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Strategic Human Resource

Abstract

This Chapter highlights the gradual transformation from Personnel Administration to Strategic Human Resource Management over the years in Government of India. However, there is still a long way to go. In this Chapter an attempt has been made to delineate the criticality to move towards Strategic HRM in Government of India to achieve India’s developmental goals. By understanding the current state of HR, emerging HR challenges, and by using some of the best HR practices, Ministries, Departments and Organizations (MDOs) can develop appropriate strategies to attract, retain, and develop their workforce. Embracing frontier technology, investing in employee development initiatives, and fostering a inclusive work environment are key to success. Additionally, the chapter delineates different interventions which can be adopted by MDOs to move towards Strategic Human Resource Management which will help achieving the vision of Viksit Bharat@ 2047. Moreover, ‘Six E Framework of SHRM’ developed by the author has also been suggested for MDOs in order to strategically manage their human resources.

Introduction

Today Ministries, Departments and Organizations (MDOs) are facing potpourri of challenges posed by technology-driven disruption of business activities increasingly characterised by volatile, uncertain, ambiguous, and complex (VUCA) conditions as well as unprecedented opportunities to develop new citizen centric programs and services that address their growing aspirations and expectations. Disruptive and technology led the transformation of virtually every sector of governance is posing new challenge. Prized skill-sets are becoming obsolete at a record pace and new skills we had never heard of until a few years ago are becoming crucial to the continued success and even existence of many organizations. With the growing complexity of organizational processes, advancement in Information & Communication technologies and advent of artificial intelligence, inducting and sustaining a motivated workforce has become a challenge for HR functionaries in MDOs. Indeed, the most unique challenge for any organisation is with respect to management of human resources. The competitive advantage of an organisation is defined by how well it manages its human resources, or how well it incorporates human resource management into its organisation strategy.

Competing through People

People who are considered as creative capital constitute an important source of dynamic input in any organisation. To be a long-distance runner, every organisation requires extraordinary efforts from its people. The people factor separates the mediocre organisations from the outstanding ones. When people work with zeal, enthusiasm and commitment, organisations become a Great Place to Work. When people fail to live up to expectations, organisations fall behind in the competitive race. In fact every organisation has more or less the same kind of resources to work with-materials, equipment, land, buildings, finances etc. The only differentiating element between organisations is the 'people factor'. As Thomas J. Watson, the founder of IBM once commented, “you can get capital and erect buildings, but it takes people to build a business.” Indeed, ‘People can take an Organisation to Commanding Heights’. Many managers from generals to presidents to supervisors have been successful even without adequate plans, organisations, or controls. They were successful because they had the knack for hiring the right people for the right jobs and then motivating, appraising, and developing them. A good organisation values and respects its people. People and people policies can make or break any organisation. There have been several studies to indicate that there is a significant correlation between people and the profits they bring to the organisation. 

Human Resource Management

Human Resource Management (HRM) is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.  HR helps to ensure that results are achieved through people. Because of global competition, technological advances, and economic turmoil, that statement has never been truer than it is today. Human resource management methods can help any manager boost his or her team's and organisation's levels of engagement, profits, and performance. Human Resources Management (HRM) is a holistic approach towards the management of people present in an organisation which contribute to the achievement of organisational objectives. Successful human resources management is largely dependent upon formulation and implementation of a well-defined 'HR Strategy'. Employees are an important resource of the organisation. Indeed, HR strategy needs to be flexible enough and reflective of changes in organisational dynamics. The HR systems should facilitate enabling environment leading to enhanced levels of employee engagement and organisational effectiveness.

Defining Strategic Human Resource Management

Strategic Human Resource Management (SHRM) centres around individuals—choosing the right individuals capable of delivering exceptional organisational outcomes and establishing support systems to not only ensure their success but also foster their prosperity as individuals. According to Write and Snell, SHRM can be defined as the organisational systems designed to achieve sustainable competitive advantage through people. According to Horace Parker, director of strategic education at the Forest Products Organisation (Schuler, 1992), SHRM is about “getting the strategy of the organisation implemented effectively.” Patrick Wright and Gary McMahan defined SHRM (Wright & McMahan, 1992, p. 298) as “the pattern of planned human resource deployments and activities intended to enable an organisation to achieve its goals.” According to Gary Dessler, “Strategic human resource management means formulating and executing HR systems i.e. HR policies and activities that produce the employee competencies and behaviours the organisation needs so as to achieve its strategic aims”. Purcell stated that Strategic HRM focuses on actions that differentiate the firm from its competitors. Bratton J defined SHRM as the process in which the Human Resource function and strategic objectives of the organisation are combined in order to develop the high performance organisations.

Emergence of Strategic Human Resource Management 

During the early Years (1900s-1940s) Personnel management focused on administrative tasks like hiring, firing, and record-keeping. During 1940s to 1960s,  HR began to focus on employee welfare, training, and development. Indeed, up to the mid 80s, Human Resources Management function in Indian organisations grew through various phases. Professors Udai Pareek and T.V. Rao were among the pioneers who not only introduced the Human Resource Development (HRD) concept in India but also assisted many organizations in designing development-oriented HR systems. They have highlighted the paradigm shift from traditional personnel function to Human Resource System. The 1980s saw such large-scale introduction of the developmental concept in Indian organisations. HR became involved in organisational development, focusing on improving overall performance.- Techniques like job enrichment, team building, and organisational design emerged. After this phase i.e during 1980s to 1990s., the concept of "strategic HRM" emerged, emphasizing HR's role in driving business success. HR began to align with business strategy, focusing on achieving organizational goals. 

Now HR is seen as a source of competitive advantage, focusing on developing unique capabilities of people. The emphasis is on strategic talent management, leadership development, and creating a high-performance culture. With the increasing realization of the potential of human resources in providing competitive advantage, organisations have begun to consider employees as 'valuable assets' or 'investments.” This view has become more significant in today's knowledge economy that depends on skill and knowledge of employees. From being a routine, administrative and reactive function, the HR function today has evolved to being proactive and strategic.

Difference between Traditional HRM and SHRM

SHRM involves the development and implementation of HR practices that directly contribute to the achievement of organisational objectives. Unlike traditional HRM, which tends to be reactive and transactional, SHRM is proactive and forward-looking. It involves a continuous process of assessing the external environment, understanding internal capabilities, and aligning HR strategies with the overall organisation strategy. It defines the organisation intention and plan on how its organisation goals should be achieved through people. SHRM is a process of managing human resources that links the workforce with the core strategies, objectives, and goals of an organisation. The effectiveness of SHRM is contingent upon the alignment of its policies, programs, and systems with the values, mission, and objectives of the organisation (Caldwell & Anderson, 2018, p.13). The main difference between HR management and Strategic HR management is that HR management focuses on managing the regular day-to-day HR duties, while strategies HR management focuses on helping employees and the HR department achieve organisation goals through Strategy.

Objectives of Strategic Human Resource Management

The following are the objectives of Strategic Human Resource Management:

SHRM helps the HR department maximize the potential of an organisation’s workforce through strategic planning, talent management, leadership development, organisational design, and performance management.

SHRM ensures practices that foster flexibility and provide competitive advantage to the organization. 

SHRM is essential for retaining the best talent and development of human resources.

It focuses on making employees feel valued and engaged so that they are motivated to stay with the organisation.

The goals of strategic HR management are to develop an employee-centric culture, sustain the organisation’s purpose, focus on employee advancement, improve employee retention, practice flexibility, teamwork, develop a diverse, equitable, and inclusive work environment, and practice regular employee feedback.

Transformation from Personnel Administration to Strategic Human Resource Management in Government of India

The Department of Personnel and Training (DOPT) of the Government of India initiated the project titled ‘Strengthening HRM of Civil Service’ in the year 2011 in collaboration with the United Nations Development Programme (UNDP). The project was undertaken to support the Government of India to shift from rule-based personnel administration towards competency-based system of strategic human resource management for the Indian Civil Services and build an enabling environment for developing civil servants so that they can perform in a more effective manner. A primary outcome of this initiative was the creation of a ‘Competency Dictionary’ (Government of India-UNDP 2013) which was developed in consultation with a large number of civil servants in the Centre and state governments. The overarching purpose for developing a competency dictionary was to foster more effective, efficient, and transparent and accountable public administration at the national and state levels. Towards this end, the Civil Services Competency Dictionary identified 25 core competencies across the various roles and positions of civil service employees. Competencies have a wide range of applications across human resource management practices. Competencies can be applied and integrated into recruitment and selection, performance management, training and development, career and succession planning and reward systems. Indeed, the project has supported the Government of India in the shift towards Competency-based Human Resource Management (HRM) for the Indian Civil Services.

The Human Resource Management function has undergone a significant change in Government of India. The ministries, departments and organisations are attaching tremendous importance to the management and development of their people. Today, an increasing recognition emerged that individual in an organisation is a key resource. Therefore, to transform the civil services, it was imperative to bring about a strategic human resource management system, which would look at the individual as a vital resource to be valued, motivated, developed and enabled to achieve the Ministry/Department/Organisation’s mission and objectives. The previous systems of personnel administration used to focus largely on the rules and procedures governing the recruitment, retention and career development of the civil service. Earlier the training was mainly for the Civil Services with a larger number of Group B and Group C employees. Moreover, with the creation of the third tier of Government, the training of functionaries in the Panchayat and Municipal bodies had become a critical concern.

Strategic Initiatives of Government of India 

Following initiatives for Capacity Building of Government Officials have already been taken by the Government of India which highlight the emergence of SHRM in MDOs :

i. NPCSCB: Mission Karmayogi

The Civil Services play a central role in governance and its delivery of public services. For capacity building of civil servants and to equip them with the right competencies which are aligned to the demands and expectations of a rapidly growing economy and its aspirational citizens, Government of India launched the National Programme for Civil Services Capacity Building (NPCSCB) - Mission Karmayogi. The Mission Karmayogi aims at developing a citizen-centric and future-ready civil services through democratised and competency-led capacity building. It has 6 pillars, viz.: Policy Framework, Digital Learning Framework, Competency Framework, The electronic Human Resource Management System, Monitoring and Evaluation Framework, and Institutional Framework.

ii. Capacity Building Commission 

To deliver on the vision of capacity building of Civil Servants, two key institutions viz. Capacity Building Commission (CBC) and the Special Purpose Vehicle (SPV)- Karmayogi Bharat were designated. The CBC has been constituted on 1st April 2021 and became fully functional since June, 2021. The CBC has a pivotal role to play in the capacity building ecosystem. It spearheads various initiatives for capacity building by laying down various standards and guidelines related to accreditation, competency framework, etc., besides, the mandate as laid down in the ’Mission Karmayogi. 

iii. SPV Karmayogi Bharat 

The SPV-Karmayogi Bharat became operational since August, 2022. The SPV- Karmayogi Bharat creates employee-wise competency passbook based on training (s) undergone and other capacity building courses completed, etc. and make the same available to the MDOs, Cadre Controlling Authorities on demand. The passbook shall reflect, in respect of each employee, their existing as well as required competencies, the activities associated with their current/future roles, so that they will be able to plot a clear learning path based on their self-learning aspirations or Departmental mandate. The SPV shall have the responsibility for owning, managing, maintaining and improving the digital assets i.e. iGoT Karmayogi digital/e-learning platform and, inter alia, provide key services to enable capacity building of civil servants.

iv. Digital Learning Framework (iGOT- Karmayogi)

iGOT- Karmayogi envisages the implementation of a competency framework as per the FRACS (Framework for Roles, Activities and Competencies including skills) model for employees. Integrated Government Online Training Karmayogi Platform was launched to provide anytime-anywhere learning opportunities for all civil servants and to evolve into a vibrant and robust e-learning content industry. 

v. Competency based Training

Previously training was on the duties that were to be performed in a particular post and there was no comprehensive review or classification of all posts in accordance with functions to be performed and the competencies required thereto. Thus, the issue of whether an individual has the necessary competencies to be able to perform the functions of a post were not addressed. For moving to a competency-based approach, it would be necessary to classify the distinct types of posts and to indicate the competencies required for performing work in such posts. Once the competencies are laid down, an individual's development can be more objectively linked to the competencies needed for the current or future jobs. 

Role of HR Professionals in Viksit Bharat

The role of the Human Resource Manager is evolving with the change in competitive environment and the realization that Human Resource Management must play a more strategic role in the success of an organisation. Organisations that do not put their emphasis on attracting and retaining talent may face challenges in the long run. With the change in socio economic scenario, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. With this changing scenario, HR professionals have to evolve to become a strategic partner, an employee sponsor, an advocate, and a change mentor within the organisation. In order to succeed, HR must have a thorough understanding of the organization's big picture and be able to influence key decisions and policies. HR professionals of Viksit Bharat need to be coaches, counselors, mentors, and succession planners. They would also be responsible to promote values, ethics and spirituality within their organizations, especially in the management of workplace diversity.

Challenges in Implementation of SHRM

Strategic Human Resource Management (SHRM) has become a critical function for organisations in today's dynamic and competitive environment. In the context of India, which is known for its diverse workforce, complex regulatory landscape, and rapid economic transformations, implementing SHRM fully is a daunting feat.  Some of the challenges in proper implementation of SHRM are:

Diversity and Inclusion

India is characterized by a rich tapestry of cultures, languages, and traditions. HR Strategies need to be devised to manage the diverse workforce so as to foster inclusion and create an environment where individuals from different backgrounds can thrive.

Regulatory Compliance

The Indian labor market is subject to a complex web of regulations, making it essential for HR professionals to navigate compliance issues effectively. HR professionals should ensure aligning the policies with local labor laws while ensuring a flexible approach to adapt to changes.

Talent Acquisition and Retention

The war for talent in India is intense. The recruitment of right talent in Government of India is crucial for ensuring effective governance, efficient public service delivery and successful implementation of policies and programs. MDOs should be able to attract top talent while also retaining key employees through innovative retention strategies and career development opportunities. Talented & skilled individuals bring innovative solutions, enhance administrative efficiency and impove decision- making processes thereby contributing to nation's overall development.

Compensation and Reward Strategy

Designing Rewards & Recognition system to enhance motivation of employees in MDOs is a challenge. Therefore, mechanism for providing non monetary incentives should be devised by each MDO. 

Alignment with Organisation Strategy

Every MDO is expected to prepare its Vision@2047 and also required to align their organisational goals with larger-national goals. This will provide HR professionals an opportunity to design HR Strategies which are in sync with their organizational goals.

Innovation in Employee Engagement

India's young workforce values a holistic work experience beyond salary, including factors like work-life balance, wellness programs, and opportunities for personal and professional growth. Strategic HRM provides the avenue to innovate in employee engagement practices to enhance workplace satisfaction.

To instill Performance Orientation in the Organisation

Instilling performance orientation within the Government of India necessitates a multifaceted approach that emphaizes clear goal setting, continuous skill development and robust accountability mechanism. By defining specific objectives and key performance indicators, department and employees can align their efforts with the Government’s strategic priorities. Implementing a performance management system with regular evaluation and feedback ensures that progress is monitored and achievements are recognised.

To sustain an Enabling and Motivational Environment in the Organisation 

For sustaining a motivational and enabling environment in MDOs, it is essential to foster a culture of continuous development and inclusive leadership. By providing opportunities for skill enhancement and career progression through structured training programmes and mentorship, employees feel supported in their professional growth. Encouraging open communication and inclusive decision making allows employees to contribute meaningfully to the organisation. 

Guidelines for Proactive Implementation of HRM practices in Government ecosystem

The evolving role of HR as a 'strategic partner' in managing the organization or as a catalyst for organizational transformation would require HR function to establish robust linkage with strategic imperatives. HRM should now focus on building organisations that change, learn, move and act fast. In public sector, HRM practices have to focus on areas such as:

Identifying and nurturing talent;

Enhancing employee morale and motivation

Creating a performance-driven culture; and 

Bringing about changes in the mindsets of employees at all levels so that all of them aim at providing value to customers.

Providing innovative non monetary rewards

Creating a culture of continuous learning

Six E Framework of SHRM

Six E Framework of SHRM (source: Author) suggested below will help MDOs in strategically managing their human resources. This framework would lead to enhanced organisational efficiency, effectiveness and employee engagement. Following are the six components of this framework:

Empower people to take decisions.

Encourage employees to take initiatives 

Enrich employees by providing opportunities for growth and development

Enhance competencies of people so as to seek their commitment

Expand-vision of people so that their goals are in congruence with organisational goals

Energise and recognise employees to give their best.

The six model of SHRM (Image) 

Different components of 6 E Framework are given below:

Empower people to make decisions 

This practice fosters engagement and enfranchises employees. Not only do employees become more confident and work ready but they also become more committed, strategic, intuitive, creative and analytically competent. It also enhances citizens’s experience as employees become capable to handle citizens professionally 

Encourage employees to take initiatives 

It is firstly important to diversify the workforce so different perspectives and ideas can be brought to the table. HR Professionals need to think of innovative ways to encourage employees to take initiatives. 

Enrich employees by providing opportunities for Growth and Development 

Providing opportunities to employees for learning new skills and knowledge boosts job satisfaction and employee retention. Employees should see a clear route for progress and career advancement in the organization. Professional growth strengthens organization performance, sustainability and competitive edge. 

Enhance Competencies of people to seek their commitment

Developing competencies relates to acquiring and enhancing skills required to perform job functions efficiently. This practice helps employees understand expectations of their job, the key behaviors they should demonstrate, their level of performance and the steps needed to increase their proficiency levels. Such insight is helpful in achieving organisational goals and in determining the commitment of individuals towards them. 

Expand Vision of people so that their goals are in congruence with organisational goals 

Fitting individual goals into the big picture promotes accountability and can lead to better performance. Employees understand the impact of their work within the organisation and there is coordination and motivation. When goals of different individuals, departments, or levels of an organisation are aligned, not only is there greater equity and diversity but also consistency and smooth functioning.

Energize and recognise employees to give their best

Benefits of employee recognition are low cost and high impact practices. Acknowledging employee efforts contributes to a positive work environment and boosts employee morale, motivation, loyalty and productivity. Employees feel valued in the organisation, which leads to higher retention. It is important to evaluate and listen to their feedback about what it is that they seek.

Steps for Seamless Implementation of HR Strategy in Government 

The HR Strategy implementation requires that MDOs should ensure availability of right mix of resources in time. Financial budgeting is needed for resource management. Roles and responsibilities should be defined, documented and communicated to facilitate the effectiveness of implementation. FRA Cing which was initiated by Mission Karmayogi would help immensely in defining the roles and responsibilities of a position. Under each head, specific HR intervention should be planned along with action plan and time frame. Year-wise Action Plan of HR interventions, and due planning and deployment of resources is the need of the hour. Preparation of schedule of Implementation Plan would help in successfully completing this task. 

Further, the HR function in every MDO has to take initiatives to benchmark and adopt Best HR practices which should be aimed at building three C i.e Competency, Commitment and Culture. 

The manner in which an organization manages its human resources can have a dramatic impact on its ability to compete or survive in an increasingly competitive environment. Agility pays rich dividends and HR professionals have to play an important role in creating a favourable work climate for implementing changes. Moreover, focus should be on employing innovative reward plans that recognize employee contributions.

HR needs to ensure that people are valued. Different offline and online training programmes uploaded on iGOT  platform would help sensitizing employees towards cross cultural and diversity issues. Emphasis need to be placed on ensuring good HR processes such as participative management, suggestion system, effective communication system, effective performance management system, grievance redressal system, viable and attractive compensation package and social security systems. Transparent personnel policy pertaining to recruitment, training and development, promotion and  transfer is the bedrock for implementing any initiative.  Ensuring fairness, integrity and accountability while abiding by the law would be a step in the direction of making MDOs a Great Place to Work.

Conclusion

Strategic Human Resource Management in India is a multifaceted endeavor that requires a nuanced understanding of the country's socio-cultural diversity, regulatory framework, and economic dynamics. By addressing challenges and capitalizing on opportunities, MDOs can leverage SHRM as a strategic enabler for sustained growth and competitiveness in the dynamic and evolving organizational landscape. In a volatile environment, changes of various kinds hit the organizatons from all corners. Successful HR leaders have to anticipate such changes quickly and initiate proactive steps.

Shift towards Strategic HRM is critical for MDOs in India. There is a need to develop a comprehensive HR strategy which is aligned with organisational goals. Leveraging technology to create a unified database of employees and to streamline processes would pay rich dividends in long run. Creating an inclusive work environment by implementing diversity and inclusion initiatives and fostering a culture of continuous learning to bridge the skills gap, are paramount for achieving the expected outcome. Moreover, efforts need to be made to regularly review and update HR policies so as to comply with existing labor laws and regulations. Indeed, the role of SHRM will be pivotal in shaping the future of work in Government organisations.

References

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4. Yoder Dale. (1977). Personnel Management and Industrial Relations, Prentice Hall, New Delhi.

5. Dale, S. Beach. (1985). Personnel, MacMillan, New York.

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8. Kandula S.R. (2001). Strategic HRD, New Delhi, Prentice Hall.

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10. Rudrabasavaraj M.N. (1988). Dynamic Personnel Administration, Himalaya, New Delhi (1979). R.S. Davar, Personnel Management and Industrial Relations, Vikas, New Delhi.

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12. Larimer L.V. (2005). Reflections on Ethics and Integrity, HR Focus, 74, April, 1997. B. Battanayak, Human Resource Management, New Delhi, Prentice Hall.

13. S.C. Schoonover. (1998). HR Competencies for the year 2000, Alexandria, VA, SHRM Foundation.

14. Losey M.R. (1995).Mastering the Competencies of HR Management, Human Resources Management, 38, 1999, D. Ulrich et al. HR Competencies, An Empirical Assessment, Human Resources Management, 34.

15. Ulrich D. (1998). A New Mandate for Human Resources, Harvard Business Review, Jan-Feb.

16. P. Bamberger and T. Meshoularn, Human Resource Strategy; Formulation, Implementation and Impact, Thousand Oaks, CA: Sage, 2000.

17. Charles Greer. (1995). Strategy and Human Resources, Upper Saddle Rive, NJ, Prentice Hall.

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19. Dave Ulrich. (1994). Human Resources Champions, Boston, Harvard Business School Press, 1997. J. Pfeffer, Competitive Advantage through People: Problems and Prospects for Change, Boston, Business School Press.

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21. Khan S.A. (1998). Transformation HRM, Management & Change, Vol 2.


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In India, the procedure of shifting the paradigm for good governance has been dynamic and continuing. A notion known as "good governance" includes a number of rules and procedures designed to guarantee the efficiency, effectiveness, and accountability of governmental institutions.

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Reform Phase: An Attempt for a New Nation

India undertook substantial reforms in a number of areas of its economy, society, and government after achieving independence from British domination in 1947.

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Administration of Independent India

Administration of independent India drewn many transformations to get away from British colonial administration that propagates the colonial need such as maintenance of law and order, collection of revenue, tactics to hold the administrative power in British civil servants. 

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188
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Governance: The Journey, the Transformation

The twenty-first century should be an era of new forms of Governance different from what we have seen in the past. Due to widespread economic problems and fiscal constraints in the 1980's, governments around the world both rich and poor, concluded that government had become too big, too costly and ineffective. 

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263
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Good Governance: Serving the People

Good governance implies service to the people. Government’s task is to govern in a way that optimizes the development and welfare of its citizens. Measure of Good governance is how far the government is able to improve the quality of life of its people.

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296
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New Paradigms of Governance

The concept of ‘governance’ is not new. It is as old as human civilization. It has over the years gained momentum and a wider meaning. Apart from being an instrument of public affairs management, or a gauge of political development, governance has become a useful mechanism to enhance the legitimacy of the public realm.

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367
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Parivar Pehchan Patra (PPP) A Portable Initiative by the Government of Haryana for Welfare Schemes

The family stands as the key social institution in the social structures. The planning echelon in both income and spending are defined only in its context. 

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Participatory Forest Management: A Theoretical Analysis

In India, the paradigm of Participatory Forest Management (PFM) is proving to be transformative as it attempts to balance the intricate relationships between sustainable resource utilisation, forest regeneration, and conservation. India, which has about 70 million hectares of forest cover, struggles to meet the socioeconomic demands of the people who depend on the forests while also protecting these ecosystems.

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551
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Reviving Resilience: Millets as the Climate-Adaptive Crop

A long-term abutting weather situation that is particularly related to temperature and precipitation is called climatic change. Land-use changes, forest fires, Greenhouse Gas Emissions, and natural disasters like volcanic eruptions are all possible contributing factors to this Climate shift (Reddy, 2015).

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940
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Dying Yamuna River in Delhi, India

The Yamuna is a tributary of the holy Ganges. The main stream of the Yamuna River originates from the Yamunotri Glacier at Bandar Panch (38°59'N, 78°27'E) in the Mussoorie Ranges of the lower Himalayas, at an average altitude of about 6387 meters above sea level in the Uttarkashi district (Uttrakhand) increase.

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1495
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India’s Route towards Sustainable Development Goals- A Study of Reproductive Health Rights in India

When the nation moves towards higher standards of development there are several parameters that it needs to take care, not forgetting one of the crucial ones being the health of its citizens.

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352
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Catalyzing Sustainable Paradigm: Enabling Responsible Tourism through Local Self-Government in the Kanthalloor Village STREET Project

The paper identifies the STREET project as a sustainable model for enabling responsible tourism principles and practices with local self-governance as the implementation body.

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402
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Need of Statutory Unified Metropolitan Transport Authority for Better Transport Governance: A Case of Mumbai Metropolitan Region

The 73rd and 74th constitutional amendments brought an overhaul in public administration by empowering rural and urban local governance. 

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476
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Decentralisation of Health Services in India: Perceptions of Service Users and Service Providers with Special Reference to Jhunjhunu District, Rajasthan

The study focused on assessing the two frameworks in context of Decentralisation of Health Services in Jhunjhunu District, Rajasthan viz. perceptions of service users and, service providers.

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Swachh Bharat Mission: A Model for Good Governance and National Transformation

Governance is an age-old concept and it is all about making decisions and getting things done (UCLG, 2021). It happens at every level like countries, businesses, and even in smaller communities. 

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757
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Revolutionizing Health Policies in India: A New Paradigm

India's healthcare system has long been a subject of concern due to its inadequate infrastructure, limited access to quality healthcare, and stark disparities in health outcomes. 

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Healthcare Opportunities for Right to Health in India

Right to health is primarily not just a call for consigning legal status of a human aspiration. It has much more to do with the civilisational preference of a nation state.

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687
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Trajectories to Good Governance: A Study of Select Gram Sabha in Pullur Periya Gram Panchayat, Kasaragod District, Kerala

Gram Sabha represents the fundamental unit of local governance. It acts as the integral component of the Panchayati Raj system, embodying the essence of participatory governance.

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529
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Transforming Governance: The Remarkable Journey of the Aspirational District Programme to Citizen Centric Governance

The Aspirational District Programme (ADP), launched by Prime Minister Sri Narendra Modi in January 2018, represents a significant policy initiative aimed at transforming governance in the country's most underdeveloped districts.

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Good Governance through E – Governance in India (with reference to State of Jharkhand)

The concept of governance is not new. It is as old as human civilisation. Civilisation is the characteristic of the people. It is one of the things that set human beings apart from the other species

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Judicial Administration in Relation with Information Technology

With his utopian yearning for a paganised unified globe devoid of all the limitations and boundaries that afflict our unreal world, Lennon scarcely considered the "Internet.

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Curbing Corruption Through the Use of Communication Technology: An Indian Scanerio

Corruption is a complex socio-economic problem which universally affects all societies. The government being a large-scale organisation is also not immune to it. 

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543
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Governometrics of Public Administration in Delivering the Right Based Electronic Public Services: An Analytical Perspective of North Western Region

The issue of governance has received serious attention of researchers, policy makers, administrators and the national as well as international community. The New Public Management (NPM) concept is focused on service, quality, performance management and risk management of governance processes. 

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335
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Common Service Centres (CSCs) and Public Service Delivery: An Empirical Analysis of E – Mitra in Jaipur District, Rajasthan

The government provides services including healthcare, education, social support, and financial inclusion to the public. However, villagers and citizens in remote areas often struggle to access these services due to several constraints including inadequate infrastructure and inaccessibility. 

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665
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Digital Governance: Challenges and Strategies in the Digital Era

Digital governance, in the context of the digital era, involves the use of information and Communication Technologies (ICTs) to enhance and transform the delivery of public services, improve government efficiency, and engage citizens in decision-making processes. 

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Empowering Farmers in Digital India: An Empirical Analysis of the Implementation and Effectiveness of E – Governance Initiatives in Agriculture

Since the majority of India's population relies on agriculture for their living, the sector dominates the country's economy.  Agriculture only makes up less than 20 per cent of the nation's GDP (Ministry of Finance, 2018), emphasizing the sector's low-income production.

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877
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Right to Services through E – Governance: Redefining the Public Service

The 21st century has ushered in an era of rapid technological advancement, fundamentally altering how governments interact with their citizens.

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609
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Stakeholder perception, technology adoption and policy priorities in Indian healthcare – A systematic analysis

Healthcare is an essential aspect of any society, and in India, it holds a unique place due to its immense population and diverse healthcare needs.

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484
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Understanding Digital financial literacy and its role in financial behaviour and financial well being

E-commerce and digital technology have transformed the way people spend and save. There is an evident technological growth in the world of finance which is referred to as financial technology or fintech. Financial technology (Fintech) refers to the technological innovations that assist in enabling or improving the access to financial services digitally through the internet, smartphones or computers. 

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Reimagining Social Equity in Indian Public Administration: Interrogating the discipline and beyond

The origin of ‘Social Equity’ in Public Administration can be legitimately traced to 1968 Minnowbrook Conference that brought together young minds in public administration.

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247
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Human Rights in 21st Century

Resumption of hostilities meant “hell on Earth has returned to Gaza. The resumption of hostilities is catastrophic.”

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386
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Role of Regulator in Governance: Case Study of Reserve Bank of India in Safeguarding Consumer Interest

The Reserve Bank of India (RBI), as India's central bank and regulatory authority, plays a pivotal role in shaping public administration and governance in the country. 

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463
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Regulatory Governance in India- Emerging Dimensions

Today we are living in an era of the ‘regulatory state’.  The expressions ‘regulation’, ‘regulatory governance’ and ‘regulatory institutions’ have become the buzzwords of governance and are  spread across social systems as well as state organisations and government strategies. 

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463
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Governance of Higher Education in India

Governance is defined as structures and processes of decision-making through which performance and accountability is ensured in the organisations.

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266
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How has Planning Evolved with the Introduction of the Gram Panchayat Development Plan In Karnataka? – A Process Level Analysis

Participatory planning involves the intensive participation of local communities in analysing their current situation, envisioning a long-term collective future and attempting to attain this vision through collective planning of development interventions that would be implemented by different state agencies area.

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355
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The Role of Backward Class Women Leaders in Rural Development

Since centuries backward class women were politically, economically, socially and educationally oppressed. They were deprived of their basic rights and needs.

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329
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Impact of Citizen Participation in Local Governance: with Special reference of Himachal Pradesh

Local governance is the cornerstone of democracy, where communities come together to make decisions that directly affect their daily lives.

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480
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Role of Indian Judiciary in Promoting Accountable and Responsive Administration

Intrinsically, India is a republican country that is organised as a federation with a parliamentary democracy. Similar to the United Kingdom, the President serves as the head of state in name only; in contrast, the Prime Minister is the de facto executive, or real head of the government.

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290
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Mission Karmayogi

India is rapidly integrating technology in both governance and in delivering goods and services. All this requires a worker (civil servant) who is not just committed but also has the competence to deliver on this evolving mandate. 

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462
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The Ethics of Co-designing Public Services in India

The civic engagement is an important hall mark of democracy. Ours has been one of the oldest and richest democratic traditions that have involved people in matters of public policy.

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188
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Ethical Dimensions in Public Administration: Navigating Challenges, Embracing Opportunities

With over eight thousand years of experience and intellectual growth (Cameron (1968), Edwards (Gadd, 1971), Hammond (1971), Eisenstadt (1963, 1993), Olmstead ( 1948), etc.), public administration has undergone numerous changes and transformations over its long history, but it has never been so challenged as in the last thirty years.

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175
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Policy Initiatives for Public Grievances Redressal: Steps towards Responsive & Accountable Governance

Good Governance is the key to a Nation’s progress and an important step towards it is the simplification of procedures and processes in the Government so as to make the entire system transparent and faster. 

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248
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Separation of Power: A Disputed Territory

The theory of separation of powers constitutes a key tenet of democratic governance.

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428
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Politics of Freebies: People-Centric or Anti-Development?

In recent years, the widespread practice of offering freebies, ranging from subsidised goods and services to outright giveaways, has become a prominent feature in economic policies worldwide.

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637
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Public-Centric Administration: Current Temporary Efforts and Possibilities of a Permanent System

From the study of the principles of origin of the state, it is concluded that the state has originated to make human life easier and this function of the state has been there every time.

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188
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Cooperative Federalism in India: Expectation and Challenges

India, is the world's largest democracy, with a population of 1.48 billion people. Its vast population and the ethnic diversity of its people, languages and cultural traditions make its federal structure necessary for nation.

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682
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Advancing Governance Paradigms in the Modern Era

A paradigm represents a framework, viewpoint, or collection of concepts that serves as a lens for understanding various subjects. In disciplines like science and philosophy, paradigms encompass specific theories, methodologies, and principles defining valid contributions within a field. 

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289
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Contemporary Trends in Public Administration: Focus on E - Governance

The field of public administration is experiencing a dramatic and rapid change. Locally and globally, some of the most significant trends that will have the role and function of public administrators is rapidly evolving as the needs and demands of citizens, governments and organisations influence their ability to create and implement policies.

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357
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Public Administration and Citizen Centric Governance

“Today, I would like to make a request to the bureaucracy of India, to every government employee, be it in the State Government or the Central Government.

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281
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Introduction

Public administration in the 21st century is undergoing significant transformation, not just in advanced countries but also in various regions of the developing world, as the calls for transformative change grow louder. These changes are propelled by globalisation, liberalisation and the diversification of service provision.

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ADMINISTRATIVE REFORMS – LESSONS AND EXPERIENCES 2019-2023

Technology has immense potential to bring government and citizens closer. Today technology has become a powerful tool to empower citizens as well as a medium to optimize transparency and accountability in day-to-day functioning. 

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460
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Address at the Inaugural Ceremony of Good Governance Week

I am extremely honoured for having given this opportunity to present the initiatives taken by Uttar Pradesh, to achieve the vision of Good Governance.

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461
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Financial Management in India: Institutions, Instruments and Innovations in a Federal Polity

Financial management constitutes the cornerstone of modern democratic governance, determining not only the allocative priorities of the state but also the operational credibility of public institutions.

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659
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Techniques of Administrative Improvement

In an era where administrative agility defines the efficacy of democratic governance, this chapter, “Techniques of Administrative Improvement”, offers a comprehensive exploration of transformative tools, methods, and strategies that are reshaping public administration in India and globally.

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Significant Issues in Public Administration

This chapter presents an overview of specific significant issues in public administration: Values in Public Service, Regulatory Commissions in India, National Human Rights Commission and Problems of Administration in India. 

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Urban local/Municipal Governance: Main Features, Structures, Finance and Problem Areas

This document cover brief and pointed framework of the detailed process of urban local /municipal governance in India with special reference to main features, structure, finance and problem/attention areas. 

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2243
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Administrative Reforms in India Since Independence

One of the most common public initiatives of all governments worldwide has been administrative reform. In response to the challenges posed by the political and socioeconomic environments, every country aims to improve its administrative systems. 

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4104
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Civil Services

The rapid pace and interdependence of global, political, social and economic developments have necessitated a critical need for improved efficiency and effective public institutions, administrative procedures and sound financial management to confront challenges for sustainable development in all countries.

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1798
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State Government and Administration in India: Theory, Policy, and Practice

India's governance framework is fundamentally federal, characterized by a division of powers between the Union government and the State governments. 

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3367
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Plans and Priorities for Economic Development and Social Justice in India

India’s journey since independence has been defined by its commitment to creating a just, equitable, and economically strong nation. 

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1837
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Union Government and Administration

The Parliament of India, comprising the Lok Sabha, Rajya Sabha, and President, serves as the supreme legislative body and cornerstone of Indian democracy.

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2667
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The Impact of Khelo India: A Case Study of Churu District

In a nation as diverse and vibrant as India, the potential for sports to transform lives is immense. Sports are not merely a form of entertainment; they are a powerful catalyst for personal growth, community cohesion, and national pride.

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1487
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Improving the Training System for Civil Servants in the Kyrgyz Republic

This paper examines changes in the existing model of training civil servants in the context of the personnel policy pursued in the Kyrgyz Republic since 2021.

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320
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Public Sector Undertakings: Public Sector in Modern India

Public Sector Undertakings: Public sector in modern India; Forms of Public Sector Undertakings; Problems of autonomy, accountability and control; Impact of liberalization and privatization.

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Mission Youth in J&K: A Critical Analysis of PM Mission Youth in Shopian and Pulwama

The region of Jammu and Kashmir has long been characterized by a complex interplay of geopolitical tensions, socio-economic challenges, and cultural diversity. 

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1022
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A Journey Towards Antyodaya to Sarvodaya

This paper examines the philosophical foundations and practical applications of Antyodaya and Sarvodaya in Indian socio-political thought.

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2147
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Change in Forms of Governance: Lessons from Public Administration in the Kyrgyz Republic

The text outlines the reasons and consequences of constitutional reforms in the organization of state power in the Kyrgyz Republic in 2021.

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267
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Evolution of Indian Administration and Philosophical & Constitutional framework of Government

The evolution of Indian administration reflects a historical continuum shaped by civilizational values and transformative changes. Spanning the Mauryan, Mughal, and British eras, each phase contributed distinct institutional structures and governance philosophies. 

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3361
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Khelo India Scheme: A Study of Sports Infrastructure in Delhi Metropolis

“The image of a country is not just about economic and military strength. The soft face of a country also makes a difference. 

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2141
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Yamuna: Navigating the Intersection of Culture and Conservation

This paper investigates the profound transformation of the Yamuna River in India, tracing its evolution from a physical resource to "Yamuna Maiya," a revered maternal deity.

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694
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From Developmental State to Innovative Inclusive State Insights from Korea for Sustainable Development in Transitional Economies

Since 1945, Korea has been regarded as a representative developmental state that achieved rapid economic growth. However, democratisation in 1987 and IMF crisis in 1997 revealed the limitations of the traditional developmental state model.

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406
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Financial Administration and Management in India

Understanding the distinction between financial administration and management is crucial for comprehending how government finances are structured and managed, ensuring both accountability and efficiency in the use of public funds. 

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1474
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Seamless End-to-End Service Delivery by New Delhi Municipal Corporation (NDMC)

The digital revolution has fundamentally transformed the landscape of public administration, giving rise to e-governance as a pivotal approach for enhancing government-citizen interactions.

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363
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Sarvodaya Se Antyodaya through Inclusive Education Policy

The National Education Policy (NEP) 2020 marks a significant transformation in India's education system, replacing the NPE 1986 with a more inclusive, holistic, and multidisciplinary approach. 

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435
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Governance and Characteristics of Anti- Corruption Policy in Korea and Mongolia

As an initial output of the joint research between the Korean Institute of Public Administration (KIPA) and the National Academy of Governance (NAOG), this article provides overviews of the Korean and Mongolian legislative environment, governance and characteristics of the anti-corruption policies.

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382
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Techniques of Administrative Improvement

Administrative improvement is a strategic necessity in a fast-paced world. Techniques like O&M, Work Study, management aid tools such as network analysis form the cornerstone of efficient governance. MIS, PERT, and CPM tools equip administrators with the ability to anticipate challenges, and drive organizational success in an increasingly complex environment.

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1
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PM Street Vendors Atmanirbhar Nidhi (SVANIDHI) Yojana and its Implementation: A Case Study of Varanasi

Street vendors are an integral part of the urban informal economy in India, providing essential goods and service that cater to the diverse needs of city residents. They operate in various capacities, from food vendors to artisans, and play a crucial role in enhancing the vibrancy and accessibility of urban life.

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1556
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Communication in India’s Growth: Navigating the Digital Age

This paper examines the critical role of communication in driving India's economic growth within the context of its diverse societal structure and the rapidly evolving information age. It argues that effective communication is not merely a tool for disseminating information but a fundamental force shaping development trajectories.

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Mongolian Civil Service and Human Resource Management: Reforms and Challenges

This article outlines the stages of civil service reform in Mongolia and evaluates the specific activities implemented during each stage, along with their characteristics and outcomes.

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648
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Public Policy

One often wonders ‘what the government does’ and ‘why the government does what it does’ and equally importantly ‘what it does not do and why so’. According to Thomas R. Dye “public policy is whatever government chooses to do or not to do”, implying that government's actions and inactions both come into the realm of public policy. 

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1419
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Mission Ragi and Economic Benefits to Farmers - A Case Study of Gumla District

Millets, often referred to as "smart grains," have been integral to traditional diets in India for centuries. Among these, Ragi (finger millet) stands out due to its exceptional nutritional profile and adaptability to diverse climatic conditions.

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Reimagining Sarvodaya for Contemporary Challenges

Amidst escalating climate crises, technological upheavals, and growing socioeconomic disparities, this paper delves into the timeless relevance of Gandhian Sarvodaya ("universal welfare") as a guiding framework for tackling 21st-century issues.

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758
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Administrative Reform in Mongolia: Stages, Lessons Learned

This paper aims to present insights, results, and stages of administrative reform in Mongolia over the past 30 years.

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332
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Personnel Administration

In the VUCA (Volatile, Uncertain, Complex and Ambiguous) world public servants' expectations are growing day by day that range from e-governance and citizen-centric delivery to maintaining constitutional morality.

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1639
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Har Ghar Jal' Scheme: A Comparative Study of Kancheepuram and Pudukkottai Districts

Access to safe drinking water is not merely a fundamental human right; it is a cornerstone of public health, economic development, and social equity. In rural India, where water scarcity and inadequate infrastructure pose significant challenges, the quest for reliable water supply becomes even more critical.

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516
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Democratising Finance: India's Path to Inclusive Banking

This paper explores the growing inclusiveness of India's banking sector, tracing its transition from a primarily government-controlled model to a more open and technologically advanced system.

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371
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Civil Service Training and Development: Historical Aspects and Challenges

This paper outlines the century-long history of Mongolia’s civil service training institution, the National Academy of Governance (NAOG), which plays a crucial role in meeting the contemporary needs of training and developing human resources within the civil service sector.

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495
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Development Dynamics : Building Inclusive and Sustainable Development

India stands at a crucial juncture in its quest for inclusive development that will bring prosperity across the spectrum. Large amounts of public funds are spent to address these issues, but their implementation and the quality of services delivered leave much to be desired.

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465
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One Nation One Ration Card: Impact Assessment in Rural India

The "One Nation One Ration Card" (ONORC) scheme, launched in 2020 under the National Food Security Act (NFSA), represents a transformative shift in India's public distribution system (PDS). 

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Communication: The Missing Catalyst in India's Growth

India has committed to achieving developed nation status by the centenary of its independence, leveraging cutting-edge technologies including AI tapping into its vast human capital, and implementing policies that foster high growth while addressing enduring social and economic inequalities.

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512
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Political Value and Tradition of Mongolian Civil Service

This article explores the value and statehood of Mongolia by utilising Woodrow Wilson’s categorisation of “Judging by the constitutional histories of the chief nations of the modern world, there may be three periods of growth through which government has passed in all the most highly developed of existing systems, and through which it promises to pass in all the rest. 

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429
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Comparative Public Administration

Comparative public Administration focuses on comparing administrative structures, procedures, policy-making organs, the role of bureaucracy in different countries, the political executive, and control over bureaucracy.

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Comprehensive Study on Inclusive Education and Project PATHA

Education stands as the bedrock of human development, a force capable of unlocking individual potential and driving societal transformation.

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454
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Talent: Catalyst for India's Economic Ascendancy

This paper examines India's economic trajectory through the lens of its demographic dividend a substantial youth population exceeding 50% under age 25 within its 1.4 billion citizens. While this demographic advantage offers unprecedented economic potential, its promise is threatened by systemic challenges including inadequate education access, limited skill development, and employment scarcity, particularly in rural areas.

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493
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The Federal Ministerial Bureaucracy, the Legislative Process and Better Regulation

Over the last decades, Better Regulation has become a major reform topic at the federal and-in some cases-also at the Länder level.

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378
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Administrative Law

Remarkable technological and scientific progress has made the modern democratic State not a mere watch-dog or a police institution but an active participant interfering in almost every sphere of individual and corporate life in society in the changed role of a service state and a welfare state

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2813
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Enhancing Quality Education through Samagra Shiksha Abhiyan: A Case Study on Inclusive Education in Chitrakoot District

Education has long been recognized as a cornerstone for societal transformation, serving as a powerful catalyst for economic growth, social cohesion, and the reduction of inequalities.

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462
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India’s Health Equity: Challenges and Global Insights

This paper explores India's journey towards achieving universal health coverage (UHC) and health for all, focusing on the challenges and strategies for integrating marginalized groups into the healthcare system.

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794
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Major Challenges Associated with Reform and Innovation of Leadership Training and Development (Ltd), and Some Proposed Solutions: Reflections on Ltd Practices of CELAP

Since the reform and opening up, China’s leadership training has experienced three stages of development: the initial stage of leadership training and development in the early period of China’s reform and opening up to the world (1978-2002), the rapid growing stage of leadership training and development in the period of fast growing economy and society (2002- 2012) and the innovative…

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391
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Accountability and Control

Accountability and control are essential for efficient, ethical administration in public and private sectors. Accountability ensures officials answer for actions and resource use, while control involves mechanisms to monitor compliance with laws and goals, promoting responsibility and preventing misconduct. 

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Sotto Gujarat-Study of Enabling Factors in Deceased Organ Donation

Organ transplantation emerged as a critical intervention for patients suffering from end-stage organ failure, offering them a renewed chance at life. 

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476
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From Clinic to Community: Empowering Rural India

Healthcare in rural India presents unique challenges and opportunities. While global health metrics emphasize indicators like life expectancy, mortality rates, and healthcare infrastructure, they often fail to capture the socio-cultural nuances of rural communities

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Small Steps to Big Achievements: Innovative Practice of “Internet Plus” Government Service of Local Government in China

The “Internet plus” government service reform in China has progressed through three stages, namely one-stop service, one-window service, and companion service. This reform has become a significant example of reshaping the relationship between the local government and the public.

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Organisations

An organisation is a group of two or more people working to achieve a common objective. The objectives of the organisation can be achieved through different theories. 

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Planning and Implementation of Cowin Platform into National Covid-19 Vaccination Programme

The COVID-19 pandemic, which emerged in late 2019, has profoundly impacted global health systems, economies, and societies. 

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Antyodaya: An Indo-American Perspective

This paper explores the evolution of Indian welfare philosophy from Gandhi's nonviolent resistance to contemporary governance. It traces how the sacrifices of Indian revolutionaries fostered Sarvodaya and Antyodaya ideals, examining the philosophical underpinnings of these concepts in Advaita and dualistic traditions.

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Online Education and Community Participation in Bangladesh: Challenges and Opportunities to Ensure Inclusive Learning During COVID-19 School Closure

Like most other countries around the world, after the emergence of the COVID-19 pandemic, Bangladesh's education system has undergone a radical change from the beginning of March 2020 onwards. The study attempts to analyse teachers’, students’ and parents’ perceptions and experiences about the online education in the COVID-19 pandemic at the school level.

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Administrative Behaviour

Administrative Behaviour is a fundamental area of public administration that focuses on comprehending how people behave in groups and within organizations to accomplish shared objectives. 

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Innovative Health Services in Latur: A Study of Primary Health Care Center Transformations

Health is a fundamental human right and a critical indicator of development. The 2030 Agenda for Sustainable Development emphasizes the importance of ensuring health and well-being for all individuals. A key objective of this agenda is to guarantee favorable health outcomes, underscored by the endorsement of a new declaration during the Global Conference on Primary Health Care held in Astana,…

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Transforming India: Policy Levers for Sustainable, Inclusive Growth

Despite its remarkable economic ascent, India's trajectory towards sustainable and inclusive prosperity is threatened by persistent economic inequalities, demographic pressures, governance constraints, and environmental degradation. 

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Realisation of Sustainable Development Goals Through Panchayati Raj Institutions

In this article, published reports have been used for analysing state-wise status of SDGs achievements and their correlations with attainments in areas of poverty-reduction and other developmental indicators. Also, progress made by GPs on various metrics related to SDGs has been corroborated with other relevant metrics

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Institutional Dynamics of Governance Reform in India (1991–2016)

Loss of governance reform efficacy is an identified entrenched institutional problem in systems. Reform, anywhere, is a sticky material because holders of powers and their cronies have rarely shown altruistic intentions of relaxing their profiteering grips over resources.

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Executive Summary

National Commission for Women (NCW) has entrusted the task to conduct a study on ‘Evaluation of the Impact of Mission Shakti in Women Empowerment in KBK Districts of Odisha’ to Indian Institute of Public Administration, New Delhi. 

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128
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Theme Paper on ‘One Nation, One Election’

"Democracy' and 'free and fair election' are inseparable. Elections are the centerpiece of democracy; it is difficult to visualize democracy without elections. Ensuring free and fair elections is the first prerequisite for the success of democratic process.

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Lateral Entry In Civil Services: Balancing the Demands for ‘Specialists’ and the Imperatives of ‘Social Justice’

The practice of bringing domain experts into the government is not new to India.

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Is the Idea of India’s One Nation, One Election A Miracle or A Disaster?

On September 1, 2023, a committee headed by former President Ram Nath Kovind explored the possibility of something called One Nation, One Election in India and ever since this thing has come out in public, political parties all across the country have been fuming with anger. 

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India's Endeavor towards Zero Hunger SUSTAINABLE DEVELOPMENT GOAL 2: Zero Hunger

The Sustainable Development Goals (SDGs) were adopted by the United Nations in 2015 as a universal call to action to end poverty, protect the planet, and ensure that all people enjoy peace and prosperity by 2030. 

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Collaborative Governance: The Indian Experience

This paper examines various initiatives taken by Government of India to promote collaborative governance in various sectors. With increasing needs and aspirations of the community for public services and the limited capacity of government to provide the same, the involvement of various stakeholders to deliver these services becomes important and necessity. 

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Aspirational District Programme (ADP): A Comparative Study of Holistic Development in Baramulla and Bastar Districts

In the vast and diverse landscape of India, regional disparities in development have long posed significant challenges to achieving equitable growth and social justice. Recognizing the urgent need to address these disparities, the Government of India launched the Aspirational Districts Programme in January 2018. 

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Administrative Thought

A dynamic interaction between the recognition of human complexity in organizations and the pursuit of structural efficiency has shaped the evolution of administrative philosophy. The foundational works of Frederick W. Taylor, Max Weber, Mary Parker Follett, Elton Mayo, Chester Barnard, Rensis Likert, Chris Argyris, and Douglas McGregor are critically examined in this essay, which charts the shift from traditional administrative…

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New Challenges in Capacity Building of Civil Servants in Public Administration in India

In India, National Training Policy was formed in 2012, replacing the old policy of 1996. This was needed two reasons, new areas of administration given in the reports of second administrative reforms commission setup in 2005 and changing environment in different spheres of governance and new challenges of administration being faced by the civil servants.

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From Back Office to Boardroom - The Service Sector Leap

India's emergence as a global services powerhouse in the 21st century marks a profound and transformative shift. This evolution, far from a mere economic change, is a strategic leap driven by its demographic dividend, technological advancements, and the burgeoning global demand for specialized services.

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504
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Excellence in Administration

Public administration, as the executive arm of the state, has tremendous responsibilities to match the needs and aspirations of the citizens of the state. The systems have evolved over the years in almost every country as the politico and socio-economic environment of the respective country have changed. 

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495
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Public Administration: Meaning, Nature, Scope and Significance

Public administration is the cornerstone of modern governance. It refers to the organization, management, and implementation of government policies and programs, carried out by public officials and institutions. As a vital mechanism of the state, public administration not only ensures the effective delivery of services to citizens but also upholds the principles of accountability, transparency, and rule of law.

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Tribal Development through Evidence-based Policy

Tribal Sustainable Development through Evidence-based Policy and Planning: A major issue in post-Independence India has been a misreading of demands of tribal communities. What they have been demanding pertains to choice upholding their traditions and customs and having ownership over natural resources

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The Revenge of Geography

As the Idiom of technological advancement takes its toll. The paper highlights a few poignant and emerging factors in the International Relations theorization. It was conservatively maintained by the defense strategists and the political leadership across the Global polity that foreign policy and the Diplomacy are greatly determined by the “given” of Geography and terrain

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Trinity of Citizen, Society and State

With the deepening of democracy, increased decentralisation, increasing social and political awareness, digital penetration, shifts in demography, demand for quality services by common citizens has been accelerating at a faster pace. In such a scenario, the role of State is critical for promoting equity in access to services. 

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Reimagining Institutions

"Accelerating India's Development" holistically looks at India’s growth trajectory since gaining independence – it rounds up all where it has done well including unity, upholding the integrity of its constitution, retaining democratic values at its core. It also does not mince words to convey where all the nation has faltered such as falling short in delivery of public services including…

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Income & Employment Intensive Growth Agenda

Income and Employment Intensive Growth Agenda for India: The paper examines income and employment status in the Indian labour force to identify policy attention and follow up. The macroeconomic policies taken during last one decade are yielding positive results leading to expansion of manufacturing and services and structural transformation in the economy.

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Social Security: Reality & Reforms

An Analysis of India's Social Welfare Programs: In a democracy, the state's role is to promote societal welfare. According to Aristotle, the state should not only ensure its survival but also improve the quality of life for its citizens. The state has a moral responsibility to its citizens. Modern views agree that the state should provide essential services like education,…

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Digital Innovations in Social Protection

Digital Innovations in Social Protection: Trends, Challenges, and Solutions: The integration of digital technologies into social protection systems represents a transformative shift with profound implications for the delivery of welfare services. This chapter explores the evolving landscape of digital innovations in social protection, contextualising these developments within the broader framework of universal social protection and a systemic approach to welfare.

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Justice Delivery: Issues and Prospects

Access to justice is a fundamental tenet of the rule of law. It is paramount to enable people to exercise their rights, confront prejudice, make their voices heard, and hold decision-makers responsible. 

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Policing: Reality & Reforms

One of the most crucial aspects of our society is law enforcement, which deals with issues of law and order nationwide. It is an essential component of the state's legal system. The British government introduced a Police Act in 1861, which is still very relevant and based on policing. 

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Public Health & Nutrition Security

India’s Vision for 2047 aims to transform the nation into a developed country, with healthcare being pivotal for this progress. Achieving universal health coverage and modernising healthcare infrastructure are essential for fostering a healthy productive population, which in turn drives economic growth and reduces poverty. 

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School Education & Building Blocks

Several challenges linger in the Indian education system, like rote learning, the non-existence of practical skills among students, and disparities in access to quality education. To deal with the criticism for excessive curriculum and unreasonable focus on rote learning, this chapter examines the strategies comprising the building blocks to reform Indian schools. 

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Social Development and State Effectiveness

Social development is expected to promote holistic improvement of individuals, institutions and their surrounding environments. Looking at the pace of development in India, the economy of most states requires strategic prioritization to accelerate improved well-being of the people. Accessibility to health, school education and public security are critical to the edifice of social development. 

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Federal Finance and Macro Economic Management

India is the largest democracy in the world inhabited by about 1.36 billion people over an area of 3287 thousand square kilometers according to an estimate for 2021 based on Census 2011. The Indian economy is characterised as a middle-income emerging market economy. In the last three decades the economy has faced three major crises, i.e., balance of payment crisis…

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Public Service Delivery

Neoliberal policies pursued by India since 1990s have created a space for private enterprises hitherto occupied by the state entities, unshackled the existing enterprises and introduced reforms to facilitate private initiative. This chapter looks into the ecosystem of the private sector in general and the developments in three specific sectors- urban mobility, water supply and housing, to draw lessons for…

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Data Dissemination and Governance

Robust statistical data forms the cornerstone of an informed governance system. This paper studies the statistical system and data dissemination in the Centre and State governments in India, and the measures put in action to accelerate the data dissemination process. Arguing that the availability of high-frequency statistical data is a necessary condition for good governance, the first section of the…

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Local Self-Governments

In the Amrit Kaal (golden period) of independent India, the ‘citizen first’ approach guides public governance by deepening the outreach of service delivery mechanism so that international standards could be achieved in India@100.  The goal can only be achieved by all inclusive governance involving stronger and effective local self-governments both panchayats and municipalities.

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Creative Bureaucracy

In modern societies, with the increasing role of the state in social and economic fields, emphasis on the quality of its governance is of prime concern to all. Indian bureaucratic system of governance is founded on the principle of rule of law, as the state power is divided amongst three chief organs, each has the its own quality under a…

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Governance and Electoral Politics

This paper discusses the concept of good governance and its relations with the electoral politics in Indian context. It highlights the various strategies employed by the government and related agencies for the growth and development of the country. Major reforms pertaining to the country’s infrastructure, IT, administration, economy and public services are a few areas that have been explored in…

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Sankalp of Viksit Bharat

With the Indian government’s vision to transform India into a developed nation by 2047, marking hundred years of independence, it has become of highest importance to learn from the past, tenaciously work in the present and step towards the future with complete efficiency. In its 77 years of becoming a democracy, India has soared high with continuous transformations marked by both…

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Viksit Path: Kartavya Path

The vision of Viksit Bharat can be realised through Viksit States, and that the aspiration of Viksit Bharat should reach the grassroot level i.e. to each district, block, and village. For this, each State and District should create a vision for 2047 so as to realise Viksit Bharat @ 2047.

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