Why training necessary for civil servants?

 

Of all acts of civilized society of modern times, governance is one of the most difficult tasks as it deals with issues – political, economic or social, that directly affect public life of living human beings, which are full of psychological and sociological complexes and prone to unpredictable behavior. In order to make the persons engaged in governance i.e. civil servants well-versed with the changes in the strategy, structure and management techniques, and gear them to meet the challenges of modern times and make the services more effective, efficient and goal-oriented, training becomes necessary. It is training that imparts knowledge, shapes attitudes, cultivates skills and builds work-habits. Education of the recruits before entering into civil services is mostly degree-oriented rather than job-oriented. Training is supposed to fill-up gaps between learning and practical requirements. What is the difference between education and training? What are the types of training? What are the requirements, techniques and methods to impart training? This project tries to find out the answer to all these questions with context to higher civil services in government of India.

In order to make officials engaged in governance i.e. civil servants well-versed with the changes in the strategy, structure and management techniques, and gear them to meet the challenges of modern times and make the services more effective, efficient and goal-oriented, training becomes necessary. It is training that imparts knowledge, shapes attitudes, cultivates skills and builds work-habits. Education of the recruits before entering into civil services is mostly degree-oriented rather than job-oriented. Training fills up the gaps between learning and practical requirements.

Independent India recognised the role and importance of Education and Training for inculcating the qualities of leadership, supervision, efficiency in communication, decision making etc. in its higher officials and also for changing their attitudes. Such a recognition is evident from the successive Five Year plan documents, reports of Administrative Reforms Commission and other Committees – all stressing the need for planned and systematic programmes of training for officials at various levels.

Although considerable attention has been paid so far to improve the system of Education and Training of officers, yet much more is required to be done. It has not been able to bring about the desired results for removing the short-comings of the present system and for making public services more efficient and effective.

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