Addressing Infirmities in Existing Selection Process for Officers of the Indian Armed Forces

Col  JP Singh; Dr. Deepika Tiwary; Brig (Dr) SN Mishra

Volume : V, Issue : IV, April - 2016

Addressing Infirmities in Existing Selection Process for Officers of the Indian Armed Forces

Col Jp Singh, Dr. Deepika Tiwary, Brig Dr Sn Mishra

Abstract :

Of late the selection boards have come to be viewed as rejection boards. The whole selection process is negative in approach and is directed towards finding limitations/angularities in a candidate�s personality. The present system of trying to probe angularities and limitations in perspective candidates is most detrimental to the overall environment. Positives are ignored and negatives are highlighted The process is of elimination and not selection. This is utter wastage of Human Resources which are the most valuable assets and a critical factor to gain a competitive advantage in any organization . There is a need to change the basic approach. Most assessors suffer from the error of central tendency syndrome, in that, they hesitate to give clear–cut assessments and keep most candidates as border–liners The traditional views need to take a back seat and developmental approach needs to establish itself. All assessment centres have developmental aspects attached to it. Increasingly, assessment centres need to stress on a collaborative approach which involves an individual actively participating in the process rather than being a passive partner. In some evolved cases, we can even find an assessment centre which is so developmental in its approach that most of its assessment work is carried out by the participants themselves and major functions of the centre are carried out by the participants themselves. The only function left with the centre is to provide the participants with feedback. The process of feedback is as much developmental as judgmental. The article also suggests a way forward by creating Talent Pools and suggests some tests to ing in objectivity in Assessment.