Special Initiatives:

HUMAN RESOURCE MANAGEMENT

1.1     INTRODUCTION: -

          Human Resource Management, often abbreviated as HRM or HR, entails adopting a systematic and strategic approach to efficiently manage individuals within an organization with the ultimate aim of achieving organizational objectives. The core objective is to optimize employee performance, aligning it with the employer's strategic goals. HRM is deeply involved in the oversight of personnel within organizations, delving into the formulation and implementation of policies and systems. The purview of HR departments extends across diverse areas, which include inter alia, recruitment, training and capacity development, employee benefits design, performance appraisal, and reward management. Essentially, HR encompasses the entirety of employee-related matters, spanning from the initial recruitment phase to the eventual retirement.

          In a demonstration of its commitment to stay abreast of contemporary human resource management methodologies, the approach towards addressing Human Resource Management has undergone a transformation. The erstwhile Establishment Wing has evolved into a dynamic HR Wing headed by an Additional Director General. In a strategic move to strengthen the capabilities of the HR Wing, the Commission has acquired the services of specialized officers. This strategic restructuring not only underscores the Commission's dedication to modern HR practices but also signifies a proactive approach towards aligning human resource management with the evolving needs of the organization.

1.2    CREATION OF POSTS:

          With the passage of time, due to the increase in population as well as the responsibilities entrusted upon the Commission the workload of the Election Commission has substantially escalated. The current administration of ECP embarked on a comprehensive review and overhaul of the organizational structure. In order to tackle the situation, the following new posts have been created over and above the earlier conducted Review and Rationalization Exercise:

Note: 24 Posts have been abolished since 2022.

1.3    PROMOTIONS:

                   Career advancement is integral to an effective HRM strategy that mutually benefits the organization and its employees. Recognizing the hard work of employees beyond financial remuneration is a key aspect in retaining employees. Adhering to this approach, series of Departmental Selection Committee meetings were held to undertake a number of promotions relevant to different cadres of employees based on the assessment as per the defined eligibility criteria.  Details of Promotion carried out during the period under discussion are given below.

1.4    GRANT OF TIME SCALE

1.5    RECRUITMENT:

                   Recruitment is a continuous feature of Human Resource Management. Through this process, fresh blood is inducted, a pre-requisite for the evolution of every organization. In order to ensure merit and transparency in the recruitment process, the ECP introduced the concept of Optical Mark Recognition (OMR) for the conduct of screening tests which substantially reduces human intervention in the marking of papers. The recruitment process includes a screening test and descriptive test (if essentially required) after which qualified candidates are shortlisted for interviews. Recruitments made in the year 2023 are listed below.

Detail of recruitments made during the year 2022-24is as under:

1.6    HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS)

                   Human Resource Management Systems (HRMS) provides a means of acquiring, storing and analyzing the personal information of an organization’s employees, and creates a smooth end-to-end process for the employers to engage in conventional decision making related to managing organizational hierarchies, tracking development and progress of tasks, managing employees’ attendance and other personal data. The IT Wing at the ECP Secretariat has finalized the development of HRMS to facilitate the HR Wing for conducting these operations at the Secretariat level as well as in offices of all Provincial Election Commissioners. Data/Service profiles of 2481 employees has been incorporated/updated in HRMS and detail whereof is presented here as under:

1.7    DISCIPLINARY PROCEEDINGS

                   A newly created Discipline, Litigation and Career Planning (DL&CP) Branch under clear guidelines, plays its role in ECP to ensure a framework of accountability, fostering professionalism and fairness. Disciplinary proceedings serve as a preventive measure, maintaining a positive work environment and contributing to ECP’s positive image. The DL&CP Branch has been created to deal with the disciplinary proceedings, allowing for timely resolution and corrective measures where needed. This proactive approach not only deters inappropriate behaviour but also reinforces a culture of respect and responsibility
among employees of ECP.  Detail is as follows:

1.8    ONGOING COURT CASES PERTAINING TO SERVICE MATTERS: