1. HRD IN GOVERNMENT ORGANIZATIONS AND PUBLIC SECTOR SUBMITTED TO: Ms. KAMALPREET KAUR SUBMITTED BY: PRABHJOT KAUR M.COM FINAL(3001)

2. INTRODUCTION The government of any country plays an important role in the development of the nation, though,we have made progress in all spheres, but still we have a long way to go to meet the standards of the development world. Despite of being the second largest in terms of population, we have not been able to harness the talent and the potential of our people. Today, country like JAPAN is one of the most industrialized nation in the world, churning out the one business product day due to the sheer ingenuity of their human resources.

3. HRD IN GOVERNMENT ORGANIZATION  The support of government is one of the most important precondition for economic development.  In case of India the onus of development is more on the government, as it has taken upon itself the role of a welfare state, and adopted the system of five year plans.  The government of our country acts as a planner,regulator,controller and investor.  The policies and practices of the government has a direct impact on the nature and direction of HRD.

4. OBJECTIVES OF HRD To prepare them for the new tasks and challenges which would be coming in their way in this dynamic and ever changing environment. To develop their capacity for assuming higher levels of authority and responsibility. To sustain the human touch not only in direct personal communication but in indirect communications with the public at large. To develop and maintain staff morale.

5. HUMAN RESOURCE PLANNING Planning for future needs Planning for future balances Planning for recruiting and selecting Planning for development

6. CURRENT SYSTEM OF HRD IN GOVERNMENT TRAINING: Training is the directly link with the career and growth of the employee. There are online and offline methods of providing training and there are many schemes offered by the government for young and rural people to trained people. MAINTAINING DATA BANK: Computerization led to the digitization of the personnel data bank which helps to keep track of manpower requirements at all levels.

7. JOB ROTATION JOB ROTATION : this method is used to increase and enhance the motivation level of the employee’s and they also became self dependent

8. TO BE CONTINUED........... MANPOWER FORECASTING: Voluntary retirement scheme introduced to reduce the burden of manpower. Compulsory retirement scheme has been introduced to check manpower flow in the organisation. Use of information technology has helped in eliminating the routine jobs.

9. In government organizations old methods of performance appraisal are being used.

10. H RD IN GOVERNMENT SECTOR : SAIL Management Training Institute of SAIL The Management Training Institute (MTI), founded in 1962, is the Apex Management Institute of Steel Authority of India Limited (SAIL). It operates as a Unit of Directorate of Personnel of SAIL and organizes over 100 training programmes every year to meet the needs of managerial training of senior executives of SAIL. In the last 48 years of its existence, MTI has played its part in re-examining management initiatives and reassessing SAIL’s training requirements. The Institute has also changed, investing substantially in the new premises extending its training and accommodation facilities. As in-house training centre, it has SAIL as its main customer. The Institute is known for its unique contribution towards management education, training, consultancy & researc h.

11. SOME OF OTHER PROGRAMS Advanced Management Programme : The programme is organized for newly promoted General Managers of SAIL. The programme aims at enabling the participants to develop understanding of the emerging business opportunities and challenges and the organization with entrepreneurial approach and values –based management. Business Finance & Investment Planning : The programme enables participants to appreciate the financial challenges of business so that they can identify their role in meeting them by acquiring the basic knowledge of the various aspects of finance and applying it to manage costs and to make more effective business decisions to improve the performance and profitability of the company

12. TO BE CONTINUED…….. Cost Control by Design: The programmes enables participants to realize the increasing significance of profitability as an strategic toll for competitive advantage, understand and interpret the cost information available to the department for identification of key areas for cost reduction and plan innovative measures for cost reduction in their departments Communication & Presentation Skills: The programme is aimed at enabling the participants to manage the work situations effectively through adept communication and enhance presentation skills.. Creating Future: The aim of the programme is to develop newer insight for future under changing business environment and impart necessary competence to visualize and create future by managing change. Marketing Decision Making: The programme aims at enabling marketing executives to respond to market uncertainties more effectively through better application of modern marketing tools and techniques and superior marketing decision-making ability.

13. L EARNING FROM E ACH O THER ( TRAINING PROGRAMME ) A series of five workshops titled “Learning from Each Other” were organized at MTI during the year. The aim of these workshops was to share the best practices, methods and techniques followed by SAIL Plants in specific identified areas and learn tools and techniques to sustain these practices through interaction with each other. The senior executives of SAIL Plants and Units and experts in related areas interacted with participants in these workshops so that parallel sharing of knowledge and best practices can take place. Experts in the field provided the faculty support for the programme.