Learner’s Submission: What needs to be done by top leadership to align Human Resource Capacity Development to the development vision of the country?

20/05/2015

“In 2009, Jamaica adopted a new National Development Plan, Vision 2030, which aims to transform the country into the place of choice to live, work, raise families and do business by the year named in the title.  The overarching goals of Vision 2030 are that Jamaicans be empowered to achieve their fullest potential; that the society be safe, cohesive and just; that the economy be prosperous; and that the nation enjoy a healthy natural environment. [i] Human resource capacity development (HRCD) will equip individuals and organizations to deliver services to the standard required for the vision to be realized.

If Jamaicans in general and public sector workers in particular are to achieve their full potential in keeping with the first goal, there must be enabling policies and legislation to promote equality of opportunity in learning, skill building, and other aspects of human resource development.  The Ministry of Education must lead in regulating program offerings at all levels so as to guarantee continued relevance. To assure safety, cohesiveness and justice for the populace, HRCD programs must emphasise fairness in recruiting practices and in access to training and benefits.  In addition, staffing needs in the justice sector and national security should be thoroughly assessed, persons trained and positions filled, perhaps with funding assistance from multilateral sources. Appropriate accommodations are also needed. Economic prosperity is built on the foundation of competent workers and therefore all properly organized and executed HRCD programs will facilitate this outcome.  Still, it is also necessary to focus on training in areas that encourage innovation, such as science, technology and entrepreneurship.  Finally, HRCD can aid in promoting a healthy natural environment if top leadership ensures that employees in institutions that regulate land management and environmental protection are exposed to international best practices and that institutional arrangements supporting HRCD take account of environmental imperatives and climate change.

In Jamaica, leadership in respect of HRCD resides in more than one public service entity.  The Cabinet Office has responsibility for three sector-wide programs, namely, Public Sector Transformation; Performance Management and Evaluation; and Public Sector Modernisation.[ii] The Public Service Establishment Division in the Ministry of Finance and Planning has charge of, inter alia, employee relations, industrial relations, the size of the public sector, and scholarship and training assistance.[iii]  These lead institutions, as well as senior political actors and administrative personnel, must fit HRCD initiatives to the goals of the national development vision. Furthermore, top leadership must promote a holistic approach to HRCD that incorporates appropriate infrastructure and institutional arrangements to enable the application of newly acquired skills.

High-level personnel should act as change managers who inspire workers to adopt new behaviors and attitudes and to adapt to their modified professional environment.  To this end, they should ensure that in addition to being optimally aligned to the goals of Vision 2030, HRCD activities conform to the principles of good governance, including, participation, democracy, and accountability.” – Tracy Cohen, Kingston Jamaica

[i]http://www.vision2030.gov.jm/Portals/0/NDP/Vision%202030%20Jamaica%20NDP%20Full%20No%20Cover%20(web).pdf

[ii] http://www.cabinet.gov.jm/

[iii] http://www.mof.gov.jm/public-service-establishment/units-sections.html


Learner’s Submission: HR Managers Capacity Development – Case of Nigeria

14/03/2015

“There is a saying that, can two be except they be agreed?

Rhetorically, it is a knot to be untied non-verbally but in deliberate activities by the Government and Human Resource Manager(s) to ensure the people’s need for capacity development and satisfaction.

Human Resource Capacity development in itself is to ensure an on-going learning, knowledge management and solvable problems based on development theories and practices to enhance Government’s effort towards her citizens thereby looking away from traditional crude practices like capacity building at such a century as has. It is in tune to enhancing Government’s effort to empowering the people through the Human Resource Manger or Professional’s effort to collate and research on the people’s area of needs such as unemployment among youths; inequality bridge between the rich and the poor and poverty scourge most especially on women and children in alignment with Government’s vision looking into communities with urgent needs.

For instance, Nigerian President, Dr Goodluck Ebele Jonathan’s vision 2020 (Transformation Agenda) to turn Nigeria’s economy to the greatest in Africa by out-twitting South Africa has been concluded upon as an unprofitable venture due to low impact in allocation distribution throughout the country. This might have rubbed off on him because the expertise of a Human Resource Manager might have been looked down upon to ensure its employ ability and assessment as the work evolves.

As a leader aiming for good governance in order to ensure a heightened capacity development in alignment with the country’s development vision, the following are paramount if result is expected:

1) Identify loop-holes to the program/vision failure or unequal distribution of resources and review the strategies adopted.

2) Weigh the financial allocation and public expenditure management from office inception till date with the aid of external auditors.

3) Assess its distribution mechanism in quantity and quality.

4)  Check feasible public service ministry’s records and make a public announcement to invite all private investors who have vie for contracts both awarded and not awarded alongside their proposals.

5)  Review employees skill, training and professionalism in relevance to the job to either be retained or retrenched.

6)  Review foreign policy and Economy diplomacy links and networks in relevance to (i) relationship (ii) interest (iii) rewards (iv) and vision agreement as documented or pact.

7)  Take deliberate and firm actions that are continuous, consistent and committed to the vision.

8)  Personally visit project location sites to ensure that all players are acting their roles. Avoid being a” title leader’’, be a ”doing leader”.

9)  Adopt new and fresh hands. Avoid dogged crisscrossing relationships of same principles and practices as a supposed constitution. Be flexible to new ideas and challenges.

Finally, to ensure that these vision is realized through the employment of various capacity development programs, Human Resource Mangers should provide adequate logistics and technology necessary in channeling the vision’s effectiveness.

Lack of these materials or personnel strategy analyst can constrain the distribution/allocation of unleashing, strengthening and maintaining the development’s capacity beyond the peripheral of the people’s need.” – Emuoghene Alicia Eguko – Lagos, Nigeria


Learner’s Submission: Human Resource Capacity Development with the Country’s Development Vision in Kenya

19/02/2015

“The key thing that needs to be done to align Human Resource Capacity Development with the Country’s Development Vision in Kenya is the Commitment by the top leadership. This is because when the top leadership publicly commit to support the programme then there will be little or no resistance by the citizens or employees mandated to enforce the alignment process. These top leaders will also ensure that resources are mobilized and effectively used towards the alignment process and those officers who are perceived to be corrupt are forced to step down pending investigations or prosecuted in accordance with the law. This will not only lead to accountability but also transaperancy in management of public resources. This will also lead to value for money and efficiency in delivery of public services.

When top leadership are committed to the alignment process there is a lot political goodwill since most of their supporters would wish to associate with the alignment process. This ultimately results into ownership of the vision and the capacity development process hence economic growth for the country. The concept of commitment and ownership is pivotal for any development agenda to succeed because of the participatory nature that it inculcates in people. This allows members of the community to pull resources together through partnership, collaboration, networking and linkage process that ensure holistic approach towards the alignment of the human capacity development programme into the country’s development agenda.

Commitment by the top management will also ensure that there is inclusivity, gender equity and equality, promotion of diversity and respect for human rights. This is because the top leadership would wish to win the support and confidence of all citizens hence he or she will marshal support from all corners of the country regardless of their religious, political, ethnic or social affiliations. This in turn will encourage patriotism among the citizens and will ensure that the alignment process take cognizance of the diversity of Kenyan people and the need to unit towards achievement of vision 2030.

Commitment by the top leadership will also ensure that proper legislations are formulated and enforced. However, these legislations should be done with regards to the Constitution of Kenya 2010, international labor conventions, Human Resource Capacity Policy and other legislations that promote employee development. Institutions that are mandated to implement these laws will also be empowered to ensure that the process is achieved and best performing organizations rewarded adequately. The incentives programme should be based on Result Based Management Systems such as performance contracting currently being implemented in Kenya. These legislations will also have strategic planning dimensions so that the country is able to project manpower requirements and adequately provide resources needed to build their capacity to deliver quality service to the citizens.

Commitment by top leadership will enhance the alignment process in the sense that it will promote holistic approach rather than the traditional closed approach towards capacity building. This will ensure that Rapid Results Initiatives are incorporated in the process and members of the community and other stakeholders are involved in the alignment. This is true because in most developing countries’ like Kenya most leaders are charismatic and have a lot of followers around them who share similar ideologies. Therefore when the president of the republic publicly declares support towards the alignment process all his followers will take the message to the grassroots and educate the masses on the importance of the alignment. This will spur debate hence an informed society. During such debate a lot of information will be generated that may be used to check on the strengths and the weaknesses of the envisaged idea. These pieces of information when analysed and put into perspectives are crucial for the success of the policy, progrmme or project that will drive the alignment process.” – Philip Were – Homabay County, Kenya


Learner’s Submission: Human Resource Capacity Development with the Development Vision of Belize

18/02/2015

“Skills, training and human resources development are the key aspect of economics life. It does not really matter which part of the world we come from and which form of government or institutions a country possesses.  Investing on people is the greatest asset any country or institutions can possess. Human resources capacity development is the only non-rival variable that contributes to growth and towards a countries social prosperity index. Nevertheless, it is my observation that the political influence, doubts the genuine benefits that investing in these areas can bring. In practice human resources capacity development is phenomenal that varies in content and structure, from country to country. Hence, Belize as country with vast resources and a bright future ahead must strongly adapt to the ever changing world. This can only be achieved by the leaders (managers) of our society. With that been said, the top leaders of our society must align human resource capacity development with the development vision of a country.

Basically, each and every citizen must contribute to the Horizon 2030 in Belize. The Horizon 2030 embodies the vision for Belize in the year 2030 and the core values that are to guide citizen behavior and inform the strategies to achieve this common vision for the future. It represents the consolidated views of many stakeholders.

Belize itself is facing many challenges due to globalization and rapid economic growth. This essay is intended for those willing to grow, think and work different in human resources capacity development. This serves as guide for mapping out a plan of action for aligning and implementing a new agenda for connecting the human resource function transformation, providing important information about what trends and issues which should prompt human resource capacity development transformation.

Globalization, as a predominant force of economic expansion, offers anew vista of opportunities and challenges. That, in turn, requires changes in decisions and practices at all levels of policy-making, industrial production, and skill training and education. To cope with technological advancements and market changes. Invariably, the development of human resources ranks high on the agenda in the Belize economy. Capacity building becomes a prime issue in developing human resources so that each sector and industry can best tap the opportunities offered in globalization. This can on be achieved by nurturing human resource capacity development within the Small and medium enterprises (SME). There is, therefore, a pressing need to rebuild the competitive edge of the SMEs.

Although the literacy rate as per United National Development Programme in Belize was 94.7% in 2006. Many people are poor and lack the knowledge and expertise that education can offer.  The country must implement a plan of action which involves many educational projects to enhance and increase Belizeans critical thinking, entrepreneurial skills, leaderships skills etc . This can be categories as:

  • Institutional Training and Capacity Assessments
  • School Leadership Capacity Building
  • Education Study Tour Services
  • Public Administration Training

Commercial banks have branches in the larger towns; most small farmers have limited access to them. These institutions personnel resources are limited, particularly with regard to evaluation of credit applications; follow up of outstanding loans and supervision of new ones. These require different schedules, skills and reporting and are based on the type of borrower and project. In general, NGOs, cooperatives and credit unions are constrained by insufficient staff. Moreover, their managers spend a great deal of effort and time in internal administrative matters.

So it is prominent that there is a need for a formal structure in the agricultural lending sector. A central agricultural bank is needed urgently. This should be monitor by the Ministry of Agriculture and Central Bank of Belize. This “Agricultural Bank of Belize” (ABB) most consist of integrated credit department that work closely with its collaborators the agriculture industry. There is also a need Central Deposit of Insurance Cooperation (BCDIC) will be empowered by the deposit insurance act to handle deposits insurance, to examine insured lending institution, to assist lending institution with problem raised and to deal with status of insurance termination. The Belize Agriculture Credit Guarantee Fund should be established by the government. There is a need for an independence agent of inspection known as the Belize Financial Supervisory Commission (BFSC), should be establish to inspect all financial institutions in Belize.

The future is now and human resources have a bright future, if individuals are willing and able to take advantage. The practitioner needs to know and grasps the employment laws, rules and regulations of their nations. It is clear that human resources manager capacity development involves everyone, from economist, policy maker, politicians to and even the unemployed. The scope of human resources development is an interconnection with farmers, managers, leaders, entrepreneurs and endogenous variables not visible because of globalization.  To shape and create true development one must be willing to implement the inexistence, educate and care for the small and medium enterprise which is a nation’s future and livelihood especially in Belize.” – Jeffy Gomez – Corozal Town, Belize


Learner’s Submission: Capacity Development in Nigeria

28/12/2014

“To build a vibrant society in line with the development vision of a country there is need to have Good Governance in place. It is impossible to achieve this vision where good governance is elusive. To start with, Good Governance, according to UNDP, ‘among other things is participatory, transparent and accountable. It is also effective and equitable. And it promotes the rule of law. Good governance ensures that political, social and economic priorities are based on broad consensus in society and that the voices of the poorest and the most vulnerable are heard in decision-making over the allocation of development.’

Good governance has the following characteristics:

1. It is transparent
2. It is accountable
3. It promotes the Rule of Law
4. It promotes Democracy

To drive home my point, I will attempt to analyse this with special emphasis on Nigeria, my country, hoping that top African leaders adopt these methods and improve the human resource capacity of their nations or organisations, which will inevitably project the economy of the entire continent.

Nigeria is the most populous African country with a variety of ethnic groups and with different religious beliefs spread across the public sector. It follows therefore that recruitment is not carried out on merit. The Federal Government announces several vacancies each year in the power sector, education, finance, etc but religious and ethnic favouritism influences the entire selection process. People get absorbed into positions they have no skill in. Even the top leaders across the nation’s sectors get to their positions via ‘political appointment’, and so capacity development becomes only relevant in the private sector where business owners insist on results.

For the Nigerian system to function effectively, capacity development in the public sector is very crucial. There must be visionary leaders in place who must set goals and pursue the set goals with practical actions until they are actualised. This is because government anywhere will achieve development objectives only when it has competent people at its disposal to plan, implement, monitor and evaluate its policies and strategies in the delivery of public services. This is why the Nigerian government needs to form a strong partnership with the private sector and possibly international organisations. This partnership is important because capacity development in the public sector has been so disappointing that the nation’s workforce seem almost lifeless. In light of this, partnership with the Private Sector will win the people’s conviction and support for government programmes.

In conclusion, when everything else has been put in place, and favouritism of all kinds expunged, training should be organised to help employees develop their personal and organisational skills, knowledge and abilities. Only in this way will capacity development in Nigeria become realistic!” – Elias Ozikpu – Lagos, Nigeria


Learner’s Submission: HR Capacity Development in Zimbabwe

27/01/2014

“What needs to be done by top leadership to align Human Resource Capacity Development with the development vision of the country?

In any country, the leaders need to do a needs assessment and a skills audit of its strategic departments or ministries. The needs assessment is a systematic process for determining what is required by an organization or country in terms of skill and the current skills. The difference is known as the skills gap. This discrepancy between the current condition and wanted condition must be measured to appropriately identify the training and development needs. In other words, the needs assessment will help in the setting of what needs to be achieved or in setting country vision. Having set the country vision, leaders will need to do a skills audits, a skills audit is a review of existing skills against the skills needed both now and in the future so as to achieve country goals. Any leader firstly need to be aware of the skills required to meet the requirements of its government departments or the government and the country as a whole. Once realized that the current skill does not meet the current requirement and that staff is not performing to the expected standards, what is known as performance gaps hence, the need for capacity development through training and development.

Training and development is a combination of in-house or on the job training and other forms of training and development techniques that are used to develop human capital so that they remain competitive and meet expected performance standard on their current jobs as well as preparing them for future roles and responsibilities. However, in training and development, leaders need to seriously understand the strategic role of training in terms of how will the training help the individual, the community, the government as well as the country as a whole.

As a nation, leader need to be very aware that in capacity development, they must also develop team building, national goals can not be achieved by one person or a few individuals, it takes a lot of energy and requires high levels of commitment in achieving national goals and a pool of human capital working together as a team can achieve set objectives . With this in mind, leaders must take note that capacity development must not be limited to government official and workers only; it must stretch as far as developing the community. The community must be equipped with skills that enhance the development of the community. Government officials, workers and the community must have one understanding of what needs to be achieved, they need to be developed in terms of skills so that they can achieve national goals.

In conclusion, the quality of employees and their development through training and development are major factors in determining long-term strategic objectives of the country. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements the community needs to be trained as well.” – Soul Nyangoni – Harare, Zimbabwe


Learner’s Submission: Alignment of Human Resource Capacity Development with the Development Vision of Ghana; The Role of Top Leaders

15/01/2014

“Development of ‘human resources’ in both public and private sector organizations has become critical in an increasingly knowledge-based globalizing economy (Analoui, 2007). In particular, human resource capacity building for public service delivery has been recognized by developed, transition, and developing economies under the notion of the ‘new public management’ reform.

The development of every country depends on the capacity of her human resource. Globalization, innovation, new economic settings, information technology, peace, deregulation, demographic changes in the population; Institutions today face a variety of challenges. In order to stay ahead of the pack, firms must adjust their business strategies to reflect and address these challenges inherent within our newfound global environment. It is vital that managers and consultants are able to analyze the shifting frame conditions and, implement the corporate strategy accordingly. I believe that in all the challenges, education will lead the change towards a more sustainable future. To meet all these challenges we need to generate knowledge and understanding including scientific knowledge through research and tacit knowledge resident with the local people. This is because, as the saying goes ”he that will not apply new remedies must expect new evils and extinction, for time is the greatest innovator”. Without a shadow of doubt, a country’s human capital constitutes its most formidable asset and resource in the strive towards sustainable development in all its facets. Countries such as Singapore have excelled both economically and socially as a result of heavy and sustained investment in their human resources, despite a limited natural resource endowment.

In light of this, top leadership has to move from the attitude of business as usual to a more strategic planning, innovation and strategy in order to cause or create paradigm shift of the human resource capacity development of the country. In order to achieve this goal the following policies should be implemented;

  • Government leaders together with stakeholders should promote innovation and entrepreneurship, and build human capacity and knowledge through comprehensive and high-quality education, training, and skills development programs. They should promote quality education as a goal, including basic education and distance learning as a means of sharing ideas and experiences in facing common challenges and exploiting opportunities presented by the rapid development.
  • They should also place importance on a learning society that affirms the role of education, prepares its peoples to embrace the change, and is characterized by lifelong learning. Information technology should be a core competency for teachers and students.
  • Moreover they must ensure that human resource capacity development  interventions are based on systematic needs assessment and avoid over optimism about her level of commitment to projects. Their commitment must be based on critical assessment of the political economy and peoples’ commitment to change. Top leaders must also ensure adequacy of funding and proper planning and management of programmes
  • Also they must address issues of sustainability of project and project goals should align with national priorities/objectives. Project design should also show clarity, feasibility and impact.
  • They must emphasize the significance and use of ICTs as a component of human resource capacity building across Ghana’s economy, and in the distribution of knowledge by establishing education as the fundamental issue in policy development in Member Economies.

In a nutshell if the above listed roles are been considered by top leadership, it will aid in promoting Ghana, ownership and leadership of national development agenda, including the achievement of Aid Effectiveness and sustainable development. It will also help to stimulate Ghana to be more self-reliant and self-sustaining accelerate economic growth and equitable development in order to reduce poverty and inequality progressively across Ghana and strengthen mutually beneficial learning, application and actions such that the country’s know-how, good practices and innovations will also shape global development thinking and actions positively in the 21st Century. ” – Peter Kwabena Essien – Tarkwa-Western Region, Ghana


Learner’s Submission: Human Resource Capacity Development in Pakistan

04/12/2013

Role of Top leadership in Human Resource Capacity Development (HRCD).

The role of leadership of any country in its development is very important. In the perspective of HRCD the role of leadership becomes more important and critical with the development vision of the country. Therefore, in general, the top leadership of any country needs to consider following suggestions in order to align the HRCD with the development vision:

  • Realistic National HRCD Policy & Legal framework should be designed for creating harmony with the growth and transformation plan of the country.
  • Top leadership should establish a link between the political leadership system of the country and capacity development approach of the country.
  • A favorable positive and motivated environment should be created; that can encourage the human resource of the country to move in to action.
  • The top leadership should have to initiate change, show the change direction and should run the change.

The world is becoming like a global village and the government policies & institutes are becoming more precise, economic and HR Planning and HR Capacity Development is becoming more vital need for developing countries like Pakistan. It is Human resource capacity that brings pace in countries motion. All over the world, technology been regarded as the most critical resource in currently passed period, But leaders and experts have now changed the trends and are now of the opinion increasingly recognize human resource capacity development as potential the most crucial factor in the effective deployment of the country.

It is quit imperative that the political top leadership’s vision is critical and important for the HR capacity development of Pakistan. Leadership is the central point that relates the implementation of HRCD of the country with its planning of growth& development.

This Note describes the points that should be deliberately adopted by top leadership of the country in aligning HRCD with the development vision of the Pakistan.

  • National HRCD policy and strategy should be established and implemented to the divisional level.
  • There should be harmony in HRCD policy and its implication at all levels (Local, Divisional & National).
  • At the same time, all HRCD efforts should be result oriented and geared towards the National development vision.
  • National system for monitoring and evaluation of HRCD should be established.

The problem of settlement of highly qualified nationals, experts and skilled labor in other countries has affected Pakistan severely and this is an indication of losing the research and innovative capacity needed to participate in the development of the country. Pakistan at this moment in time is in dire need of massive capacity building projects and there is also in a dire need to plan again to bring back its brains (citizens). It is present in the next Five year plan (2014-19) to achieve the rapid Growth. Hopefully, there is no doubt, they could enable Pakistan to accomplish its growth and transformation goals by providing the supporting infrastructure for human resource capacity building for the country.” – Huhammad Akbar Malik – Punjab, Pakistan


Learner’s Submission: Talent Management in Public Sector Banks in India

23/10/2013

“The purpose of this article is to discuss on the topic of Talent Management in the Public Sector Banks in India.

The talent in an organization refers to the employees and their knowledge, skills, experiences and competencies etc. Talent management in an organization is the ongoing process of analyzing, developing and effectively utilizing the talent to improve business value and to achieve the organizational goals. Everything done to recruit, retain, develop, reward and make the employees perform forms the process of talent management.

In India, the banking sector is dominated by the Public Sector Banks. There are, at present, 26 Public Sector Banks, with 73% of market share of assets and 83% of branches.

With the financial reforms during early 1990s, followed by implementation of high-end technologies by the public sector banks during the last decade, the talent management in these Banks has become a very challenging issue.  For the organizations like Banks, the employees are the best assets. The process of talent management, which is in practice, in the public sector banks (PSBs) may be discussed in the following steps.

The Various Steps in Talent Management in PSBs

  • Workforce Planning:

Banks plan for the number of officers/clerks etc. required at the beginning of the financial year, depending on the business plan of expansion (new branches/offices to be opened), number of employees likely to retire during the year, etc.

  • Recruitment:

Based on the number of vacancy decide, Banks recruit in different Scales/Grades through IBPS (Institute for Banking Professional Selection). IBPS conducts written test, interview etc. for the new recruits on behalf of the PSBs (except SBI) in a very transparent manner & allots the new recruits to various banks based on merit and the candidate’s choice.

  • Promotion:

Internal vacancies are filled up through promotions to the higher grade, normally based on the last 3 years annual appraisal, written test/GD/Interview as applicable. The promotion is fairly done on merit basis.

  • Training & Performance Support:

Banks provide training to the new recruits/existing employees in the Banks’ own training colleges (called Staff Training Colleges) or through external training by nominating employees to various training institutes like NIBSCOM, Noida, NIBM, Pune, IDRBT, Hyderabad, Banker’s Training College, Mumbai. Banks also nominate employees for various Seminar/Workshops/Trainings conducted abroad.

Banks also publish all their circulars, manuals, job cards, policy documents, banking news etc in the bank’s Intranet site which helps in keeping employees up-to-date. Some banks have even implemented a separate knowledge portal or eLearning portal which can be accessed by the employees from the office through the Intranet and also from home through the Internet.

In order to promote business knowledge, Banks also encourage their employees to do courses like JAIIB & CAIIB (from Indian Institute of Banking & Finance, Mumbai) and grant additional increments on passing these examinations. Banks also reimburse the examination fees & offer one time honorarium (a fixed amount) to the employees for passing various diploma and certificate examinations in banking (from IIBF, Mumbai). Some banks also offer reimbursement of exam fees (along with an honorarium amount) to employees who pass examinations like CISA, CCNA, CCNP etc.

  • Compensation & Benefits

Banks offer competitive pay packages to attract the best talents. The pay scale is fixed for various grades/scales. Apart from Salary, the employees are also paid for leased accommodation (or HRA), Leave Fare Concession (LFC) every 2 years, Conveyance, telephone at residence, furniture at residence, pension (now new pension scheme), newspaper, medical expenses, etc.

Banks are also offering additional incentives for recovery of NPAs, meeting the targets of selling of insurance policies, etc.

Conclusion:

Gone are those days when an employee in a PSB was retiring from the same bank after serving the bank for 30 to 40 years. With enough options for career, today an employee leaves a particular public sector bank just because some other bank offers him/her posting near his/her home town or a private bank offers a better pay package. Some employees even after putting their service for 15-20 years in a public sector bank may switch to academic profession or join a consulting firm for better opportunities. Statistics reveal that the attrition rate in Public Sector banks in recent years is quite alarming. Public Sector Banks need to understand the prevailing dynamics & align their policies to include faster promotion, transfers as per Employees’ choice, better incentives & recognition for good work in order to attract the new talents to their banks as well as to retain the talents. There is lot of scope for the public sector banks to manage their talents more professionally.” – Srihari Subudhi – New Dhelhi, India


Learner’s Submission: Human Resource Capacity Development

19/08/2013

“What needs to be done by top Leadership to Align Human Resource Capacity Development with the Development Vision of the Country?

 

  • Capacity Development refers to the process of unleashing, strengthening and maintaining capacity.
  • For any country to fast track its development there is a need to invest in its most important resource i.e. people. HRCD has become vital if governments must achieve their development objectives.
  • Off necessity are accurate HRM Strategies that seeks out individuals with the right knowledge, skills, attitudes and abilities required to drive any nation to its lofty development goals.
  • HRM Strategies must be reviewed, adjusted and sometimes completely changed to provide an efficient and effective service delivery to citizens.  This is achieved by placing the right people at the right place at the right time with the right skills.
  • The development vision of every country must also be first straightened out. This means that for any vision to succeed it cannot be developed by government alone. The people for whom the vision is meant must be carried along.
  • Government only lays the vision-template which points the direction of development but the final vision-document, must be generated through the involvement and participation of all sectors of the state i.e. citizens, private sector and civil society.
  • This format ensures that the missions of the State will be understood and agreed by all actors. This creates an open society where each governance actor knows what others are doing and encourages collaboration and networking among them.
  • The end product of this collective effort provides a document of reference for which government focuses on what it can and must do to move in the direction of its development vision.
  • The next step will be to restructure the country’s public service. Public service is the human resource capital that is structured to provide public services according to people’s expectations, based on daily needs, challenges and peculiarities.
  • The public service must be reoriented towards the community. It must become responsive to citizens.
  • To achieve an efficient and effective public service institution, the government must develop a clear policy framework that will guide this drive.
  • Policy refers to priorities, guidelines, and orientations deemed necessary to achieve common agreed objectives. It is developed and adopted to address major problems and vested interests of people including stakeholders who live or work in the same area, field, community, development sector, environment or country. Policy is governing actions to be undertaken in its sphere of influence.
  • The sphere of influence here is the civil service, which is a key tool by which government can achieve its objectives.
  • The policy must identify and develop the required human resources in the public sector for addressing the current and future challenges posed by the imperatives of development.
  • These policy guidelines must be coherent and comprehensive and aimed at providing effective and efficient public service delivery. It must state the commitment of government playing the central role in ensuring the transformation and development of the country.” – Vincent Hope – Wudil, Nigeria

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