(a) What is the role of International Labour Organisation (ILO) and how has it influenced labour and social policies in India ?…

(a) What is the role of International Labour Organisation (ILO) and how has it influenced labour and social policies in India ? Elaborate. (20 marks) (b) Define recruitment. Describe the various methods of recruitment. Which method, in your opinion, will be more suitable to recruit a higher post like marketing manager ? Explain in detail. (20 marks) (c) "Training programmes are helpful to avoid personnel obsolescence." Elucidate. (10 marks)

हिंदी में प्रश्न पढ़ें

(a) अंतर्राष्ट्रीय श्रम संगठन (आई एल ओ) की क्या भूमिका है तथा इसने भारत में श्रम एवं सामाजिक नीतियों को किस प्रकार प्रभावित किया है ? विस्तार से व्याख्या कीजिये। (20 अंक) (b) भर्ती को परिभाषित कीजिये। भर्ती की विभिन्न विधियों का वर्णन कीजिये। आपके विचार में कौनसी विधि विपणन प्रबंधक जैसे उच्च पद की भर्ती के लिये अधिक उपयुक्त रहेगी ? विस्तार से समझाइये। (20 अंक) (c) "प्रशिक्षण कार्यक्रम कर्मिक अप्रचलन को रोकने में सहायक होते हैं।" स्पष्ट कीजिये। (10 अंक)

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Directive word: Elaborate

This question asks you to elaborate. 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 'elaborate' for part (a), with secondary directives 'describe' and 'explain' for parts (b) and (c) respectively. Allocate approximately 40% of time/words to part (a) given its 20 marks and analytical depth required on ILO's India influence; 35% to part (b) for comprehensive method coverage with justified preference; and 25% to part (c) for conceptual elucidation on obsolescence. Structure with clear sub-headings for each part, ensuring seamless transitions between descriptive and analytical elements.

Key points expected

Part (a): ILO's tripartite structure (governments, employers, workers) and its core objectives of social justice, decent work, and international labour standards
Part (a): Specific Indian influences—ratification of conventions (e.g., C-138 on minimum age, C-182 on worst forms of child labour), labour code reforms aligning with ILO principles, and social security schemes like ESI, EPFO
Part (b): Formal definition of recruitment distinguishing it from selection; comprehensive classification of methods into internal (promotion, transfer, job posting) and external (direct, indirect, third-party sources)
Part (b): Critical evaluation of methods for marketing manager position—justifying executive search/consultancy or campus recruitment with rationale on strategic fit, confidentiality, and talent scarcity
Part (c): Conceptual clarity on personnel obsolescence (knowledge, skill, and technological); mechanisms through which training prevents obsolescence—reskilling, upskilling, cross-functional exposure, and continuous learning culture

Evaluation rubric

Dimension	Weight	Max marks	Excellent	Average	Poor
Demand-directive understanding	20%	10	For (a), provides layered elaboration beyond description—analysing how ILO norms shaped India's legislative trajectory; for (b), moves beyond definition to critically justify method selection with situational analysis; for (c), transforms the statement into an argued position with causal mechanisms, not mere affirmation	Addresses all directives superficially—describes ILO functions, lists recruitment methods, and affirms training benefits without depth or justification; treats 'elaborate' and 'explain' as synonymous with 'describe'	Misinterprets directives—provides only definition for (a), lists methods without comparison for (b), or merely agrees with the statement in (c) without elucidation; confuses recruitment with selection
Content depth & accuracy	20%	10	Demonstrates command over ILO's 8 fundamental conventions and India's ratification status; accurately distinguishes between sources and methods of recruitment; explains multiple obsolescence types (technical, structural, individual) with training interventions mapped to each	Covers ILO's general role without convention specifics; conflates recruitment sources with methods; mentions obsolescence vaguely without typology; minor factual errors on labour codes or ILO structure	Significant content gaps—omits tripartite structure, confuses internal/external recruitment boundaries, or fails to explain how training addresses obsolescence; includes outdated pre-2020 labour law references without acknowledging code reforms
Structure & flow	20%	10	Clear tripartite division with visible sub-headings; within (a), logical progression from ILO structure → global role → India-specific influence; within (b), definition → classification → comparative analysis → justified conclusion; (c) follows thesis-antithesis-synthesis or problem-solution format	All parts present but poorly demarcated; some logical gaps—e.g., jumps from ILO history to Indian laws without transition; methods listed without systematic classification; (c) lacks clear paragraph structure	Disorganised response with merged or missing parts; no visible structure; random information dumping; part (c) entirely missing or appended as afterthought; illegible handwriting or formatting compounds structural failure
Examples / case-law / data	20%	10	For (a): cites specific conventions ratified by India (C-29, C-105 on forced labour; C-138, C-182 on child labour), references Code on Social Security 2020 aligning with ILO standards; for (b): illustrates with Indian corporate practices—TAS for Tata, L&T's campus connect, or Infosys's internal job rotation; for (c): cites industry 4.0/reskilling data or specific programmes like TCS's upskilling initiatives	Generic examples only—mentions 'many MNCs' without naming; vague reference to 'labour laws' without specificity; no Indian organisational examples for recruitment or training; missing contemporary references	No examples, data, or case references; or irrelevant examples (e.g., discussing ILO's WHO collaboration instead of India focus; using factory worker recruitment examples for marketing manager position)
Conclusion & analytical edge	20%	10	Synthesises across parts: critiques ILO's limited enforcement in India's informal economy; offers nuanced conclusion on hybrid recruitment strategies for senior roles; addresses limitations of training (cost, time, transfer of training) while affirming its obsolescence-prevention role; forward-looking recommendations on gig economy, AI in HRM	Summarises each part separately without synthesis; standard concluding paragraphs restating points; no critical perspective on ILO's challenges, recruitment method limitations, or training ROI concerns	Abrupt or missing conclusion; purely descriptive ending; contradictory final positions (e.g., advocating internal recruitment for marketing manager after extolling external search benefits); no analytical closure on any part

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