SWOT analysis done three years ago when it had prepared a 33-page document titled “Strategy and Strategic Plan, 2010-2015”. Interestingly, as the paper itself said, the government undertook the exercise when it was felt that DoPT should shift from mere personnel administration to human resource management in order to meet emerging needs. In fact, many of those findings in the SWOT (Strengths, Weaknesses, Opportunities & Threats) analysis are still valid.
What is its main strength? “Institutional memory, equipped with knowledge of rules and regulations”. Yet, according to the analysis, the complicated rules, cumbersome procedures and multiplicity of agencies involved are its weaknesses. The DoPT further identified the following as its weaknesses, many of those need a correction even now:
a) Lack of forward thinking.
b) High level of centralization for decision making and poor coordination of administration with other units.
c) Lack of motivation among staff, poor working conditions, lack of incentives for good workers.
d) Lack of vision for areas like manpower forecasting and provisioning.
e) Impersonal interaction with stakeholders.
f) Unable to keep pace with the ever-changing world.
g) Dissatisfaction among the stakeholders due to delayed and ambiguous replies.
h) Forced decision making/short-term decision making in a fire fighting mode.
i) Selective application of rules.
j) Non codification of administrative law.
k) Non availability of a legal cell.
But the SWOT analysis has included the availability of more technology savvy candidates for recruitment, government's stability and emphasis on transparency as its opportunities.
Click HERE to read the complete paper.