Lieutenant General VG Khandare (r)
Armed Forces select the best possible human resource and thereafter they invest in these entrants and convert them into human capital with the sole motive of transforming the raw material into devoted and dedicated human capital in the service of the nation. There are dedicated Armed Forces organizations to carry out selection of recruits. There are a series of tests carefully crafted to suit the Armed Forces selection criteria. Meticulous documentation takes place to ensure the integrity of the claims made by the aspirants. There are written tests to ascertain the educational standards going beyond the documents submitted. Physical standards get validated. Medical fitness tests are carried out by medical and surgical specialists of the Armed Forces.
The difference between the selection processes adopted for recruit selection and cadet selection is that potential officer aspirants are screened by a Services Selection Board in which leadership qualities, team spirit and many desirable qualities that make a good military leader are assessed. A proficient Psychologist conducts basic tests to get positively inclined candidates to the next level of the selection process. Negative traits are not desirable in the Armed Forces, team spirit is valued, and problem-solving candidates are preferred. Such stringent tests are mandatory because the military is trained and always kept ready to protect national sovereignty. This is the only entity that combats the adversary in the national interest without any personal animosity or enmity and endures the risk of losing one’s life or limb, there are only winners in such conflicts, there are no Runners Up. Therefore, the selection criteria must be designed accordingly which is totally opposite to what is desired in the corporate sector or the administrative sector. The other major difference between Military jobs and other Government jobs is that there is no quota system based on caste or economic criterion; the entire selection process is based on merit.
Given the stringent requirements of choosing the correct human resource, a dedicated organization is entrusted with the cognitive domain mapping of cadet aspirants at SSB which is the Directorate of Psychological Research (DIPR). The changing nature of society and its impact on youth must be scrutinized at the entry stage at SSB. Well-qualified psychologists are the assessors who are a part of the Defence and Research Organisation. The silent contribution of the scientists is of tremendous value to the long-term stability of the nation. Many Armed Forces globally are known for their notorious record of military coups. Detection of negative traits in the foundational level screening may not be understood by the nation but that is one primary reason that the Indian military respects the constitution and contributes to political stability. There are other factors like Indian Military training and education along with the rich ethos that contribute to the Indian military being apolitical. Officers of the Indian Armed Forces have been recognized as one of the best military leaders all over the world who have been silent contributors to nation-building and have ensured the consolidation of democratic values. The Indian neighbourhood is replete with examples of military officers being power-hungry and not missing a single opportunity to overthrow the elected Governments. Additionally, the deep selection in our military system also ensures that our officers do not promote what is known as military business. Ayesha Siddiqa’s book ‘Military Inc’ is a revelation of how the Pakistan military is involved in running a parallel economy promoting the interests of the military personnel even when this is counter productive to the national economy. Similar examples are rampant in many militaries. One of the reasons why we do not see such instances in India is because of our stringent selection standards, especially amongst officer aspirants. Food for thought is that we should have suitably designed tests for subordinate rank aspirants too, esp for psychological mapping. We can make a recruit physically strong by additional focus on physical conditioning, diet etc and we can improve the educational and training standards by more effort in that domain. What is a difficult proposition is to handle negative minds, neither does the military have time to work on negative minds, nor the ‘Counsellors’ to deal with such complicated cases are available in the forward line, the focus of the military is on national victory which cannot be diverted or diluted to deal with inappropriate human resources. Therefore, the military needs to accord priority as users to seek provisions for a foolproof selection of all ranks especially in psychological suitability. This will have to be seen sensitively given the divisive, secessionist, radicalized and violent elements prevalent in society and the conspiracy of vested interests to weaken the military by pushing undesirable elements into the military. Such a strategy of the adversary is conforming to Sun Tsu’s teaching of ‘winning without firing a bullet’.
DIPR and the Directorate of Life Sciences under the DRDO have been doing research and technology discovery to assist in the selection process given the changing mindsets in society to bring in appropriate quality human resources. This is appreciable and must be expedited and wholeheartedly supported.
DIPR can also be utilized to carry out psychological mapping of our identified and potential adversaries. The propensity to view, analyze and assess every rival through our own lens of decency does not work in ‘Knowing your adversary’. The cognitive domain is not to be neglected as an unimportant domain. Most of the battles are won in the mind even before forces get to a physical confrontation. There is wisdom in involving trained psychologists to critically analyze and comprehensively the adversaries. Technology can be harnessed to enhance the accuracy. This is relevant to get the entire intelligence data from various sources and agencies evaluated, collated, and legacy data harmonized, provision smooth and swift future data ingestion and ultimately make entire data available at the click of a button to psychologists and military specialists. Such vast data will help in employing Artificial Intelligence to assist in decision support to the Commanders at all levels. Synergy of the scientist and the soldier will have huge dividends to offer beyond the current single silo focus of selection of candidates to don the uniform as users.
The cognitive domain is one field where more emphasis is desirable, and more cross-pollination of officers is needed. Higher Education of military officers or induction of specialists to focus on the cognitive domain at various stages to ‘Know yourself and know your enemy ‘is the way forward.
Jai Jawan – Jai Vigyan – Jai Hind!!!
Lt. Gen. VG Khandare (r) PVSM, AVSM, SM is the Principal Adviser to the Ministry of Defence, India & Editorial Board Member of IADB
