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NAVSTRAT-2030

Sufficient Budgetary Allocations

This will be the most crucial and essential aspect in the process of enhancing technology and
innovations in SLN. Rightsizing any military force emphasizes the necessity of strengthening the
force with technology while adjusting the manpower appropriately reducing in numbers. The cost
of manpower will be further high in the future. This will affect recruitment and retention.
Integration of technology will replace the use of manpower in many sectors providing long-term
advantages. Hence, budgetary allocation to invest in R&D will not go in wain for SLN and the
country. Accordingly, the units engaged in Design, R&D, production, construction, testing and
monitoring in SLN are to be equipped with cutting-edge technologies and need to provide adequate
budgetary allocations and human capital to harvest the best.

Technology and Related Human Capital Development

The trained, skilled and experienced manpower is considered as the biggest asset in SLN. Amidst
financial crises, SLN continuously committed to recruiting, training and retaining technical staff
while promoting innovations. The following focal points are to be considered;

● Talent Recruitment for Technology Branches. Being a technical force,
continuous enrolment of technical staff is essential to reach the goals of SLN. The
wages and perks, recognition of the society to the engineers and technical
professionals, freedom of job and many other factors directly impact on recruitment
process. The pre-requisites such as minimum educational qualifications to enlist to
the technical staff are comparatively high and these requisites keep the number of
eligible candidates lower. However, considering the complexity of the job and the
danger can cause to men and equipment in case of unprofessionalism, SLN is not
in a position to lower the required minimum qualifications to enlist technical staff.
Higher basic qualifications keep the expectations on salary and privileges high,
whereas they can seek better opportunities at outside. This phenomenon is
experienced by SLN while enlisting officers and artificers to technical branches
that need immediate solutions.

● Training Programmes. Basic training, specialized training programmes and
Continuous Professional Development (CPD) are essential to maintain the
proficiency of naval personnel. The exorbitant cost incurred for technical training
is one of the major obstacles in training. However, investing in technology training
will provide ROI in the long term to SLN and the country. Type training is essential
to update the knowledge of modern systems. Since the technology is developing
rapidly, type training also needs to continue. Due to the heavy cost incurred for
foreign training, the trainee trainer method can be used to get training for a few
selected personnel and train the rest of them for identified sections.

● Talent Retention. The availability of job opportunities, higher wages and perks
given outside for professionals/ skilled workers has caused to increase the
premature leave and unexpected evaporation while reducing the retention rate after
initial engagements of technical officers and sailors enrolled. The inability to retain
trained and experienced cadre greatly impacts on smooth and efficient functioning
of the Navy. Hence, a holistic approach is essential for talent recruitment and
retention to function SLN to achieve the desired maritime security objectives.

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