Mission Karmayogi

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.