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Our online test helps you to crack Civil Services Exam by neha sharma
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Our online test helps you to crack Civil Services Exam |
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Education,Books,Career
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In India, where civil services exam first became a serious issue for students and study, continues to have a large number of programmes. Some organisations have discontinued programmes, however – the result, it appears, of overenthusiastic, poorly managed schemes that failed to achieve their potential. In the UK, though, the pace of growth of civil services exam increased from the mid- to late 1980s and continued to increase through the 1990s. An Industrial Society Best Practice survey in 1995 found that civil services exam was used to some extent by slightly less than half of companies, with larger companies more likely to have schemes. Schemes were more prevalent in financial services and utilities than in manufacturing and services, and tended to be for relatively small number of employees. There have been few extensive studies of ias exam activity since that date, although at least one international study of good practice in civil services scheme management is in progress at the time of writing. A reasonable current picture of the extent of civil services exam activity – based on field experience and conference discussions – is as follows: ? Most sizeable organisations have some experience of civil services exam. ? In most cases, this consists of small pilot programmes for specific target groups, or the provision of external students for executives. ? Many companies, particularly in the UK, participate in community civil services exam schemes (where employees volunteer to mentor young people in school, for example); however, there is rarely a link between this activity and civil services exam within the organisation. ? In most cases, civil services exam is not integrated with other developmental initiatives. A 1987 study of civil services exam in eight countries – Australia, France, Germany, Holland, Eire, Spain, the USA and the UK – found that a third of schemes were pilots (up to 40 per cent in some countries). Just under half of all schemes had been running for two years or less. One scheme in five had been in operation for 10 years or more. Neither of these now dated studies benchmarked the respondents to check whether they had a common understanding of what civil services examination involved, nor whether they had a structured approach. There is a high probability that some respondents did not distinguish clearly between coaching and civil services exam. Moreover, civil services exam activity in one division or subsidiary of a large and complex organisation is not evidence of a commitment to a civil services exam culture. In short, it is still very difficult to estimate the real level of ias exam activity in organisations. That there has been year-on-year increase is generally accepted, but there is no confirmatory evidence beyond the anecdotal. Among key conclusions of the survey were: ? Most schemes were used to ‘develop young professionals’. ? British and Australian companies were most receptive to the concept of a formal civil services exam programme. Even at this stage, many US companies were tending more towards the informal approach. ? Few schemes had been discontinued and 93 per cent of companies expected their schemes to carry on. Where civil services exam had failed, the main reason was inadequate training for the students. ? The main impediments to a successful scheme were reported as ‘time commitment for students, company culture and resistance from top management’. By the new millennium, the emphasis of civil services had spread to encompass a much wider spectrum of situations. While graduate entry schemes remain significant, they have been joined by extensive schemes aimed at tackling diversity issues, an explosion of civil services examination for executives at the top of organisations, programmes aimed at helping women to return to work, or to settle in when they have done so, and even programmes, such as that conducted by Nestle in Scandinavia, to help people make the transition into retirement. In addition, there are companies, such as engineers Brown and Root and many of the international finance houses, which aspire to giving everyone the opportunity to have a mentor.
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