Mission Karma Yogi

Mission Karma Yogi is the National Program for Civil Services Capacity Building (NPCSCB). Civil services form the backbone of the Indian administration. Any reform taken to enhance the capacity building of the civil services is an important step towards better governance. Association Cabinet sent it on the second of September 2020. The main goal of this program is to improve workers’ ability and administration.

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Six Pillar of the Mission Karmayogi

Mission Karmayogi has the following six pillars:

1. Policy Framework
2. Institutional Framework
3. Competency Framework
4. Digital Learning Framework
5. Electronic Human Resource Management System (e-HRMS)
6. Monitoring and Evaluation Framework

Significant Facts about The Mission Karmayogi

• It is sent off by Union Cabinet in September 2020
• Mission Karmayogi program will be delivered through a digital platform called iGOT-Karmayogi.
• System of Roles, Activities, and Competencies (FRACs) approach – All polite administration positions to be aligned under this methodology. Likewise founded on this methodology, all learning content will be made and conveyed to every administration substance.
• It is intended to be an exhaustive post-enrollment change of the Center’s human asset improvement, similar, to the National Recruitment Agency endorsed last week’s pre-enlistment change.
• The transition from Rules Based to Roles Based Human Resource (HR) Management, An ecosystem of shared training infrastructure, Partnership with learning content creators, On-Site Learning, Co-creation of the common ecosystem, Behavioural, Functional, and Domain Competencies, Framework of Roles, Activities, and Competencies (FRACs) approach
• Mission karma yogi will be funded by the world bank as The World Bank has approved a $47 million project to support the Government of India’s Mission Karmayogi, to build civil services capacity.
• The program will attempt to further develop human assets the board rehearses among the officials. It will zero in additional on job-based administration. It will expect to assign jobs and occupations based on the abilities of the officials. The mission has likewise made a web-based stage called as iGOT-Karmayogi.
• Its main benefit is to move from a RULES-BASED to a ROLES-BASED HR management system, On-Site Learning and making a civil servant more creative, constructive, imaginative, innovative, proactive, professional, progressive, energetic, enabling, transparent, and technology-enabled.

Need of The Mission Karmayogi

• There is a need to foster space for information other than the managerial limits in the organization.
• There is a need to formalize the enrollment interaction and match the public support of a civil servant’s skill, to track down the ideal individual for the right work.
• The arrangement is to start right at the enlistment level and afterward put resources into building greater limits through the remainder of their profession.
• As the Indian economy develops, it will get more mind-boggling to administer; the administration limits should be upgraded proportionately which this change embraces.
• The changes in the Indian organization is the need of great importance and It is a significant change embraced as of late to change it.
• CAPACITY BUILDING COMMISSION, Prime Minister’s Public Human Resources (HR) Council, a Special Purpose Vehicle for owning and operating digital assets and the technological platform for online training, Coordination Unit headed by the Cabinet Secretary these institutions will help implement mission Karma Yogi.

Objectives of Capacity Building Commission:

• The Public Human Resource Council will be assisted by the capacity-building commission
• It will create external faculty and resource centres.
• Policy interventions related to HR practices of the Govt will be assisted by it. 
• It will help partner divisions in the execution of the limit-building programs.
• It will advance suggestions on the normalization of the preparation and limit building, instructional method, and philosophy

Challenges of the Mission Karmayogi

• There will be a behavioral change in the bureaucracy and they must embrace the change as a need of the hour and not an attack on their status quo. 
• In today’s world, governance is getting technical with each passing day and hence it’s important that the person in authority too should have the requisite skill and experience in that particular area.
• Achieving the goal on time i.e. to cover around 46 lakhs employees by 2025.
• The centralized aspect of this scheme is beneficiary to the federal system of the country. A decentralized and collective ecosystem of knowledge building, training, and learning can prove to be more effective.
• Training and career development courses that too on a level of lakhs of employees might turn out to be hectic and overwhelming work while executing it on the field.