HUMAN RESOURCE DEVELOPMENT IN DEFENCE SERVICES AND POLICE

HUMAN RESOURCE DEVELOPMENT IN DEFENCE SERVICES AND POLICE SUBMITTED TO: Ms. KAMALPREET KAUR SUBMITTED BY: HIMANI SAHDEVA (3029) MONIKA DHIMAN (3053) KRITIKA SHARMA (3054) M. COM - II

INTRODUCTION The concept of Human Resource Development (HRD) emphasizes the need to create a positive and healthy climate in an organization to enable its employees to increase their work motivation, initiative and commitment to the organization. Such a concept of HRD is important especially in the defense services.

HRD IN THE DEFENSE SERVICES Defense services are the most strategic of all the sectors. It represents one of the largest, most differentiated and geographically dispersed sector of the country. Efficient coordination of defense services for the common purpose of maintaining the security and integrity of the country can only be brought about when appropriate skills, attitudes and behaviors are inculcated among people. In defense services people have to be kept physically, mentally and morally prepared at all times.

Human resource development is an essential command function and in this context it is important that the soldier of tomorrow has to be an innovator who can combine knowledge with action. Important characteristics of future soldiers: �Quick decision making capability and adaptability �Capacity to handle higher stress levels �Higher technical competence �Better administrative skills �Higher standards of junior leadership

SIGNIFICANCE OF HRD IN DEFENSE SERVICES HRD in the armed forces is an extremely vital issue because its strength has always been its soldier. Preparing people involves developing strategies and tactics, training officers and men in the latest techniques of warfare as their training needs are difficult and rigorous which the ministry of defense of the nation takes care of with dedication.

Coordinating activities in defense sector for maintaining security of a nation. Absence of lateral induction of personnel in the services. This means enhancing the existing potential of personnel to take higher responsibilities. To evolve with changing times and maintain a level of preparedness in consonance with the nations stature. Providing opportunity to the personnel to upgrade their education for employment opportunities after retirement. Thorough formal and informal training activities for physical, psychological and mental toughness.

INSTITUTE OF DEFENSE MANAGEMENT Institute of Defense management (IDM) at Secundrabad setup in 1970 aims at preparing fresh recruits for their job. It is an inter service organization. Senior officers of army, navy and air force provides management training to newly recruited for making them flexible in adapting to changes. Officers are trained in latest techniques of warfare to deal with any kind of unforeseen situation.

OBJECTIVES OF INSTITUE OF DEFENSE MANAGEMENT Creating self awareness through introspection, retrospection and self study. Improvement in perceptions relating to ‘affective’ side of personality(attitudes, values and morale) and ‘cognitive’ side of personality(reasoning ability, learning and unlearning abilities). Improving participants’ communication skills and decision making ability. Improving skills for better utilization of human resources.

METHODS OF TRAINING �Role playing exercises Recruitment for a limited period to help train soldiers. Role playing such as mayor, mailman, farmer etc. to train soldiers within real life scenarios. �Case studies These include both lethal and non lethal missions performed by the army. �Films Mostly covering historical wars and remarkable events.

Continued… �Syndicate and Panel discussions Syndicate method means to expose the participants to the dynamics of working in group. Panel discussions involves a group of people gathered to discuss a topic in front of an audience. �Brainstorming Successful brainstorming is to withhold criticism until the group has exhausted its creativity. In order to avoid the embarrassment of being criticized in front of a group, people will simply keep their ideas to themselves. Encouraging all participants to freely offer solutions achieves many ends as it can provide the insight of a fresh perspective to an expert, allow interesting but unsuitable ideas to be raised and rejected in an equitable and public manner

Other methods of training involves: �Visits to service and industrial organizations �Project work �Training through experiential learning �Diagnostic instruments

HRD IN POLICE SERVICES Police means the civil force responsible for prevention and detection of crime and the maintenance of public order. Police in any country are strategic as they have to deal with the day to day law and order problems and have a direct contact with the people and the society at large. They have to be physically, mentally and emotionally active just like the army. They need to be trained and developed on a constant basis.

PROBLEMS WITHIN THE INDIAN POLICE FORCE AND ADMINISTRATION The institution is governed by the laws framed in 1861 with few, if any subsequent modifications. Sub-optimal staffing compounded by poor selection and training processes; this also includes inability of members to remain in sync with technology. Politicization, corruption and criminalization of law-enforcement services. Lack of internal checks and balances. Complete absence of sensitization to women’s rights, children’s rights and above all human rights. Crisis in leadership and command.

SUGGESTIONS TO IMPROVE POLICE ADMINISTRATION �Restructuring of salaries and benefits. �Introducing modern methods of recruitment and training. �Improved performance appraisal systems. �Better control and communication within the administration. �Improving inter personal relations amongst police personnel.

HUMAN RESOURCE STRATEGIES �Recognition of individual needs and his role to play. �Self respect to be practiced at all levels. �All ranks must have sense of pride and belonging to the police. �All ranks must be given opportunity to prove their worth. �Orders once given must be obeyed effectively. �Discovering and rediscovering the talents and potentialities in individuals.

NEED FOR HRD CLIMATE IN POLICE DEPARTMENTS �There must be separate HRD department. A management graduate and a psychologist must assist the unit officers in actual personnel management affairs. �Proper selection, staffing and posting of personnel. �It’s a fusion between army and civil administration thus, it needs to maintain a proper balance between the two aspects. �Job rotation and enrichment must be adopted to make the job more interesting and attractive. �Remedial measures for grievances of supervisors and subordinates must be taken. �Succession planning becomes possible only with the help of HRD.

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