” In terms of management of public services is concerned both Africa and India have one thing common i.e. colonial hangover. The British type of administration has left a legacy in India as well. Many acts prevalent today were framed during British rules in India and it is surprising that no significant changes have been made. The present government at centre is taking steps to make changes in many acts and bring it to parliament for approval.
Problem and solution in recruitment – During British time civil servants were chosen based on their education, skill with special emphasis on family back ground. Upspring of aristocratic families with track record of family being loyal to British raj was given more emphasis. Education was costly those days. Hardly children of common people could afford for education. It is needless to mention that those chosen bureaucrats were loyal to British raj.
After Independence the same system of civil service systems continued. Union Public service commission is responsible for recruitment of civil servants and other central service jobs, where as staff selection commissions is responsible for other lower and middle service jobs. Similar patterns were followed at state level.
No one can deny merit of such system. However, demerits outweigh merit aspects. Some technical experts like Engineers, Doctors, Geologist etc they are deprived of getting highest civil service positions. Civil servants are chosen through a competitive examination done by Union public service commission and public service departments are managed by these generalist civil servants. Whereas the technocrats after rendering considerable service never occupy the highest positions in department.
This kind of arrangement cause de-motivation among technocrats. So a right balance should be maintained while promoting generalist and technocrats to high positions in public service department. The recruitment rules should be amended.
Problem and solution in performance management system:
The age old system of maintaining CCR- confidential character report is still prevalent in public sector organizations. The problem is it is one way process. The supervisor will write his opinion about the subordinate. This report capture remarks about the subordinate officer’s performance and conduct. It is never shared with the subordinates. Based on such secret report, promotions to higher posts are considered. Present management system suggest about two way process i.e. mutual goal setting, mid- term review , annual appraisal based on agreed goal and feedback for improvement of performance. Modern performance appraisal system is based on the principle of individual development. It is quite opposite to the control technique i.e. adopted through CCR, secretly gathering information on performance and behaviour.
This CCR system is based on old personnel management technique of control and manages. This gives rise to favouritism, groupism in work places. Only favoured persons are given favourable rating, thereby guaranteed of promotion. Sincere, hard working individuals hardly reap benefits in such systems.
So this system of performance appraisal and reward in public service in India is weak area. Much need to be done in this area.
Solution- The department of personnel should immediately make overhauling of this system. Modern system of performance management should be adopted. Goal setting, appraisal based on goal, linking reward to outcome of appraisal should be adopted. This will do a lot of good to public sectors in India.
There are other areas such as gender sensitiveness among staff of public service, increase awareness about problem of disadvantage people at workplace are some of such problem should be looked into. However, as cited above recruitment and performance management are such areas which can be developed through principle of HRM. These steps will definitely help building capacity of people in public sector.” – Arkajyoti Samanta – Bangalore, India