Given the dearth of professional talent to work in rural india, SeSTA has initiated an Executive Traineeship program (ETP) to attract and groom human resource in the development sector.
Building Competent Development Professional
The core philosophy of SeSTA’s Human Resource Development Unit is to ensure recruitment of young and educated people with empathy and the urge to effect positive changes in the lives of others. SeSTa believes that caring and capable people are crucial to the process of social development in our country more than material resources. SeSTA grooms university graduates from renowned universities in India on rural development and embeds them to work directly with the community in remote villages.
Executive Trainee Programme
There is little societal focus on the issues faced by rural people. Not to mention, these rural spaces are still perceived as backwards and transient. Even today, there remains a huge deficit in the availability of quality human resources to work in the villages, along with the communities.
To bridge this gap, SeSTA has designed the Executive Traineeship Programme (ETP) to recruit and groom 10 Executive Trainees every year, recruited through a systematic process from various institutions, into development professionals through praxis method under the guidance of experienced mentors. There is no such programme in the development sector of North East India that meets this need.
This would not only offer a cohort of trained professionals to the development sector of the North East regions every year but also enrich the sector with a new set of professionals who will fulfill the bottom-up version of the Indian developmental dream.
Quotes from Trainees
“The most important thing I learnt at SeSTA is to question everything I encounter with. The constant expectation to do well has instilled values of diligence and determination in me. The training programmes, workshops and exposure trips have allowed me to explore the unexplored in me. I have changed and now I know, “I can change”. I have become a better human. And, it was possible because the best about SeSTA federation is its people-the people you work with and the people you work for.”
Ranjan Das, 25 Executive MA in Mass Communication & Journalism, Tezpur University
“There are moments in life when we need to trust our instincts blindly. I trusted mine and landed in SeSTA. After two months of my association with the organization I realize that I have grown to understand my innate capabilities and let go all my fears. Above all, I have become a part of the extended SeSTA family.”
Syeda Nur Asma Ahmed, 24 Executive, MA in Sociology, Tezpur University
Self-growth and Learning
SeSTA’s internal HRD processes and programmes are continuously being developed. As the operations are expanding the focus is still on recruitment, induction, and training of new entrants but at the same time it continues to develop mechanisms to build competencies of the professional staff by providing them a no-hierarchy organizational culture and climate.
Continuous training programmes for staff focus on enhancing human, technical and conceptual capabilities required by each role in the four broad arenas of work, viz. personal application and growth, grassroots transformation, organization roles, and building strategic alliances. SeSTA has a yearly practice of “Retreats” for its employees to enable introspective discussions and decisions for personal, organizational and professional growth.
A systematic review system is also being developed to give regular feedback to employees and enable to constantly learn. Efforts are also being made to build skills related to communication, working in groups and leadership. A strong Gender Equality policy is also being developed for the organisation to be fair to both female and male employees.
SeSTA has been giving importance on Organization Development (OD) process since inception because SeSTA believes that OD helps to achieve greater effectiveness, including improved quality of work life and increased productivity. for HR system setting and process development, organizational structuring, finalisation of review process and staff development plan continued this year and two OD consultative meetings were held and the staff members deliberated on processes to enhance ownership towards organization, developing a non-hierarchical organizational structure, review and evaluations and a culture of confrontation and feedback. The group based review and feedback mechanism was streamlined and system for collecting feedback from community and stakeholders was introduced for the first time. We have revised our HR and Personnel systems and the processes and the same will be adopted from the next financial year. We also finalised the policy on prevention of Sexual Harassment at work place and the Internal Complaints Committee has been reconstituted.
State of art MIS for managing day to day activities and Reports is under construction.