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The Effectiveness of Training and Development in Civil Services

Rs. 2,500.00



Introduction:
In this era of transformation and with the pressing needs and requirements of the public, Government has initiated a number of reform strategies aimed at improving the quality of life of the citizens, and creating new government machineries to establish efficient and effective management systems.
 
The effectiveness with which the new policies are implemented is largely dependent on the quality of civil service administration and the ability of its staff to operate effectively in the changed environment. It goes without saying then, that the reform of public administration must be built on the development of human resources. This implies a large investment in training. It has been said that Civil Servants are our most important assets. An important part of valuing and managing them effectively is to ensure that they have access to relevant, high quality, accessible and ongoing training.
 
To ensure the successful implementation of the reforms undertaken as well as to enhance capacity in the Civil Service, Government has spent some Rs 262 million on training during the past six years as shown in Table 3-1. The amount spent yearly has been decreasing over the years, from Rs 54 million in 2002-03 to Rs 40 million in 2006-07 and a slight increase to Rs 41 million in 2007-08.

Training of personnel consists in providing them with the necessary facilities and opportunities to acquire knowledge, develop skills and cultivate attitudes and behaviour for the efficient and effective discharge of their duties and responsibilities. Administrative skills can be grouped into technical skills, human skills and conceptual skills. Training should enable people to perform their present duties effectively and at the same time prepare them to shoulder higher responsibilities in the future. The ultimate objective of training for personnel is the improvement in the effectiveness of achievement of organizational objectives.

Each and every position in an organization calls for a certain amount of expertise in terms of knowledge, skills and attitudes. The person occupying the position may not have all the elements. Of expertise required for effectively performing new technology or procedure or law. The need for training arises in account of the requirement of filling the gap between the skills and competences required for the performance of a job and the expertise actually possessed by the job holder. This gap can be filled either by institutional training or on-the-job training.

The common method is to mount a course on the basis of the experimental wisdom. Hence, a training course conducted kin a training institution is generally looked upon as some kind of an isolated event. This is one of the reasons why it has not been possible to derive the maximum benefit from a training course. Institutional training is regarded as a break from the monotony of the job. No wonder ‘sabbatical’ was one of the objectives of some of the courses.

Number of Pages of Project Report: 60
Package Includes: Synopsis/Project Proposal + Project Report
Project Format: Document (.doc)

Table of Contents of Project Report:
CHAPTER 1: INTRODUCTION
CHAPTER 2: LITERATURE REVIEW
CHAPTER 3: RESEARCH METHODOLOGY
3.1 STATEMENT OF THE PROBLEM
3.2 NEED OF THE STUDY
3.3 OBJECTIVES OF THE STUDY
3.4 SCOPE OF THE STUDY
3.5 RATIONALE OF THE STUDY
3.6 METHODOLOGY.
RESEARCH DESIGN..
DATA SOURCE
SAMPLING UNIT
SAMPLING SIZE
SAMPLING TYPE
TOOLS OF ANALYSIS
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION
CONCLUSION
SUGGESTIONS AND RECOMMENDATIONS
CONTRIBUTION FROM THE STUDY
LIMITATIONS OF THE STUDY
FUTURE DIRECTIONS FOR FURTHER RESEARCH
QUESTIONNAIRE
REFERENCES


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