Learner’s Submission: Human Resource Capacity Development in Pakistan


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: Online Public Service in Nigeria


  • The online public service been discussed here is the Youth Enterprise with Innovation in Nigeria – YOUWIN program.
  • This program initiated by the Federal Government of Nigeria is been undertaken as collaboration between the Ministry of Finance, Ministry of Youth Development, Ministry of Women of Affairs and Social Development and is been implemented in partnership with the private sector who will provide financial support.
  • This joint effort will launch of an annual innovative business plan competition for aspiring young entrepreneurs in Nigeria in line with the federal government drive to create jobs for Nigerians.
  • It is aimed at supporting aspiring entrepreneurial youths in Nigeria to develop and execute business ideas. The objectives of the program are to
  • Attract ideas and innovations of young entrepreneurial aspirants from Nigerian Universities, Polytechnics, Technical Colleges and other Post Secondary Institutions in Nigeria.
  • Provide one time equity grant for 1,200 selected aspiring entrepreneurs per batch to start or expand their business concepts and mitigate startup risks.
  • Generate 80,000 to 110,000 new jobs for currently unemployed Nigerian youths.
  • Provide training support for successful winners.
  • Encourage expansion and specialization of existing businesses in Nigeria.
  • Enable young entrepreneurs to access a wide array of professional network to improve their visibility.
  • Interested Participants are expected to logon on to the website at http://www.youwin.org.ng. This is easy to access from any computer device that has an internet connection.
  • On Home Page, Click Register to Access the Personal Information Page. On this page you are expected to enter the following information
    • Email Address
    • Names and Surname
    • Sex, Age and Phone Numbers
    • Address, Local Government and State of Origin
    • Business Location and Qualification.
  • After data has been entered, the user clicks submit to register the users data
  • Then Click the Proposal Tab and enter the details of the proposed business idea and Submit. Close the site and await further instructions as will be communicated to you by YOUWIN via email.
  • The age group as classified by the government to benefit from this program is between 18 to 40 Years.
  • Aspiring Women Entrepreneurs within this age bracket have been given special consideration. The second edition of the program was open to only women.
  • The program commences with a Presidential Launch, followed by the first stage when applications are opened to interested participants. After they are screened, successful candidates are notified and training is organized for them.
  • This is followed by the second stage when applications are opened to another batch of interested participants. Screening takes place and successful candidates are notified and training is organized for the second batch.
  • This is finalized by a Presidential Award Ceremony for the selected successful participants. ” – Vincent Hope Okoh – Wudil, Nigeria

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


“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.


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: The “Certificate of Non-criminal Record”


“The certificate of non-criminal record is a sensitive document that indicates if its holder has not committed any offenses or crimes involving moral turpitude. Figures now indicate that there is an increasing demand for this document. There are many governmental and private, local and foreign entities that depend on this certificate as a prerequisite for employment screening, to issue driving licenses or visas, for educational matriculation as well as for other similar purposes. The increase in demand for this document has resulted in an increasing pressure on the courts. Figures show that Amman alone issues not less than 500 such certificates daily. By applying the electronic services system, the Ministry expects the citizens to sense direct improvements in terms of time, quality and cost.

I have used this e-government service to get the certificate to complete the requirements of employing, at the commence I goes to the portal of e-government services (www.jordan.gov.jo) through this portal the clients or employees or any resident have national number can use the service of issuing non-criminal certificate where this certificate is used widely in Jordan for variety reasons such employed, married, get a loan, …etc..

The Recipient of the service can access the system and register it and provide application electronically instead of visiting the public service office in court or telephoning the call center to make the request on his behalf. This section explains the role of the recipients of the service and the tasks that can be carried out directly through the system.

When I am going to register in this services I have provide my national number where the system automatically check my record from database of exists on Department of Civil Status and Passports after that I completed the registrations by filling the rest required information such username and password, After registration, system notified me to activate the Service by sending an email.

After login to the system, I have fill the application to get the service where the application will fill automatically after providing the national number then I specify the purpose of issuing the certificate, then I specify the language  of certificate that might be issue in two language for many purposes (Arabic, English), then I confirm my application, the system notifying me be sending an e-mail contain a reference number allowing me to follow my application, then the system transfer me to the payment portal to pay the required fees where anybody can pay the fees online through accredited bank card or by visiting the department to pay the fees physically , then I have wait the department   to send the certificate to closer court or security center to get the certificate where the period is vary from 3-7 days or less, I have go to the court in my city, issuing the reference number and my ID card to confirm my identity then I received the certificate.

It is a good service.

Thank You ” – Mohammad Rabah – Amman, Jordan

Learner’s Submission: Online Public Service in India


“When someone asks me about have you ever made use of any online public service in your country?

My mind start calculating because there are many such kind of online services in my country India for example Online Railways, Banking, and Govt. Job portals and many more. But I specially mentioned these because I used these kinds of services in my daily life Whenever I have to buy anything online I use to pay by net banking also my journey can be planned at any time from any where I do not need to go to the Station to book my ticket or to get information about train time table, running stations. Last but not the least I can apply online for Govt. Jobs especially I had to mention SSC, IBPS.

Earlier I never planned to apply for govt. Jobs because of long queues for payment of examination fees at bank. Now Its been a pleasure to apply for these kind of jobs just go to the right website and then fill up the required information then upload your signature and picture especially within a minute I paid my examination fees instead of waiting at queue that feels me very good.

One more online service I want to include in my list that my Telephone and electricity bills payment. Can you just imagine old day’s bill payment queues oh! Thanks to online services which enables us to pay our online consumer bill with secure and effective ways. While I am thinking about electric bill payment only one area I am little disappointed our states electricity distribution yet not enable online payment specially who distribute electricity in ruler areas.

But with lots of leisure there a few work to do manually by standing in queue for paying my electricity bill.

Another online public service in the globe is Google Map which really helps visitors to roam across the globe without being afraid of losing their way. Just imagine earlier if we planned to go some different country or state we have to buy city directory or hire a personal guide but with the help of Google map not only out of station area even in our city we can go anywhere without any guide or city directory that feels good. I mentioned this global service in my blog because I live in India, the country which have many small towns and cities where different kinds of people live together few are good and few a bad so it is a pleasure for visitors to reached anywhere without being cheated by other.

Last but not the least online public service in India is Passport Seva, with the help of this service anyone can submit their application for new or re-issue of Passport from anywhere but there is one problem in India there are many people who cannot use internet so how can they apply for this. Therefore they reached to some agent and pay them huge money for their sin, not being aware of internet usage.

Any ways every service is not good for everyone and while we talk about online services following points come across our mind are being hacked, some fraudulence advertise, some spam mails etc. But because of these demerits we cannot deny the profit of internet/online services in our daily life.

I am a happy online user and wanted to be a part of this till my last breath with lots of new tricks, tips, websites, social networking sites etc.

Thank you for reading my blog.

Have a nice day!” – Md Tahir – West Bengal, India

Learner’s Submission: Human Resource Capacity Development


“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

Learner’s Submission: An Online Public Service I Used in Botswana, and How it Works



I have used an online public service in Botswana, my home country. The online public service I used is referred to as the Integrated Procurement Management System (IPMS). The Integrated Procurement Management System (IPMS) is an initiative of the Botswana Public Procurement and Asset Disposal Board, a Parastatal body here in Botswana. The primary objective of the IPMS is to improve the public procurement process by automating procurement system. The automation of the procurement system of the PPADB also envisages improving service delivery of the PPADB.

IPMS is a web-based application on the Microsoft Platform with MW SQC as data base and accessible through the internet through web browser. The production servers are hosted at the Main Site at PPADB and Disaster Recovery Servers which are hosted by the Department of Information Technology.


I once used the Contractor registration Module of the Integrated Procurement Management System. The Contactor registration module is a Web-based platform where all contractors intending to do business with the Procurement Entities of the Republic of Botswana are required to use. This module helps in facilitating online registration of Contractors on IPMS.


3.1. The Contractor Registration Module.

All contactors intending to do business with the Procurement Entities of the Republic of Botswana are required to register with PPADB. This Module facilitates online registration of contractors on the IPMS.

3.2. Accessing CRM

Remember that IPMS is Web-based PCs on a network. To access IPMS, you open a web browser and in the address bar of the browser, enter the portal web address or IP address of the server where application is deployed to create a space for IPMS login screen to appear.


Here the contractor enters the login details. If you are new, it is mandatory to provide the following login details, Field name, User ID, Password, Confirm password, Security question, Answers.

4.1. Login.

After contractor fills and save the new User Registration page, system sends an E-Mail to the primary contact E-Mail address mentioning his/her login information. Using those credentials he/she can login into IPMS.

4.2. Filling up Basic Profile.

The contractor will, after login, click on Basic profile. The basic profile form opens on the screen, where the contractor will follow the screen commands.

4.3. Selection of Division (Works/Service/Supplies).

Once the basic registration is completed, then the user can start contractor registration process for specific category and division. The contractor then clicks the Add New Application button to create new application. This screen also displays the list of registration application created by the user with the current status. The system displays the page to select the Division. The registration process page will display list of the Division/Discipline under the Process Selection. User has to enter the registration reference number and select the Division/Discipline and Click on the Proceed button to initiate the process.

4.3.1.      Selection of Business Type.

This form displays selection of Business Type. Based on the selection of the option on this page, the relevant form appears to the user in the next screen to fill. From there the user selects the option from the drop down box and clicks on the save button. Then click on the Proceed to next Task button to proceed to filling up relevant forms.


If the contractor has selected the type of business as Company then he/she has to fill the company registration form as it appears on the screen. After filling the form, the contractor clicks on save/update to proceed.


If the contractor selects business type as trade then he/she has to fill the Trade registration form as it appears on the screen. After filling the form on the screen, click save/update to proceed.


5.1. Filling Division Specific Forms.

If the user selects contractor at the time of filling basic profile then he/she will get the forms for contractor in line with Division/Discipline selection. The contractor then fills the details as instructed by the form appearing on the screen.


After going through the necessary steps of registering online, the user has to click on the button “Submit Contractor Registration Application” to complete the registration process. The Public Procurement and Asset Disposal Board will then assess the application and accordingly respond online. ” – Mpho Kasoka – Ghanzi, Botswana

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