GS 2-GOVERNANCE- Role of civil services in a democracy, Important aspects of governance,transparency and accountability.
Introduction
Mission Karmayogi’ – the National Programme for Civil Services Capacity Building (NPCSCB) aims to transform capacity-building in the bureaucracy through institutional and process reforms.
Six Pillars:
- Policy Framework
- Institutional Framework
- Competency Framework
- Digital Learning Framework iGOT-Karmayogi
- The electronic Human Resource Management System
- The Monitoring and Evaluation Framework
Objectives:
- Prescribe Annual Capacity Building Plan for all Departments and Services.
- Monior the implementation of Capacity Building Plan.
- Massive Capacity Building initiative to ensure efficient service delivery.
- Promotes Technology-Driven Learning Pedagogy.
- Shift from ‘Rules-based’ to a ‘Roles-based’ Human Resource management.
- Emphasise role of ‘On-Site learning’ in complementing ‘Off-Site learning’
- Linking training and development of competencies of civil servants.
- Transforming training institutions into centres of Excellence.
- Ministries to directly invest and co-create a common learning ecosystem.
- Focus on massive scale training on e-learning
iGOT- Karmayogi platform:
iGOT stands for Integrated Govt. Online training’ (iGOT).
It is a portal on the Ministry of HRD’s DIKSHA platform for the purpose of capacity building.
- To provide any time-anywhere learning to train about 2.5 crores civil servants.
- Content curation to evolve into a vibrant and world class marketplace.
- Supported by a robust e-learning content industry providing best-in-class content with Indian values.
- To create continuous,frictionless,guided capacity building for all civil servants.
| Benefits | Challenges |
| Rule Based to Role Based:work allocations can be done by matching an official’s competencies to the requirements of the post. | John Maynard Keynes, the economist, once said that “The difficulty lies, not in the new ideas, but in escaping from the old ones.” |
| Domain Training:Will focus on functional and behavioural competencies also. | A tendency in the Bureaucracy to resist the change which challenges their status quo. |
| Uniform Training Standard: will harmonise training standards across the country thus understanding of India’s aspirations and development goals. | Person in authority too should have the requisite skill and experience in that particular area. |
| Vision For New India: aimed at building a future-ready civil service with the right attitude, skills and knowledge. | There should be a behavioural change in the bureaucracy too-a need of the hour and not an attack on their status quo. |
| On Site Learning:will emphasize on ‘on-site learning’ to complement the ‘off-site’ learning. | These online courses must not become another opportunity for the officers to go for the sabbatical leaves. |
| Adoption Of Best Practices: will encourage and partner with content creators including public training institutions, universities, start-tips and individual experts. | Equally culpable is the political interference which manifests itself in transfers which must be addressed too. |
Conclusion
Ashok Khemka, the IAS officer from Haryana, is a living testimony of it who has been transferred 52 times so far in his career.
While this is a welcome move, it is also a fact that bureaucratic sloth is only one side of the coin,the reform process is not going to be easy but this is a good move in the direction.
