weight | Max marks | Excellent | Average | Poor |
|---|---|---|---|---|---|
| Demand-directive understanding | 20% | 10 | Correctly interprets 'distinguish' in (a) by presenting comparative table/differentiation on multiple parameters (nature, pay, status, purpose); adapts to 'discuss' in (b) and (d) by providing explanatory depth, 'explain' in (c) by causal reasoning, and 'state' in (e) by concise enumeration without elaboration | Mixes up directives—treats 'distinguish' as mere definition, over-elaborates 'state', or under-explains 'discuss'; some confusion between lateral and vertical movements in (a) | Fundamental misunderstanding of directives—writes essay for 'state', gives single-line definition for 'discuss', or fails to differentiate concepts in (a) at all |
| Content depth & accuracy | 20% | 10 | Precise HRM terminology throughout; accurate purposes of transfer (4-5 valid reasons); correct identification of all four 360° feedback components with brief functional description; balanced employer-employee analysis in (c); comprehensive conditions and responsibilities covering legal, behavioral, and structural dimensions | Generally accurate but incomplete—misses 1-2 purposes of transfer, conflates peer/subordinate appraisal, lists generic conditions without specificity, or presents one-sided analysis in (c) | Major factual errors—wrong components of 360° feedback, confuses transfer with promotion/demotion, irrelevant conditions for IR, or completely imbalanced/missing stakeholder analysis |
| Structure & flow | 20% | 10 | Clear five-part structure with visible sub-headings (a) through (e); within each part, logical sequencing—definition → distinction → purposes for (a), component-wise presentation for (b), thesis-antithesis-synthesis for (c), multi-factor enumeration for (d) and (e); tight 150-word discipline per part | Present but uneven structure—some parts well-organized, others run together; missing sub-headings or unclear transitions between concepts; minor word limit violations | Unstructured narrative without part demarcation; chaotic jumping between concepts; severe word imbalance (some parts 50 words, others 250); illegible or missing paragraph breaks |
| Examples / case-law / data | 20% | 10 | Contextual Indian examples where applicable—e.g., transfer policies in PSUs like SAIL/NTPC, 360° feedback in TCS/Infosys, labour turnover data from ASI or EPFO, IR practices in Maruti Suzuki or Tata Motors, reference to Industrial Disputes Act 1947 provisions for IR managers' responsibilities | Generic or outdated examples; mentions companies without specificity; or provides only 1-2 examples across five parts; examples not clearly tied to the point being made | No examples at all, or factually wrong examples (e.g., citing 360° feedback in 1970s, wrong labour laws); irrelevant international examples without Indian context where Indian examples are expected |
| Conclusion & analytical edge | 20% | 10 | Brief but sharp concluding observation in parts needing synthesis—e.g., in (c) noting that 'rationalized turnover' benefits both parties; in (d) emphasizing that congenial IR is a dynamic process, not static condition; demonstrates integrative thinking across HRM functions | Mechanical endings or missing conclusions in analytical parts; descriptive closure without insight; or attempts conclusion only in (c) and (d) while leaving (a), (b), (e) abrupt | No concluding element in any part; purely fragmented information dumping; or inappropriate lengthy conclusions violating word limits; failure to recognize which parts need synthesis versus enumeration |
Practice this exact question
Write your answer, then get a detailed evaluation from our AI trained on UPSC's answer-writing standards. Free first evaluation — no signup needed to start.
Evaluate my answer →More from Commerce & Accountancy 2022 Paper II
- Q2 (a) "The choice between centralization and decentralization cannot be made in isolation,…
- Q3 (a) Explain, with the help of the expectancy theory, why a lot of workers are not motivat…
- Q4 (a) Critically evaluate the contingency theory of leadership propounded by Fiedler. How i…
- Q5 Answer each of the following in about 150 words: (a) Distinguish 'transfer' from 'promoti…
- Q6 (a) "The approach towards Human Resource Management has undergone transformation through…
- Q7 (a) "Human Resource Planning is a prerequisite for effective management of human resource…
- Q8 (a) Critically examine the strengths and weaknesses of industrial relations in public sec…