Of Administration and Recruitments

Zahid H. Bhat
November 26, 2016 OPINION 530 Views

Administrative structures are embedded in the fundamental constitutional norms, and are the outcomes of a state’s historical development, or part of its political heritage.As implementers of many of the state policies, civil service is seen as the face of the government by the public and in this role it acts as an intermediary between those that govern and those who are governed.Civil servants in today’s world are faced with a variety of domestic and international challenges which include an increasingly demanding citizenry, intensifying globalization processes, rapid developments in the use of information and communication technologies, and the rise in the number and influence of civil society forums/organizations. Policy makers in 21st century are once more called upon to provide solutions for the civil services seeking to diversify its recruitment patterns in the populace and to encourage upward mobility within its ranks.
Going through the newspaper report, Recruitment rules obsolete: PSC writes to Govt. (GK, Jul 16, 2014&April 3, 2015)which reads ‘the existing recruitment rules for different services in the state were obsolete which in-turn was hitting qualified youth seeking jobs’, prima-facie speaks of the non-seriousness on the part of our policy makers regarding the crucial matter of recruitment of people at the decision making level. It is through these recruitments that fresh blood is infused in the working body of the state government. The imperfection at this level is not easily adjusted as the common saying goes ‘good training will not fix for bad selection’. The fixing of this flaw requires rigorous training and on the job coaching which involves huge funds to the state exchequer. Also, the flawed recruiting policy in the matter of the elite services of the state is not helping the state to acquire skilled and professional manpower at the higher hierarchy, hampering the delivery of the public services to the common masses in general and the career development and promotion chances of the employees in particular.
The report further reads that ‘candidates having the required qualification for the job are not given preference’ which is a matter of grave concern. Ideally one would expect that academic knowledge/professional background would have been given due consideration in case of selections and postings, perhaps it would be difficult to win this argument for postings to specialized groups/posts, where the nature of assignment calls for an applicant possessing specific academic/professional knowledge or work experience. It is widely acknowledged that when the academic knowledge/professional background matches the job requirements, there will be an increase in the psychological antecedents of positive work performance. Besides, a correct form of fit perception helps an employee to uphold right status of mind and strategies when caught with uncertainties at work and makes the employee more comfortable and confident in meeting new job requirements and organizational objectives.
To sum-up, development of a professional and efficient civil service depends on a number of conditions, including a basic legal framework, broad political backing and a comprehensive human resources management system within an overall reform strategy. In addition, some institutional aspects like ‘person-job fit’, which should be the foundation for employee recruitment and selection, are probably decisive for administrative capacities in providing a job-friendly environment which is not even codified in laws, constitutions, or regulations. The primary concern in employee recruitment and selection should be to find those applicants who possess the requisite knowledge, skills and abilities to do the job. This will help in bridging the long pending gap in the administrative set-up of the state. The need of the hour is to go for a major civil service reform and a massive review of the recruitment and selection policies of almost all the departments. Furthermore, it has already been realized that the creation of a respected and professional civil service is an important step on the road to reform. Rules need to be framed as to meet the changing times, procure qualified youth and to retain the best fit at the decision making level in the administration for the creation of a modern public administration. Additionally, creation of a modern public administration is primarily not about changes in laws or regulations, but about changing people’s attitudes, behaviour, styles of conceptualizing and undertaking their work and also about how the public service is organized, and how human resources are managed and developed to promote the creation of a new professional ethic built on accountability and transparent values, dedicated to the delivery of public services in a cost effective way, to the best standard, for the whole population.
Author is doctoral candidate, DBFS, University of Kashmir.
E-mail: zbhat2000@gmail.com

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