Close to 1000 graduates will be writing the civil service examinations soon. In Bhutan, without any doubts, the civil service remains the preferred choice for many talented graduates. Recruitment is not a problem at all for the RCSC. But this is just the first step.
The challenges lie in how their talents and expectations are managed over the years. In the long run, opportunities for career development, professionalism and effective performance management often become more important than a secure routine job. These have an impact on their motivation and performance, and often lead to talent leaving the civil service - a growing problem.
RCSC has measures to address such issues but the real test and success would be to develop a model where no rules and regulations are required to retain talent. The position classification system provides some elements for such a model. What form and shape our civil service assumes in the near future will depend entirely on RCSC's ability to implement it.
Related Reading -
A conversation starter on motivating people from McKinsey Quarterly
An excellent article on public-service careers in the Economist
and of course some of my past posts
Friday, 6 November 2009
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