17 Jun 2022

Vision: 5 Military Veterans Recommendations With Agnipath Scheme!

The deceased was dropped a few days ago for future recruiting from the Indian Army by the proclamation of the 'Agnipath' program (or "Tour of Duty") by the Department of Defense, which is a major change in the way young people have been educated. armed forces such as soldiers, sailors, and air force to this day.

From a long-term commitment of 15 years (or more), according to information provided at a full press conference by three service officials before the Minister of Defense, this new policy includes recruiting young people, 17 and a half years. up to the age of 21, to get a short four-year job wearing a military uniform.

During these four years, their training would last for only six months, with the remaining time to be deployed as needed, including challenging assignments. Attractive salaries, special grants and a retirement annuity, without the obligation of any gratuity or pension, according to the authors of the policy, will give patriotic youth the opportunity to serve the nation, earn credit for future work and contribute less blood to the military.

This bold move (some would say contradictory) to make the new system the only way to serve in the military has not been well received by potential participants, as they have entered the fray and heat in many places.

The questions on the minds of many people (including the veteran community) have been many, especially why there is talk of a system that has long been effective in capturing young volunteers, shaping them as needed, and applying their work and knowledge. very good time. With the world's largest volunteer army, increased pay and pension debt, due to rising global income, has almost completely cut off part of the defense budget. This seems to be a major factor in the development of the Agnipath program, with other benefits that seem to be added to make it look like a win-win situation for everyone.

But the process is important. How armed forces select, train, and deploy human resources in their respective units, teams and naval vessels is an important factor in how these actions work effectively in peace and war. So far, there are no major reductions in this account. So what led to the need to now change the basis of unit integration with the esprit de corps (especially the Army) which could include the rapid deployment of newly trained personnel in all three services, where complex systems for all three services? Yes, the need for well-maintained and well-equipped 'boots' will always be related to our safety. However, now that we have entered the arena and taken the bold step to change the very nature of the national and military alliance, we must look at the whole issue of transformation within the military as much as possible. Changes in HR policies should be the last but necessary step in the series of reform measures to prepare for the 21st century war. To create the position of the CDS or the Head of Defense and the Department of Defense, is a radical change, which should have led to a clear statement of our current national security goals, which would result in future operations. armed forces, their structure and armor systems, budget support for this, and finally, HR policy needed to ensure the right man / woman for the right job for the right duration.

But now that the government has announced a new military recruitment policy, it would be helpful for all those involved in drafting and implementing the draft to consider a few well-intentioned recommendations. A good sign that the existing powers are listening to the one-time release recently announced to accommodate people who have not had the opportunity to appear for employment over the past two years due to the epidemic. The list of suggestions is not very detailed, yet it includes many painful points in the new policy.

First, make the contract period for new employees more than four years. Debt settlement issues, etc. it is a wrong way to ask a person to commit to the loss of life or limb, and not to give them enough compensation for that willingness to serve.

Second, please reconsider the 25 percent renewal at the end of the contract period. Ideally, there should be more than 50 percent long-term postage retention, but there are ways and means to ensure re-registration of more than 25 percent by identifying selected or special trade trades that require long service terms. Full implementation of this rule should be avoided.

Thirdly, for those who leave their short-term careers, they receive a binding commitment from the CAPF (Central Armed Paramilitary Forces), regional police and other organizations that they are willing to take on this trained force.

Fourth, continue with the existing regular subscriptions, with reduced numbers, and gradually switch to Tour of Duty once it has stabilized after five to ten years.

Lastly, new entrants may even be placed under a pension scheme to reduce the burden of pension payments if other recommendations are accepted.

The nation should never compromise with the workers who build the fighting muscles of its armed forces. The best way to counteract such a tendency is not to view it as a financial burden, but as a solid diamond, which must be cut and polished for its high potential and invested in national security. Diamonds are eternal, our future men and women in uniform also deserve to be fully employed for the betterment of the nation and their health.

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