NEW REVISION CLASSES PRE'17 History+ Environment+Govt Schemes

Thank you for your tremendous response, to the revision classes for Prelims 2017being conducted in New Delhi. Based on your requests and suggestions, we have come up with new classes as per below schedule
(1)Art & Culture Revision ( REPEAT ) - May 27th & 28th, (2) Modern History ( REPEAT ) - May 30th (3) Govt Schemes + Allied Issues - May 31st (4) Environment & Ecology - Friday, June 2

Seats fill up in a few hours, and we don't plan any more repeat classes, so register early. Click Here to get more details and register early to avoid inconvenience. All revision classes will be held from 5PM to 8PM.

Current affairs for Writing Public Administration Answers

Pitch in relevant contemporary events daily. Whatever you read. Whichever Pub Ad topic it comes under.

Format could be like this,
1. Event/Initiative/Survey report/Model
2. One or two lines explaining it. Pls don't copy paste it. (Lazy already ;) )
3. Under what Pub Ad sub-domain can it be used.

At the end of the month, We shall collect and classify these affairs under each Pub Ad topic.

Takeaways
1. I can't stress more the importance of mentioning and linking current events when you write answers.
2. By making it a habit(hobby), one could read daily(TheHindu/IE) from PubAd perspective. Useful for Paper II as we can resist the tendency to write GS like answers here.
3. Motivation. Looking at strengths of others would naturally pull urself up.
4. I believe, with this approach, we will not lose focus by overburdening ourself with low RoI papers like GS I,II,III etc..
Great Men are not born. They grow Great
Public Administration.
·
«1

Comments

  • A) Cos > encourage volunteering work to improve work culture.

    - Cognizant. Employees are rewarded annually both materially and position wise for the volunteering work
    - Outreach, a social intuitive of this co. > runs edu institution with 40,000 employees.
    - Improves productivity, work culture, team work, motivation levels

    Under

    - HR
    - Motivation
    - Team based management.
    - Social capital.

    Src TheHindu 27th >> Report : State of Human Capital Risk Report by CII

    B ) To reduce attrition and increasing productivity, Cos opt for Talent Management policies.

    - Main reason for attrition : Mismatch of exception btw employer n employee, uncommunicative managers, outdated skill dev programs, lack of career opportunities to move fwd.
    - Retaining talent becomes a major focus. Constant updation of talent and recognizing it > improves motivation levels

    under

    - Motivaiton
    - Self actualization - PMT
    - HR

    Src >> Report : State of Human Capital Risk Report

    C) Finmenicca VIP Helicopter deal. 360 Cr for 3600 Cr

    - Over invoicing the sale of a dozen copter
    - Collusion : Bureaucracy + IAF Chief Tyagi + Political class.
    - Inter-Country commerce. Govt and a foreign corporate.

    Under

    - Under bureaucracy’s rent seeking behavior
    - Under NPA II. Negotiation skill sets needed
    - Admin ethics.
    - Fodder for PCA
    Great Men are not born. They grow Great
    Public Administration.
    ·
  • edited April 2016
    @raj1128 Good initiative and good examples. Lets keep the thread live till mains.

    My contribution: (IE)
    Collaboration between nhai and isro to use geospatial technology in preparing project reports for infrastructure projects.

    Techniques for AI -use of technology
    Collaborative organisations/networking in governance
    Systems theory-organisation receiving inputs from external system

    @mango_dolly @beanbag @IWRA sir request you all to contribute to this thread and also verify the suitability of the examples we quoted here.
    ·
  • A) Project Monitoring Group under Cabinet Secretariat to push stalled infra projects.
    Composition : Secs of all relevant Min, chaired by PM.
    Outcome : 6 lkh Cr projects have begun.
    Context : Stalled infra projects + PSU burden. Why? Multiciplicyt of regulatons of various Ministries.

    Under
    1. New command line (Communication) to bring cooperation in Ministries' decisions. Remedy for Min operating in silos.
    2. Organization design : Shortening hierarchy with Board/Commissions for efficiency.
    3. Development Administration >> New kind of authority for monitoring dev projects.
    4. Matrix organization as specialists work together leveraging their own set of resources for the common goal.

    B ) HealthMin bans 300+ FDC drugs. And Judicial intervention therein.
    Cites data reported with no backing trial in India + inadequate marginal efficiency per unit cost.
    Delhi HC stayed the notification on the ground of not-following due process.
    Madras HC uphold the ban on the ground that public interest is an over-arching principle.

    Under
    1. Regulatory Auth’s role in ensuring public interest in the market driven economy..Also > Critic of PCA.
    2. Non-uniformity of Judicial pronouncements lends unpredictability character to Government. Use : Good Governance and Paper II.
    3. Public interest gives way to procedural supremacy. Ill-effects of following conventional bureaucratic control (due process/rules) by Delhi HC.
    4. Necessity of separate Admin Law (as opp. to Statutory law) in governing regulatory institutions to check unnecessary judicial intervention.


    @"Aspirant 2016" Sure thing. Lets commit to contribute (C2C) :)
    Great Men are not born. They grow Great
    Public Administration.
    ·
  • New PF norms rollback after Bengaluru textile workers protest:

    Context: Government recently declared rollback of new PF norms that had barred employees from withdrawing their provident fund corpus before retirement after a huge protest emerged in Bengaluru led by textile workers.

    Pub AD application:
    - System model approach to policy making( Policy being influenced by external environment)
    - David Easton' s black box model.( Feedback influencing original decision)
    - "Precariat class" and their economic concerns influencing policy decision ( Guy Standing)
    - Responsive government ( Good governance??)
    One day, perhaps, love may die of disuse, left to rust in wind and weather.
    ·
  • https://telegram.me/joinchat/Cew6-QZAqyzUGUk2Mtn6Iw

    public administration telegram group,,, for discussion debates sharing of materials from like minded....
    ·
  • TCS declared to stop using "bell curve based" appraisal system in favor of moving to "continuous feedback based" system.

    Pub AD application:
    - Objective Performance evaluation
    - Personnel management, morale and motivation
    - Ending forced marking.
    - Application to public sector ( NPM )
    One day, perhaps, love may die of disuse, left to rust in wind and weather.
    ·
  • edited April 2016
    MoU between UK and India approved in Jan 2016 FOR COOPERATION IN GOVERNANCE REFORMS-seeks to extend bilateral cooperation in PA and Governance Reforms.


    Linkages-

    *reforms in admin /gov

    *comparative and joint learning in PA

    etc
    Being IAS... 4 U Onlyyy... :-)
    ·
  • National Court of Appeals issue -

    One drawback of proposal is said to be adding another layer of Judiciary ..more complexity more vacancies when 1/3rd of seats are already vacant etc

    Pub adm linkage-

    *F W RIGGS- Differentiating Structures But in the HOPE of integration which may or may not come soon and as expected :) sign of india becoming prismatic to differacted society.. other examples being PDMA etc specialized bodies based on functional demarcation etc are being proposed .

    :) ???
    Being IAS... 4 U Onlyyy... :-)
    ·
  • @Yo_Yo_Choti_Singh Excellant observation. NCA, an epitome of differentiation sans integration.
    Great Men are not born. They grow Great
    Public Administration.
    ·
  • @IWRM I think our government follows Annual Performance Appraisal for assessment of its employees.
    Do we follow "graded bell curve" type?

    AFAI, the Reporting Auth has to put absolute score (0 for poor to 9 for outstanding) in the APR. It is assessed from weighted averaging of scores obtained from three categories (Assessment of work output/ Personal attributes/ functional competency). There is no percentile system followed. Score is not relative to peers. So I don't think we follow Bell Curve model for personnel assessment. I could be wrong.

    Is it then "continuous feedback system"? What are we following? [Perplexing bureaucracy]

    Note :
    Also, There exists a performance appraisal for Departmental efficiency. i.e Performance Management System within Cabinet Secretariat. Here the assessment is based on the achievements of annual targets. (Excellent to poor) and this score is proposed to be linked with incentive system of personnel working in the concerned Dept (Incentive upto 15% of Budget Savings says 2nd ARC)
    Great Men are not born. They grow Great
    Public Administration.
    ·
  • raj1128 said:

    @IWRM I think our government follows Annual Performance Appraisal for assessment of its employees.
    Do we follow "graded bell curve" type?

    AFAI, the Reporting Auth has to put absolute score (0 for poor to 9 for outstanding) in the APR. It is assessed from weighted averaging of scores obtained from three categories (Assessment of work output/ Personal attributes/ functional competency). There is no percentile system followed. Score is not relative to peers. So I don't think we follow Bell Curve model for personnel assessment. I could be wrong.

    Is it then "continuous feedback system"? What are we following? [Perplexing bureaucracy]

    Note :
    Also, There exists a performance appraisal for Departmental efficiency. i.e Performance Management System within Cabinet Secretariat. Here the assessment is based on the achievements of annual targets. (Excellent to poor) and this score is proposed to be linked with incentive system of personnel working in the concerned Dept (Incentive upto 15% of Budget Savings says 2nd ARC)

    I have limited knowledge about appraisal system followed for government officials.

    It doesn't follow bell curve. But there is lot of subjectiveness and bias involved in appraisal process. This is used more as a punishment tool than actual evaluation of performance.

    NPM reference was made to point out deficiency in annual appraisal. I doubt a " continuous feedback system " will be effective in Indian bureaucracy.
    One day, perhaps, love may die of disuse, left to rust in wind and weather.
    ·
  • Great initiative, will contribute soon. Carry on the good work.
    In the midst of fearful uncertainties, romanticize the countless possibilities...
    ·
  • @IWRM OK. Noted. :) I also think 'continuous feedback' is not practicable in our system.

    Because of you, I have looked into "bell curve" and performance management system in our government.
    I believe ur depth and range of knowledge on public administration will have a reverberating impact on this thread. :)

    Carry on.

    Great Men are not born. They grow Great
    Public Administration.
    ·
  • Kejriwal asking Uber/Ola etc not to follow "surge pricing" during implementation of odd-even policy.

    Pub AD application:
    - Steering rather than mere witnessing ( intervening when needed in public interest).
    - Big state/ Controlling ill effect of PCT( institutional pluralism)/ reestablishing "citizens, not customers" ethos of governance
    - Market strangulation( from private players point of view)


    One day, perhaps, love may die of disuse, left to rust in wind and weather.
    ·
  • raj1128 said:

    A) Cos > encourage volunteering work to improve work culture.

    - Cognizant. Employees are rewarded annually both materially and position wise for the volunteering work
    - Outreach, a social intuitive of this co. > runs edu institution with 40,000 employees.
    - Improves productivity, work culture, team work, motivation levels

    Under

    - HR
    - Motivation
    - Team based management.
    - Social capital.

    Src TheHindu 27th >> Report : State of Human Capital Risk Report by CII

    B ) To reduce attrition and increasing productivity, Cos opt for Talent Management policies.

    - Main reason for attrition : Mismatch of exception btw employer n employee, uncommunicative managers, outdated skill dev programs, lack of career opportunities to move fwd.
    - Retaining talent becomes a major focus. Constant updation of talent and recognizing it > improves motivation levels

    under

    - Motivaiton
    - Self actualization - PMT
    - HR

    Src >> Report : State of Human Capital Risk Report

    C) Finmenicca VIP Helicopter deal. 360 Cr for 3600 Cr

    - Over invoicing the sale of a dozen copter
    - Collusion : Bureaucracy + IAF Chief Tyagi + Political class.
    - Inter-Country commerce. Govt and a foreign corporate.

    Under

    - Under bureaucracy’s rent seeking behavior
    - Under NPA II. Negotiation skill sets needed
    - Admin ethics.
    - Fodder for PCA

    What is NPA II ?
    ·
  • NPA 2 refers to Minnow brook Conference that took place in 1988.
    Great Men are not born. They grow Great
    Public Administration.
    ·
  • Good initiative friends .. but remember one thing .. in exam you will not have much time to spend a lot of time substantiating examples and if you spend a lot of time you may end up taking time and also confusing examiners ..

    so the golden rule is use only those examples which appears as an evident example for any theoretical linkages with public admin ..

    so far fetched examples consume time and confuse examiners ..

    Good luck !
    Indian Revenue Service
    अबकी बारी, ज़िला अधिकारी ||
    ·
  • Good initiative friends .. but remember one thing .. in exam you will not have much time to spend a lot of time substantiating examples and if you spend a lot of time you may end up taking time and also confusing examiners ..

    so the golden rule is use only those examples which appears as an evident example for any theoretical linkages with public admin ..

    so far fetched examples consume time and confuse examiners ..

    Good luck !

    +100..

    @mango_dolly sir i request you to kindly keep a tab on this thread and keep moderating the examples being put here..also wenever u hv time plzz do contribute some current linkages related to pub adm which u think cn b helpful for us ..TIA :)
    Being IAS... 4 U Onlyyy... :-)
    ·
  • edited April 2016
    @mango_dolly Right. We will keep it in mind. :)

    Direct, relevant,simple, widely known examples make the life of examiner lot easier.

    Great Men are not born. They grow Great
    Public Administration.
    ·
  • raj1128 said:

    @IWRM OK. Noted. :) I also think 'continuous feedback' is not practicable in our system.

    Because of you, I have looked into "bell curve" and performance management system in our government.
    I believe ur depth and range of knowledge on public administration will have a reverberating impact on this thread. :)

    Carry on.

    This link is good for our discussion. Good stuffs.

    http://publicadministrationtheone.blogspot.in/2013/09/human-resource-management-performance.html?m=1
    One day, perhaps, love may die of disuse, left to rust in wind and weather.
    ·
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