COUNTRY BACKGROUND - Gross National Happiness Commission

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Human Resource Development investment in construction equipment, existence of a permanent office, past experience and the other assets of the contractor. The majority of the construction agents are petty contractors and do not either have construction equipment of their own or a permanent labour force. However they are responsible for most of the construction work, which means that the construction sector is highly labour intensive. Both skilled and unskilled manpower in construction sector are scarce and this has been an important factor in causing delays in the implementation of RGOB programmes. B. ConstraintsB. Constraints 12.12 One of the major constraints in indigenization of manpower in both the private and Government sectors is the unavailability of qualified manpower. The pool of potential trainees with the relevant qualifications is limited because of the small numbers of graduates from colleges outside Bhutan and in-country training institutes. There is also an imbalance between the output of manpower at the higher education level in certain disciplines and the manpower demand in the country. Increasingly, the need for manpower with technical and scientific qualifications is much higher than for those with Arts qualifications. 12.13 The institutional capability for manpower planning in many organizations is weak. The Royal Civil Service Commission lacked such capabilities and thus institutional strengthening of RCSC was a priority in the 6FYP. The problem of institutional weakness in many organizations is compounded by the lack of appropriate data collection systems. There is no national database for manpower planning which covers all sectors of the economy. 12.14 The financial resources for human resource development, mainly for training abroad, have been contributed by various donors. However the donor funds provided have been insufficient to meet the increasing HRD needs as development activities which require qualified people are on the rise and new technologies are introduced. C. InstitutionsC. Institutions 12.15 The Royal Civil Service Commission is responsible for co-ordinating the personnel management of the Civil Service, human resource development and manpower training of both the private and government sectors. The Royal Civil Service Commission also negotiates with multilateral and bilateral donors for funding of the Human Resource Development Programme in close co-operation with the Planning Commission, Ministry of Foreign Affairs and user agencies. The Royal Civil Service Commission consist of 8 members who alternate as chairman for a period of six months. The Royal Civil Service Commission Secretariat had a staffing strength of 47 in 1991. II. Review of Past PerformanceII. Review of Past Performance A. Objectives and Achievements in the 6FYPA. Objectives and Achievements in the 6FYP 12.16 The Royal Government has introduced an integrated approach to planning, programming and implementation of manpower development or human resource development activities. In practical terms this means that the Royal Civil Service Commission is responsible for implementing all manpower training. This new approach has enabled more effective programming and re-programming of resources from UNDP and other sources for manpower development during the 6FYP and will be continued in the 7FYP. 12.17 Institutional strengthening of the Royal Civil Service Commission was a major goal in the 6FYP. The activities included the following human resource management aspects : · enactment of Bhutan Civil Service Rules and Regulations · establishment of a comprehensive information system in the Royal Civil Service Secretariat covering various aspects of personnel management and human resource development · establishment of methodologies for proper evaluation and choice of appropriate training facilities · preparation of a proposal for the establishment of national planning capabilities. 12.18 From 1954 to 1991, a total of 4,545 training courses have been funded. This includes training both in and outside Bhutan. Training courses are of various duration ranging from one month to long term professional courses lasting 5 years. The courses indicated in Table 12.5 do not show the number of people trained, as many people have been sent for re-training to upgrade their skills. 6
Table 12.5 Sectoral Training Funded from 1954-1991 Sl. No Broad area of training Training Courses Completed 1. Public Administration 254 2. General Development Administration 171 3. Judiciary and Legal Affairs 24 4. Finance 352 5. Industry and Trade 266 6. Natural Resources 265 7. Energy 70 8. Arable Agriculture 519 9. Animal Husbandry 323 10. Forestry 221 11. Transport and Communications 253 12. Mass Communication 176 13. Public Works 206 14. Data processing & Statistics 167 15. Education and Culture 870 16. Health 408 Total 4545 Human Resource Development III. Objectives and Strategy for the 7FYPIII. Objectives and Strategy for the 7FYP A. National Human Resource Development ObjectivesA. National Human Resource Development Objectives 12.19 During the 7FYP, the broad human resource development objectives are: · To complement national economic development plans by providing the required trained manpower to all priority sectors of the economy. · To strengthen the overall RGOB institutional capability for human resource management and development. · To give a particular emphasis on developing human resources in private sector and NGOs in the social services sector. 12.20 In so doing, the national goals of self-reliance and increasing efficiency would be met. Adequate attention will also be given to the training of women, ensuring environmental sustainability and regional balance. B. Strategies for the 7FYPB. Strategies for the 7FYP 12.21 The strategies for achieving these objectives need to be viewed in the context of the constraints facing the sector explained earlier in Section on Constraints. 7
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COUNTRY BACKGROUND I. Physical Char
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COUNTRY BACKGROUND Minerals The exa
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COUNTRY BACKGROUND Bhutan is the le
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COUNTRY BACKGROUND personnel polici
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CHAPTER 2 ECONOMIC PERFORMANCEECONO
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2: Gross Domestic Product 1980 —
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Figure 2.2 Economic Performance IV.
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Table 2.4 Government Expenditures 1
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Table 2.5 Summary of RGOB Budgetary
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Figure 2.5 Economic Performance 2.2
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Economic Performance of Infant Mort
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Approach to Development · sustaina
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Approach to Development 3.19 The fo
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Environment and Sustainable Develop
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Environment and Sustainable Develop
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Women's Involvement in Development
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CHAPTER 6 PRIVATISATION AND PUBLIC
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unacceptably high inequalities of i
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CHAPTER 7 ECONOMIC OUTLOOKECONOMIC
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Page 41 and 42: Table 7.2 Seventh Plan Outlay and S
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Page 49 and 50: Financing GapFinancing Gap Table 7.
Page 51 and 52: Fiscal and Monetary Policy Table 8.
Page 53 and 54: Fiscal and Monetary Policy Strategy
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Page 57 and 58: Fiscal and Monetary Policy TABLE 8.
Page 59 and 60: I. IntroductionI. Introduction CHAP
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Page 65 and 66: Aid Policy Aid and the Private Sect
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Page 69 and 70: Culture and Religion and documented
Page 71 and 72: Culture and Religion V. Financial a
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Page 75 and 76: Education Higher EducationHigher Ed
Page 77 and 78: Education 11.24 In 1986, the enrolm
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Page 107 and 108: TOTALS FOR Health 1992/93 1993/94 1
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Page 121 and 122: Civil AviationCivil Aviation Transp
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Page 131 and 132: Table 16.1 Telephone Facilities 199
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Renewable Natural Resources earning
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Renewable Natural Resources 17.27 T
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Renewable Natural Resources Table 1
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Renewable Natural Resources coopera
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Renewable Natural Resources Institu
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Renewable Natural Resources 17.67 A
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Renewable Natural Resources Wildlif
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Renewable Natural Resources TOTALS
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Chapter 18 MANUFACTURING AND TRADEM
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18.8 (see Chapter 19 on Mineral Dev
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Input supplyInput supply Manufactur
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Manufacturing and Trade Polythene P
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Manufacturing and Trade Formulation
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Manufacturing and Trade V. Financia
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Mineral Development Coal mining and
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Mineral Development Table 19.2 Esti
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Mineral Development be purchased: 3
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CHAPTER 20 ENERGY SECTORENERGY SECT
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Exports and ImportsExports and Impo
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Energy Sector 20.21 Most of the rur
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shortages. Energy Sector 20.34 Alte
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Energy Sector items will include pu
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COUNTRY BACKGROUND - Gross National Happiness Commission

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