TALENT MANAGEMENT

Emerging Trends:

. Talent analytics and work force analytics

. Employee's training, skilling, and reskilling

. Diversity equity and inclusion

. Empathy (Connectivity, interaction, flexibility, training, opportunities, and encouragement )

. Employment strategies for nontraditional occupations

. Experiences of employees

. Physical fitness

. onboarding and retainment strategies

. Impact of Covid-19

- Economy dropped: US 35%, Eurozone 12.1%, Spain 18.5%, job reduced 42% (data of 2020)

. Managing remote work force

. Evidence based TM practices

. Speedier TM processes

. Talent identification within the organization

. Multigeneration work force utilization i.e., internship and returnship

. Adaptability and socialization

Nepalese context

. Psychological preparation

. Reservation

. Review in curriculum and career system

. Qualitative workforce in domestic and international market

. strategies for Attracting talents

. Impact of covid -19

. Reducing turnover

. Efficient leadership

Answer to the Questions

Federalism concept: (Some Problems)

Principles

1. Principle of residual power

2. Principle of subsidiarity

Slow pace of law making

1. Important laws are not prepared

2. Federal Civil Service Bill

Personnel Management

1. O and M Survey

2. Full Autonomy of the governments

3. Interface with public

Successful Conditions for Federalism

1. Clear understanding

2. Effective Management

3. Visionary leaders

Provisions of FCSB

1. Review on reservation policy

2. Questions on the quality of public service delivery

3. Clustering for the promotion in secretary

4. Retirement age (differences between 2 to 5 years for women, 67 years in Australia by 2023, 65 in
Belgium by 2030, 67 in Denmark by 2022, Japan 65, Malaysia 60, average retirement age 65 in
international organization)

5. Double number recommendation to the government for the secretary level promotion

6. No open competition

7. Mandatory provision of contract to the position of project chief, office in charge and departmental
head

8. No opportunities to the existing personnel to seat in competition

9. Inter service competition

10. Civil service up to state level

11. No classless positions

12. Trade union

13. Closed provision of Foreign Service

14. Experts in PSC as an invitee

15. Adjustment up to the level of US

16. Secretary as a manager or adviser

some Knots of Civil service Bill

. Trade union

. Retirement age

. Service Contract

. Open competition

. Reservation

. clustering for secretary

. Biased provision for policy level staffs

. No provision for the locally appointed staffs

. Compatible with Constitutional spirit

Problems of Personnel Adjustment

. Leadership level

. Duration for taking decision

. Appropriate structure

. Inclusion or Positive discrimination n

. Improvements in work performance

. Strengthening of meritocracy

. Application of new technology and methods

. Identification of all sorts of personnel

. Simplification of service delivery

. Personnel with appropriate skill

. Determination of minimum standards

. Quality and quantity of existing personnel

. VRS

. Blending nature of personnel in local level

. Adocism in personnel adjustment

Answer to the question number one:

Fundamental aspects to be incorporated in the FCSB

. Open competition up to class 2

. Inter service competition

. Fully compliance of federal principles

. Foreign service needs to be open for all talents

. Logical review of reservation

. Clustering in secretary

. Civil service only in the center

. Review in retirement age

. Trade union based on ILC standard

. Multiskilled manpower

. objective evaluation

. Application of new framework and techniques

. Unequivocal provisions for different types of local level personnel adjustment

. Correction on the provision of personnel adjustment

. Provide open competition opportunities to the existing staffs

Answer to the question number 2: Integration linkages of all personnel in the federal civil service

. Inter service competition

. Open competition

. Appropriate career system compatible with federal civil service

. No adjustment of psc completed personnel to the lower level of government

. Capacity enhancement program

. Separate provision to the locally appointed personnel

Types of local level staffs

. Appointed by the representative in permanent status

. Appointed by the representative in a temporary status

. Recommended by psc for federal service

. voluntarily prepared to work in the local level

. Forcefully adjusted by the federal government in the lower level of governments

. Recommended by PSC to the local level

. Personnel on deputation to the lower level

Answer to question number 3

Recommendations for service policies, conditions, career development and personnel adjustment in
the province and local level

. Management by deputation

. Test and verification of minimum qualification of locally appointed staffs

. O and M survey directly by the concerned government

. Temporary commission to determine minimum standard of the staff

. Application of TOR to all

. Open competition up to us level

. Transfer of JS and Secretary to the lower level of government

. Objective evaluation

. Well off local government i.e., sufficient resource

. End of politicization

. Career planning and career development schemes

(Followed by action plan)

Nature of PSC Questions

. Problems and solutions based
.Related with working environment

. Most of the questions are based on Nepalese context

Techniques to answer in written exam

. Basic concepts in brief

. Major demands of the questions

. Domestic policies, strategies , Structural arrangements , legal provisions , planning and programs

. New trends , good practices , international practices ,

. Positive aspects , negative aspects and challenges

. Questions asked covering more than one area

. Time management

. Bullet or analytical techniques of answering

. Facts, figures, graphs presentations

. Never mention obsolete data ( only can be used in comparison )

. Different parts of answering (concept , analytical part and conclusion)

. Weightage of questions ( time based on given number of the question )

. Grammar and correction

. Full marks joint secretary level ( 25 + 25 + 25+ 25 = 100) , 45 minutes time for each question

. New trends , contribution of the scholars in domestic and international journals

. Google search

. Contemporary issues

. Present yourself as an academicians and perfect practitioner

Model Questions

1, Principles and its implementation status

2, Desirable recommendations and reforms

Concept
. Minimum sixty percent of the total budget is allocated in public procurement

. Procurement means the acquisition by any means of goods , construction and services ( UNO
Model Act )

. Economy, Accountability , Transparency and value of money needs to be guaranteed

 Principles

. Compliance of law

. Economy , efficiency and transparency

. Healthy competition and public accountability

. open and equal participation

. Public confidence

. Priority to the domestic production

. Necessity and usefulness

. Legal Provisions

. Ethics

. Impartiality and fairness

. Skill and effective's

. Professionalism

. Environment friendly management

. Easy access in information

. Grievances handling mechanism and provision

Implementation Status
. order of the procurement of the goods
. Component of the procurement of the goods

. Pre - qualification

. Institutional arrangements

Challenges
1) Public Institutions
. Decision making capacity and low moral
. Lack of taking risks

. Culture of working in pressure

. Highly criticized performance

. Reports of constitutional bodies

. Important parts of financial planning

. Lack of master plan and annual plan

. Management of institutional memory is weak

. Tendering process is prejudiced

. Lack of uniformity in compliance

. Discouraging competition by slicing the amount of procurement

. Favor for special brand

. competency and skill of the personnel is questioned

2) Tendering process and bidders

. Code of conduct

. Undue favor

. Weak implementations

. Lack of professionalism

. Work overload

. Promotion of healthy competition

3) Public Procurement office

. organization only in the center

. Lack of monitoring capability

. Research and innovation

. Monitoring process and mechanism in federal structure

. Lack of training for different level of government

. misuse of legal loopholes

. Replication of good practices

. Procedural complication

. Retention problem of the personnel

.Resource constraints

Reforms
Policy

Capacity enhancement and utilization