Answer each of the following questions in about 150 words: (a) Job evaluation and internal equity (10 marks) (b) Impact of…

Answer each of the following questions in about 150 words: (a) Job evaluation and internal equity (10 marks) (b) Impact of traditional job specifications (10 marks) (c) Impact of absenteeism (10 marks) (d) Factors influencing salary and wage administration. (10 marks) (e) Causes of Industrial Disputes (10 marks)

हिंदी में प्रश्न पढ़ें

निम्नलिखित प्रश्नों में से प्रत्येक का उत्तर लगभग 150 शब्दों में दीजिये : (a) कार्य मूल्यांकन तथा आंतरिक समता (10 अंक) (b) परम्परागत कार्य विनिर्देशनों का प्रभाव (10 अंक) (c) अनुपस्थिति का प्रभाव (10 अंक) (d) वेतन एवं मजदूरी प्रशासन को प्रभावित करने वाले कारक (10 अंक) (e) औद्योगिक विवादों के कारण (10 अंक)

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Directive word: Explain

This question asks you to explain. 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

Explain each sub-part concisely within ~30 words each, allocating roughly equal time and space since all carry equal marks (10 each). Begin with a brief definitional statement, follow with 2-3 explanatory points, and end with a forward-looking or integrative closing line. No elaborate introduction or conclusion is needed for this short-answer format.

Key points expected

(a) Job evaluation: define as systematic job worth assessment; internal equity as fair pay relative to other jobs in same organization; mention methods (ranking, grading, point-factor) and link to motivation/retention
(b) Traditional job specifications: define rigid skill-experience requirements; explain how they create entry barriers, reduce workforce flexibility, and hinder diversity; contrast with competency-based approaches
(c) Impact of absenteeism: quantify productivity loss, overtime costs, disrupted workflows; mention quality defects, morale decline among present workers; cite Indian manufacturing/IT sector data if possible
(d) Salary/wage administration factors: external (minimum wage laws, market rates, cost of living) and internal (job evaluation, ability to pay, employee performance, union bargaining power)
(e) Causes of industrial disputes: economic (wages, bonus, working hours), managerial (unfair treatment, victimization), political/union (rivalry, outside leadership), and statutory (non-implementation of labour laws)

Evaluation rubric

Dimension	Weight	Max marks	Excellent	Average	Poor
Demand-directive understanding	15%	7.5	Correctly interprets 'explain' across all five parts: for (a) clarifies causal link between evaluation and equity; for (b) distinguishes traditional vs. modern specifications; for (c) covers multiple stakeholder impacts; for (d) balances internal and external factors; for (e) classifies causes by source (economic, managerial, political)	Addresses all parts but treats some descriptively rather than explanatorily; may confuse job evaluation with performance appraisal or miss the 'impact' dimension in (b) and (c)	Misreads directive—describes instead of explains, or omits 1-2 sub-parts entirely; confuses job evaluation with market pricing or external equity
Content depth & accuracy	25%	12.5	Demonstrates precise HRM-IR knowledge: names specific methods (point-factor, factor comparison) in (a); cites rigidity and obsolescence in (b); quantifies absenteeism costs with Indian context (2-4% of payroll typical) in (c); includes Payment of Wages Act, Code on Wages 2019 in (d); references Industrial Disputes Act 1947, Section 2(k) in (e)	Covers main concepts accurately but lacks specificity—mentions 'methods' without naming them, or 'laws' without citation; some factual errors in labour law references	Superficial or incorrect content: confuses job evaluation with performance appraisal, absenteeism with turnover, or industrial disputes with strikes only; major legal inaccuracies
Structure & flow	20%	10	Clear five-part segmentation with visible (a)-(e) labels; each sub-part follows consistent pattern (definition → 2-3 explanatory points → brief implication); tight 25-30 word discipline per part; seamless logical progression within compressed space	All parts present but uneven development—some parts bullet-heavy, others paragraph-heavy; occasional blurring between (b) and (d) or (c) and (e); word count imbalance visible	Poorly demarcated parts, missing labels, or merged responses; rambling structure that exceeds word limit without covering all five components; illogical sequencing
Examples / case-law / data	20%	10	Integrates at least 3-4 specific references: Indian labour statistics (e.g., 20-25% absenteeism in public sector vs. 5-8% in private manufacturing); landmark cases like Workmen v. Firestone Tyre (job evaluation dispute) or Bharat Iron Works v. Biswanath (wage fixation); recent Code on Wages 2019 provisions; sector-specific illustrations (coal, textiles, IT)	Generic examples only ('a factory in Mumbai') or mentions laws without case names; one solid reference but others missing; no contemporary data	No examples, cases, or data; or fabricated/irrelevant references; confuses Indian and foreign legal frameworks
Conclusion & analytical edge	20%	10	Each part ends with analytical insight: (a) links internal equity to talent retention in gig economy; (b) critiques traditional specs for AI-era workforce; (c) connects absenteeism to presenteeism and mental health; (d) notes emerging skill-based pay trends; (e) observes declining formal disputes but rising informal conflict; demonstrates integrated HRM-IR perspective	Functional closing statements without synthesis; restates points rather than extending analysis; no cross-part linkages evident	Abrupt endings or missing conclusions; purely descriptive with no evaluative or forward-looking element; fails to demonstrate examiner-level analytical maturity expected at Mains

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