HR Management and Recruitment Practices at Competition Commission of India

1. Competition Commission of India

2. AEWG Workshop HR, Recruitment and Knowledge Management Kaushal Kishore, Advisor (Economics) Competition Commission of India March 11,2016 at Gaborone, Botswana

3. Outline of Presentation • Overview of the Organisational Structure • Role and function of HR • Staff Composition • Mode of recruitment • Knowledge Management

4. Organogram

5. Organisational Structure • The work of the Commission is organised into Five functional Divisions, • Anti Trust • Combination • Legal • Economics • Advocacy

6. Organisational Structure • Four Administrative Divisions, • Secretariat • HR and Capacity Building • IT Division • Finance and Accounts • Office of Director General(DG)

7. FUNCTIONS OF HR DIVISION • Direct Recruitment • Deputation • Absorption • Engagement of staff on contractual basis • Engagement of staff on outsource basis • Medical facilities • Vigilance/Disciplinary cases • Designing of Organizational Structure and matters pertaining thereto • Transfer/Posting of all categories of staff. • Fixation of pay and other service matters of officers/staff • Implementation/framing of various policies/rules • Creation/Maintenance of service records • Confirmation/Promotion • Leave Travel Concession • Periodical Reports/Returns • Loans and Advances • RTI queries • Parliament questions • Misc matters e.g. Reports & Returns to be submitted to MCA welfare measures etc.

8. ROLE OF HR- I • CCI has to administer and enforce Competition Act • Young organization and Evolving Jurisprudence • By its nature the Commission has to be knowledge driven organization • Endeavour to adopt international best practices and contemporary knowledge and methodology • Aim and objective of HR : to attract best professionals from the field of

9. ROLE OF HR- II Aim and objective of HR : to attract best professionals from the field of • Law • Economics • Financial Analysis & • Support services including IT

10. FUNCTIONS OF HR DIVISION • Direct Recruitment • Deputation • Absorption • Engagement of staff on contractual basis • Engagement of staff on outsource basis • Medical facilities • Vigilance/Disciplinary cases • Designing of Organizational Structure and matters pertaining thereto • Transfer/Posting of all categories of staff. • Fixation of pay and other service matters of officers/staff • Implementation/framing of various policies/rules • Creation/Maintenance of service records • Confirmation/Promotion • Leave Travel Concession • Periodical Reports/Returns • Loans and Advances • RTI queries • Parliament questions • Misc matters e.g. Reports & Returns to be submitted to MCA welfare measures etc.

11. Staffing Categories • Professionals: • Law, • Economics • Financial Analysis with a flair for research and critical analysis for effective enforcement of the law. • Support staff: a core team of support staff to manage the resources of the Commission and ensure smooth functioning of the Commission.

12. Recruitment • Two Methods of recruitment at CCI • Direct Recruitment: Direct recruitment up to the level of Advisers from Economics, Law and Financial analysis stream • Deputation: Eligible officers from the Ministries of the Government of India, State Governments, Judiciary, other Regulatory bodies, Autonomous bodies, etc.

13. Recruitment (Cont.) • Method of recruitment at DG office: All the posts are filled by the method of deputation rather than direct recruitment.

14. Knowledge Management • Memberships of international organizations like International Competition Network (ICN), Organisation of Economic Cooperation and Development (OECD),BRICS etc. • Capacity building through domestic training as well as foreign training • Distinguish Visitor Knowledge Series(DVKS)

15. WAY FORWARD-I • As of now mains route of staffing has been sourcing from Government for Professionals and support staff. • It was required the initial years for setting up of the system and procedures. • Government rules and procedures are followed for Finance and accounts matter as the expenditure is met through Govt Grants

16. WAY FORWARD-II • Need to revisit recruitment and staffing • Young Jurisdiction and New organisation • In next five years the market will throw up sufficient nos of Professionals in the field of Law,Economics and Financial Analysis with exposure and expertise in Competition Law.

17. Thank You