A few days back, the Union Cabinet announced Mission Karmayogi, a landmark skill building initiative aimed at preparing civil servants to meet the challenges of modern society. The central government said that a council to approve the capacity building plans under the new programme will soon be instituted, and will be chaired by Prime Minister Narendra Modi himself.
Union Minister Prakash Javadekar noted that the National Programme for Civil Services Capacity is geared towards transforming governmental human resource management from a ‘rules-based’ system into a ‘roles-based’ system.
C Chandramouli, secretary of the Department of Personnel and Training (DoPT) added, “A civil servant of today, in order to meet the challenges of the world, will have to be imaginative and innovative, proactive and polite, professional and progressive, energetic and enabling, transparent and tech enabled, and constructive and creative.”
The programme will serve the dual objectives of ensuring that India’s two crore civil servants are sensitised to the Indian culture while simultaneously being trained up in the best practices from across the world, in what may come to be the largest human resource reform ever undertaken in the nation’s history.
According to reports, its purpose will be to overcome existing obstacles such as the ‘lack of lifelong and continuous learning environment’ while improving sharing practices towards eliminating the emergence of departmental silos. The government has currently allocated a sum of Rs 510.86 crores to cover approximately 46 lakh central employees, to be spent over the next five years.
A long overdue reform
The programme has been, reportedly, developed to improve the ease of living for the common man by creating a more harmonious relationship between India’s citizens and government institutions. The work culture it intends to engender will be one founded on the principles of transparency and accountability, according to Union Home Minister Amit Shah.
For years, the government bureaucracy has been criticised for its high levels of inefficiency and red-tapism. Governmental positions have come to be viewed as the archetype sinecure with civil servants rarely held answerable to their performance.
Moreover, civil servants have also come under criticism for their ‘rule-book’ approach in handling cases, overly complicating procedures and thereby remaining inflexible to the actual needs of the Indian public. There have also been reports of significant political interference within administrative ranks leading to greater incidences of corruption and overall institutional decline.
While the initiative is certainly long overdue, how it will be received by civil servants themselves is a matter of speculation. Another one of the chief criticisms of Indian governmental bureaucracy has been an inertia to embrace change and adapt to new norms and practices. As such, it remains to be seen how quickly the existing cohort of civil servants will be able to adapt to the government’s new human resource framework.
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