DRDO SCIENCE SPECTRUM 2009

DRDO Science Spectrum, March 2009, pp. 256-259

2009, DESIDOC

DRDO in 2021: HR Perspectives

R.P. Singh
Centre for Personnel Talent Management, Metcalfe House, Delhi-110 054

1.

INTRODUCTION

In pursuit of self-reliance in critical technologies relevant

to national security, DRDO formulates and executes programmes
of scientific research, design, development, testing and
evaluation of various systems, sub-systems, devices and
products required for defence of the nation. It has 52 labs
working in different areas of technologies like : Aeronautics,
Armaments, Electronics, Combat Vehicles, Engineering Systems,
Instrumentation, Missiles, Advanced Computing and Simulation,
Special Materials, Naval Systems, Life Sciences, Training,
Information Systems and Agriculture. Presently, the
Organisation is backed by over 7500 scientists and about
21,000 other scientific, technical and supporting personnel.
During the past 50 years, DRDO has designed , developed,
and delivered a large number of products/services which
are being used by Armed Forces and other agencies. No
doubt, DRDO work deserves great appreciation but there
is always a scope of improvement. At present, DRDO is
lagging behind in maintaining the delivery schedules of
some projects due some technical & other unexpected
reasons. It is not good, either from defence/security point
of view of the country from Organisations image. There
are two major problems faced by DRDO. When at one end,
orgnisation is facing the problem of nonavailability of
critical components/technologies at the time these are needed,
on the other end, brain draining is also another problem.
In my opinion, commitment and dedication of the workforce
is also responsible up to some extent in delaying the delivery
schedules of the products/ technologies.
In 2021, DRDO would have completed 63 years of
its existence and it will be having rich experience in all
fields / technologies of all walks of life as a person acquires
a deep knowledge of his / her field by practising up to
the age of 63. In such a situation, persons work experience
becomes more than enough to provide the consultancy
/ guidance / motivation to the persons / working teams
/ departments dedicated to perform the similar task in that
field. It is anticipated that by 2021, DRDO will emerge
as a very big department of Advanced Science and Technology
Organisation by adding several new dimensions and to its
tasks to maintain its time schedules and get the work done
timely and accurately from co-partners of projects. DRDO
may play a vital role in providing consultancy / guidance
/ motivation on the basis of its experience and expertise
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and its Human Resource will emerge as a great pool of

multidimensional and multiskilled persons who will be guiding
to the multidisciplinary/multitask workforce/agencies, meant
for accomplishing DRDOs projects.
To reduce the delay in accomplishing the targets due
to workforce , following are some of the measures can be
taken by DRDO up to 2021, in its HR policies. These are
my views and thoughts that DRDO may adopt these policies/
guidelines related to HR. Certain policies/guidelines from
the followings are already implemented by DRDO but their
form of implementation may be different which may be
more effective.
DRDO HR policy will be having following salient features
2. KNOWLEDGE SHARING
Knowledge sharing must be free, fair, and fearless.
Interest of the knowledge communicator (Innovator) will
be protected. Local patents will be provided within the lab
/ dept. and then at national & international level after in
house suggestions/modifications. For that we need to adopt
a systematic approach to ensure that knowledge management
system supports the strategy of knowledge sharing , trust
building and in retaining the wealth of organisation. Journal
clubs may be formed to exchange and enhance knowledge
among employees. Any appropriate week day may be decided
for delivering lectures / presentations / latest inventions
by the employees. By adopting this, we will be able to
gather / exchange more and latest knowledge on the desired
topics to store in knowledge databases.
To provide greater access of knowledge information,
knowledge can be posted either by the organisation, or
by the employees on the knowledge portals of the organisation.
When an employee returns after attending any competencies
or skills development program, sharing essential knowledge
with others could be made mandatory. Innovative ideas
(implemented at the workplace) are good to be posted on
these knowledge sharing platforms. However, what to store
and how to maintain a knowledge base, requires deep
thinking to avoid clutter.
3. OPEN BOOK MANAGEMENT STYLE
By having open book management style, relations
among managers and employees will be more intimate ,

SINGH: DRDO IN 2021-HR PERSPECTIVES

work culture will improve due to which productivity of

organisation , sense of responsibility and accountability
of employees and rate of achieving of goals, etc will definitely
enhance.
3.1 Participative Management
Through open book process, DRDO can gradually
create a culture of participative management and ignite the
creative endeavour of our workforce. It involves making
people an interested party to our strategic decisions, thus,
aligning them to organisational objectives. We need to be
as open as we can. It will help in building trust and will
motivate employees. Employees Self Service Portal, immediate
boss, online, etc., are the tools that will be practiced.
3.2 Open House Discussions & Feedback Mechanism
By developing the culture of open house discussions,
Freely exchange of views (Up and Down communication)
, employee-management meets, installing suggestion boxes
and ideas capture tools such as Critical Incidents Diaries,
etc. are the building blocks will definitely help in solving
the problems of organisation and will help the officers to
identify and develop talent. By getting the feedback (without
name) about the working culture and working style of
managers, atmosphere at workplace can be improved
4. OBJECTIVE EVALUATION SYSTEM
Evaluation of employees must be made objective. It
will encourage faithfulness, loyalty and dedication towards
organisation in employees.
4.1 360-Degree Performance Management Feedback
System
We can apply this system, which solicits feedback
from seniors ( including the boss ), peers and subordinates,
has been increasingly embraced as the best of all available
methods for collecting performance feedback. Every person
in the team is responsible for giving relevant, positive and
constructive feedback. Such systems also help in identifying
leaders for higher level positions in the organization. Senior
officers could use this feedback for self development.
4.2 Objective Evaluation System
We will develop an evaluation system that clearly
links individual performance to organisational goals and
priorities. Each employee should have well-defined reporting
relationships. Self-rating as a part of evaluation process
empowers employees. Evaluation becomes much fairer if
it is objective and based on the records of periodic counsellings
and achievements of the employee, tracked over the year.
For higher objectivity, besides the immediate boss, each
employee should be screened by the next higher level
(often called a Reviewer). Cross-functional feedback, if
obtained by the immediate boss from another manager (for
whom this employee's work is also important), will add to
the fairness of the system. Relative ratings of all subordinates

reporting to the same manager is another tool for fairness

of evaluation. Normalisation of evaluation is yet another
dimension of improving fairness.
5.

HIGHLIGHT AND NURTURE HIGH

PERFORMERS

We will create profiles of top performers and make

them visible through DRONA , Display Boards and Notice
Boards etc. It will encourage others to put in their best,
thereby creating a competitive environment within the
organisation. Identification and recognition of fast- trac
performers and provide special training courses to enhance
their skills as per their requirement. Provision of providing
Gift vouchers , Holiday vouchers , Cash rewards or certificates
on the spot as a surprise. Priority may also be given to
them even at the time of promotion.
6.

TALENT TRACKING AND RECRUITMENT

Talent tracking at the initial stage itself will be the best

strategy of effective recruitment. For that we can track &
adopt talent from schooling. Then these selected aspirants
can be educated/ trained in the critical areas of Organisations
requirement as per the willingness of the candidate in which
field they want to pursue their career. By practicising this
strategy the department will get very skilled entry level scientists/
managers/ technocrats.
By 2021, technology advancement will become so high
that the conventional methods of recruitment will totally be
converted totally into online selection and recruitment processes.
This will effectively reduce the delay in recruitment process.
Recruitment will be based on skills, knowledge, aptitude and
motivation for successboth on the job and within the
organisation. Candidates must be made aware about the
Organisations Vision, Mission, Work culture, Values & Strategic
priorities before facing the Interview Board that will help in
selecting the right person for the right job.
Selections of middle and senior level Scientists/ Managers
of critical fields will be much more rigorous and will take
place through a written/ Competitive exam. Also, a candidate
will be able to effectively communicate and execute organizational
strategies, manage change successfully, serve as coaches
and mentors, foster a culture of accountability and make
tactical and strategic decisions in a timely manner. By adopting
this approach the department can get more skilled, dedicated
& best suited man power to perform organizational goals.
7.

TRAINING

The importance of extensive training to any organization

cannot be underestimated, hence DRDO has already launched
different training programs to all its cadres, but by the time
of 2021, Training programs of DRDO will be at the highest
level among all S&T organisations. Every employee may
be trained in his/her field on yearly basis. Specific training
programs will be running with joint ventures of foreign
Governments and Private enterprises. Specialised training
will be provided to all the project team members to improve
their skill in specific field of their requirement. Communication
skill development training will be made mandatory to improve
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DRDO SCIENCE SPECTRUM 2009

their communication skills, efficiency and interpersonal

interaction & relation.
We may constitute a Team of eminent experts ( Scientists
) of different disciplines who will provide the solution of
the problems of young scientists up to work bench level
that will ensure increase productivity & credibility of the
organization & will help in scheduling project deliveries.
During the training period an assessment tool will be made
mandatory to assess the enhanced knowledge level of
trainees.

8.6 Delegation of Powers

8.

9.

JOB SATISFACTION & RETENTION

If the satisfaction level of the employees is high then

the productivity , image of the organisation & commitment
of the employees increases like any thing which is very
important to any organisation. Satisfaction level of the
employees can be increased by practicising following strategies.
8.1 Performance-linked Incentive
To motivate the employees , Incentive must be given
to them & it must be designed in such a way that people
understand that there is no payout unless the Dept. innovates
/ develops something or get royalty. Additional criteria
could be the team's success and the individual's performance.
Incentives will be given for accomplishing the task timely
to motivate the best performers & to provide a feeling of
satisfaction in them. Incentives will be given for difficult
/ far off areas placements.
8.2 Reward Ceremonies
Reward ceremonies like publishing the name of the
good employees in office magazine & putting their names
& photographs on the notice boards / display boards ,
is also a good technique of job satisfaction. Occasionally
delight employees with unexpected things that may come
in the form of a reward, a gift or a well-done certificate.
We will reward not only the top performers but also a few
others who are in need of motivation to exhibit their potential.
8.3 Carrier Growth
Employees will be encouraged for Career growth &
proper support from the organization will be provided to
them. To fill higher positions, first priority must be given
to internal candidates. If the slot is not filled by an internal
employee because of non-availability of a particular skill
set, then only we will opt for outside recruitment.
8.4 Flexi Working Timings
Flexi working Timings & Performing the task from residence
will be applied to make employees feel comfortable in their
job.
8.5 Work Life Balance
Childcare, eldercare facilities & other concierge services
will be provided to employees to create a work-life balance.
Employees will be provided with free food & transport
facilities.
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All the Powers will not with the Directors only but
powers will be delegated to all the cadres for fast functioning
and to increase the satisfaction level of the employees.
8.8 Right placement & Assignment
If employees are provided right placements & assignments
then satisfaction level of the employees is boost up to a
great extent that leads to greater efficiency and long retention
of the employees in the organisation.
WORK CULTURE

The " work culture" of an organisation is a product

of its history, traditions, values, and vision. Work culture
can be defined as " A pattern of basic group assumptions
that has worked well enough to be considered valid, and,
therefore, is taught to new members as the correct way
to perceive, think and feel." Desirable work culture includes
shared institutional values, priorities, rewards and other
practices which foster inclusion, high performance, and
commitment, while still allowing diversity in thought and
action.
The desired work culture of DRDO will include SurveyFeedback-Action Program or SFA Program and Performance
Management Philosophy and Practice. Much more focus
will be given on Strengthening Mentoring that leads to
disciplined, dedicated and committed work force, Succession
Planning, Proper goal setting, Structured and defined HR
policies with absolute clarity on career growth for each
employee, change Inculcation, Disband hierarchy system,
Flexi Working Timings - No punching system , Highlighting
and Nurturing High Performers , Getting rid off the non
performers, Feedback for best / effective management ,
Zero disharmony, No rusting of talents, Higher education
growth, Responsibilities & Accountability , Better Selection
& Strengthen Mentoring.
Due to the advancement of technology ,offices will
be fully automatised. Powers will be delegated to lower
levels. Freedom at work will increase & working style will
change. Work can be monitored / performed from any desired
place with the help of advanced technology. Research
centers will focus on highly advanced technologies matching
with DRDO requirements and future plans.
DRDO will be linked with foreign and Indian academic
institutions, CSIR, DAE , ISRO and other state of the art
S & T research centers to improve the quality of research.
Laboratories will have a road map and a record of documents
for next ten years which will be reviewed every year for
possible updating & direction change.
Responsibility, Accountability & Empowerment of
Scientists (in terms of decision making & freedom of work)
will be increased, total number of employees will be decreased
(specially administrative and support staff ) but the percentage
of dedicated and committed, engaged workforce will be
increased. Restructuring of labs will be done to increase
the productivity and for effective management. New technologies
will be introduced and proper training about that will be

SINGH: DRDO IN 2021-HR PERSPECTIVES

provided to all the employees so that they dont suffer

from technology phobia.
10. PHASED RETIREMENT
With an aging workforce and looming talent shortages,
DRDO is facing a "brain drain" of older workers. At the
same time, many workers are interested in gradually transitioning
into full retirement/changing the dept. In such situations,
freedom to do the work as per their convenient in the lab
/ organisation, can be given on a good honorarium / package
for the period and time as desired by them or as per the

need of organisation. By introducing such Attractive Incentive

Schemes & reducing their working hours or responsibilities
- a process referred to as "phased retirement can be helpful
to overcome this problem.
By 2021, above strategies related to HR will be applied
and adopted in a very big way and in a effective manner
in DRDO and its employees will be considered as an
asset, they will feel delighted, feel at home, they will
deliver their best and stay with Organisation for a very
long time. DRDO will be stressing much more on the top
three strategies high quality, innovation, and service/support
to the user.

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