Recruitment to government service
RECRUITMENT for government service should aim at maximising mobilisation of skills and talents. The civil service is a key state institution, and is vital for building a strong sense of legitimacy. Economic development and building of power and legitimacy are intimately interrelated, and the civil service contributes to both.
Bangladesh has very little actual evidence as to what troubles governments the most and what the consequences of various policies and practices are. The following propositions are discussed for a clearer understanding of recruitment policy:
-It constitute a basic political power. When the power holders agree to allow "technical" considerations to govern recruitment policies they are confident that the results will be consistent with their continued command of power.
-It is discriminatory. Selectivity by favouring some elements and preventing others from obtaining an even greater proportion of representation and power.
-It controls power relations within society.
Recruitment policy need not reflect abstract standards of justice. In a parliamentary democracy like Bangladesh it may be considered just and legitimate that officials identified with the previous administration be removed from office in favour of new appointees.
If the pattern of favouritism is consistent with accepted rules of the political game of the society such practices can strengthen the legitimacy of a regime. By favouring certain skills and types of people over others recruitment policies suggest what are the most desirable and appropriate talents for officials.
Recruitment policies reflect political relationships, which are vital for career advancement in the public sector. Societies tend towards generalised politicisation when a ruling class is concerned with the danger of fundamentally divisive splits within itself or when a single political group dominates the society.
Basic values associated with rationale of power consist of loyalty, dedication precision, obedience, commitment to procedures and discipline.
Recruitment based on merit may relieve political pressures without ensuring mobilisation of knowledge. This does not mean that it cannot be politically advantageous. A merit system capable of eliminating political influences does not mean that it is capable of identifying desirable talents. If Bangladesh adopts the system it must have the capacity to select appropriate talents.
Administrative specialist is an elusive concept. The knowledge that leads to effectiveness must consist of broad understanding and capacity to command specialised matters. One of the strongest points of the merit system is that it can tell all potential candidates that they must have common traits, values and skills before they apply. In developing countries it has been easier to ensure the necessary minimum common outlook than to identify potentially creative individuals.
Bureaucracies tend to reflect the educational system of the society. If general humanistic education is stressed government officials are likely to value the qualities associated with the gentlemen scholars. If education is highly selective it is easier for recruitment policies to accept the academic criterion of relative ability as an appropriate guideline for selection from among competing candidates. The higher the general educational level the more the recruitment policies can be designed for possibilities of post appointment training.
Modern recruitment policies need emphasis on career development. If there are large reservoirs of skills policies may focus on matching available skills. If not, emphasis may be placed on planning careers for those selected.
Planning of personnel development should emphasise growth of an individual's skills. Modern technology needs more flexible organisational patterns. To exploit modern technology a developing country like Bangladesh may opt for flexible arrangements.
Expertise in certain skills is desirable. Professionalism is elitist in orientation. The pragmatism of technocrats tends to challenge ideological doctrines. A policy for recruitment can reduce such conflicts.
Recruitment policies must recognise that power considerations are critical even among specialists. Though government departments need protection from political rulers, conflicts among technicians need to be resolved politically.
The new government is striving hard to achieve vision 2021. This needs improvement in the skill of the civil service, which requires personnel who are loyal, dedicated, disciplined, precise, obedient and committed to procedures. This is possible through adoption of a proper recruitment policy.
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