STATUS OF MANPOWER PLANNING AT STATE LEVEL · manpower planning at different levels, the importance...

Status of Manpower Planning at State Level : A Case study of Karnataka 1

CMDR Monograph Series No. - 1

STATUS OF MANPOWER PLANNINGAT STATE LEVEL

A CASE STUDY OF KARNATAKA

Dr. M.A. Sreenivas

CENTRE FOR MULTI-DISCIPLINARY DEVELOPMENT RESEARCHJubilee Circle, DHARWAD-580001, Karnataka, India

Ph : 091-0836-447639, Fax : 447627E-mail : [email protected]

STATUS OF MANPOWER PLANNING AT STATE LEVELA CASE STUDY OF KARNATAKA

DR. M.A. SREENIVASDirector, Manpower and Employment Divison,

Planning Department, Government of Karnataka

1. INTRODUCTION :

1. A major objective of the EconomicPlanning is the allocation of scarceresources for maximisation of economicand social benefits. The utilisation ofresources in various sectors like socialservices, education, Medical or /Engineering is mainly to maximise theavailable human resources. In this context,allocation of human resources play a crucialrole in determining the development plans.In this process, there is a need forauthoritive determination and coordinatedexecution of manpower policies and ofadvanced planning to meet the vastlyincreased demand for various categories ofpersonnel due to increased industrialisation.

2. A proper co-ordination betweenEducation, Manpower and EmploymentPolicy would involve a systematic effort onthe part of Universities, EducationalInstitutions and the Employers in Public andPrivate Sectors. Otherwise, the supply anddemand position unchoked would lead toimbalances and to disterisions initially in thelabour market and finally in the process ofeonomic growth. This has to stopped and

requires concerted efforts. In addition,within the different departments ofGovernment, position papers have to beprepared on the available manpower withdifferent kinds of specialisation, therequirements of manpower due to wastageand expansion of activities with a view tohave the right persons at the right place.This would help in not only improvingefficiency of the implementation ofprogrammes but also to help in tening up theadministrative efficiency of differentdepartments. Here, the role of an agency -a nodal agency to keep the situation underconstant watch and suggest remedies inimportant.

3. Organisational arrangements forManpower and Employment Planning atState / District Levels :

The need for tackling the problem oftraining an adequate number of personswith technical qualifications forimplementation of schemes in the II and IIIFive Year Plans was realised as early asMarch 1957. A state ManpowerCommittee consisting of Chief Secretary andsome Secretaries and Head of


Departments was therefore constituted.The Deputy Secretary to Government,Planning and Development Department,functioned as Member-Secretary for thiscommittee. The task of the StateManpower Committee was to assess theposition in regard to the availability oftrained manpower to make projections ofthe likely requirements in the variouscategories for the III Five Year Plan Period.Under the guidance of this committee,detailed assessment was madecategorywise for Engineering, Health(including Medical, Agriculture and allied,Education and Administrative Personnel) bythe Study groups constituted for thispurpose. However, Manpower Planningwas considered as an adjunct to eachdevelopment schemes only rather than acrucial component of the developmentprocess. An expanding economy involvingrapid industrialisation and a simultaneoussocial development on a comparable scalerequires a large and diverse body of trainedpersonnel. Planning for TechnicalManpower required the problems to beconsidered in an integrated manner andwith fore-thought. otherwise shortages insome fields and wastage of TrainedManpower through unemployment or un-suitable employment in others would be theinevitable consequences.

4. Till 1964, Manpower Planning hadnot been undertaken on a compre-hensiveintegrated basis or the problem consideredin this long range perspective. Taking noteof the importance of Manpower Planning, a

small manpower wing in the State PlanningDepartment consisting of one DeputyDirector, one Asst. Director, and twoSenior Investigators was constituted in1964. The limited objective given to thiswing was one of assessing the Manpowerrequirements for different plan periods. Thewing also carried out some field casestudies in the related sectors. However,keeping in view the growing importance ofmanpower planning at different levels, theimportance of the issue of strengthening themachinery of Manpower Wing wasrealised. In 1075, the machinery wasstrengthened by creating a few more postsof officers and officials. Manpower andEmployment Division is now headed by aDirector, assisted by one Joint Director,one Deputy Director one Asst. Directorand four Senior Investigators. The divisionis part of the State Planning Dept. andworks under the overall guidance of thePlanning Secretary.

5. Manpower and EmploymentDivision is associated with differentdepartments in the formulation ofdevelopment programmes to ensure thatmanpower requirements are properly speltout. Efforts are made to estimate supplydemand of different categories of personneland to integrate these estimates into aconsistent frame for the economy as awhole. The categories covered areagriculture and allied, Engineering, Medicaland Para Medical, Teaching and ScientificManpower. This involves a close liaison

4 CMDR Monograph Series No. - 1

with all the Educational Institutions has alsothe State Government Departments,Central Government Departments, Centralundertaking and the Private Sectors havenot got a comprehensive coverage mainlybecause the difficulties like the operation ofsome of these agencies being applicable tothe entire country, existence of no separateplans for each state and non-reporting byPrivate Institutions due to lack of control.

6. In 1978 it was realised thatManpower Planning so far hadconcentrated on only forecast of demandand supply of high level manpower andattention was not paid to assessment ofrequirements, stock, training facilities ofintermediate manpower which reallyformed a link between the high level andintermediate manpower and are veryessential for implementation ofdevelopment programmes. This aspectrequired attention urgently because of therenewed emphasis laid on implementationof block level plans. As a first step, anassessment was made of requirements,stock, training facilities of intermediatemanpower for the period 1978-83 whichwas followed up with another assessmentfor the period 1980-85. Thus the coverage,quality and content of Manpower Planninghas expanded and registeredimprovements.

7. With a view to institute steps toimprove efficiency in administration, forbetter implementation of various welfareschemes chalked out at the policy framing

level of Government, particularly for thebenefit of weaker sections of the Society,Manpower and Training Units have beenset up in a large number of departments ofthe Government in 1985. Among thevarious functions allotted to these units, theones that were relevant for ManpowerPlanning were preparation of periodicalposition papers on the existing and futurerequirements of personnel to replenish theusual wastages arising out of retirementsetc., adjustments needed consequent on thesize of the Cadre strength, Watching andExpediting the timely filling up of thevacancies existing and arising in thedepartment, preparing and following aphased programme under which as earlypossible of the personnel required to betrained, participate in training courses at theappropriate age group depending on thenature and the level of the duties andresponsibilities. Manpower andEmployment Division is designated as aNodal Agency for giving guidance, trainingand monitoring of the progress.

8. Consequent to the establishment ofZilla Parishads in 1987, for an assessmentof unemployment and employment situationwithin the Zilla Parisgads and preparing aManpower Budget for differentprogrammes under implementation in theZilla Parishad Sector, a Manpower andCredit Planning Officer has been posted.Thus, the organisational structure forManpower Planning has expanded from theState level (including setting up ofManpower and Training Units in


Government Departments) to ZillaParishads (District Level).

2. REVIEW OF WORKS :

9. Manpower Planning had its origin inIII Five Year Plan when an assessment ofrequirements was first attempted. Themethodology adopted was to workout therequirements of various categories ofManpower based on the programmes invarious sectors to enhances production orservices. However, in this exercise no effortwas made to match the estimatedrequirements with the estimate of supply.

10. During the IV Plan period anattempt was made to assess therequirements of technical manpower amongagricultural and allied personnel,Engineering Personnel and Medical andPara Medical Personnel was one of directenquiry method to assess the requirements.But again this report was brought out afterthe plan commenced and hence was nothelpful to achieve balance between supplyand demand during the period of FourthPlan. However, in the light of ad hoc natureof planning, where variations do take place,it is difficult to estimate requirements wellahead of the Plan, because truecomposition of the schemes and thestructure of the Plan goes on varying fromtime to time. This makes it difficult for theestimating agencies to arrive at preciseestimates of both demand and supply,specially making use of the direct enquirymethod. The requirements taken into

account for this exercise were only that ofGovernment Departments and Governmentundertakings.

11. Assessment of requirements ofsupply for the Fifth Five Year Plan periodcovered agriculture and allied personnel,Primary and Secondary School TeachersScientific Personnel and Medical and ParaMedical Personnel. This exercise led tosome changes. One of the changes broughtabout was B.Ed., T.C.H. were made asessential qualifications for recruitment ofSecondary and Primary School Teachersby amending the C&R Rules of theDepartment. Measures were taken toreduce the wastage at the course level inagriculture and veterinary courses and stepswere taken to meet the shortage of ForestryPersonnel. All these exercises resulted inthe realisation of the need for asystematised effort and improved methodof estimation of demand and supply oftechnical manpower. Certain improvementsin methodology were introduced whileworking out the estimates for period 1978-83. To arrive at estimates of demand fromprivate sector the proportion of thoseemployed in Private Sector to PublicSector according to decennial census wasmade use of. A similar effort was made forthe estimates of demand under self-employment. All these exercises have ledto identification of areas of action forchanges in policy. Moreover, there havebeen identification and improvement inmethods of estimation as knowledgeavailable improves both qualitatively and


quantitatively.

12. Manpower Planning thus farcovered only assessment of high levelManpower. The need for a properassessment of intermediate manpowerstock requirements and training facilitieswas realised and an exercise wascompleted for the period 1978-83 for 125categories. A similar exercise for 1980-85was made for 46 categories in EngineeringPersonnel, 12 categories in Agriculture andAllied Personnel, 8 categories in Teachingand 13 categories in Medical and ParaMedical Personnel. Developments of thistype have led to improvements in the database and identification of critical areas ofimbalances to initiate remedial action.

13. Based on the paper on Educationand Manpower in Karnataka 1978-83, adecision was taken that no Engineeringcolleges and new Evening EngineeringCourses should be started during the year1981-82. Subsequently, a decision wastaken that there should be no expansion ofEngineering Colleges in terms of theirnumber of new courses or additional intakefor the next three years from 1983-84.Similarly a decision was taken that no moreB.Ed., colleges should started during 1981-82. The minimum marks for admission forB.Ed., courses was fixed at 40 per cent inrespect of Scheduled Castes and 45 percent in respect of Scheduled Castes and 45per cent in respect of others.

14. To ensure that the admission rulesare strictly adored to by the Institutions, it

was decided to create an inspection cell atthe secretariat level. The cell should arrangeto inspect all the institutions within onemonth after the admissions are over toverify whether the rules have been compliedwith. The management should also beasked to give a certificate that all conditionshave been fulfilled in regard to admissionand other conditions stipulated in theGovernment Order. In the case of aidedInstitutions the salary grant should not bereleased unless a certificate is given to thisaffect.

15. To explore the possibility ofstarting more diversified courses andrationalising and upgrading the existingcourses in Polytechnic, a small Committeewas set-up. The question of starting newcourses and new Polytechnics wasdeferred till the receipt of the report of thiscommittee. The Committee in its report of14th May 1982 interalia recommendedthe following.

i) Introduction of diversifies courses inthe field of emerging technologies in (a)Computer Programming,(b) Environmental Engineering,(c) Instrumental Technology,(d) Chemical Engineering (withspecial reference to fertilizers andacids, and (e) Industrial Engineering

ii) To make an exhaustive list of emergingtechnologies based on the detailedsurvey of the needs of the industry andalso to identify some more specificcourses to meet the requirements of the


industries from time to time

iii) A detailed scheme and Syllabi are tobe prepare with the assistance oftechnical teachers training InstituteExtension centre at Bangalore andwherever possible to start courses on asandwich pattern

iv) To begin with, it was recommendedthat some of the courses may be startedin the Government Institutionsparticularly one at S.J. Polytechnic,Bangalore and one more in one of theleading aided Polytechnic i.e. M.E.I.Polytechnic, Bangalore from theAcademic year 1982-83.

16. The report of the Committee wasaccepted by the concerned Minister on20th August 1982. subsequently on 20thMay 1985 in a meeting on identification ofcritical shortages of newly emerging skillson manpower on 7th Five Year Plan, adecision was taken that a detailed survey ofthe needs of Industry and identification ofcourses to meet their requirements fromtime to time should be taken up. In view ofthe fact that the survey is to be repeated atsome regular intervals, a committee toadvise and guide in the conduct of thesurvey was constituted and the work of theconduct of the survey was entrusted toKarnataka State Council of Science andTechnology as a Research Project. but thesurvey has not been completed.

17. In the case of B.Sc. (Horticulture)keeping in view the avenues ofemployment, there should be a review of

the C&R rules of the concernedDepartment and preferences should begiven to B.Sc. (Horticulture) Graduates forJobs in Horticulture Department. Thereview is still in progress.

18. As part of the Seventh Planexercises an Assessment of recruitments ofEngineering Manpower was conducted.This exercise led to followingrecommendations which are underconsideration of Government.

a) To provide adequate and competentteachers and to equip the laboratoriesand libraries in order to avoid de-recognition by the All India TechnicalEducation Council.

b) Not to sanction new EngineeringColleges/Polytechnics/IndustrialTraining Institute during the VIII FiveYear Plan period (1990-91) to (1994-95).

c) Fixing the levels of intakes of 15.070 inEngineering Degree Courses, 20,537in the Diploma Courses and 8,312 inthe Industrial Training InstituteCertificate Courses during the VIIIFive Year Plan period.

d) Reducing the intake in the courses ofCivil, Mechanical and Electrical wherethere are surpluses and distributing theextra intake thus available among newfrontier areas involving High Tech., and

e) Appointing of two committees,one under the Chairmanship ofDirector of Technical Education with arepresentative from the Indian Institute


of Science and Other experts andanother under the Chairmanship ofDirector Employ-ment and Trainingwhich should take steps to identify thecourses for diversification.

19. Taking note of the poor progressin the opening of sub-centres in thedepartments of Health and Family Welfareand identifying the reason for slow processas lack of trained Manpower at the auxiliarylevel of a study of Manpower requirementsand in Health and Family WelfareDepartment was taken-up. After detaileddiscussions of the recommendations madein the report and in March 1987 a decisionwas taken to amend the agreement bond toprovide for the recovery of the amountspent on training from those who hadundergone training not reporting in placewhere posted and work for a minimumperiod of 3 years, to monitor filling-up ofvacancies through direct recruitment andpromotion, to prevent delays in filling up ofvacancies created due to expansion ofactivities retirement and transfer, it wasdecided to set-up a manpower and trainingunit in the Department. The Shortage ofManpower in the Categories of PrimaryHealth workers, Junior Health Inspectors,Senior Laboratory Technicians were notedparticularly in the case of refractionists itwas decided to examine the trainingfacilities available for refractionists andeither increase the intake or increase thenumber of training centres by one or two. Aspecial Manpower Plan was to beprepared in collaboration with the

Manpower and Employment Division of thePlanning Department. However, due tolack of interest on the part of thedepartment no action has been taken onthese decisions.

20. Manpower Planning has two rolesto play, one is regulatory and the other isidentification of areas where criticalshortages are emerging in different skills.The second role of Manpower Planning is apositive one in the sense that it proposes orsuggests the opening of new courses orrestructuring of the existing coursesincluding weeding out the old-modelrestructuing of the existing courses includingweeding out the old-model skills. Thisaspect of Manpower Planning had notreceived the attention that it deserves bothat the National and at the State Level. Withthe commencements of the VII Five YearsPlan, at the State level number of attemptswere made to develop a futuristic policy ofsubstitution of outmoded courses with newcourses and opening of new courseswherever it inevitable through mobilisationof additional resources.

21. In a paper of Investment in Skillformation (prepared for the erst-whileEconomic and Planning Council-Karnataka), number of recommendationswere made by the Manpower andEmployment Division of the PlanningDepartment. These included constitution of adistrict Tripatrite Committee at the locallevel with employers and Industrial TrainingInstitutes to evaluate the training given at


Industrial Training Institute, suggestschanges in course content, impart trainingby exposing the Industrial Training Institutesstudents to knowledge of day-to -daysimple repairs of electrical homeappliances, plumbing work, repair ofcommon utility terms like SewingMachines, Bicycles etc, as an extracurricular activity period every week,introducition of production oriented trainingscheme on a pilot-basis at IndustrialTraining Institutes, formulations of a schemeto extend the community polytechnics,setting up of a maintenance cell formaintenance of machinery and equipment inIndustrial Training Institutes anddiversification of courses from thetraditional courses like Civil, Mechanicaland Electrical Engineering in Polytechnics.

22. However, the follow-up actiontaken on many of these measures left muchto be desired. The extra curricular periodfor repairs of common utility items has beenintroduced. Although a Government Orderwas issued on having production orientedtraining programmes in a selected IndustrialTraining Institutes, the scheme has not beenimplemented. In the Seventh Five YearPlan, a provision of Rs. 5.00 lakhs wasmake to expand the CommunityPolytechics as a state scheme. But inpractice the scheme was not implemented.The tripatrite committee at the district levelhas been constituted. On the diversificationof courses at various levels, particularly inthe Diploma level, the efforts have notyielded much results. The flying squad to

maintenance of equipments in IndustrialTraining Institute has not been set up. Thusthe major recommendations of opening ofCommunity Polytechnics and introductionof production oriented training programmesin Industrial Training Institutes have notbeen implemented.

23. Utilising an identification of criticalshortages of newly emerging skills ofmanpower during the Seventh Five YearPlan in March 1985 by the Manpower andEmployment Division a numberrecommendations were made. Theseincluded introduction of courses in the areaof Computer Programming, EnvironmentalEngineering, Instrumen-tation ServicingCentres, opening of Crank Shaft GrindingCourses, formulation of a scheme with ahelp of commercial banks and DistrictIndustries Centres to train IndustrialTraining Institute Certificate holders andapprentice trained to improve their skills,opening of a six months course in Jig Boringat Industrial Training Institute, Hosur Road,Bangalore, with the assistance of teachingstaff of the Polytechnics, starting of shortterm 6 months to one year course intraditional trades like, turner, fitter, welder,moulder and grinder and utilisation of NitturTechnical Training Foundation expertise totrain the teachers in Industrial TrainingInstitutes. These proposals were discussedin a number of meetings under thechairmanship of the Chief Secretary andaction to open some of these courses wereto be taken. Excepting for opening of theEnvironmental Engineering degree and


Diploma course in a few places, the rest ofthe decisions taken in the meeting have notbeen implemented. Although a GovernmentOrder was issued to open the Crank ShaftGrinding course, the course has not beenopened. The opening a short-term 6months to one year courses in traditionaltrade like Turner, Fitter, Moulder, Welderand Grinder were not introduced on theplea that the employment opportunities forthese trades were not there and thesubsequent proposal by industriesDepartment to have Rural IndustrialTraining Institutes. The above shows thatdecisions taken at high level to restructurethe technical education system to make itresponsive to changing emergingtechnologies and consequent requirementof skills, the implementation by theimplementing agencies is luke-warm andtardy. On the opening of the Jig BoringCourse, by utilising the facilities alreadyavailable at the Industrial Training Institute,Hosur Road, Bangalore, through UNDPAssistance, still the course has notcommenced for want of approval from theappropriate authorities.

24. Government of India in theDepartment of Electronics, had formulateda special programme for ElectronicsManpower Development based on adetailed assessment of the Manpowerrequirements of the Electronics Industry. Atthe instance of Department of Electronics,Government of India, Government ofKarnataka constituted a study groupcomprising of representative of Director of

Technical Education, Director ofKarnataka Government Computer Centre,with KEONICS as the Nodal Agency. Thisworking group made detailed estimate ofthe Manpower requirements of Electronicsand Computers in Karnataka. Based onthese estimates and the deliberations of theZonal meeting in January 1987 held by theDepartment of Electronics, there were anumber of action points in which action wasto be taken to promote development ofElectronics Manpower within the State.One of them was opening of an orientationprogramme /conversion course of 6 monthsto one year duration to help the degreeholders and Diploma holders in Colleges toacquire knowledge to be able to work inElectronics Industry. The syllabi had to beprepared in consultation with professors ofthe Universities and Industry. This was toenable the use of the surplus ElectricalEngineering Degree holders in ElectronicsIndustry.

25. In the Industrial Training InstituteElectronics Certificate courses was to beopened. For servicing and repairs ofElectronics equipments, crash trainingprogrammes had to be organised inIndustrial Training Institutes. The crashtraining programmes for service techniciansfor repairs of Electronics equipments isorganised in Industrial Training Institute forWomen, Gulbarga, Industrial TrainingInstitute for women, Belgaum. in addition toIndustrial Training Institute, Hosur Road,Bangalore. Admissions are made to thecertificate holders of Electronics Trade in


addition to those with Electronics trade. Butthis programme has not been extended, tothe Women’s Polytechnics at Bangalore aswas decided in the Zonal Council Meeting.

26. The conversion or re-orientationcourse for electrical Engineering has notbeen started. The programmes to trainpeople in short term courses for SecretarialPractice like word processors has not beenformulated an implemented. The Diplomacourses in Computer Applications has beenstarted. Based on the guidelines circulatedby the Ministry of Electronics for funding orlaboratories in Polytechnics assistance hasbeen obtained for eleven Polytechnics. Asadvisory committee has constituted toreview the progress of the crash scheme tocertain service technicians and to giveguidelines to the trainees for self-employment. The Karnataka StateElectronics Development Corporation hadproposed setting up of a centre for HumanResources Development in Electronics atBangalore. This has also not beenoperationalised. Even here, theachievements are not commensurate withthe efforts put in.

27. Thus it is clear that efforts put in sofar to redirect the Manpower Develop-mentProgramme on positive lines has only notwith very low or partial success. It isnecessary that these efforts are furtherintensified and the course identifiedthereafter are introduced by the suitable re-adjustment in the Technical EducationSystem. For this the Educational System

has to be more responsive to suggestionsfor opening of new courses by weeding outsome of the out-model courses and themanpower thus rendered surplus in theTechnical Education System should be re-deployed after suitable training in newareas, where there is need for manpower toimpart training.

28. As part of deceintralised strategyfor promotion of Employment during theSixth Five Year Plan. District ManpowerPlanning and Employment GenerationCouncils were set-up in all the districts in1981. Detailed guidelines for theproportion of estimation of demand andsupply of salaried employment, wageemployment, identi-fication andpreparation of economically viable self-employment, projects were drafted andgiven to these councils. A self-employmentregistration card was also introduced atEmployment Exchanges. Those who camefor registration to salaried self-employmentwere to be motivated to take to self-employment. Such of those who werewilling to take to self-employment were tobe registered for self-employment as anadditional registration. Placements were tobe made in self-employment by thesecouncils. The working of these councils leftmuch to be desired.

29. Despite the working group onDistrict Planning, set up by PlanningCommission, Government of India givingguidelines on this aspect also, in theSeventh Five Year Plan at the All India


Level the strategy for desaggregatedemployment generation was left-out.Consequent to the setting up of the ZillaParishads and the decisions to entrust ofwork given to different committees to theZilla Parishads, the work of building up adisaggregated strategy was entrusted to ZillaParishads. But the progress achieved so farlevels much be desired.

30. As a measure to improve theefficiency in administration, Government haddirected setting up Manpower and TrainingUnits in different Government Departments.Among the functions of these units,preparation of a position paper onrequirements of personnel both forreplacements, expansion and possible re-deployment of personnel within thedepartment and among the Departmentsafter retraining, preparation of a list ofpeople to be trained and identification oftraining requirements for the discharge ofduties at different levels were relevant toManpower Planning. Detailed guidelineswere prepared and given to variousmanpower and training Units. A trainingprogramme to familiarise the Manpowerand Training officers with the concepts andthe work. ie., expected to discharge thefunctions outlined above was alsoorganised in May 1987.

31. In the area of EmploymentPlanning to arrive at the employment likelyto be generated, as a result of theimplementation of State Plan Schemes,certain investment and employment normswere developed by making use of the

available information of actual employmentgeneration under various plan and schemes.A specific proforma was circulated amongvarious implementing agencies/departmentsin the State Government to arrive at thescheme-wise details of employmentgeneration from 1980-85 Plan. Theseefforts are continued for all the Annual Plansand Five Year Plans.

32. Periodic monitoring of the un-employment situation as reported by thevarious sources like census, NationalSamples Survey Organisation and liveregister figures had lead to identification ofareas of policy formulation. The formulationof the stipendiary employment scheme forthe utilisation of the services of graduates,post-graduates and Diploma holderswhose family annual income was less thanRs.3,600/- per annum and no earningmember in the family in the implementationof development activities was one suchattempt. Manpower Planning so far had theobjective of correcting imbalances ofvarious categories of technical manpowerreduce the wastage rates among variouscourses in the Educational System, correctdeficiencies in the utilisation of trainedpersonnel and bring out the need for properorientation of plan schemes for employmentgeneration by conscious effort.

33. Consequent to the setting up of theZilla Parishads to help the Zilla Parishads inthe preparation of an assessment ofemployment that gets generated in thedistrict in the district plan, detailedguidelines were prepared and given. But


the results are not very encouraging.Assessment of employment generation in theZilla Parishad Plan have not been made.

34. Analysis of employment trendsand prospects in Mysore, review ofManpower and Employment position inMysore for 1966 and 1967, utilisation ofeducated persons, occupational pattern ofEngineering personnel, review of intake andout turn 1966-67, assessment ofrequirements and supply of doctors during1969 to 1976, utilisation pattern of Foreigntrained personnel in Departments ofAgriculture, Animal Husbandry, Fisheriesand Forestry, utilisation pattern of Medicalpersonnel, assessment of impact of specialemployment programme 1972-73,manpower requirements of SoilConservation programmes, nature andquantum of organised sector of industriesduring Fourth Plan covering large andmedium industries, and problems of un-employment among Doctors were some ofthe studies completed. Informative studieslike Hand Book on educational institutionsin Mysore, Fact Book of ManpowerMysore State, Population Projections1969 to 1974, Fact Book on EmploymentExchanges, were also completed.

35. After 1976 the Manpower andEmployment Division completed 62 studieson diverse topics of manpower andEmployment in addition to renderingassistance in the formulation of State’sAnnual Five Year Plans. Notes on RuralEmployment and Un-employment inKarnataka, setting out various estimates of

un-employment and programmes chalkedout by State Government to provideemployment were prepared for the sue ofthe estimates committee of Lok Sabha andfinal views of Government of Karnataka onthe Report of the estimates committee wereprepared. Interesting facts aboutemployment in the organises sector haveemerged by a comparative study in trendsin employment in organised sector inKarnataka and All India.

36. An analysis of the employmentpattern in the organised sector showed thatonly 8% of the total working force as on1971 was employed in the organised sectorand Women Employ-ment in organisedsector was very less. A study of ResearchPersonnel in Bangalore City identifieddifferent categories of Research Personnelavailable in the City for initiating differentresearch programmes. A micro study on theestimates of Khadi and Village Industries inBelgaum district showed that there is goodscope for village Industries like Gani oil,Cane and Bamboo work, edible oil andsoap, pottery. Handloom and Mat Weavingfor increase in employment among Ruralpopulation, an analysis of the salientfeatures of the Bangalore Area Skill Surveyhelped in initiating necessary action to trainthe required Manpower wherevershortages were identified in the survey.

37. Manpower Profile or AgriculturalPersonnel build-up by circulation of aproforma showed that replacementrequirements of Deputy Directors,Agricultural Assistants and Fieldman in the


department were high. To remedy thesituation an examination of the existingsituation was undertaken to consider thecase for changes, if any of the recruitmentpolicy either by the amendment of the rulefor quick recruitment or relaxation of theminimum period required for promotion toeven-out the vacancy position to avoidshortages in services. In case of recruitmentof persons with specialisation inHorticulture, it was noticed that where theadvertisement specified that performanceshould be given to persons possessingdegrees in Horticulture, but in practice whodo not have are being preferred. To avoidsuch a situation a review of the Cadre andRecruitment Rules of the HorticultureDepartment is under progress.

38. An utilisation pattern study ofRural Youths trained in Horticultureconducted by mail enquiry method broughtthe need for modification of the procedureof selection of candidates and betterutilisation of the services of un-employedhorticulture trained people. The procedureof selection of trainees has been modified toselect trainees who undergo training andpossess land individually or jointly and afterthe training the trainees should devote hishorticulture societies in Mysore andBangalore have been involved in KitchenGarden Development in Urban areas andthis should give employment to the trainees.

39. An analysis of the Rural Industriesin Karnataka in areas where they areconcentrated and they account for mere

employment was taken up to analyses theproblems faced by these industries toenable formulation of suitable programmesto assist the house-hold and unregisteredindustries. Based on the findings remedialmeasures were taken.

40. Taking note of the need andimprovement for refined rate of attritionamong skilled categories of personnel likeTeachers, Engineers, Doctors,Veterinarians, Agriculture personnel andHorticulture personnel in the State sector astudy on Stock and Attrition of high levelmanpower in Government departments andGovernment undertakings helped in workingout the rates of attrition.

41. To ascertain the employmentstatus, B.Ed., degree holders in the liveregisters of the Employment Exchanges, asurvey to identify the waiting period andresponsiveness of Employment Exchangesto the job-seekers, based on mailedquestionnaire data was taken-up. Ran-domsampling technique was made use for theselection of the sample. This surveyrevealed that 35.7 per cent of B.Ed.Graduates were employed and there isneed to improve the recruitment proceduresand employment opportunities.

42. While reviewing the progress ofthe schemes like National Rural EmploymentProgramme, Rural Land-less EmploymentGuarantee programmes and RuralEmployment Guarantee scheme as part ofthe Karnataka Development ProgrammeReview, it was observed that the cost per


man-day was on the high side and thisrequires to be examined in greater detail.Based on a survey through field visitsManpower and Employment Division astudy of employment generation in NationalRural Employment Programme and RuralEmployment Guarantee Scheme was takenup. As one of the recommendations of thestudy, norms of employment generation weresuggested for adoption by the implementingauthorities while preparing action plans.These norms would prevent the emergenceof wide variation in the targeted employmentgeneration given in the action plan and theactual employment generation. Based on thefindings of the study the Zilla Parishads wererequested by Government to adhere to theproportion of 50 percent of the totalexpenditure on wages in the works takenup as stipulated in the guidelines given. Thenorms suggested for estimating employmentgeneration were adopted.

43. Analysis of wastage andstagnation rates for Engineering Educationat Degree and Diploma courses run byIndustrial Training Institutes has helped inidentifying the areas where wastage rate ishigh. This in turn has led to action to remedythe situation in the Educational Institutions.Similarly utilisation pattern studies ofmedical Post Graduates/EngineeringGraduates and personnel trained inHorticulture have shown the non utilisationof skills acquired by trainees for variety ofreasons. An identification of the factorsresponsible has helped in initiating

corruptive action. An analysis of the activitypattern of nursing personnel brought outthat type of work attended and thepreference given in the existing system. Thisled no systematization of norms of workload for both Nursing personnel and staff inMedical Institutions in Karnataka. Thisstudy was conducted by means of fourschedules viz., observers schedule,questionnaire for Doctors, interviewschedule for patients and interviewschedules for nurses. The nurse patient ratioin the sample ward was 1:30 as against thenorms of 1:10. As this ratio is not uniform inall the wards and the student nurses areworking a need for quick survey of thenurse patient ratio in major and ruralhospitals to find out correct position wasfelt. Such an identification led to changes inthe duties assigned.

44. A survey to find out the Nurse-Patient ratio in Government Hospitals inKarnataka showed that the Nurse-Bedratio was below 1:10 in Teaching GeneralHospitals, Non-Teaching General DistrictHospitals and Non-Teaching General TalukHospitals. Based on this analysis and thesevere shortage of Nurses prevailing in theState, the economy orders of theGovernment were relaxed to fill up centper-cent vacant posts of nurses both underPlan and Non-Plan, in the Department ofHealth and Family Welfare and MedicalEducation, to render better service to thepatients in 1983. In addition to thisGovernment issued orders creating


deputation and leave reserve posts ofNursing Personnel as per the guidelines inforce.

45. An analysis of Wastage andStagnation in Medical Education atDiploma/Degree/ Post Graduate level inKarnataka showed very high levels ofstagnations. To remedy the situation, theagreement bond form 19 in Rule 62 ofK.C.S. Rules was amended to included aclause that it shall be lawful to theGovernment to make recovery of theamount including pay allowances, stipend,D.A./Tuition Fees etc., spent on study leavefrom the salary of the obligator, in case thecompetent authority comes to theconclusion that he had not showed sufficientprogress in the studies and failed tocomplete the courses in proper time. Incase it is not possible to recover the samefrom the salary, the obligator and the suritiesshould be jointly and severely liable for therepayment of full amount of expenditureincurred by Government.

46. Analysis of Employment status ofEngineering, Arts, Science and CommerceGraduates on the live registers ofEmployment Exchanges has thrown upnumber of procedural problems in makingthe Employment Exchanges responsive tothe job seekers. The analysis had broughtout the need for maintaining separate list ofunemployed on the live registers namely ofthose employed but still on the live registersto seek better jobs and those who areunemployed. The implementation of these

recommendation led to identification of atleast those who have given the informationthat they are employed and continuing theirregistration to improve their job prospects.

47. Based on an analysis of theWastage of Stagnation in AgriculturalEducation in Karnataka, a recommen-dation was made to introduce a studentcareer card and to amend the regulationpertaining to registration of students indifferent courses. From the year 1988-89an attempt has been made to introduce thestudents career progress card for studentswho are admitted in 1988-89.

48. A Micro-level study on theemployment prospects for the Diplomaholders in Agricultural Engineering helped inidentifying the prospects of DiplomaHolders in Agro Industries Corporation,Command Area Develop-ment and Foodand Allied Industries. As this wasinadequate to start a B.Tech. degree coursein Agricultural Engineering, arecommendation was made against openingthe course. Some trained Diploma holdersin Agricultural Engineering were found jobs.

49. On a proposal from the Universityof Agricultural Sciences to open B.Tech.Degree course in Agricultural Engineering,Manpower and Employment Divisionconducted a study to assess employmentavailable to B.Tech. degree holders inAgricultural Engineering and the utilisationthese graduates where these courses havealready been introduced. Based on thisanalysis a recommendation was made not


to open the course as the availableemployment opportunities were limited.However the course was opened.

50. The scope and coverage of thestudies undertaken in the areas ofManpower Planning and EmploymentPlanning have widened by inclusion of areaswhich have not been covered. Constantefforts are made to bring about qualitativeimprovement of the data collected andrefinements in the techniques adopted. Ithas been a constant endeavour ofManpower Planning to improve theknowledge available of the imbalances,rectifying these imbalances by remedialaction and to refine the tools of analysis tobring them in tune with the real situationprevailing in the various sectors of theeconomy.

3. GENERATION ANDAVAILABILITY OF DATA :

51. In Manpower Planning, stock ofManpower according to Educationalqualifications has to be obtained by usingthe results of the survey of degree holdersand Technical Personnel. The stock seriesthat is available is that of 1971 Census.Making use of this and the out-turnsubsequent to 1971 in the respectivecourses from the institutions within theState, stock of different categories ofmanpower at different points of time havebeen built up. But one of the majorlimitations of coverage is that this datacovers a very limited area pertaining to

stock of educated manpower that too of afew categories. High level teachingmanpower is not included. Intermediatemanpower stock series have not been builtup after 1981. This is only the employedstock. Information on stock of literatemanpower with qualifications less thangraduates is not maintained. Data on In-migration and Out-migration is notavailable. The weak data base of the stockseries does not permit classification ofstock according to sex, or rural and urbanand the distribution of the stock by age-group. In the 1981 Surveys there was largenon responses and after considerabledeliberations the C.S.I.R. have come to theconclusion that 1981 D.H.T.P. Survey dataare not suitable for calculating the stock ofS&T Personnel. An attempt was made tomake use of the data published in Census ofIndia 1981 Part IV-A, Social and CulturalTables which contain the number of personsaccording to level of education. But thisdata is incomplete in rural segment. It doesnot give the break up of Graduate andabove categories speciality-wise. Even un-officially, this information was not availablewith the Registrar General of Census.Infact, such detailed coding was notundertaken in the Census. In view of this,the information as per 1981 Census wasnot available.

52. Labour force for the entirepopulation has to be worked out either byusing the 1981 Census Workers data or theresults of the National Sample Survey onEmployment and Un-employment. Census


Labour force participation rates areavailable for intervals of 10 years andN.S.S. participation rates at an interval of 5years. These rates too become availableonly after a considerable time lag from thedata of completion of the survey. But thereis no escape from dependence either uponCensus participation rates or N.S.S.participation rates. The 43rd round N.S.S.data on labour force participation rates arestill not available. The indirect method ofestimation of labour force is to treat theregistrants in Live Registers as unemployedstock and deduct this from the total stock toarrive at the employed stock. This is subjectto limitation of coverage as well asobsolescence of data and time lag. Effortsare on to obtain the 43rd round data andwork out labour force participation ratesfor as many categories of educatedmanpower as possible.

53. Information on capacity, intakeand our-turn for Degree in Engineeringsubject-wise, Diploma in Engineeringsubject-wise, courses conducted by - theI.T.I.s trade-wise, M.B.B.S., M.D., M.S.,Post Graduate, Diploma in Medicine, B.Sc(Ag), M.Sc. (Ag), Diploma in Agriculture,B.F.S.C., Degree and Diploma in IndianMedicine, B’Pharma, M’Pharma,D’Pharma, B.D.S., M.D.S. and othercourses like A.N.M.s and HealthInspectors etc., has been collected. Thecoverage consists of duration of thecourses, sanctioned intake for the first yearof the course, number of students actuallyadmitted to the first year, total enrolment to

the course, number of students actuallyadmitted to the first year, total enrolment tothe course, number of students whosuccessfully completed the course, numberof students belonging to other States out ofthese admitted to the first year and thenumber who completed the coursesuccessfully. This information is collectedseparately for Males and Females.Information on enrolment in Primary andSecondary Education, retention rates inPrimary and Secondary Education for Boysand Girls separately and number ofteachers pupil ratio at Primary, Middle,Higher Secondary Schools is also collectedat various points of time. Besides,enrolment details in Physical EducationSchools are also collected periodically.Sex-wise break-up is maintained for all thecourses. There is difficulty in using this datapurposes of matching the demand withsupply. While working out the surpluses/deficits, the intake and out-turn data oncohort basis is not maintained separately.As a result the pass-out ratio that getsworked out will not take into accountseparately the changes that take place as aresult of repeaters also appearing for theexaminations for different courses. Due toconsiderable time lag in data collection andthe need to have pass-out ratio urgently forworking out the available supply thesolution of conducting a case study over aperiod of time of 3 Educational Institutionsfor different categories of manpower iswork examination. The institutions selectedhas to represent are institution in each


category viz., good, average and poorinstitutions based on subjective judgment.Based on these pass out ratios an averagehas to be worked out for use. This has to beperiodically revised.

54. Again, while working out thesupply available, an arbitrary percentage ofthose who are not in the labour force isassumed. There is need to work out asystematic method of arriving at thispercentage. The information that becomesavailable has a big time lag. This makes it allthe more difficult to arrive at correctestimates of surpluses and deficits toinfluence the intake and out-run policy fordifferent courses.

55. Information on growth ofemployment is collected either from work-force figures in population census orinformation published by the DirectorateGeneral of Employment and Training inpublications on Occupation Patterns forPublic and Private Sectors in alternativeyears. This flow is in the form of Quarterlyand Annual Reports. Making use of theproforma designed by the PlanningCommission to collect information onemployment generation under PlanProgrammes of various departments andorganisations in the State Sector, estimateof employment generation are made.Investment employment norms have beenworked out for various sectors of theeconomy in generation of direct on siteemployment and in-direct employment percrore of rupees investment. these have been

developed by using the informationavailable in the Manpower andEmployment Division as well as a studyconducted by the Institute for Social andEconomic Change, Bangalore, onEmployment contents of some planschemes in Karnataka. Efforts are beingmade to develop employment co-efficientin relation to area cultivated for the cropsector in Agriculture and non-crop sector inAgriculture, and unorganised sector of theeconomy. However, the information systemon employment suffers from manydeficiencies like limited coverage and delayin collection. This in the long run, could berectified only by improving the working ofthe agencies like D.G.E.T., N.S.S.O. andthe State’s Statistical Bureau which do theprimary work of data collection. Pendingthis, the results of economic census and thefollow-up surveys on a sample bias is usedto fill the gap to a certain extent. Growth ofemployment is being analysed by makinguse of the results of the N.S.S.O. as well asthe Census work-force participation rates.This is subject to checking of the reliabilityof the rates of work-force according to sex,occupation, industry, age-group of N.S.S.surveys. It is necessary to take up studies toidentify the employment intensive sectors aswell as to study the employment pattern ofthe various sectors of the economy in theState. Employment norms developed haveto be revised not only due to increase inPrice rise, but also for the changes that aretaking place in the economy. To arrive at thelevel of un-employment in the State till


recently, the data of employment andunemployment survey of the N.S.S. 38thround have been made use of. Efforts areon to obtain and use the data of the surveyon Employment and Unemployment (43rdround) for the formulation of the State’sEmployment strategy for VIII Five YearPlan.

56. To have an idea about the un-employment among various educatedmanpower categories, use of Live Registerdata with correction factors is being made.The correction factors arrived at from the1988 Survey of the D.G.E.T. are used tothe Live Register figures in differentcategories like Arts, Science, Commerceand Engineering. Time lag in obtaining theinformation on employment and reliability ofthe data generated by the EmploymentExchanges are some of the crucialproblems. The position is sought to beremedied by undertaking studies of thepattern of utilisation of manpower inselected categories.

57. To work out surpluses or deficits ofvarious categories of technical personnel,the procedure adopted is to get informationon requirement from all GovernmentDepartments, Central and StateGovernment Undertakings, Demand ofPrivate Sector and Self-employed has beenderived at one the basis of the proportion ofemployed in the Public to Private Sector asrevealed by the D.G.E.T. occupationalpattern reports. These reports are beingpublished only for the country as a whole

and state-wise reports have beendiscontinued, with the result at the statelevel, the All India have to be applied to theState which is not correct.

58. Supply of manpower consists oftwo components namely un-employedstock at the beginning of the period andadditional supply during the period. LiveRegister figures are taken as un-employedstock after applying suitable correctionfactors for these already employed.Additional supply is got at by estimating theout-turn from the educational institutions.Out-turn for future years is estimated bymaking use of the pass ratio. Pass ratio isworked out by taking the percentage oftotal out-turn of past tyers to the total intake during the corresponding cohort years.A major difficulty in this area is estimatingthe future requirements in an accuratemanner. Thus, of the several methodsavailable for estimation of demand, not allof them are suitable for estimation ofrequirements of all types of manpower.Besides the plans of the departments aresubject to constraints and there is bound tobe fluctuations between the estimateddemand of actual demand. Still, suitableguidelines so for the projection of demandhave been prepared. The methodologyadopted for estimation of demand has beengiven a flexible approach to allow forvariation in the functioning of the varioussectors of the economy. But there is crucialneed to develop an appropriate andsuitable methodology to project the datagaps that are prevailing. The suitable


methodology to project the data gaps thatare prevailing. The task of estimation ofdemand for all categories of manpower inPrivate Sector as well as the self-employment component is a difficult one.Direct estimation is a difficult task. Suitablemethods shall have to be devised forestimation of demand in Private and self-employed sectors. Efforts are on toimprove the data base. Thus, the position ofthe manpower information system thoughsatisfactory to a certain extent, cells forimprove the data base to make it moreoriented towards effective are needed toimprove the data base to make it moreoriented towards effective manpowerplanning at as much desegregated a level aspossible.

4. INVOLVEMENT OF TRADEINDUSTRY IN MANPOWERPLANNING :

59. Trade and Industry have a role inManpower Planning in identifying theirrequirements of Manpower for differentcategories in disaggregated manner. Theseorganisations should also inform theEducational Institutions of theirrequirements of the manpower, the type oftraining required, the emphasis that theywould like to place in the training, and offeron-the-job or shopfloor training to thetrainees. This helps in generating the rightkind of Manpower in right numbers andhave them in the correct positions so thatproduction and the desired goals areachieved.

60. In Karnataka the Centre forTechnology Development, a registeredSociety has been concentrating on allaspects of commercialisation of technologyother the basic stage of laboratory researchis over to make it available as a marketabletechnology available to use industries. Inthis, the Human Resource Developmentaspect for High Tech Training has got a bigfullup Training courses like a one yearDiploma course in M.E.I. Polytechnic,Bangalore in the field of PersonalComputers, introduction of 8 Module PostGraduate, one year training in the field ofComputer Science for Industries andEducational Institutions to be conducted bythe Indian Institute of Science, Bangalorehave been opened. Proposals for DistanceEducation through Television of Informaticsfor schools and colleges, an areadevelopment programme for computerscience education with emphasis onsoftware development for DakshinaKannada District with the MangaloreUniversity, the Suratkal RegionalEngineering College and the ManipalInstitute of Technology as nodal points,establishment of CAD/CAM TrainingCentre, Venture Capital Schemes fortechnical entrepreneurs to start outfits formaintenance of CNC/ComputerInstallations, opening of food processingEngineering Course in the R.V. College,Bangalore and training schemes for theBakery sector are being developed.

61. All the Craftsmen level and at thedegree and diploma holders level to


improve the Manpower Data available,steps are being taken. Centre forTechnology Development and Confe-deration of Engineering Industries arecollaborating in the preparation of a realisticprojection of Mnapower requirements inthe High Tech Areas assistance for thespeedy Computeri-sation of EmploymentExchanges all over the State. Assistance toKarnataka State Industrial InvestmentDevelopment Corporation in theImplementation of its tailor made scheme ofTechnical Training to meet the needs ofindividual High Tech Units coming withKarnataka State Industrial InvestmentDevelopment Corporation, are placedcontemplated.

62. For the implementation of theWorld Bank Scheme on skill developmentof vocational trades in Industrial TrainingInstitutes, the Centre for TechnologyDevelopment proposes to assist the ProjectManagement Unit of the Directorate ofEmployment and Training in speedy andeffective implementation of the World BankProject by organising suitable Manage-ment Training Schemes. To make Industrycontribute for this programme, it isproposed to have a one day presentation/discussion of the state’s proposal to themembers of the Confederation ofEngineering Industry, so that Industry, sothat Industry could react to the proposalsand suggest modifications/improvementsfor which Industry is willing to bear theexpenditure. Arrangements are beingcontemplated to have the Training of

Trainees in Industrial Training Institutesthrough a quick survey on the requirementsof training. Such a training scheme will firsttrain the principles of Industrial TrainingInstitutes. For other Industrial TrainingInstitutes, trainers the Centre forTechnology Development proposes toconfine itself to training in the disciplineswhich are relevant to its chosen High TechAreas such as Electronics, Mechatronics,Computers, High Tech soldering etc.,through formation of societies for a selectednumber of Industrial Training in closeassociation with Industry. The Centre forTechnology Development proposes to up-grade these Industrial Training Institutes tocentres of excellence. Based on the resultsof quick survey by the Directorate ofEmployment and Training to assess theneed of training of maintenance crews andfor repair of existing equipments for whichspares are required, arrangements shall bemade for supply of spares and services on asubsidised basis from the original machinerymanufacturers located at Bangalore likeHMT., Kirloskars, BFW etc., whereverpossible. The Centre for TechnologyDevelopment will as arrange for donation ofequipment to the selected IndustrialTraining Institutes. Promotion of High TechTraining Centre for Master Craftsman inTools and Dies making to be established byN.G.E.F. and aid from Federal Republic ofGermany and establishment of two morecentres one for CAD/CAM Training atHMT., as the lead organisation and for HighTech Training soldering with BEL., as the


lead organization are aimed at TrainingMaster Craftsmen and provide retrainingfacilities of those already in Industry.

63. In a co-operative programme withthe Directorate of Employment andTraining, the Centre for TechnologyDevelopment and the Industrial Unitswould upgrade the Apprenticeship TrainingProgramme in the State. The facilitiesavailable under this scheme would beavailable to meet the training needs of newHigh Tech Units coming in Karnataka. toimprove the interface between industry andexisting training institutions like CMTI.,F.T.I., E.T.D.C., C.E.D.T., G.T.D.C. andN.T.T.F., special efforts shall be made.Similar efforts to up-grade the contents oftraining at Polytechnic level, GraduateTraining, Post Graduate Training andSoftware Specialists shall be taken-up afterdetailed deliberations with Industry and theEducational Institutions. Thus a beginninghas been made in Karnataka to involvetrade and Industry in a big way inManpower Planning and Development ofHuman Resource Development. Based onthe results of this experiment future effortsshall be made to modify and intensify theefforts in this direction and achieve theobjective of developing the requiredManpower in right place and at right time.

5. INSTITUTIONAL ARRANGE-MENTS FOR TRAINING,RESEARCH OF MANPOWER :

64. Manpower Planning has to betaken up not only at the State level but also

at the Department/Enterprise level both inPublic and Private Sectors. For an effectivepreparation of Manpower plans bydifferent agencies, there is the need forhaving a trained personnel. In other words,there is need for trained manpower to bekept ready for these exercises. Apart frompreparation of manpower plans which canbe operated by the Programme Operators,there is also a simultaneous need for theresearch in the area of manpower planning.this required to up-date our knowledge,skills in developing tolls for manpowerplanning, using the tolls so developed up-date the information. Both these arecontinuous processes. In Karnataka, thereare continuous processes. In Karnataka,there was total lack of institutionalarrangements for training and research.Realising the need to improve the situation,one or two steps have been taken. PlanningDepartment of the Governments ofKarnataka, depending upon the need hasbeen getting research studies conducted byresearch institutes in addition to taking upstudies which are of direct relevance for itsown work in influencing the policy decisionsin Educational planning.

65. To give training to do manpowerplanning exercises, training programmes tovarious officers of different GovernmentDepartments who are implementingprogrammes have been organised.Realising that this step is not enough,starting with the academic year 1990-91,under the University Grant Commissionassistance, Bangalore University is


introducing an M.Phil. Course inManpower Planning. This is perhaps one ofthe first Universities to start this course.With the introduction of this course and thetrained M.Phil. Graduates coming out of theUniversity, the supply position forManpower Planners in different areas of theSociety within the State and also within thecountry should ease considerably. Thus,Karnataka has taken pioneering initiative indeveloping manpower for preparation,guidance and implementation of ManpowerPlans in Government, Governmentundertakings and Private Sectors.

6. DISSEMINATION OF INFORM-ATION AND EXPERTISE-SEMINARS, JOURNALS ETC. :

66. In the dissemination of informationand expertise in the area of ManpowerPlanning, one finds consi-derable time lag incollection, processing and making availablethe processed information. There is need tobuild up a better interaction between theinformation generating agency and the useragency so that atleast the key informationon the manpower becomes available withinsix months from the date of completion ofthe collection. Similarly, there is need tohave a follow-up survey in between thedecennial population census so that theinformation that one uses is updated atleastonce on five years. There is also the need tostreamline the methods and the process ofcollection of data in agencies like C.S.I.R.so that the stock series based on degreeholders, technical personnel survey can be

built and made use of in projecting thestock.

67. On the methods used and themodels prepared in the preparation of FiveYear Plans and the employment that areprepared by the Ministers of Governmentof India and the Planning Commission,there is need for greater exchange of ideasand expertise between the State and theseagencies. Arrangements to even share theinformation collected and the methodologyadopted in working out estimates on apermanent basis have to be worked out.This could be organised through seminars,workshops, etc. Articles in the Journals likeManpower Journal on these subjects ifpublished would be quite useful.

68. At the State level, whatever theinformation that gets generated and thereports/papers that are prepared areshared and published for wider circulation.Similarly, a close liason is maintainedbetween the Institute of Applied ManpowerResearch and the other Central Agencies.But the main gap as at present is one oflack of dissemination of information fromthe collecting agencies and the useragencies at the Centre to the State leveluser. This position requires to be improvedthrough setting up of a permanentmechanism wherein the Manpowerplanning exercises are taken up as acollective endeavour rather than as isolatedattempts by a few agencies.

7. FUTURE DIRECTIONS :


The organisational set-up whichstarted with a nodal agency at the Statelevel has expanded to the level of setting-upof Manpower & Training Units at thedepartments and a manpower officer at theZilla Parishads at district-level. Thecoverage, which started with theassessment of high-level manpower hasbeen expanded to include intermediatemanpower, stock requirements and trainingfacilities. This has resulted in improvementsin the data base and identification of criticalareas of imbalances to initiate remedialaction. Attempts have been made atdiversification of courses, rationalising andup-grading the courses in Polytechnics. Toimprove the utilisation of post graduateMedical manpower particularly of thosewho take these courses while in service,stringent conditions have been stipulated incase of non completion of the courseswithin a period of five years in providing forrecovery of cost. The qualificationsprescribed have been altered for teachingmanpower. Efforts have been made to getpreferential treatment in recruitment forspecialised categories of manpower byamending the recruitment rules. Changes intake policy for teaching and engineeringmanpower have been brought about. Toimprove the availability of trained healthmanpower steps to be taken has beenidentified. Taking note of the need for aspecial manpower plan for Healthmanpower, action for formulation of such aplan is taken up. For formulating a futuristicpolicy of substitution of new courses

wherever feasible measures have beeninitiated. But some of these attempts atredirection of manpower developmentprogrammes on positive lines have met withlow or partial success. A ban on opening ofnew courses and new colleges was alsoimposed.

For employment promotion anattempt was made to formulate adecentralised strategy for promotion ofself-employment. This has met with littleprogress. Persistent attempts have beenmade to widen the areas of coverage ofstudies taken-up, and refining the tools ofanalysis and techniques, Qualitativeimprovements have been brought about indata collected. Norms for employmentgeneration in programme have beendeveloped.

Certain inherent defects in theavailability of data for manpower planninghave been noticed. Mainly these are (1)Limitation of Coverage and obsolescenceof data and time-lags, (2) Lack ofavailability of data, (3) lack of informationon intake and out-turn on Co-hert basis towork out pass out ratio, (4) Limitedcoverage, delay in collection of data onemployment generation, (5) Time lag inobtaining the information on employmentand reliability of the data generated by theemployment exchanges. To remedy thesituation improvements in the data base arebrought out by better collection andundertaking special studies to fill in the datagaps. The improvements in data base areoriented towards effective manpower


planning at as much disaggregated a level aspossible.

The experience of conduct ofManpower Planning excercises at the StateLevel has established the need for betterinteraction between information generatingagencies and information user agencies. Tobridge the gap in information there is needto take-up a follow survey in betweendecenial censuses atleast within a gap offive years. The methods and process ofdata collection by agencies like C.S.I.R.requires to be streamlined. A mechanism forexchange of ideas and expertise in thepreparation of models on employment infive year plans between Ministry’s ofGovernment of India and the PlanningCommission and the State Governments onthe other hand has to be established. Forensuring a better dissemination ofinformation from the data collectingagencies to user agencies at the centre andto the State level users, a permanentmechanism has to be set-up where in themanpower planning exercises are taken-upas a collective endeavour.

A beginning has been made to involveTrade and Industry in manpower planningand human resources development. Fortraining manpower take-up manpowerplanning, studies have been entrusted toresearch institutions, in manpower planningon a selective basis depending upon theneed. An M.Phil course has beenintroduced in Bangalore University inmanpower planning. Thus Karnataka has

taken pioneering initiative in developing forpreparation, guidance and implementation ofmanpower plans in Government,Government Undertakings and privatesectors.

Thus far emphasis in manpowerplanning was on assessing the requirementsof skills in accordance with economicdevelopment plans and then matching thesame with anticipated availability. As aresult manpower planning was a derivedactivity concerned only with therequirements of skills for economicactivities. Due to expansion of educationand training facilities over the years theconcern for anticipated shortages of skillsrequired to be looked into only for a fewspecialised activities such as emergingtechnologies. But the concern for providingemployment to those who are un-employedor under-employed has grown over-time.Policies and programmes for generatingemployment needs to be evolved to meetthe requirements of specific areas andsections of population. This has not beincorporated in the plan as a developmentstrategy. Approaches to manpowerplanning have to be re-oriented towardsmeeting its new role.

Consequent to going in fordevelopment planning in a big way theeconomy has to be modernised by use ofmore productive methods of working. Forthis, science and technology have to play animportant role. The role of science andtechnology has to be woven into as an


protection of employment and for raisingthe quality of life.

With the focus of developmentplanning on the removal of un-employmentand poverty, manpower planning shall haveto respond by addressing the problems ofthe un-employed and the poor. Formulationof employment generation programmes at adecentralised level requires development ofplanning models at the district, block andvillage levels based on specific conditionsprevailing therein with regard to agriculture,raw-materials, markets, skills andinfrastructure. The aim of such a planningshould be for achieving full employment orthe right to work in practical terms.

Challenges facing manpower plannersare numerous as well as complex. In timeslike the present where the economy is in theprocess of a structural adjustment, as aresult of a difficult balance of paymentssituation and the consequent need tocontrol the budgetary deficits, there is needfor a re-development of surplus manpowerin the organised sector both in the Publicand Private sick units. Redundant units shallhave to be revived through a package ofmeasures including redevelopment ofsurplus manpower, after retraining. Foreffectively dealing with situations of re-development of surpluses as well asprovision of employment for all, there is theneed for building up a body of knowledgeand research base in Manpower Planningto respond to societal needs.

integral part of the strategy of developmentin agriculture or industry, traditional house-hold activities or high-tech areas or inpoverty alleviation and generation ofemployment opportunities.

While looking at the problems of theState/Nation one can no longer view themin isolation from the rest of the world. Geo-political currents are leading towardsincreasing globalisation as evidenced ineastern and western parts of Europe.Opening up of markets andinterdependence in series will haveimplications in terms or re-oganisation ofindustrial activities and technology transfer.While dealing with some of these issuesmanpower planning shall have to transcendnational boundaries and develop regionalperspectives.

A close relationship betweenemployment and some of the socialproblems exists. Child labour and lowstatus of women are inseparably linked withissue of employment. Likewise, there areother problems whose resolution requires asignificant contribution by employmentplanners. Degrading work methods ofscavengers, unhygienic and hazardouswork environment of leather workers,exploitation of bonded labour and of thoseworking in stone and clay quarries, anddeprivation of access to tribals engaged inminor forests produce are some of theinstances requiring improvements in thework organisation, technology, marketingsupport, safety standards, administrativepolicies and welfare measures for the


•

CMDR Monograph Series No. - 1

STATUS OF MANPOWER PLANNINGAT STATE LEVEL

A CASE STUDY OF KARNATAKA

Dr. M.A. Sreenivas

CENTRE FOR MULTI-DISCIPLINARY DEVELOPMENT RESEARCHJubilee Circle, DHARWAD-580001, Karnataka, India

Ph : 091-0836-447639, Fax : 447627E-mail : [email protected]

PREFACE

The Centre for Multi-disciplinaryDevelopment Research (CMDR) is a socialscience research institute in a moffusil areaof Karnataka and is sponsored by theIndian Council of Social Science Research,New Delhi. The Centre aims atundertaking analytical studies of conceptualand policy significance on the socio-economic and cultural issues using multi-disciplinary perspectives and state level andmicro level information.

As a part of its publicationprogramme, the Centre has initiated aCMDR Monograph Series, consisting ofboth invited contributions and the researchstudies completed at the Centre.

We are happy to present the firstmonograph in this Monograph Series underthe title “Status of Manpower Planning at

State Level : A Case Study of Karnataka”by Dr. M.A. Sreenivas. The monographpresents an incisive analysis of the practiceof manpower planning in Karnataka,highlighting the major problems andproviding the future directions for theconsiderations of the policy makers.

The Centre for Multi-disciplinaryDevelopment Research expresses itsgrateful thanks to Dr. M.A. Sreenivas forhis valuable contribution to the CMDRMonograph series.

P.R. Panchamukhi19-2-1992 Director

STATUS OF MANPOWER PLANNING AT STATE LEVEL · manpower planning at different levels, the importance...

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