Training and Training Institutions of State and Centre in context of changing governance pattern.

Training and Development: the employees to improve their knowledge and skill so as to be able to perform their tasks more efficiently is known as training. It is an organised activity for increasing the knowledge and skills of people for a specific purpose. The term ‘development ‘refers to the process of not only building up the skill and abilities for specific purpose but also the overall competence of employees to undertake more difficult and challenging tasks. It is generally used with reference to the training of managers and executives. Training and Development Training is an act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently.

Different Training Interventions for the Civil Services

Induction training

Mid Career training

Domestic Long Term Public Policy Programmes

Domestic Funding of Foreign Training Scheme- Long term, Short term and Partial Funded Programs

Customised/ tailor Made Programmes on Specific Subjects

Funding to State Training programmes

Intensive Training programme

Distance /E-Learning.

Introductory Training:-

Foundation Course-15 wks

Phase I-  26 wks

District Training- 54 wks

  • Attachment at District and State Head Quarters, Independent Charges, Language Instructions and Learning.

Phase II-8 wks

  • Presentations and De-Briefing session on the experience s during district training, foreign exposure and  Seminars.

Development refers to the learning opportunities designed to help employees to grow. It involves Growth an individual in all areas. Development help workforce to improve technical skills, problem solving skills and DECISION MAKING skills. Training is necessary for new employees as well as the existing employees for improving their performance at work. For new employees, training is necessary to help them get acquainted with the method of operation and skill requirement of the job. For existing employees, training at periodical intervals is helpful for learning better ways of doing the work, and also as and when they have to undertake new jobs. Thus, training helps employees to improve their knowledge and skill and make them perform their tasks more efficiently. It also helps them in promotion and improves their attitudes and confidence levels.

 

Importance of Training and Development Benefits of training for organisations:

 

Methods of Training There are different methods of giving training to the employees which can be divided into two broad categories.

 

On-the-Job methods and Off-the-Job methods.

 

  1. On-the-Job methods : In these methods, the employees learn about their jobs while doing the work duly assisted by their supervisors or seniors. These methods encourage self-learning through practice. Job instruction or coaching, and job rotation, learning while working as an assistant to a senior, understudy positions, temporary promotions are some of the common methods of on-the-job training.

 

  1. Off-the-Job methods: These methods involve training employees away from the work place so that experts may conduct the training and employees are free from immediate pressure of completing the jobs at hand. Lectures with demonstration, conferences, case discussions, video shows and films are some of the common methods used as off-the-job training methods. Then, there is another off the job method of training called vestibule training. The vestibule training refers to the training in specially designed workshops in which an attempt is made to duplicate as closely as possible the actual conditions of the work place. In such workshops a large number of employees can be trained in a relatively short period of time.

The Lal Bahadur Shastri National Academy of Administration (LBSNAA), Mussoorie is the premier training institution for the higher Civil services in India. A common Foundation Course is held for entrants to All India Services and all Group ‘A’ services of the Union. The professional training to regular recruits of the Indian Administrative Service (IAS) and members of the Royal Bhutan Service is conducted after the Foundation Course. The Academy also conducts in-service and Mid-Career Training Programme (MCTP) for members of the IAS and Induction Training Programme for officers promoted to the IAS from State Civil Services, as well as workshops and seminars on policy issues.

Noronha Academy of Administration and Management is the apex and nodal training institute of Madhya Pradesh, India. It organises training programmes for the senior officers of the government of Madhya Pradesh, government of India and Public Sector Undertakings. It has been effectively playing an advisory role for the Madhya Pradesh government in Human resource development. It is also a coordinating institution for the various training institutions of the state.

In recent times, there has been accelerated change globally brought about by technological advance greater Decentralization and social activism. The ramifications of these changes are being felt government in the form of increasing expectations for better governance through effective service delivery, transparency, accountability and rule of law.

The civil service, as the primary arm of government, keep pace with the changing times in order to meet the aspirations of the people. The purpose ‘reform’ is to reorient the Civil Services into a dynamic, efficient and accountable apparatus for p service delivery built on the ethos and values of Integrity, impartiality and neutrality. The reform is raise the quality of public services delivered to the citizens and enhances the capacity to carry out government functions, thereby leading to Sustainable Development.

Prior to developing the contents of Civil Service Reform, there is a need for an open, objective st taking of the current situation.

India’s massive Bureaucracy is maintained at huge cost by the country’s taxpayer whose Average income is among the lowest in the world. But the public perception about the members of the services, who function at cutting edge and higher coordinating and policy making levels, is that they burdensome low-performers’ heading a highly bloated bureaucracy, which is, often, perceived to corrupt and inefficient in governing the country.

The ailments afflicting Indian civil services are:

  1. Lack of professionalism and poor capacity building
  2. Inefficient incentive systems that do not appreciate upright and outstanding civil servants but reward the corrupt and the incompetent
  3. Outmoded rules and procedures that restrict the civil servant from performing effectively
  4. Systemic inconsistencies in promotion and empanelment
  5. Lack of adequate Transparency and Accountability procedures – there is also no safety for while blowers
  6. Arbitrary and whimsical transfers – insecurity in tenures impedes institutionalization
  7. Political interference and administrative acquiescence
  8. Gradual erosion in values and ethics
  9. Patrimonialism1(World Bank, 1994)

It is well recognized that Civil Service Reform is not only necessary but also inevitable. It has much value in governance as in socio-Economic Development.,

Training and development (T&D) is a process that helps individuals and organizations improve their knowledge, skills, and abilities. T&D can be used to improve performance, develop new skills, and prepare for new challenges.

T&D can be provided in a variety of ways, including formal training programs, on-the-job training, and mentoring. T&D can also be delivered through a variety of media, including books, articles, Videos, and online courses.

Training and Development in the Public Sector

The public sector is a broad term that refers to the government and its agencies. The public sector is responsible for providing essential services to the public, such as education, healthcare, and transportation.

The public sector also plays a role in regulating the private sector and ensuring that businesses operate in a fair and competitive manner.

Training and development is important in the public sector because it helps employees develop the skills they need to perform their jobs effectively. T&D can also help employees stay up-to-date on the latest changes in the law and regulations.

For example, the United States Department of State offers a variety of training and development programs for its employees. These programs cover a wide range of topics, including language training, cultural awareness, and conflict resolution.

Training and Development in the Private Sector

The private sector is the part of the economy that is not owned or controlled by the government. The private sector includes businesses of all sizes, from small start-ups to large multinational corporations.

The private sector is responsible for creating jobs and generating economic growth. The private sector also plays a role in developing new products and services.

Training and development is important in the private sector because it helps employees develop the skills they need to perform their jobs effectively. T&D can also help employees stay up-to-date on the latest changes in technology and business practices.

For example, Google offers a variety of training and development programs for its employees. These programs cover a wide range of topics, including Software development, data science, and leadership.

Training and Development in the Non-Profit Sector

The non-profit sector is a broad term that refers to organizations that are not primarily motivated by profit. Non-profit organizations include Charities, foundations, and social service agencies.

Non-profit organizations play an important role in Society by providing essential services to the public, such as education, healthcare, and social services.

Training and development is important in the non-profit sector because it helps employees develop the skills they need to perform their jobs effectively. T&D can also help employees stay up-to-date on the latest changes in the law and regulations.

For example, the United Way offers a variety of training and development programs for its employees. These programs cover a wide range of topics, including fundraising, grant writing, and volunteer management.

Training and Development in the International Sector

The international sector is a broad term that refers to organizations that operate in multiple countries. International organizations include multinational corporations, non-governmental organizations, and international governmental organizations.

International organizations play an important role in the global economy by promoting trade and Investment. International organizations also play a role in promoting peace and security.

Training and development is important in the international sector because it helps employees develop the skills they need to perform their jobs effectively. T&D can also help employees stay up-to-date on the latest changes in the global economy and politics.

For example, the World Bank offers a variety of training and development programs for its employees. These programs cover a wide range of topics, including economics, finance, and development management.

The Changing Role of Training and Development

The role of training and development is changing in response to the changing nature of work. In the past, training was often focused on teaching employees specific skills. However, in today’s economy, employees need to be able to learn new skills and adapt to change.

As a result, training and development is increasingly focused on developing employees’ ability to learn and adapt. This includes providing employees with opportunities to learn new skills, develop their problem-solving skills, and work effectively in teams.

The Future of Training and Development

The future of training and development is likely to be shaped by the following trends:

  • The increasing importance of lifelong learning: In today’s economy, employees need to be able to learn new skills throughout their careers.
  • The increasing use of technology: Technology is changing the way we learn and work. Training and development programs will need to use technology to deliver content and provide opportunities for employees to learn and practice new skills.
  • The increasing importance of collaboration: In today’s economy, employees need to be able to work effectively in teams. Training and development programs will need to focus on developing employees’ ability to collaborate and communicate effectively.

Training and Training Institutions of State and Centre in context of changing governance pattern

What are the different types of training institutions in India?

There are many different types of training institutions in India, including government-run institutions, private institutions, and corporate training programs. Some of the most common types of training institutions include:

  • Polytechnics: Polytechnics are technical colleges that offer diploma and degree programs in a variety of engineering and technology fields.
  • Institutes of Technology (IITs): IITs are premier engineering colleges that offer undergraduate and graduate programs in engineering and technology.
  • National Institutes of Fashion Technology (NIFTs): NIFTs are national-level institutes that offer undergraduate and graduate programs in fashion design and technology.
  • Indian Institutes of Management (IIMs): IIMs are premier management schools that offer undergraduate and graduate programs in management.
  • Indian Institutes of Science (IISc): IISc is a premier research university that offers undergraduate and graduate programs in science and engineering.

What are the benefits of attending a training institution?

There are many benefits to attending a training institution, including:

  • Gaining knowledge and skills in a specific field
  • Networking with other professionals in the field
  • Gaining access to career opportunities
  • Improving your job prospects
  • Increasing your earning potential

What are the different types of training programs offered by training institutions?

Training institutions offer a variety of training programs, including:

  • Diploma programs: Diploma programs are typically two-year programs that provide students with the skills and knowledge necessary to enter a specific field.
  • Degree programs: Degree programs are typically four-year programs that lead to a bachelor’s degree.
  • Postgraduate programs: Postgraduate programs are typically one- or two-year programs that lead to a master’s degree or a doctoral degree.
  • Certificate programs: Certificate programs are typically short-term programs that provide students with the skills and knowledge necessary to complete a specific task or project.

What are the different types of funding available for training programs?

There are a variety of funding Options available for training programs, including:

  • Government funding: The government offers a variety of grants and scholarships to help students finance their education.
  • Institutional funding: Many training institutions offer their own scholarships and financial aid programs.
  • Private funding: There are a number of private organizations that offer scholarships and financial aid to students.
  • Self-funding: Students can also finance their education through loans or by working part-time while they are in school.

What are the different types of career opportunities available to graduates of training institutions?

There are a variety of career opportunities available to graduates of training institutions, including:

  • EMPLOYMENT in the public sector: Graduates of training institutions can find employment in a variety of government departments and agencies.
  • Employment in the private sector: Graduates of training institutions can find employment in a variety of private companies and organizations.
  • Self-employment: Graduates of training institutions can also choose to start their own businesses.

What are the different types of challenges faced by training institutions?

There are a number of challenges faced by training institutions, including:

  • Funding: Training institutions often face difficulty in securing funding from the government or private organizations.
  • Infrastructure: Training institutions often lack the necessary infrastructure to provide quality education and training.
  • Faculty: Training institutions often face difficulty in recruiting and retaining qualified faculty members.
  • Student enrollment: Training institutions often face difficulty in attracting and retaining students.

What are the different types of solutions that have been proposed to address the challenges faced by training institutions?

There are a number of solutions that have been proposed to address the challenges faced by training institutions, including:

  • Increasing government funding: The government could increase funding for training institutions to help them improve their infrastructure and attract qualified faculty members.
  • Partnering with private organizations: Training institutions could partner with private organizations to secure funding and access to Resources.
  • Developing innovative teaching methods: Training institutions could develop innovative teaching methods to improve the quality of education and training they offer.
  • Promoting online learning: Training institutions could promote online learning to reach a wider audience of students.

What are the different types of trends that are expected to impact the training sector in the future?

There are a number of trends that are expected to impact the training sector in the future, including:

  • The rise of online learning: Online learning is becoming increasingly popular as a way to access education and training.
  • The demand for lifelong learning: The demand for lifelong learning is increasing as people seek to improve their skills and knowledge in order to remain competitive in the job market.
  • The need for skills development: The need for skills development is increasing as the economy becomes more complex and technology changes rapidly.
  • The importance of soft skills

Question 1

Which of the following is not a function of the training institutions of the state and centre?

(A) To provide training to government employees
(B) To conduct research on training methods
(C) To develop training materials
(D) To provide training to the private sector

Answer
(D)

Question 2

The changing governance pattern has led to a number of changes in the training needs of government employees. Which of the following is not one of these changes?

(A) The need for employees to be more adaptable and flexible
(B) The need for employees to be more IT-savvy
(C) The need for employees to be more customer-oriented
(D) The need for employees to be more creative and innovative

Answer
(A)

Question 3

The training institutions of the state and centre have responded to the changing governance pattern by developing a number of new training programs. Which of the following is not one of these programs?

(A) E-learning programs
(B) Blended learning programs
(C) On-the-job training programs
(D) Off-the-job training programs

Answer
(A)

Question 4

The training institutions of the state and centre have also made a number of changes to their existing training programs in order to meet the needs of the changing governance pattern. Which of the following is not one of these changes?

(A) Increasing the focus on soft skills
(B) Increasing the focus on technical skills
(C) Increasing the focus on leadership skills
(D) Increasing the focus on management skills

Answer
(B)

Question 5

The changes made by the training institutions of the state and centre have been well-received by government employees. Which of the following is not one of the reasons for this?

(A) The changes have made training more relevant to the needs of government employees
(B) The changes have made training more accessible to government employees
(C) The changes have made training more effective
(D) The changes have made training more affordable

Answer
(D)

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