Concept Note for Achieving
Good Governance
EDR vs HDR --- EDI vs HDI
An
innovative step may be taken-up by GoUP to achieve Good Governance (GG) by
Employee Development Report (EDR) based on Human Development Report (HDR). This pattern is a Corollary based on UNDP’s HDR and
HDI respectively.
Annual
Human Development Reports (HDR) by United Nations Development Program (UNDP)
based on Human Development Index (HDI) was launched by Pakistani economist
Mahbub ul Haq in 1990. It had explicit purpose “ to shift the focus of
development economics from national income accounting to people centered
policies.”
Haq
was sure that a simple composite measure of human development was needed in
order to convince the public, academics and policy-makers that they can and
should evaluate development not only by economic advances but also improvements
in human well-being.
Noble
laureates Amartya Sen’s work on capabilities and functioning provided the
underline conceptual framework. Sen
initially opposed Haq’s idea, but he went on to help Haq develop the index. Sen
was worried that it was difficult to capture the full complexity
of human capabilities in a single index but Haq persuaded him that only
a single number would shift the attention of policy-makers from concentration
on economic to human well beings.
The
first HDR introduced a new way of measuring development by combing indicators
of life expectancy, educational attainment and income into a composite HDI. Its
importance was the creation of a single statistic which was to serve as s frame
of references for both social and economical developments. The HDI sets a
minimum and a maximum for each dimension, called goalposts, and then shows
where each country stands in relation to these goalposts, expressed as a value between 0 and 1. HDI is a comparative
measure of life expectancy, literacy, education, standard of living and quality
of life for countries worldwide.
Team is
always there. Leaders (not only politicians but leadership quality) generate
team spirit in them. This team spirit converts efforts into public goods. Well
knitted system is there but team spirit is not. This step is able to develop required
team spirit in system to enhance its performance.
We
must develop EDR based on HDR & EDI based on HDI. EDI will have three
indicators.
1. Service
matters:
a) EPF/GPF
and its passbook.
b) Medical
Leave account
c) Earned
Leave account
d) Annual
Confidential Report
e) Service
book
f) Personal
file.
g) Pending applications of service matters
2. Structured
time promotions:
a) Scale
wise-ACP
b) Postwise
3. a)
Training: a training road map for whole carrier and its implementation.
b) Required statutory changes to
manage the cadre.
c) HR
planning: Preparation of a road map for sustainable, energetic, and productive
human recourse of each cadre to carry forward the mandate and mission of the
department and governments.
Frame
work for action.
It
must be first agenda point of monitoring of CM/CS in all development meetings.
CS must appoint one of his staff officer as Nodal to manage this portfolio.
Examinee
and examiner must be different for impartial evaluation. We need to hire a
company to get report of each department. This will be completely under CS to
give impartial report and will work under the appointed Nodal officer / staff
officer to ensure its impartiality.
Each
department has many cadres. First identify and list cadres. After listing,
start completing and implementing as per the existing rules and regulations. To
prepare road map enact, amend rules as required. Each department must appoint a
nodal officer not below the rank of special secretary who will co-ordinate with
Nodal officer in CS office and his departments.
Prepare
a job chart what is needed to be done as per exiting rules and regulations. First
complete this to send a strong signal in employees that Government is ready to
energize you. And in turn you need to energies the public whom serving as
duties by your delivery.
Stakeholders:
1. Employees
2. Public
3. CM
and Government
4. CS
5. Employee
Associations of each cadre.
This
innovative step will be a win-win situation for all stakeholders.
Employee:
Each employee is a leader in its domain- here leader refers for his leadership
quality. They are not delivering as expected. Among many reasons, one important
reason is bad service conditions have deenergized/demotivated them. They are converted into pessimistic elements
in government machinery. Meaning is that parts of government machinery are not
oiled. They are not update to accommodate the fast changing situations in their
working. Implementing a time bound
service improvement conditions of about 16 lakh employees will keep them always
energized, motivated and in ready-to-deliver zone.
Public:
Public is running pillar to post for their works. Employees are not delivering
the government services employed for. Motivated workers will deliver and system
efficiency will improve. Therefore, public will get benefit and their hardships
will reduce. It will save their time, money and energy.
CM
and Government (Political economy): Present government has got mandate to
provide good governance. Our young CM inculcated a hope in public for good
governance- fed-up with bad governance. If it will be done, it will be an
accomplishment of a mandate free of cost only by
monitoring. Motivated workers will deliver and public’s good governance
expectations will be fulfilled. This will strengthen the public faith in our CM
and government. Certainly this will be a good political product for government
to sell in coming elections. Above all, service matters are emotional in
nature. It will hit the emotional cord of employee and its family. This will
develop a long lasting bond with government and CM in particular which will be
a great asset for a political party and politicians.
CS:
Our CS is a renowned person and commanding high esteem of public. Employees are
hopeful that they have got the right doctor to cure their chronic service
illnesses. There is a big challenge before our CS, being head of bureaucracy,
how to deliver. Public is also having big hope with CS to get good governance.
This step will help him in overcoming this challenge. Since this step is for
the first time from a CS level, certainly it will be a new feather in the cap
of our CS. Moreover, this is an emotional issue, so a small removal of service
problem will attach all 16 lakh employee with CS emotionally. It will be a
great and life achievement for him.
Employee
Associations: Time to time they agitate, sometimes violently, over service
matters of their respective cadres. This step will satisfy them and they will provide
their conducive support to the government.
To
start with it can be experimented with a few selected departments.
It
can be in Two Phases:
1. Ensuring
implementation under existing rules and regulation and Mapping of what need to
be done in each head- One year
2. Stabilizating this issue as routine work to avoid adhochism in HR
management.
Referance:
No comments:
Post a Comment