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ADMINISTRATIVE TRAINING INSTITUTE,

Lalitha Mahal Road, Mysore

Title: Training Needs Analysis of Public Works, Ports & Inland Water Transport Department.

First Edition: September 2013 No. of Copies: 200

Printed at: Kamal Impressions Janatha Nagar, Mysore – 570 009 Published by: Administrative Training Institute

Lalitha Mahal Road, Mysore – 570 011

Government of Karnataka

ADMINISTRATIVE TRAINING INSTITUTE

LalithaMahal Road, Mysore – 570 011

Dr. (Smt.) Amita Prasad, I.A.S

Director General

& Principal Secretary to GoK,

Preface

Administrative training institutes (ATI), Mysore is an Apex Training

Institute and committed to improve the capacity building of State

Government functionaries, through Training, Advocacy and Research. Many

Government Departments and Public Sector organizations are experiencing

gaps in performance at various levels functionaries. After the feedback and

request from the various Departments and Public Sector organizations, ATI

developed Training strategy to conduct training needs Analysis & to design

suitable courses.

In this regard we have invited Public Works, Ports & Inland Water

Transport Department to participate and conducted the workshop on

Training Needs Analysis and ensured that the all rank and cadre officers

participated to give quality input in the workshop. Public Works, Ports &

Inland Water Transport Department plays very important role in better

public delivery system.

A Workshop of the Officers of Public Works, Ports & Inland Water

Transport Department was conducted. We used Participatory methods,

interaction with subject experts, Community approach, Group work

approach & Case study method. In Training Needs Analysis we used various

tools like Strengths, Weaknesses, Opportunities and Threats (SWOT),

Training Interventions and Non Training Interventions. Functional Analysis,

which discussed issues like Role/Responsibilities of particular job,

Knowledge, Skill and Attitude gaps. Cause & Effect Analysis etc., tools were

used to identify the performance problems and based on the performance

problems, training was planned.

I appreciate the efforts of faculties Sri. G. M. Sarveswara, F(WS), Sri.

A. C. Diwakar Faculty & Sri. B. Yoganath Singh, Faculty SIUD, Mysore &

Course Assistants Mr. M. Dinesha, Kum. K.G. Padma, ATI, Mysore for their

intensive involvement in the process of doing Training Needs Analysis of the

Public Works, Ports & Inland Water Transport Department.

(Director General)

Date: 07.09.2013

Place: Mysore

Index

Sl. No.

Content Page No.

1. Summary/Recommendations 1

2. Systematic Approach to Training 1

3. Training Interventions 2-5

4. Introduction 6-7

5. Department's Mission 8

6. Powers and Duties of Officers and Employees 9-10

7. Organization Structure 11 – 13

8. Profile of the Public Works, Ports & Inland Water

Transport Department 14

9. Scope of TNA 15-18

10. SWOT Analysis 19

11. EMB 20

12. Cause & Effect 21

13. Performance Analysis/Performance Problem Public

Works, Ports & Inland Water Transport Department

officers

22-28

14. Training & Non Training Interventions 29-33

15. Brief Design 33-37

16. Modules 38–102

17. List of Participants for TNA Workshop 103-104

1 | P a g e

Summary/Recommendations

The reason for training and development activities is to help people, or

organisations, improve performance. Training is concerned with helping

them to acquire knowledge and skills, whereas development focuses on

future, anticipated needs. Therefore Organisation Needs Systematic

Approach to Training:

Systematic Approach to Training:

Improving performance is the need of the hour in any organization,

department or individual. The first stage of the Systematic Approach

Training is therefore to use various types of analysis to identify, as precisely

as possible, the nature of the problems and performance gaps.

Once the full extent of the area for improving performance has been

identified, training needs of employees or level of employees will be

identified. This would form the basis for planning and designing appropriate

training modules. Some problems and needs may fall within existing

training provision and can easily be attended to, others may require special

attention. The implementation of the Systematic Approach to Training would

therefore include learning activity with active and whole hearted

participation of the trainee, supported by skilled instruction.

All available methods of training like, on the job, lecture,

brainstorming, group discussion, group exercises, case studies, role plays,

seminars, syndicates, doorstep training, workshops, field visits, online

training and distance learning methods may be used, depending upon the

cost benefit analysis, availability of physical training infrastructure and the

target group. The above methods are useful for behavioural training and

imparting skills for interpersonal relationships.

Effective training that helps to improve performance is far more

complex than putting people in a classroom and „teaching‟ them. Training

activities should be based on a „planned process‟, called the „systematic

approach to training‟- often called SAT. An illustration of SAT process is

shown in Figure 1, below. It consists of four principal areas of activity:

1. Identify Training Needs

2. Plan, Design and Develop Training

3. Implement Training

4. Assess Results and Evaluate Training Outcomes

2 | P a g e

Training Interventions:

Group Training Interventions

Group A& B

Land Acquisition procedures for Projects

Quality Control Preparation of DPR in road, projects &

Buildings

Highway Planning & Economics

Management of Roads & Bridges

Geometrical Design of Roads and material

Characterization

Finance Management

Schedule of rates mismatch field reality R rates

There is no Course specialization

No encourage for Higher Education

No periodical exposure

Administrative issues

Budget preparation for the related project

Change attitude towards public & elected

representatives.

Less community participation

Departmental inquiry- role of inquirey officers

Disaster management

Drought mitigation and management

Project implementation

Monitoring and evaluation

RTI

Sakala

Office Procedures

Water supply issues

Minor irrigation issues

Geographical area wise issues related to PWD

Major Irrigation issues

Stress management

Computer Training

Public Management

Quality Management

Programme Implementation

Human Resource Management

Management of Political Issues

Mounting workload because of staff reductions

Gap between officials & non officials

3 | P a g e

New circulars & Government orders

New technology is required & up gradation

Improve level of service

Less job responsibilities

Crisis Management

KTPP Act

Tender Procedure

Budget Planning

Audit

PWD Act & Rules

Conflict management

Public Private Partnership

4 | P a g e

Group C Employees Training Interventions:

Group C

Change in their attitude towards

public

Computer application

Knowledge keeping of computers-

paperless once.

Office management

Personality development

programmes

Regular in-service training

Stress management

Training once in two years

Finance Management

SAKALA

RTI

Leave Rules

Pension Rules

HRD

Stock Management

KTTP Act

Other PWD circulars Government

orders.

Record Keeping & File

Management

Related Office Procedure

Department Programmes and

Schemes

PWD Act & Rules

Department Manual information

5 | P a g e

Non Training Interventions for Public Works Department

Additional requirement of ministerial staff and Officers.

Transfers issues

Political Pressure

Newly recruited Engineers/Newly recruited officers and staff required

Common Foundation courses and Technical Courses

Delegation of powers needs to revised

Well equipped building office & Quarters

Guidance the subordinate staff to work with skill and esuriency.

Performance & Professional based salary

Promotion opportunities at least once in 5 years

Providing computers for implementation of skill and efficiency

Refresher Course once in two years and updating recent government

Circulars/orders

New Act rules printed copies for reference.

Revised SR rates copy (six months ones).

New system of management and separate protocol in PWD (District

level & Taluk Level )

Reduce meetings in the field

More powers for subdivision (decentralization of power)

Training outside the state to envied knowledge and to study the

development at improvement.

lack of supporting staff to work in the field

Transportation Facilities.

Sufficient Budget for Programmes.

Explores Visit others states & Nation for Employees

Strength the monitoring and evaluation in State level, District level &

Taluk Level.

6 | P a g e

Department

Public Works, Ports & Inland Water Transport Department

Introduction:

Present status

The main functions of this department at present are, to investigate,

design, estimate, build and maintain roads, bridges, buildings, Ports and

manage inland water transport. The department takes up the construction

of buildings of other departments, which do not have their own

construction organizations.

The work in the Public Works, Ports & Inland Water Transport

Department has been divided into charges of Chief Engineers,

Communication and Buildings South & North, National Highways,

Principal Chief Architect / Chief Architect & Director of Ports etc.,

according to the administrative convenience of the department. The

Department is responsible for construction and maintenance of buildings,

port activities, inland water transport and road and bridge works on

national highways, state highways, and major district roads. At the

secretariat the department is headed by a Principal Secretary of IAS rank,

and a Secretary of EIC rank.

The Chief Engineer, Communications & Buildings, South Zone,

Bangalore, and Chief Engineer, Communications and Buildings, North

Zone, Dharwad, and the Chief Engineer National Highways, are the three

zones in the department. In each zone there are circles headed by

Superintending Engineers, divisions headed by Executive Engineers and

sub-divisions headed by Assistant Executive Engineers. The

communication & buildings south zones divided into 6 circles and 20

divisions. The communication & buildings north zone is divided into 4

circles and 15 divisions.

7 | P a g e

The Chief Engineer, National Highways, has jurisdiction over the

entire state and is responsible for the execution of all National Highway

works. The chief engineer, national highway is primarily entrusted with the

responsibility of carrying out works of the National Highway Authority of

India (NHSI) and Ministry of Road Transport & Highways (MoRT & H). The

major portion of funds operated is from the government of India. The

national highways zone is divided into two circles and seven divisions.

A Principal Chief Architect / Chief Architect having jurisdiction over

the entire state with adequate number of Deputy Chief Architects, Deputy

Architects & Assistant Architects is responsible for providing conceptual

designs as well as detailed designs of all buildings under the jurisdiction of

public works and rural development engineering divisions.

Karnataka Road Development Corporation Limited (KRDCL) was

established on 21st July 1999 under the administrative control of the

PWD. It is a wholly owned Government of Karnataka enterprise for

development of road infrastructure in the state. A Managing Director is

the head of this enterprise.

Karnataka State Highway Improvement Project (KSHIP) is an initiative of

the Public Works Department of Government of Karnataka for the

improvement of road net work in the state under External Aided

assistance from multilateral development banks. A Chief Project Officer of

IAS rank heads this organization.

The Karnataka Ports Department was formed during 1957 for

conservancy, maintenance and development of ports and harbours in the

state. The Inland Water Transport Wing in the department came into

existence in 1972. The Director of Ports and Inland Water Transport with

head quarters at Karwar is the head of the department. The Ports

Department is now merged with the Public Works Department vide

Government Notification No. DCA 15 ARH 2007 dated 24-10-07.

8 | P a g e

DEPARTMENT'S MISSION

"Plan, Design, Construct and maintain a safe cost effective core road network, public buildings, ports and other public infrastructure in

Karnataka."

9 | P a g e

Powers and duties of officers and employees

Sl. No Designation Powers and duties

1 Chief Engineer

Execution of all National Highway works.

Development of road infrastructure

Improvement of road net work

Maintenance and development of ports and

harbors

Effectively control personnel management

systems, construction and quality management systems, information

management systems and accounting management systems.

Satisfactory execution of all budgeted works and also other works

Important structural designs under execution rest on the chief Engineer who should

exercise careful control over the work of the designing and technical sanctions.

During to natural disaster (inspect the site of

the damage, study the extent of damage, initiate appropriate remedial measures)

Progress of expenditure on all heads sanctioned grants are not exceeded and that,

if an excess is, for unforeseen reasons, un-avoidable, prompt action is taken for applying

for a supplementary grant

2 Superintending Engineer

Shall check quality reports, field book and

make entries in the field book covering remarks on shortcomings and suggestions for improvements.

The authorized system of accounts of

works, stock, stock manufacture and tools and plant

3 Executive Engineer

Executive Engineer is the division in charge.

Executive Engineer in-charge of the

subdivision shall allocate the work among the assistant Engineer/selection grade Junior Engineer/Junior Engineers.

Proper measures to be taken to preserve all buildings and other works in his division.

Keep accurate plans of all Government lands.

Executive Engineer is responsible for the

correctness in all respects of the original

records.

10 | P a g e

4 Assistant Executive Engineer

Officer is held personally responsible for the

correctness of all initial cash and stock accounts require to be maintained in the sub-

divisional office.

He shall examine the transactions relating to

all such accounts and other important records and see that they are correct and conform to the rules in force, in all respects.

5 Assistant Engineer

The custody of Government land, buildings,

machinery and other Government property vesting with the department.

For keeping Government lands free including road boundaries from encroachment.

For keeping in proper custody all Government machineries, tools and plants, and materials-

at-site account.

Annual inspection of buildings and submit

reports periodically

Submit monthly accounts of receipts and

issues of all T&P, stock and M.A.S. articles.

He shall be responsible for keeping in official

custody of cash received from the subdivision office and render accounts as per rules and within due dates.

6 Junior Engineer

7 Superintendent Scrutiny of files submitted by the Case workers with respect to accounts and administrative

matters.

8 First Division

Assistant

They assist their immediate senior officers in

carrying out day to day Government works according to the norms prescribed Transaction of Business Rules, PWD Code Vol-I & II,

Irrigation Acts & Rules, CADA Acts & Rules, C&R rules, CCA rules, KCSR and Conduct rules,

Circular and GO issued from time to time. 9 Second Division Assistant

10 Stenographer/Typist Typing and Stenography works.

11 | P a g e

Organization Structure

12 | P a g e

13 | P a g e

14 | P a g e

Profile of the Public Works, Ports & Inland Water Transport Department

Sl. No. Post Sanctioned

Post

Filled

Post

Vacancy

1 Engineer in Chief

01 01 -

2 Chief Engineers

03 03 -

3 Superintending

Engineers 21 21 -

4 Executive Engineers

64 61 03

5 Assistant Executive

Engineers 344 341 03

6 Assistant Engineers

1119 857 262

7 Junior Engineers

863 703 160

Total 2415 1987 428

15 | P a g e

Scope of TNA

TRAINING NEEDS ANALYSIS

As individuals, we spend most of our lives learning - from our parents,

other members of our family, from school teachers, study at college, or from

friends and colleagues. Sometimes this learning is organised, such as at

school, or it is random that happens as we progress through our lives.

Often, we learn as a member of a group - for example, as a member of our

family, a member of society, or as a member of a working group. These

learning experiences gradually shape us for what we are, and make a major

contribution in determining our prospects for our life and careers.

Organisation‟s also spend a considerable amount of time and energy

learning, as they establish themselves in an industrial, commercial or public

service market sector, with products and services to attract to customers.

They learn about their market sector, about competitors, about successful

business ventures and projects, also other activities where they failed. The

concept of the 'learning organisation' is now well established to indicate that

successful organisations are those that can learn and develop. The less

successful ones are often those that are not able to learn. They are unable to

respond to changes in government policies, working practices, competition,

the market for their products and services, and the availability of new

technologies. Successful organisations are those that have an inherent

willingness to learn, so that they can respond positively to opportunities to

improve performance.

So far, we haven't mentioned 'training', only learning. What's this got

to do with Training Needs Analysis, or helping organisations to improve

performance?

An important distinction between learning and training is that

learning is a naturally occurring experience which doesn't necessarily lead

to a conclusion. Training, on the other hand, is a planned learning activity

intended to achieve a specific outcome. Individuals, and organisations, can

go through a succession of learning experiences that do not result in

achieving any significant benefit. However, by means of training, they can

plan and organise their learning activities to enable them to improve their

performance. Training Needs Analysis (TNA) is the primary stage in the

Systematic Approach to Training (SAT), enables them to do this effectively.

16 | P a g e

A DEFINITION OF TRAINING NEEDS ANALYSIS

TNA is done by means of a TNA Consultancy, carried out either by a

member of staff, acting as 'Internal Consultant', or by somebody appointed

as 'External Consultant'. For both the competences and techniques are the

same. You may find the following definition of TNA useful:

"An examination of an organisation’s present and expected

operations and the workforce necessary to carry them out, in order to

identify the numbers and categories of employee needing to be trained

or re-trained. It may also refer to the training needs of individuals to

enable them to reach the required standard of performance in their

current or future jobs."

All organisations are a unique mix of personalities, business activities,

strengths and weaknesses. As a consultant, you will find each TNA

consultancy a unique and challenging experience, where you may need to

adapt this definition to suit circumstances.

ISSUES TO BE CONSIDERED

For organisations to obtain benefit from their investment in training, it

is essential that time and resources are focused on genuine training needs.

These needs can be associated directly to the performance of an

organisation, or indirectly to the development of its employees. If this can be

achieved, it should result in the following benefits:

* Systematic training will be seen as a worthwhile investment.

* Training activities can make an effective contribution to

improving performance.

* Organisations will consider TNA an essential part of their plans to improve performance.

* TNA will be carried out as a consultancy assignment by competent people.

* TNA consultancies will also identify non-training needs.

It's worth considering reasons why organisations may wish to use TNA

to improve performance and, equally, why they may reject it. It's also

important to recognise that a decision to authorise a TNA is in effect an

investment decision. So why should an organisation choose to invest in

TNA, or even training? Consider the situation from a chief executive‟s point

of view.

17 | P a g e

Benefits of Training to Organisations

If we wish client organisations to consider training as a valid and

justifiable investment, then we need to be able to indicate typical benefits

that are likely to result from a decision to invest in a TNA consultancy,

leading to training activities. For example:

* Efficiency will increase because employees are competent to use

equipment and systems.

* Changes in technology can be coped with more easily because

employees will have updated knowledge and skill.

* The workforce becomes more flexible as employees extend their

range of competences.

* An organisation can attract higher calibre employees, due to

having a reputation for training and developing its staff.

* Customer satisfaction will increase, resulting from dealing with

trained employees.

Benefits of Training to Workers/Employees of the Departments

Most industrial, commercial or public service sector organisations

experience significant changes to business practice and the technologies

they use. These changes affect workers, who face the prospect of less job

security and a constant need to update their knowledge and skills. Although

TNA is being done primarily to help organisations improve performance by

means of training, it also benefits individual workers. For example:

* People are recognised as an organisation's greatest asset, and considered as major 'stakeholders' in its success.

* Workers who are actively involved in a TNA are likely to experience a sense of empowerment. They are encouraged to

contribute to initiatives intended to improve both their personal performance and that of their organisation.

* The TNA process can often help individuals realise their full potential enabling them to an increasingly successful career, and make contribution to their organisation.

* Involving workers from all levels and jobs within an organisation

will help them to share in the process of change and development. This will assist them to retain a sense of confidence in the future of the organisation, and their prospects

for long term employment.

* TNA may identify development opportunities for individuals.

18 | P a g e

Features of TNA:

The reason for training and development activities is to help people, or

organisations, improve performance. Training is concerned with helping

them to acquire knowledge and skills, whereas development focuses on

future, anticipated needs. TNA provides the basis for these activities by:

* Looking at an organisation as a whole to understand its

business and where it's experiencing problems, seeking

wherever possible to turn problems into opportunities.

* Looking at the people employed by an organisation, at all levels,

to find out how they can help to improve their performance by

means of training and development.

* Looking at an organisation‟s products, services, technologies

and systems to identify significant performance problems.

* Analysing problems to identify training needs for people who are

associated with them.

* Helping individual employees plan their training and

development.

* Recommending training and Non- Training solutions.

* Helping management to decide priorities, and benefits from an

investment in training.

* Helping management to plan training initiatives.

Effective training that helps to improve performance is far more

complex than putting people in a classroom and „teaching‟ them. Training

activities should be based on a „planned process‟, called the „systematic

approach to training‟- often called SAT. An illustration of SAT process is

shown in Figure 1, below. It consists of four principal areas of activity:

1. Identify Training Needs

2. Plan, Design and Develop Training

3. Implement Training

4. Assess Results and Evaluate Training Outcomes

19 | P a g e

SWOT Analysis

Strengths Weaknesses

Senior people in the organization

are well experienced Experienced in major projects in

road, building Public relationship is maintained Rich experience in solving field

problems Adoptability to Information

Technologies Everyone in the organization is

very well experienced at the field

level.

Accepting Change is required

more time Interference in day to day

activities Organization policy towards

people management

Infrastructure is sufficient Insufficient functional level staff Use of IT tools like CADD Latest

drawing software‟s and their

usage

Opportunities Threats

New innovations and possibilities by the Government.

Standardization of Public Works. Involvement of private agencies/

multinational companies in all

projects (PPP). Financial support from

international like ADB, World

Bank, JOYKA etc., The recent Government Policies

give importance for infrastructure.

Major projects such as KJBNL,

CJBNL etc.,

Private Consultancy firms

emerging in all fields.

Due to lack of modern

equipments all major projects are

awarded to private firms.

Open tendering system acting as

a hindrance in getting the public

projects.

20 | P a g e

Environmental, Motivational and Behavioural Factors (EMB)

Environmental Motivational Factors Behavioural Factors

Less computer

Knowledge

Lack of independent

office

Shortage of Budget

Less Staff

Heavy work load

More Meetings

More Protocol Work

Political pressure

Other associations

processor

Public grievance

Government policy

No incentives

Unscheduled meetings

Unsolicited influences

Burdensome tasks

Transfers

No appreciation

No promotions

No recruitment

Lack skill in handling

bigger projects

Lack of knowledge in global

architectural designs

Non-adherence of standards

specified.

The Officers are not skilled

in use of computer for

architectural designs.

Hesitance to use IT tools

like CADD, latest drawing

software‟s.

21 | P a g e

Cause & Effect

Lack of skill in managing office

No-coordination

Method

Not sharing

only

delivering

Materials

No knowledge in

modern

technology

People

Lack of

Computer Skills

Lack of Knowledge & skill in

communication

Shortage of assistant

No standards

Lack of

infrastructure No

Modern

Gadgets

No recruitment of staff

Centralised

plan

Lack of Time

management

Government

Machinery

Product

Political

interference Centralised

administration

Finance

No Funding

Many

schemes

22 | P a g e

Performance Analysis/Performance Problem

Public Works, Ports & Inland Water Transport Department officers in

dealing with activities concerning design, execution and maintenance

of Roads and Bridges

Sub Activity Designation

Knowledge Skill Gap

Feasibility

Survey

JE/AE

/AEE

Knowledge about

planning of the project & methods of

survey Working out benefit/cost/ratio.

Categories benefits/cost both

visible-hidden.

Effective

planning

Cost effective

planning not done

Environmental Assessment

JE/AE/AEE/

EE/SE/CE

Traditional Ecological Knowledge in

Environmental Assessment and

Management

Environmental Impact

Assessment skill

Advanced notable

up-to-date Environmental

science and environmental laws

Soil/Geotechnical

Investigation

JE/AE/AEE

Professional Competency in Soil

Science

Scientific rules and methods

to solve problems & foundation

skills

Advance Laboratory tests

Detailed

Survey

JE/AE

/AEE

Concept of survey

knowledge & methods of survey

Use of Total

station survey instrument,

GPS, GIS, LIDAR & latest surveying tools

Not exposure to

latest survey equipment

Hands on training

Land acquisition

JE/AE/AEE/

EE/Revenue Dept./

Police Dept.

Communication skill, inter departmental

co-ordination, Land acquisition Acts Basic law for

engineers

Latest Land Acquisition

Acts, Rules & Amendments

Interaction & negotiation

skills

Designs JE/AE/AEE/EE/SE

/CE

Qualified and experienced in designs and capable

of directing the designs process as

per IRC, Bridges

Knowledge about IRC Guidelines,

MoRT&H specifications.

Latest design

Officers who are not experts in designs shall

not be posted as

Superintending

23 | P a g e

codes

software‟s and

their usage

Engineers

(Designs). Hence, all the Engineers are

required to know the latest designs.

Drawings JE/AE/AEE/

EE/SE/CE

Design concepts in respect of IRC,

Bridges codes

Use of IT tools like CADD

Latest drawing software‟s and

their usage

Not exposure to latest

preparation of drawings

Detailed Estimating &

Costing (Detailed

Project Report)

JE/AE/AEE/

EE/SE/CE

Concept of estimating & costing

Collection of hidrodical data, flood

forecasting and design flood Data rate and

schedule of rates PERT, Arbitration

procedures.

Drafting & Documentatio

n skills

Advance IT tools like MS

Project etc.,

Approval of the Detailed

Estimate/DPR

JE/AE/AEE/

EE/SE/CE

Knowledge about the Project & Scrutinizing

Judgment and Decision

Making Skill

Early decision taking

Tendering EE KTPP Act,Relevant Rules, E-tendering

Knowledge of standard tender documents STD.

Technical & Financial

Criteria for evaluation of tenders

IT tools like E-tendering, PPP

model project, Global tendering

Awarding of the work

EE KTPP Act, Relevant Rules, E-Tendering

Arbitration procedures

Up-to-date Tender

processing as per prevailing rules

Execution of work

JE/AE/AEE/

EE

Knowledge about supervising,

monitoring, time management, quality control etc.,

Safety aspects.

Project Management

Monitoring the progress of the work physical

as well as quality

accepts-time control

Modern technology

required for new construction

equipments, machineries,

and transport and non-transport

vehicles

24 | P a g e

Apart from the above the following topics also may be considered

1. Disaster due to flood and bridge collapse, flyover collapse and disaster

management.

2. Latest quality test procedures using modern equipments

3. Overcoming bottle necks in land acquisition process

4. Public private participation (PPP) in implementing projects

Public Works, Ports & Inland Water Transport Department officers in

dealing with activities concerning design, execution and maintenance of Buildings

Sub Activity Designation Knowledge Skill Gap

Soil/Geotechnical Investigation

JE/AE/AEE Professional Competency in Soil Science

Scientific rules and methods to solve problems & foundation skills

Advance Laboratory tests

Detailed Survey JE/AE/AEE Concept of survey knowledge & methods of survey

Use of Total station survey instrument, GPS, GIS & latest surveying tools

Not exposure to latest survey equipment

Land acquisition

JE/AE/AEE/EE/Revenue Dept./Police Dept.

Communication skill, inter departmental co-ordination, Land acquisition Acts Basic law for

engineers

Latest Land Acquisition Acts, Rules & Amendments

Interaction & negotiation skills

Structural Designs

JE/AE/AEE/EE/ SE/CE

Qualified and experienced in designs and capable of directing the designs process as per Building codes , Indian Standards Codal Practices Analysis of structures, usage of latest software

Knowledge about Indian Standards Codal Practices,

Officers who are not experts in designs shall not be posted as Superintending Engineers (Designs). Hence, all the Engineers are required to know the latest designs like

25 | P a g e

earthquake resistance etc,.

Drawings JE/AE/AEE/EE/SE/CE/ Chief Architect

Concepts of Design & drafting as per Building codes. Preparation of drawing, usage latest software and preparation

of reinforcement detail

Use of IT tools like CADD

Not exposure to latest IT tools for preparation of drawings

Detailed Estimating & Costing (Detailed Project Report)

JE/AE/AEE/EE/SE/CE

Concept of estimating & costing Working out benefit/cost/ratio Basic knowledge of data rate and schedule of rates.

Drafting & Documentation skills

Advance IT tools like MS Project etc.,

Approval of the Detailed Estimate/DPR

JE/AE/AEE/EE/SE/CE

Knowledge about the Project & Scrutinizing

Judgment and Decision Making Skill

Early decision taking

Tendering EE KTPP Act, Relevant Rules, E-Tendering Standard tender documents

Technical & Financial Criteria for evaluation of tenders

IT tools like E-Tendering, PPP model project, Global tendering

Awarding of the work

EE KTPP Act, Relevant Rules, E-Tendering Arbitration procedures

Up-to-date Tender processing as per prevailing rules

Execution of work

JE/AE/AEE/EE Knowledge about supervising, monitoring, time management, quality control etc., Safety aspects during construction

Project Management PERT, time control

Modern technology required for new construction equipments, machineries, and transport and non-transport vehicles etc,.

Apart from the above the following topics also may be considered

1. Disaster management, fire fighting 2. Maintenance of electrical equipments, generators and lifts.

26 | P a g e

3. Public Works, Ports & Inland Water Transport Department officers in dealing with activities concerning design, execution and

maintenance of Water supply & Sanitation

Sub Activity Designation Knowledge Skill Gap

Soil/Geotechnical

Investigation

JE/AE/AEE Professional Competency in

Soil Science

Scientific rules and

methods to solve problems &

foundation skills

Advance Laboratory

tests

Detailed Survey

JE/AE/AEE Concept of survey knowledge &

methods of survey

Use of Total station survey

instrument, GPS, GIS,

LIDAR & latest surveying

tools

Not exposure to latest survey

equipment

Land

acquisition

JE/AE/AEE/EE

/Revenue Dept./Police Dept.

Communicatio

n skill, inter departmental co-ordination,

Land acquisition

Acts Basic law for engineers

Latest Land

Acquisition Acts, Rules &

Amendments

Interaction &

negotiation skills

Water supply & sanitation

component design

JE/AE/AEE/EE/

SE/CE

Qualified and experienced in

designs and capable of directing the

designs process as per

field conditions

Knowledge about IT

tools & loop software, & structural

design Usage of

latest software.

Design of water

treatment structures like WTP,

Over head tank. Etc.,

Hence, all the Engineers are required to

know the latest designs

Drawings JE/AE/AEE/EE/ SE/CE/

Concepts of Design & drafting as per

population and relevant

rules.

Use of IT tools like CADD &

loops Usage of

latest software

Not exposure to latest IT tools for

preparation of drawings

Detailed JE/AE/AEE/EE Concept of Drafting & Advance IT

27 | P a g e

Estimating &

Costing (Detailed Project

Report)

/

SE/CE

estimating &

costing Benefit/cost/ratio

PERT

Documentat

ion skills

tools like MS

Project etc.,

Approval of

the Detailed Estimate/DPR

JE/AE/AEE/EE

/ SE/CE

Knowledge

about the Project & Scrutinizing

Judgment

and Decision Making Skill

Early

decision taking

Tendering EE KTPP Act, Relevant

Rules, E-Tendering Standard

tender documents

Technical & Financial

Criteria for evaluation of tenders

IT tools like E-Tendering,

PPP model project, Global

tendering

Awarding of the work

EE KTPP Act, Relevant

Rules, E-Tendering Arbitration

procedures

Up-to-date Tender

processing as per prevailing

rules

Execution of

work

JE/AE/AEE/EE Knowledge

about supervising, monitoring,

time management,

quality control etc.,

Project

Management

Modern

technology required for new

construction equipments,

machineries, and transport and non-

transport vehicles etc,.

28 | P a g e

Public Works, Ports & Inland Water Transport Department officers in dealing with activities concerning design, execution and maintenance

of Other works

Sub

Activity

Designation Knowledge Skill Gap

Accounting

& financial management

EE/SE/CE Management Management &

Monitoring

Advanced

Technology

Land acquisition

, Highway act

JE/AE/AEE/EE/SE/CE

Communication skill, inter

departmental co-ordination, Land acquisition Acts

Latest Land Acquisition

Acts, Rules & Amendments

Interaction &

negotiation skills

PPP EE/SE/CE PPP Project Evaluation and

Tendering Process

Technical & Financial

Evaluation and Tendering

Process

RFQ, RFP & Advanced

IT Tools

Contract manageme

nt

EE/SE/CE Elements of change

management

Knowledge management

principles

Tools and technology,

such as an expanded

enterprise resource planning

system

Project

implementation , monitory &

evaluation

JE/AE/AEE/E

E/ SE/CE

Planning,

Monitoring and Evaluating for Development

Results PERT

Management

and operationalization of critical

success factors

Advanced

technical researches

Tender evaluation

, basics & e-procureme

nt

EE/SE/CE KTPP Act, Relevant Rules,

E-Tendering

Technical & Financial

Criteria for evaluation of tenders

IT tools like E-

Tendering

Office

procedure & file maintenan

ce

JE/AE/AEE/E

E

Basic Knowledge KCSR, CCA

etc.,

Latest

Amendments

D-Code, A-

code

JE/AE/AEE/E

E/SE/CE

Knowledge of

PWD D-Code, A- code

-

Latest

Amendments

29 | P a g e

Training Interventions:

Group Training Intervention

Group A& B

Land Acquisition procedures for Projects

Quality Control Preparation of DPR in road, projects &

Buildings

Highway Planning & Economics

Management of Roads & Bridges

Geometrical Design of Roads and material

Characterization

Finance Management

Schedule of rates mismatch field reality R rates

There is no Course specialization

No encourage for Higher Education

No periodical exposure

Administrative issues

Budget preparation for the related project

Change attitude towards public & elected

representatives.

Less community participation

Departmental inquiry- role of inquire officers

Disaster management

Drought mitigation and management

Project implementation

Monitoring and evaluation

RTI

Sakala

Office Procedures

Water supply issues

Minor irrigation issues

Geographical area wise issues related to PWD

Major Irrigation issues

Stress management

Computer Training

Public Management

Quality Management

Programme Implementation

Human Resource Management

Management of Political issues

Mounting workload because of staff reductions

Gap between officials & non officials

30 | P a g e

New circulars & Government orders

New technology is required & up gradation

Improve level of service

Less job responsibilities

Crisis Management

KTPP Act

Tender Procedure

Budget Planning

Audit

Act & Rules

Conflict management

Public Private Partnership

31 | P a g e

Group C Employees Training Interventions:

Group C

Change in their attitude towards

public

Computer application

Knowledge keeping of computers-

paperless once.

Office management

Personality development

programmes

Regular in-service training

Stress management

Training once in two years

Finance Management

SAKALA

RTI

Leave Rules

Pension Rules

HRD

Stock Management

KTTP Act

Other PWD circulars Government

orders.

Record Keeping & File

Management

Related Office Procedure

Department Programmes and

Schemes

Act & Rules

Department Manual information

32 | P a g e

Non Training Interventions for Public Works, Ports & Inland Water Transport Department

Additional requirement of ministerial staff and Officers.

Transfers issues

Political Pressure

Newly recruited Engineers/Newly recruited officers and staff required

Common Foundation courses and Technical Courses

Delegation of powers needs to revised

Well equipped building office & Quarters

Guidance the subordinate staff to work with skill and esuriency.

Performance & Professional based salary

Promotion opportunities at least once in 5 years

Providing computers for implementation of skill and efficiency

Refresher Course once in two years and updating recent government

Circulars/orders

New Act rules printed copies for reference.

Revised SR rates copy (six months ones).

New system of management and separate protocol in PWD (District

level & Taluk Level )

Reduce meetings in the field

More powers for subdivision (decentralization of power)

Training outside the state to envied knowledge and to study the

development at improvement.

lack of supporting staff to work in the field

Transportation Facilities.

33 | P a g e

Sufficient Budget for Programmes.

Explores Visit others states & Nation for Employees

Strength the monitoring and evaluation in State level, District level &

Taluk Level.

Course Design

Client: Secretary/Superintendent Engineer- Public Works, Ports & Inland

Water Transport Department.

Name of the course: Ex: Management Development Programme

Ex: 1

General Office Management

Context:

Department Officers are engaged in their professional work and are not able

to cope up with the General administration and clearance of files in time.

Due to this they are facing lot of stress.

Performance Problem:

Improper general management of office leading to delay in clearance of office

files in time.

Trainees:

Senior officers at District and Taluk levels such as Assistant Executive

Engineer, Assistant Engineer Public Works Department (Related officers)

Aim:

Managing the whole administration of the office and clearance of files in

time.

34 | P a g e

Objective:

Manage offices effectively

Content:

Office Management, File Management, People management, Stress

management, related Act & Rules, Community participation

Training Methods:

Group Activity, Lecture /Discussion, Case studies/Exposure visit/Film

show/Subject Expert interaction

Language:

Kannada or English

Equipments

LCD with computer/White board with Markers

Trainers:

In house Faculty of ATI/DTIs & External faculty from PWD.

Assessment:

Internal and External assessment

Constraints:

Deputation of officers for training

Nominated officers and can ensure their participation without fail from the

Public Works Department.

Profile of the participants:

Get the details of the participants in advance throw Training Manager Public

Works Department.

Trainees:

All the officers attending the course at a time would be difficult, hence could

be clubbed with common courses & season wise arrange training

programme.

Budget:

Though budget is not a constraint, but if taken department specific training

then the respective departments PWD/Irrigation/Building/Road etc.

Planning & Reservation of Budget is very important above Departments.

35 | P a g e

Benefits:

Expect better administration Citizen Friendly administration and good

service from Public Works Department for Public needs and better

implementation of PWD programmes.

Total Modules for Group ‘A’ & ‘B’ Officers

Management Development Programme

Public Private Partnership

Finance Management

Project Management

Total Modules for Group ‘C’ Employees

Office Management

Organization Management

Stress Management

Computer Management

Technical Management

36 | P a g e

objectives:

Management Development Programme (5 Days)

The Objectives is to help officers to

Identify the Personal effectiveness and one‟s strengths and weakness

Able to set goals and manage time.

Have better Team work

To enhance performance through better understanding of subjects

Methodology

Lecture cum discussion

Case Work

Group Work

Film Show

Quiz

Field Visit

Outcome: After the completion of the course the participants will be able to

Adopt the working knowledge of various Rules and be financial

procedures in administration.

Acquire the skill of working in coordination, develop leadership and be

innovative in achieving the tasks.

Use computer, internet in day-to-day administration.

Acquire required working knowledge and skills and able to provide a

responsive administration.

37 | P a g e

Training Plan

Category Name of The Training Days Number of

Training

Number of

Participants

A & B

Management Development

Programme (MDP)

5 Days 50 1987

Public Private Partnership

(PPP)

5 Days 50 1987

Finance Management 5 Days 50 1987

Project management 5 Days 50 1987

Information Technology 5 Days 50 1987

Stress Management 3 Days 50 1987

Innovation Workshop 2 Days 10 1000

Category Name of The Training Days Number of Training

Number of Participants

‘C’

Office Management

3 Days 60 2400

Organization

Management

3 Days

60 2400

Stress Management

3 Days 60 2400

Computer Management

5 Days 60 2400

Technical Management

3 Days 60 2400

38 | P a g e

Training Modules

Total Modules for Group ‘A’ & ‘B’ Officers

Management Development Programme

Public Private Partnership

Finance Management

Project Management

Total Modules for Group ‘C’ Employees

Office Management

Organization Management

Stress Management

Computer Management

Technical Management

39 | P a g e

Objectives:

Management Development Programme (5 Days)

The Objectives is to help officers to

Identify the Personal effectiveness and one‟s strengths and weakness

Able to set goals and manage time.

Have better Team work

To enhance performance through better understanding of subjects

Methodology

Lecture cum discussion

Case Work

Group Work

Film Show

Quiz

Field Visit

Outcome: After the completion of the course the participants will be able to

Adopt the working knowledge of various Rules and be financial

procedures in administration.

Acquire the skill of working in coordination, develop leadership and be

innovative in achieving the tasks.

Use computer, internet in day-to-day administration.

Acquire required working knowledge and skills and able to provide a

responsive administration.

40 | P a g e

Management Development Programme- 5 Days (MDP)

Days Session/

Duration Topics

Day-1

FN I Registration, Introductory activities

Eliciting expectations

Inauguration and Key note Address

FN II

AN I & II

Change Management Self Awareness

Interpersonal Relationship Time Management Leadership & Team Building

Evening

Session Computer Application

Day-2

FN I to II Ethics in Administration

FN III & IV

Quality in Public Service

Citizen Charter

Administrative Reforms

AN I & II

Efficiency and Effectiveness

Conflict & Negotiation Skills

Stress Management

Evening

Session

Computer Application-HRMS

Film show on CCA, Beru

Day-3

FN I to II

Financial Management

Karnataka Financial Code;

Role of DDO‟s Replies to Audit

FN III & IV Conduct Rules & CCA Rules

AN I & II Visit to the best practices

E.S Film Show on Pipli Live

41 | P a g e

Day-4

FN I & II KCSR & Office Procedure

FN III & IV KTPP Act

AN I & II Replies to Audit

Evening

Session Communication Skill

Day-5

FN I & II Right to Information Act

KGSC Act-2011 (Sakala)

FN III & IV Case Studies/Best Practise

AN I & II Programme Implementation& Report

containing -Schemes innovations

E.S

Group Work-Presentation and discussion

Evaluation and Feed Back from

Participants

Note: Above sessions we have to use related resource persons/subject experts

42 | P a g e

Module-2 Public Private Partnership

AIM

Broadly the aim of the training course is to sensitize, provide skills

and to given an orientation to officials from different departments of

the Government of Karnataka. The officers will be able to develop

appropriate managerial skills related to Public Partnership Projects.

OBJECTIVES OF THE TRAINING PROGRAMME

1. Trainees will be able to identify Public Private Partnership

Projects.

2. The trainees will be able to acquire additional and necessary

knowledge and skills related to the management of Public Private

Partnerships.

3. Trainees will be able to explain the enabling policy and

regulatory frameworks related to Public Private Partnerships.

4. Trainees will be able to explain the financial needs of different

projects under Public Private Partnerships as also of various

steps being taken, like setting up of India Infrastructure Finance

Company, and launching of a Scheme to meet Viability Gap

Fund (VGF) of Public Private Partnership Projects.

METHODOLOGY:

The training course shall be in workshop mode. It will be

based on

Lectures

Power Point Presentations

Case Studies

Group Work

Interactive and Participatory methods

Field Visits.

43 | P a g e

Day /

Date SESSIONS Topics

Day-1

I & II

Introductory session, Registration, Expectation of

the participants

Inaugural Address

III Introduction to PPP What? Why? Types of PPP/

Myth busters

IV

Systematic Approach to Project Management

(Conceptualization, planning, Feasibility,

Assessment etc., related to D.P.R.)

V & VI PPP Policy- Govt. Of India and Govt. of Karnataka

Initiatives PPP Life Cycle

Day-2

I & II Recap: Group Work-PPP case Studies

III & IV

PPP Project Development and Structuring, Basic

financial concepts pertaining to project finance

VgF, IIPDF, VfM etc.,

V & VI Case Discussions, case study and analysis

Day-3

I & II

Request for qualification(RfQ) Request for Proposal

(RfP)

III & IV Model Concession Agreement

(MCA)

V & VI Interactive session

Post award issue or Managing the PPP transaction.

Day-4

I & II Appraisal of Projects Assessing the Viability using

(BCR,NPV,IRR)-Case Discussion

III & IV

Guidelines of Planning commission (GoI) On PPP

projects PPP-Projects Case Studies & experience

sharing

V & VI PPP in Water Sector

44 | P a g e

& case Studies discussions

VII & VIII Project Implementation and GANTT, CPM/PERT for

PPP Projects, Monitoring Techniques Quiz on PPP

Day-5

I & II Field Visit: Mysore City Corporation, GPS

Presentation and Interaction with participants

III & IV

Field Visit: 24*7 Water Supply –JUSCO &

Solid Waste Management Plant-Land Filling Site

Visit

V & VI

Group Work-Presentation and discussion

Evaluation and Feed Back from Participants

45 | P a g e

Module-3 Finance Management

Objectives:

The Training aim to help officers to

Appreciate and analyze their role, responsibilities and functions

Perform their functions effectively ad so provide an opportunity to

provide

1. Administrative Leadership

2. Better Finance Management

Methodology

Lecture cum discussion

Case Work

Group Work

Film Show

Quiz

Field Visit

Outcome: After the completion of the course the participants will be able to

Demonstrate the skill of effective Finance Management in Working

Environment.

Adopt the working knowledge of various Rules and financial

procedures in administration.

46 | P a g e

Days Session/

Duration Topics

Day-1

Session-I Registration, Introductory activities Eliciting expectations

Inauguration and Key note Address

Session III-IV Role of DDO

Session V-VI Office Procedure

Day-2

Session I-II KCS (Conduct) Rules 1966

Session III-IV KCS(CCA)Rules 1957

Session V-VI General Principals Finance Management

Day-3

Session I-II Provisions of KCSR

Session III-IV KTPP Act and Rules

Session V-VI Tender, Purchase Rules, Store- Case

Studies

Day-4

Session I-II Preparation of Budget

Session III-IV Budget Implementation & Audit

Session V-VI Types of Bills & Coordination Treasury,

Field Visit Treasury

Day-5

Session I-II Gender and Budget

Session III-IV Field Visit Presentation

Session V-VI Monitoring & Evaluation of Programmes

and Finance

Note: Above sessions we have to use related resource persons/subject

experts

47 | P a g e

Stress Management Back Ground:

Stress is part of life in a fast-paced society. However, contrary to popular

belief, stress is not always bad. We need some stress to stimulate us. Some

level of stress is beneficial (called eustress). It helps us to set and achieve

goals, as well as perform at a higher level. Public Service is facing high level

challenges and expecting effective management of these demands at

individual and organizational level. It is estimated that stress is a factor in

up to 70% of visits to physicians. Therefore, an important part of healthy

living is to learn to bring stress to beneficial levels. Stress affecting following

factors…

Your work performance

Your personal relationships

Your professional relationships

Your health

Your job satisfaction

Your sense of well-being and quality of life

Common Sources of Stress Financial worries or concerns about job security

Leaner workforces and greater workloads

Job burnout

Juggling demands of work and family

Caring for a sick loved one or aging parent

Troubled relationships

AIM:

Performance improvement through proper stress management Objectives/ learning points/ Takeaway Participants

a. understand the meaning of stress

b. be able to distinguish positive from negative stress (eustress and

distress)

c. identify their stressors at the individual, professional, family and

social level

d. understand the sources of stress (internally or externally imposed)

e. different methods of managing stress

f. draw a plan of action and follow up action towards managing stress

48 | P a g e

Expected outcome:

a. Identify the present individual level of stress and get in touch with

inner feelings.

b. Clarify the concept of stress

c. Experience the Stress burn process

d. listing the common self or external stressor

e. identify the different methods of managing stress

Methodology:

a. Group activity.

b. self Reflection

c. showing movie

d. presentation

e. lecture method

f. Discussion

g. Case study

h. processing of human behaviour

Total Duration : 30 hours

Total Sessions : 30 hours

Outdoor Activity : 06 hours

Class Room Activity &

Interaction : 24 hours

49 | P a g e

First Day

Session : First Sub content : Process of Building Rapport

Session Objective : Start the process of Rapport Build among

participants

Expected outcome : make them more comfortable to participate in

Training effectively learning the process.

Methodology : Group Activity Discussion

Process : Ice breaking to create interaction between participants.

ask the participants to identify with any

objective of nature and then participants will

describe the object with relate to their

personality.

Next step participants will be given 10-15

minutes to discuss sharing their personal issues

and ask them to introduce the right side person

in anon verbal way.

finding that everyone is part of nature and share

commonality, behaviour and the difficult part is

to understand interpret others behaviour.

Learning Points : Rapport among the participants

Materials : Flipcharts Permanent marker Duration : 30 minutes

50 | P a g e

Session : Second

Input Content : Introductory Activities and formal opening of the workshop

a. understand the meaning of stress

b. be able to distinguish positive from negative

stress

Sub content : pre test – (Understanding own stress)

Session Objective: Formal opening of the workshop

Eliciting expectations from the participants

Understanding the present level of stress

Expected outcome: understanding the present level of stress at individual level Methodology : Questionnaire

Discussion Process :

01. address the participants and share the purpose of

Conducting this training.

02. Create the opportunity to each participant to share

individual expectations and this listed in flipchart.

03. Distribute the pre-test format and ask them to

answer after that the participants will explore self

level of stress.

Learning Points : Understanding about own Stress level

Materials : Flipcharts Pre Test formats

Duration : 2 hours Handouts : Pre Test formats - Annexure I

51 | P a g e

Session : Three

Sub content : Meaning of Stress Formal definition of Stress

Understanding and sharing information about stress

Session Objective: Understanding the meaning of Stress to each individual

To compare the formal definition of stress with

participants views

Expected outcome: clarifying the present level of stress at Individual level

Methodology : Group Activity Presentation

Discussion Process : Group Activity: make group of five and ask them

to note down the individual meaning of stress without duplication and compare with the formal definition of stress.

Presentation : Formal definition of stress is presented by the

resource person for thirty minutes.

Learning Points : Defining the Meaning of stress

Materials : Flipcharts Power point

Duration : 2 hours

Session : Four Sub content : Stress Burn process

Session Objective : Keep the participants alert after lunch and

also burn stress Expected outcome : make them participate in the activities and

experience the stress burn process Methodology : Outdoor Activity, Reflective

Process :

ask the participants to make a group of two with clear instruction so

that they can easily understand the process.

52 | P a g e

one member in each team will blind folded and ask them the follow

the instruction of other members to achieve task.

each member will group will undergo the experience and this

experience make them the understand trust and caring.

after this activity participants will share their experience and

challenges while completing the activity.

this experience make each participants to understand self and also

others Learning Points : Learning method of Burning Stress

Materials : Blind folding – 35 numbers

Flipcharts, Duration : 1 hour

53 | P a g e

Session : Five

Sub content : Self discloser

Session Objective: Get in touch with own inner feelings Explore Here and Now stressors Reflective about the Self

Expected outcome: get in touch with inner feelings

Here and Now Stressors

Methodology : Reflective Discussion

Human Process - lab Process :

The Process work and Reflective Discussion: allow the participants to

reflect (sharing their past experience) in group.

Touching with inner stressors of each individual will be able to

communicate his/ her challenges, block.

This process will help each participant to understand other views and

interpretation about the past experience and create hormones

environment.

Learning Points : Reflective about Inner Feelings and Self Stressors

Duration : 1 hour

54 | P a g e

Second Day

Session : One

Input Content :

a. identify their stressors at the individual, professional, family and

social level

b. understand the sources of stress (internally or externally imposed)

Sub content : Self Acceptance Identifying Personal / Professional / Societal

Stressors

Session Objective: find the self stressors find common stressors find the group stress -self or external imposed

Expected outcome: listing self stressors, common stressors, Self or External imposed.

Methodology : Group Activity

Presentation Discussion

Process : Group Activity -Heart of the Rose:

Ask the participants to look at the stalk of rose follower. Participants

will interpret and explain about the background with relation to their

personal, professional family social context.

Participants will find the common stressor in group

Group will further discriminate the self or external imposed factors of

stress.

Presentation:

Group will present their opinion in the class.

Learning Points : Identify the different sources of Stress

Materials : 40 Roses and Flipcharts, permanent marker.

Duration : 2 hours

55 | P a g e

Session : Two

Content : Spirituality in Stress

Sub content : Spirituality in Stress Management Session Objective: Understand various sources of Stress

Understand the power of Spirituality in Stress Management

Expected outcome: sharing and listing source of Stress and Spirituality in Stress Management

Methodology : Lecture Discussion

Presentation Process :

Resource Person will do the presentation on different source of stress

and discussion will be lead to internalize the concept of environmental stress, work demand, role, life challenges, everyday hassles, conflicts and self imposed stress for 30 minutes.

for the next 90 minutes resource person will talk about power if meditation, prayer and spirituality to manage the stress

participants and resource person will discussion about the subject and Resource person will clarify the participant‟s questions.

Learning Points : Experience the spirituality in Managing Stress

Materials : Board, LCD, Computer, other accessories

Duration : 2 hours

Session : Three

Content : Managing Stress

Sub content : methods of Managing Stress Session Objective: give conceptual input on Stress

Get deeper inside and reflect on the personal front Experience the similar Behaviour pattern

Expected outcome: Identify the similar Behavioural pattern

Methodology : Screening Movie Discussion

56 | P a g e

Group Activity Process:

Screening Movie – 12 Angry Men

Participants watch movie- 12 Angry Men and identify similar pattern of behavior and get deeper inside.

Fractal – (Fragmenting Self) Exercise:

Allow the participants to share and involve getting deeper inside and reflecting on the personal front.

Learning Points : Experience to mange stress and reflecting from personal front.

Materials : Flipcharts, Workbook

Duration : 2 hours

Handouts : probable questions for discussion – 12 Angry Men

57 | P a g e

Third Day

Session : one

Content : Methods of Managing Stress Sub content : How to Managing Stress Behaviour

Session Objective: learn how to control the mind How to achieve peach through mind control

Techniques to improve productivity

Expected outcome: Experience the different methods of Management of Stress

Methodology : Presentation Lecture

Discussion Process :

Resource person will presentation the concept of

managing stress behaviour for 45 minutes and facilitate for further discussion.

Learning Points : Experience to Mange Mind and Stress Behaviour

Materials : LCD, Computer and Flipcharts Duration : 2 hours

Session : Two

Sub content : Dilemmas –about self, professional, Community

Session Objective: Opportunity to share Dilemmas about self, professional, Community related to stress

Expected outcome: Sharing is the powerful tool for Management of

Stress Methodology : Micro Lab

Discussion Process : process intervention: allow the participants to share

their changing behaviour and present feeling towards Environment.

[

Learning Points : learning about Dilemmas about self, professional level

58 | P a g e

Materials : none

Duration : 2 hours

Session : Three

Sub content : Draw a plan of action and follow up action towards

Managing stress, Action Plan and Stress dairy

Session Objective: Prepare Action Plan to Monitor Stress Develop - Stress Dairy

Expected outcome: create Self Action Plan and write Self Stress Dairy

Methodology : Participatory Process

Participants prepare their own stress management

Plan and facilitate them to maintain a stress dairy.

writing individual action plan

Learning Points : Prepare plan of action to follow up stress behaviours at Individual level

Materials : Discussion:

Flipcharts

Workbook

Stress Dairy

Duration : 2 hours

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Pre and Post Test format

Stress Test: Annexure- I

Answer yes or no to the following questions:

01. do you worry about the future?

02. do you sometimes have trouble falling asleep?

03. do you often reach for a cigarette, a drink or a tranquillizer in

order to reduce tension?

04. do you become irritated over basically insignificant matters?

05. do you have less energy than you seem to need or would like to

have?

06. do you have too many things to do and not enough time to do

them?

07. do you have headaches or stomach problems?

08. do you feel pressure to accomplish or get things done?

09. are you very concerned about being either well liked or

successful?

10. do you perform well enough in life to satisfy yourself?

11. do you get satisfaction from the small joys or simple pleasures

of life?

12. are you able to really relax and have fun?

Scoring: Give yourself one point for each question 1-9 with a yes response

and one point for each question 10-12 with a no response. if your score is

four or more, then you may be under significant stress. you may want to

find out more about managing stress.

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Stress Management course Schedule:

Date / Day

Session Topic

Day-1

FN I & II

Inauguration

Introduction ; Ice breaking;

Elicitation of Expectation

FN III &

IV

Building Rapport among Participants

Understanding the Meaning of Stress: Find present

level of stress at Individual level

AN I & II Stress Burn Process: Group Activity

Self Discloser

Day-2

FN I & II Identify stressors at Individual, Professional, family

and social level

FN III &

IV Management of Stress through : Spirituality

AN I & II

Managing Stress: Identify the similar behavioural

pattern: Screening Movie

Exercise: Fragmenting Self

Day-3

FN I & II Managing Stress: learn how to control the mind

Techniques to improve productivity

FN III &

IV

Opportunity to Sharing dilemmas about self,

professional and community:

plan of Action & Stress Dairy

AN I & II Evaluation and Valedictory

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Organization Management:

Course on Organization Management

To enable the participants to perform their functions effectively and to

provide opportunity to sharpen their skills which can contribute to

excellence

To analyze the changing roles and functions of Officers and with a

view to provide relevant inputs for increasing the role effectiveness.

To analyze specific problems and issues with a view to evolve creative

solutions and recommendations.

Methodology

Group Work

Quiz

Film Show

Case Study

Role Play

Pick & Speak

Out Come Expected

The participants to perform their functions effectively.

To Develop Administrative leadership in the Department.

To provide relevant inputs for increasing the role effectiveness in the

Department.

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Day/Sessions Sessions Topic

Day-1

I & II Registration

Introduction & Course Objectives

Expectations & Setting Ground Rules

Inaugural & Overview of the Course

III & IV Programme Implementation GoI & GoK

Case Studies Discussion

V & VI Hospital Management, Area Mapping-needs of Service

Day to Day Functions

Quiz

Day-2

I & II Purchase of Medicines, Stock, Issues in Store, & KTPP Act.

III & IV Staff Management, Role & Responsibility, Pick & Speak.

Film show on “Journey of File”,

V & VI Registers, Record Management & Reporting System

Documentation of Department achievements.

Role Play & Group Work

Day-3

I & II Office Procedures Monthly, Quarterly, annual Reporting

Systems, Preparation of Meeting information & other

emergency work of Department.

III & IV Public Grievance, Cooperation & Coordination, Team work

V & VI Planning, Budget, Monitoring & Evaluation

VII Individual Action Plan & Valedictory

Note: Resource Persons May be Internal from ATI & External from Department.

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Module-3 for Computer (Technical) Training

Date & Time Topic Resource Person

Day-1

9:30am – 10.00 am Register at Hostel

Course

coordinator

10:00 am – 10.30

am

Introduction by participants with Course –

coordinator / Ice-breaking session /

Eliciting Expectations

10:30 am – 11.30

am

Introduction to Computers, Peripherals,

Input, Output, Processing and Storage

Devices.

System Analyst,

ATI

11:45 am – 12:45

pm

Introduction to Software and various

software Systems and its features.

Creation, Deletion, Moving and Renaming

of Folders & Files, using Calculator and

followed by

2:30 pm – 3.30 pm Introduction to E-Governance and its

features 3.45pm – 4.45 pm

Day 2:

9:30am -10.30 am Practice - session / Refreshing previous

day‟s session.

Resource Person

10:30 am – 11.30 Introduction to MS-Word, Layout of MS-

Word, File creation, Page & Margin Setup

Features

11:45 am – 1:45pm Formatting, Editing, Types of views,

Headers & Footers, Bullet Lists Font-

formatting, Paragraph –formatting.

2:30am – 3:30pm Spell-check, Creation of Tables,

Manipulation of Tables, Borders and Shading, word / sentence Finding, Searching and Replacing and Printing

features.

3:45pm – 4:45pm Practice – session.

5.00 pm – 7.00 pm HRMS Introduction and Data Filling-up

session

Resource Person

[

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Day-3

9:30am -10.30am Accounting System & Office Management

Procedures in the Office.

Resource Person

10:30am– 11.30

am

11:45 am –

1:45pm

Introduction of MS-Excel, Layout of MS-

Excel, File creation, Work-Book and Sheet

creation, Page Setup-features, Cutting,

Copying and Pasting. Enter data in Excel,

Formatting, Editing, Types of views,

Headers & Footers and Printing features.

Inserting & deleting sheets and Creation

of Charts and Graphs. Calculations, Using

& Entering formulas and preparing a

Salary – Statement etc.

Resource Person

2:30am – 3:30pm

3:45pm – 4:45pm

Day 4:

9:30am -10.30

am

Introduction of Nudi Kannada Software

and Usage.

Resource Person

10:30am-

11.30am

11:45 am –

1:45pm

Introduction to MS-Power Point, Creation

of slides, Text formatting, Font formatting, Paragraph formatting, Slide

effect, Action Buttons, Animation preview, Slide transitions, Slide show options.

2:30am – 3:30pm Practice Session

3:45pm – 4.45 pm

5.00pm – 7.00 pm Cyber Law and Information Security Cyber Law

Consultant

Day 5:

9:30am -11.30

am

Introduction of Internet and Usage, How

to Extract, Find, Search information and

Images in the Net, Usage of Search-engine

etc. Introduction to Email and its usage.

Resource Person 11:45 am –

1.45pm

2:30am – 3:30pm Interactive – Discussion / Revision and

followed by

Test / Quiz and Photo-Session

Course

Coordinator

3:45pm – 4:45pm Evaluation and Feedback

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Module-4

Managing Human Resource in Organisation

Introduction:

Organizations are managed by people. How effectively organizations operate

and achieve their goals depends largely on how professionally and

productively their people are managed. This is the function of human

resource management. Managing people and their performance involves

designing and executing a series of human resource systems and practices

that develop the capacity and productivity of organizational members while

keeping them satisfied. Managers in any organization have a need to develop

capability to mange organizational human resource more professionally and

productively.

Aim: To develop and use human resource capacity of organizations for

ensuring higher utilization of competent and committed workforce for

enhanced performance.

[

Leaning objectives:

To enhance understanding of the core elements of an organization and

the way they influence organizational functioning.

To assess how to design and initiate actions to improve their

effectiveness for developing organizations.

To manage organizations strategically by planning, implementing, and

controlling organizational directions.

To develop strategies to address the evolving environmental challenges

and opportunities more proactively for organizational growth.

To design effective systems, processes and methods for managing

resources, services, and programs and implement them efficiently for

improving organizational performance.

To develop HR System and capacity of their organizations for ensuring

the regular availability and productive utilization of competent and

committed workforce.

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Expected outcomes:

At the end of the training all the participants will be able to:

Describe what human resource management is, why it is important

for organizational performance, and how people can be managed

effectively.

Identify key elements guiding human resource functions in the

organization and list their main contents.

Describe the nature of human resource and job information for

managing people in the organization, design a simple human

resource information system, and prepare job description and job

specification statements.

Describe the concept and process of human resource planning and

prepare a human resource plan for the organization following a

systematic methodology.

State the meaning and importance of orientation of new staff and

prepare an orientation schedule to the newly hired employees.

Describe the concept and components of performance management

and its importance in getting effective results from people.

Create and manage performance support systems and practices for

maintaining and enhancing staff performance.

Design and implement staff empowerment practices for improved

performance.

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Module I

Managing Human Resource in organisation

This module introduces the

Basic concepts and framework for understanding the functions

and process of managing people in organization.

Functions and Process of Managing people in organization

Module II

Staffing pattern in the organisation

The focus of this module is

To create awareness about staff in organisation.

Plan for getting people and how to get them into the

programmes and put them on the job.

Module III

Managing staff performance

This module addresses the issue

How to ensure effective performance from people in the

organization

Designing and adopting performance- inducing systems and

practices.

Performances planning and appraisal systems, performance

support practices, rewards systems, and staff relations.

Module IV

Developing and empowering staff

The focus here is on

How to empower and enhance capacity of staff for improved

performance.

Staff empowerment practices through Staff Training and

Development.

Module V

Visits to best practices and Action Plan

This module addresses the issues of

Effective performance of different organizations.

Interacting with the best practices.

Preparing action plan will ensure the higher performance of an

individual.

Duration:

5 working days

30 hours

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Module I

Managing Human Resource in organisation

This module introduces the basic conceptual framework for

understanding the functions and process of managing people in organization

for getting effective results. Identify key elements guiding human resource

functions in the organisation.

Sub content : Managing Human Resource in Organisation

Session Objective : Felicitate the Basic and Conceptual framework

of HRM. Its functions and process of managing

people in organization for getting effective results. Key Functions necessary for Managing the HRM

Learning points / Expected outcome: Participants will be able to define and

Describe what Human Resource Managements, why is it important for organizational performance.

Identify Key Functions necessary for Managing the Human Resource

Methodology : Presentation

Lecture

Case Study Games

Materials : Chart papers, Markers, Flipcharts board, White

board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each

participant.

Duration : 5 hours

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Module II

Staffing pattern in the organisation

The focus of this module to create awareness about staff in

organisation. It addresses the key issue of how to plan for getting people

and how to get them into the programmes and put them on the job.

Sub content : Staffing pattern in the organisation

Session Objective : Human Resource and Job information System

Human Resource Planning Orientation to new staff

Learning points / Expected outcome : Participants will be able to define and

Describe what Human Resource and job

information are required for better performance Describe the concept and process of HR

planning Design a simple HR information system,

Prepare job description and job specification statements State the meaning and importance of

orientation of new staff and prepare an orientation schedule to orient new staff.

Methodology : Presentation

Lecture

Case Study Group Work Games

Materials : Chart papers, Markers, Flipcharts board,

White board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each

participant.

Duration : 9 hours

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Module III

Managing staff performance

This module addresses the issue of how to ensure effective performance

from people in the organization by designing and adopting performance

indicators inducing systems and practices. It includes performances

planning and appraisal systems, performance support practices, rewards

systems, and staff relations practices for maintaining and enhancing staff

performance.

Sub content : Managing Staff Performance Session Objective : Introduction to performance management

system Concept and process of Planning and appraising staff performance

Developing performance support systems

Learning points / Expected outcome : Participants will be able to define and Describe the concept and component of

performance management system Design the implement performance planning

and appraisal systems Create and manage performance support systems to enhance staff performance

Methodology : Presentation / illustration

Discussion

Group work Case Study

Materials : Chart papers, Markers, Flipcharts board, White

board, LCD projector, Computer. Copies of handouts for each participant.

Copies of assignment sheet for each participant.

Duration : 8 hours

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Module IV

Developing and empowering staff

The focus here is on how to empower and enhance capacity of staff for

improved performance. It includes staff training and development system

and staff empowerment practices.

Sub content : Developing and empowering Staff Session Objective : Developing staff for performance

Empowering staff for performance

Learning points / Expected outcome : Participants will be able to define and

Describe the concept and process of

developing staff performance Design and implement staff empowerment practices for improved performance

Methodology : Presentation

Discussion Group Work

Materials : Chart papers, Markers, Flipcharts board, White board, LCD projector, Computer.

Copies of handouts for each participant.

Copies of assignment sheet for each participant.

Duration : 5 hours

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Module V

Visits to best practices and preparation of Action Plan

This unit addresses the issues of effective performance of different

organizations by visiting and interacting with the best practices and

preparing action plan will ensure the higher performance of an individual.

Sub content : Visit to various organizations to explore t

Human Resource Management Action Plan

Session Objective : Learning about Various HR Management systems (Best Practices)

Prepare Action Plan for Performance improvement Individual in organization

Learning points / Expected outcome : Participants will be able to define and Visit to various best practices and get

experiential learning about Human Resource Management system.

Prepare organizational Action Plan

Methodology : Presentation

Lecture Case Study

Games Materials : Chart papers, Markers, Flipcharts board,

White board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each

participant.

Duration : 5 hours

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Group ‘C’ Employees of Public Works, Ports & Inland Water Transport

Department

Module -II: Office Management

Sessions Duration: Half an hour

Content: Changing Roles

Sub Content: Management of Periodicals, Tappal classification, Movement

register and Duties and Responsibilities of Office managers and FDA’s, Expectation from Government Officials

Learning Objectives:

At the end of the course the participants will be able to:

Explain the Duties and responsibilities of the managers and FDA‟s

Describe the expectation from Government Officials

List the procedure in managing the Files and Periodicals

Process:

The Resource Person would bring in a power point presentation on the

file management, maintaining the documents and registers

Explain the duties and responsibilities of the Managers and FDA‟s

Show them a film on how to maintain Records

Discuss the pros and cons of not having a proper record maintenance

At the end of the session, the Resource Person should raise questions

on the contents covered to gauge their understanding of the issues

and to see if the learning objectives have been met.

Methods:

Lesson

Discussion

Power Point Presentation

Film Show

Questioning the participants

Training aids used in the session:

White Board

Flip Chart

Computer

Film

Resource Person: Knowledge of Office Management

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Training Materials: Work Book and CD

Activity: Nil

Module -II: Office Management

Sessions Duration: Half an hour

Content: Section Supervision & Office System

Sub Content: The Manager would learn the Table inspection, distribute Work

and delegate responsibilities, Review of diaries of the staff, Public Dealing, Public Grievances Learning Objectives:

At the end of the course the participants will be able to:

State the steps in table inspection, work distribution and review

diaries

Describe the need for dealing with Public and addressing grievances

Process:

The Resource Person would should arrange for a Role play to show the

table inspection

Discuss two case to address public grievances and dealing with public

Show a power point on which the work can be distributed also points

to be covered while reviewing a diary

Analyze the pros and cons of reviewing diary asking questions to the

participants

At the end of the session, the RP should attend to the questions and

doubts of the participants.

Methods:

Lesson with Power Point Presentation

Role Play

Discussion

Film Clipping

Questioning the participants

Training aids used in the session:

White Board

Flip Chart

Computer

Clippings

Resource Person: Knowledge of Office Management

Training Materials: Work Book and CD

Activity: Keep the Role Play Script ready

75 | P a g e

Module -II: Office Management

Sessions Duration: One hour

Content: File maintenance, movement register and monitoring

Sub Content: Letter monitoring system File management system File movement registers

Guard file Monthly Reports, HRMS

Annual Administrative Reports MIB Statistics

MPIC

Learning Objectives:

At the end of the course the participants will be able to:

Explain the methods involved in Managing files, Reports and data

State the steps in operating HRMS package

Describe the procedure of preparing annual reports

Process:

RP would bring in a PPT to explain more on the management of data,

files and reports

The HRMS package would be explained giving emphasis on the

importance of the package

Annual Report of an organization would be brought to explain how it

should be prepared

Methods:

Lesson with Power Point Presentation

Discussion

Case Study

Questioning the participants

Training aids used in the session:

White Board

Flip Chart

Computer

Film

Resource Person: Knowledge of Office Management

Training Materials: Work Book and CD

Activity: Bring in some cases to explain the preparation of annual report

76 | P a g e

Module -II: Office Management

Sessions Duration: One hour

Content: Store & Record Room Management

Sub Content: Classification

Indexing of records Record room maintenance,

Disposal & destruction, Computerization of all records, KPRM Act 2010

Learning Objectives:

At the end of the course the participants will be able to:

Explain KPRM Act 2010 and its use

List out the steps in classification and indexing of records

Process:

PPT presentation on how to index, classify the records and maintain

the record room

Store room maintenance and records to be maintained shall be dealt

with.

Participants should be told of the KPRM Act 2010

Methods:

Lesson with Power Point Presentation

Discussion

Photo clippings

Case study of Channarayapatna Tq office and Hassan DC office

Questioning the participants

Training aids used in the session:

White Board

Flip Chart

Computer

Film

Resource Person: Knowledge of Record Management

Training Materials: Work Book and CD

Activity: Photo clippings of indexing and classification of records

77 | P a g e

Organization Management:

Course on Organization Management

To enable the participants to perform their functions effectively and to

provide opportunity to sharpen their skills which can contribute to

excellence

To analyze the changing roles and functions of Officers and with a

view to provide relevant inputs for increasing the role effectiveness.

To analyze specific problems and issues with a view to evolve creative

solutions and recommendations.

Methodology

Group Work

Quiz

Film Show

Case Study

Role Play

Pick & Speak

Out Come Expected

The participants to perform their functions effectively.

To Develop Administrative leadership in the Department.

To provide relevant inputs for increasing the role effectiveness in the

Department.

78 | P a g e

Day/Sessions Sessions Topic

Day-1

I & II Registration

Introduction & Course Objectives

Expectations & Setting Ground Rules

Inaugural & Overview of the Course

III & IV Programme Implementation GoI & GoK

Case Studies Discussion

V & VI Hospital Management, Area Mapping-needs of Service

Day to Day Functions Quiz

Day-2

I & II Purchase of Medicines, Stock, Issues in Store, & KTPP Act.

III & IV Staff Management, Role & Responsibility, Pick & Speak. Film show on “Journey of File”,

V & VI Registers, Record Management & Reporting System

Documentation of Department achievements. Role Play & Group Work

Day-3

I & II Office Procedures Monthly, Quarterly, annual Reporting Systems, Preparation of

Meeting information & other emergency work of Department.

III & IV Public Grievance, Cooperation & Coordination, Team work

V & VI Planning, Budget, Monitoring & Evaluation

VII Individual Action Plan & Valedictory

Note: Resource Persons May be Internal from ATI & External from

Department.

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Module-I

Group ‘C’ Employees of Public Works Department

Module 1 Module 2

Module 3 Module 4 Module 5

Module 6

Module 7 Module 8

Module 9 Module 10

Module 11

Module 12

Module 13

Module 14

Module 15 Module 16 Module 17

Roles and responsibilities, office coordination and office management

File Management and Register Management

Computer applications Issues related to Human Resource Development and public grievance redressed mechanisms

Common service rules / office procedures and income tax

Leave rules and following the service book, types of leaves

Duration of joining and rules of travel allowance

Right to Information Act, 2005 and modernisation of official procedure Preparation of Bills (Including HRMS)

Purchase rules and important points of Transparency Act 2000 in procurement of public distribution items

Auditing and compliance to audit report

Citizen Charter

Karnataka Guarantee of Service to Citizen Act, 2011

Retirement benefits

Office procedures, code of conduct and actions for misconduct. Scrutiny and Inspection

Content Administrative setup and office coordination, Public Works Department programmes, File and Register Management, Introduction to computer

application in administration, public grievances, appointment rules of government, purchase rules, transparency Act, citizens charter as accountability measure, pension policy , retirement benefits, KGS to C

Act, 2011, scrutiny and inspection

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Sub content Division, branch and sub-division. roles and responsibilities of

superintendents, division/section heads, branch heads and case workers, Focus of the health policy, its directions and importance. Central and state sponsored health programmes, Five bundle system, procedure,

drafting of note, letter correspondence, different types of register, formats of columns, classification of registers and management, registers management pertaining to financial transactions, centre and state

government grants to health department and budget procedures, monitoring of monthly income and expenditure statement, MS word,

outlook express, excel, Individual leadership development, communication skills, team work skills, time management, attending public issues with interest and redressal of grievances, stress management. rules and

regulations to be followed for effective delivery of public services, various rules of appointment, probationary period, different compositions of

income tax, Rules of sanctioning, importance and special facts of leave, maintenance of leave – entry of leave in the service book, action taken, suggestions, examining service history and confirmation. suitable time for

joining and common problems that could arise, details in relation to time of joining, how to make an entry into the service book, regarding travel allowances, examining the bills of expenditure, RTI -responsibilities of

public information officer, self-declarations, rules for providing information, duties of requisition authority, information commission‟s

collection, different types of bills, usage of HRMS technicalities, objective of purchase, quality fitness, adhering to rules and guarantee. Duties of office manager / superintendent and staff, rules and procedures of tender,

KTPP Act and rules, introduction to AD1, AT1, A1 etc. Maintenance of movement register, stock management and stock distribution, principles

of auditing, audit report , compliance of report ,citizen charter preparation and usefulness, implementation procedures of KGSC Act, different kinds of pension schemes, pension and retirement benefits, pension

contributions, family pension, etc. Procedures of filing pension papers, new pension policy, procedural delays, reasons and solutions to get pension, situations of mis-behaviour, procedures of code of conduct,

listing of complaints, responsibilities of complaints registering authority and enquiry officials, opportunity to re-file petition, court decisions.

questionnaire based scrutiny, inspection, table inspection, annual inspection procedure of submitting compliance report.

Objectives At the end of the training programme, the participants will be

able to-

Describe various health programmes

List the roles and responsibilities of FDAs and SDAs, office

management and coordination

State the process involved in file and register management

Explain the common service rules and procedures, retirement benefits

List the accountability and transparency measures and their usefulness in achieving good governance

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Course

Duration

Four days

Method Lecture, brain storming, case studies, templates, discussion, PPT, Action Plan preparation

Reading material

Books published by ATI

Training Aids White board, marker pens, computer, flip chart

Evaluation Question and answer session, administering IRQ, quiz

82 | P a g e

Day 1 Session II

Topic: Introduction- Setting tone to the training programme

Content: Self-introduction by the participants and their expectations from

the training programme. About the training programme its aim, objectives

and methodology. Experience sharing by the participants

Session Time: 1 hour

Process:

Course Coordinator welcomes the trainees, introduces

himself/herself. Requests participants to introduce themselves and

their expectation from this training programme.

The training coordinator briefs the participants about the aim and

objectives of this training and the methodology followed using a power

point presentation or flip chart

Participants are asked to narrate their work experience

Methods:

Brain Storming

Lecture

Power Point Presentation

Small Group Discussion

Discussion by questioning the participants

Training Aids:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to understand their learning capacity

Resource Person: Course Coordinator

Training Materials: Training Schedule, Reading Materials

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Sessions III

Module 1: Roles and responsibilities, office coordination and office

management

Content: Administrative setup and office coordination – division, branch

and sub-division. Roles and responsibilities of superintendents,

division/section heads, branch heads and case workers

Session Time: 1 hour

Learning Objective:

After the session, the participants will be able to

Describe the administrative setup and their position in it

They will know their roles and responsibilities

Each participant will know to whom they have to report and how to

coordinate their work at each level effectively adhering to the rules

and regulations

Process:

Resource Person questions participants and invites them to share

their functions

The Resource Person explains in detail the existing administrative

structure and where each category of the participants is placed. The

roles and responsibilities as per the rules to be followed by different

categories of participants are being explained.

Methods:

Brain Storming

Lecture

Charts and drawings

Power Point Presentation

Discussion by questioning the participants

Training Aid:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

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Session IV

Module 3: File Management and Register Management

Content: Five bundle system, procedure, drafting of note, letter

correspondence, different types of register, formats of columns, classification

of registers and management, registers management pertaining to financial

transactions, centre and state government grants to health department and

budget procedures, monitoring of monthly income and expenditure

statement

Session Time: 2 hours

Learning Objective:

After the session, the participants will be able to • Spell out the importance of maintaining different types of registers and the

procedure maintaining five bundle system • Will be able to spell out the different types of register • Will be in a position to monitor the income and expenditure statement

every Month

Process:

Resource Person explains in detail the aspects related to file and

register management.

Resource Person lists out the central and state government grants.

By showing files and registers, the Resource Person gives details on

managing the registers Methods:

Brain Storming

Lecture

Power Point Presentation

Discussion by questioning the participants

Training Aids:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: Resource persons from DTI, ATI faculty

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Session VI

Module 4: Computer applications

Content: Introduction to computer application in administration

Session Time: 1Hour

Learning Objective: After the session the participants will be in a position

to use computer applications in their day to day work effectively.

Process:

Resource person will impart the computer skills by demonstrating it

practically

Resource person will assess the existing knowledge of the participants

and enhance it by clarifying their doubts

Methods:

Brain Storming

Lecture

Power Point Presentation

Discussion by questioning the participants

Training Aid:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session, the participants are asked questions

to gauge how much they have learnt.

Day 2

Sessions II

Module 5: Issues related to Human Resource Development and public

grievance redressal mechanisms

Content: Individual leadership development, communication skills, team

work skills, time management, attending public issues with interest and

86 | P a g e

redressal of grievances, stress management. Rules and regulations to be

followed for effective delivery of public services

Session Time: 3 hours

Learning Objective:

After the session, the participants will be able to

Understand and identify their leadership qualities and improve their

skills

Effective delivery of services to the public, attending to the grievances

with patience and resolving it

Will be in a position to overcome the work stress and perform their

duties effectively

Will know the rules and regulations of the public service delivery

systems

Process:

The resource person quizzes the participants to understand their

knowledge about human resource development

Resource person briefs the participants about how to identify and

develop individual leadership qualities within oneself

Need for team work and effective time management, stress

management etc. are being taught to them

Rules and regulations of public services to be adopted for effective

delivery with a need to give importance to poor and vulnerable

sections of the population

At the end of the session, the Resource Persons will gauge their understanding of the issues by questioning to see if the learning

objectives have been met.

Methods:

Brain Storming

Lecture Power Point Presentation Discussion by questioning the participants

Training Aid:

White Board Marker Pens Flip Chart

OHP/ Computer

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Evaluation: At the end of the session, the participants are asked questions to gauge how much they have learnt.

Resource Persons: Sri Vadiraj

Training Materials: handouts, Xerox of PPT/s

Sessions III

Module 4 (contd): Computer Applications

Content: Computerisation, using M S Word and Nudi

Session Time: 1 hour

Learning Objective:

After the session, the participants will be able to

Explain the advantages of computerization, how to use MS word and Nudi for their day to day work

Process:

The Resource Person will explain the advantages of computerisation in

enhancing efficiency of the working in the public health systems. Group work on using MS Word and Nudi At the end of the session, the Resource Persons will raise questions on

the contents covered to gauge their understanding of on computer usage.

Methods:

Brain Storming

Lecture Power Point Presentation

Discussion by questioning the participants Group work

Tools:

White Board

Marker Pens Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

88 | P a g e

Day 3

Session II

Module 6: Common service rules / office procedures and income tax

Content: Various rules of appointment, probationary period, different

compositions of income tax

Session Time: 1 hour

Learning Objective:

After the session, the participants will be able to

Explain the common service rules and income tax

Rules related to appointment and duration of probation

Income tax related issues etc.

Process:

The Resource Person explains the processes and procedures involved

in appointments

Rules and regulations related to appointments and income tax

Methods:

Brain Storming

Lecture

Power Point Presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: handouts

89 | P a g e

Session III

Module 7: Leave rules and following the service book, types of leaves

Content: Rules of sanctioning, importance and special facts of leave,

maintenance of leave – entry of leave in the service book, action taken,

suggestions, examining service history and confirmation.

Session Time: 1 hour

Learning Objective:

After the session, the participants will be able to

Explain the leave rules and maintaining the service book

Different leaves and its importance, the procedures to be followed for

applying different kinds of leaves etc.

Process:

Resource Person explains using a sample of the service book and how

it is maintained and why

The Resource Person then explains the different leaves that can be

availed and when

At the end of the session, the Resource Persons will raise questions on

the contents covered to evaluate the session

Methods:

Lecture

Power Point Presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: Service book

90 | P a g e

Sessions IV

Module 8: Duration of joining and rules of travel allowance

Content: suitable time for joining and common problems that could arise,

details in relation to time of joining, how to make an entry into the service

book, regarding travel allowances, examining the bills of expenditure

Session Time: 1 hour 30 minutes

Learning Objective:

After the session, the participants will be able to

Understand the rules and regulations of appointment, time of

joining, entry into the service book and its maintenance

Maintenance of travel bills and expenditure related to traveling and

its examination

Process:

Resource person explains in detail the nuances of joining to a position

and related expenditure incurred how to claim the travel expenses

incurred etc.

Need for service book entry and its maintenance

Methods:

Brain Storming

Power Point Presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: handouts

91 | P a g e

Session V

Module 9: Right to Information Act, 2005 and modernisation of official

procedure

Content: Background, objectives and goals. Responsibilities of public

information officer, self-declarations, rules for providing information,

concessions in giving information, duties of requisition authority,

information commission‟s collection

Time: 2 hours

Learning Objective: Participants will be able to know the rules to be

followed when an RTI application is filed by a public. The importance of RTI

Act and who is responsible for giving the information in the stipulated period

and the duties of the concerned authority

Process:

Resource person explains the background and objectives and goals of the

Act, questions the participants about its usage in order to assess their

knowledge. Resource person stresses on the importance of the Act and their

role in giving out the information etc.

Methods:

Brain Storming

Power Point Presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: RTI experts, in-house faculty of ATI

Training Materials: Publications of ATI

92 | P a g e

Session VI

Module 4(Contd): Computer applications

Content: M S Excel

Time: 1 hour

Learning Objective: Participants will be able to know how to use Microsoft

excel in their work.

Process: Resource person explains the about excel application in their day

to day work. How it is been used in entry various data in relation to income

and expenditure etc.

Methods:

Brain Storming

Group work

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: In house ATI faculty

Training Materials: handouts

93 | P a g e

Day 4

Session II

Module 10: Preparation of Bills (Including HRMS)

Content: Introduction to different types of bills, how to rectify the common

mistakes in the bills following the rules, stepwise regulation of budget,

usage of HRMS technicalities

Session Time: 2 hours 30 minutes

Learning objective: Participants will be able to prepare different types of

bills, rectifying the mistakes in the bill within the limit of the rules and

using HRMS

Process: Resource person assess the participants knowledge on the subject

by questioning them. Resource person explains in detail the subject using

sample bills. Group work is given to identify different type of bills and

mistakes and how to regulate budget etc.

Methods:

Brain Storming

Group work

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: handouts

94 | P a g e

Session III

Module 11: Purchase rules and important points of Transparency Act

2000 in procurement of public distribution items

Content: objective of purchase, quality fitness, adhering to rules and

guarantee. Duties of office manager / superintendent and staff, rules and

procedures of tender, KTPP Act and rules, introduction to AD1, AT1, A1 etc.

Maintenance of movement register, stock management and stock

distribution

Session Time: 1 hour

Learning Objective: Participants will be able to follow the rules and

regulations in procuring stocks meant for public distribution, its quality and

fitness for usage. Importance of Transparency Act 2000 etc

Process: Resource Person discusses the Transparency Act and its

importance in procuring stock, explains the duties of different levels of staff,

about tender management, KTPP Act and rules, stock management.

Resource person assess the knowledge gained in session by posing

questions to some of the participants.

Methods:

Brain Storming

Power point presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: handouts, books published by ATI and SIUD

95 | P a g e

Session IV

Module 12: Auditing and compliance to audit report

Content: Common principles of auditing, loopholes in auditing and common

errors in auditing. Preparation and submission of audit report after verifying

and responding to the queries pointed out.

Session Time: 1 hour

Learning Objective: Participants will be able to identify the mistakes in

auditing and in the preparation of a good audit report

Process: Resource person explains about the auditing procedures and

common errors that can occur and how to prepare the audit report.

Resource person questions the participants to understand their knowledge

about the subject.

Methods:

Brain Storming

Power Point presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: experts in the subject

Training Materials: handouts

96 | P a g e

Session V

Module 13: Citizen Charter

Content: Objectives of the citizen charter and public authorities‟

responsibilities, preparation of citizen charter at the departmental level in

different stages

Session Time: 1 hour

Learning Objective: Participants will be able to prepare the citizen charter

at their department level and will know their responsibilities to the public

Process:

Resource person discusses with the participants about the citizen charter

and tries to assess their knowledge and gives the necessary inputs and

guides them to prepare a sample of the charter in a group work.

Methods:

Brain Storming

Group work

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: in house ATI Faculty

Training Materials: handouts

97 | P a g e

Session VI

Module 14: Karnataka Guarantee of Service to Citizen Act, 2011

Content: Aims and implementation procedures, responsibilities of different

level officials and staff, departments that come under the purview of the Act

Session Time: 1 hour

Learning Objective:

Participants will be able to understand the Act and its implementation at

their levels to be done

Process: Resource person describes the Act and its nuances to the

participants and how to implement it at various levels. Resource person

asks questions related to the session to assess the participants

understanding of the subject and how they will take it forward.

Methods:

Brain Storming

Power Point presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: In house faculty, nodal officers designated for the Implementation of the Act

Training Materials: Handouts, Government of Karnataka publication of the Act

98 | P a g e

Session VII

Module 4 (contd) Computer application

Content: internet use, registration of applications/letters, follow

computerised systems, procedures of addressing the applications/ letters,

file and letter monitoring systems

Session Time: 1 hour

Learning Objective: The trainee will be able explain the benefits of using

computer and explain some of the applications that would help in speeding

up of work

Process: By live demonstration, the Resource Person will explain the various

applications of computer and its use

Methods:

Brain Storming

Power point presentation

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Resource Persons: ATI faculty and also other experts in the field

Training Materials: handouts

99 | P a g e

Session II

Module 15: Retirement benefits

Content: different kinds of pension schemes, pension and retirement

benefits, pension contributions, family pension, etc. Procedures of filing

pension papers, new pension policy, procedural delays, reasons and

solutions to get pension

Session Time: 2 hours

Learning Objective:

Participants will be able to follow the procedures in filing pension papers

and retirement benefits. They will be in a position to address the pension

issues pending with them effectively.

Process: Resource person will quiz the participants with regard to the

existing problems faced by them in filing and moving the pension papers

and explains to them in detail how to go about it, as well as a lecture on the

new pension policy.

Methods:

Brain Storming

Lecture

Discussion by questioning the participants

Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions

to gauge how much they have learnt.

Training Materials: handouts

100 | P a g e

Session III

Module 16: Office procedures, code of conduct and actions for

misconduct. Briefing about the anti-corruption act/bill

Content: Situations of mis-behaviour, procedures of code of conduct, listing

of complaints, responsibilities of complaints registering authority and

enquiry officials, opportunity to re-file petition, court decisions.

Session Time: 2 hours

Learning Objective:

Participants will be able to strictly follow the code of conduct and will be

aware of the actions that will be taken against misconduct. Knowledge on

Anti-corruption Act and its procedures will help the participants from

indulging into corruption.

Process: resource person questions the participants about their conduct in

their office and type of actions that have taken against those who have

misbehaved. Resource person will assess their understanding on the office

procedures and explain in detail the code of conduct, procedures of

complaining and role of officials who have to do the enquiry and final

decisions of the court to be followed.

Methods:

Brain Storming Lecture

Discussion by questioning the participants

Tools:

White Board Marker Pens

Flip Chart OHP/ Computer

Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.

Training Materials: handouts

101 | P a g e

Session IV

Module 17: Scrutiny and Inspection

Content: Questionnaire based scrutiny, inspection, table inspection, annual

inspection procedure of submitting compliance report.

Session Time: 1 hour

Learning Objective:

Process:

Methods:

Brain Storming

Lecture Discussion by questioning the participants

Tools:

White Board Marker Pens Flip Chart

OHP/ Computer

Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.

Resource Persons: Experts in office management and procedures

Training Materials: handouts, ATI publications

102 | P a g e

Session V

Topic: Quiz, Action Plan, evaluation of the training, certificate distribution

Content: Quiz based on the learning of the training, preparation of action plan,

Session Time: 1 hour

Learning Objective: Action plan prepared by the trainees commits them to the Application of learning to the field

Process: Group work to draw action plan by the participants from different levels.

Methods:

Brain Storming Group work

Discussion by questioning the participants

Tools:

White Board

Marker Pens Flip Chart OHP/ Computer

Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.

Resource Persons: course coordinator, chief guest

Training Materials: evaluation formats

103 | P a g e

Public Works, Ports & Inland Water Transport Department

List of Participants for TNA Workshop

SL. NO.

NAME, DESIGNATION AND OFFICE ADDRESS Dr./Sri/Smt

1. Sri. B.S. Rajashekar Asst. Executive Engineer O/o The Executive Engineer, PWD Division, Hassan Off:08172-268437 Mob:9448392605

2. Sri. Basappa .P Asst. Engineer

O/o Superintendent Engineer, PWD Circle Nazarabad, Mysore, Off:0821-2446851 Mob:9449264424,Email:basappa-p@rediffmail.com

3. Sri. V.H. Ramakrishna Asst. Executive Engineer O/o Assistant Executive Engineer, No.1, PWD Sub-Division, Mysore. Off:0821-2426554 Mob:9844439568

4. Sri. Narayana Assistant Engineer No. 1, PWD Sub- Division, Nazarabad, Mysore R:0821-234004 Mob:9448293918

5. Sri. Kodanda Ramaiaha R.C Asst. Executive Engineer O/o Assistant Executive Engineer, PWD Sub-Division Holenarasipura, Mob:9980568552

6. Sri. S.D. Shankarappa Asst. Executive Engineer O/o Executive Engineer, Special Division, Hassan (PWD) Mob: 9448715047.

7. Sri. Y.N. Srinath Assistant Executive Engineer No.2, Buildings Sub-Division, Mysore. Mob:9448505772

8. Sri. Kumar .K Executive Engineer O/o Executive Engineer, PWD Division, Mandya – 583 101,

R:08232-228605 Mob:9686599666, O:08232-228606

9. Sri. T.N. Krishnamurthy Assistant Engineer O/o Superintending Engineer, PWD, Mysore Circle, Mysore M:9886870526 O:0821-2446851

10. Sri. H.R.D. Prasad Deputy Chief Engineer (E.E) O/o Chief Engineer, National Highway, Bangalore – 560 001 R : 080-26852896 O : 080-22276601, M : 9448157533

11. Sri. N.P. Venkatesh Assistant Executive Engineer National Highway Zone, 2nd Floor, PWD Building, Ambedkar Veedhi, K.R.Circle, Bangalore – 560 001, R : 080-26792429, O : 080-22216711, M : 9742764179

104 | P a g e

12. Smt. V. Rathna Assistant Engineer O/o Superintending Engineer, PWD National Highways Circle, Bangalore – 01, O : 080-22215855, M : 9844532651 e-mail : rathna_adinarayan@yahoo.com

13. Sri. S. Somashekar Assistant Engineer O/o The Superintending Engineer PWP & IWT, Department Circle (PWD, Mysore – 570 011 R : 0821-2473903, O : 0821-2446851, M : 9448740564 e-mail : somajaya@gmail.com

14. Sri. K.S. Chandrashekar Assistant Executive Engineer

O/o The Superintending Engineer, PWD, Mysore Cirlce, Mysore M : 9686616133, e-mail : semys@kpwd.gov.in

15. Sri. A.N. Prasad Assistant Executive Engineer O/o The Executive Engineer, PWD DD, Mysore – 570 025 R : 0821-2462030 O : 0821-2420810 M : 9448166711 e-mail : eemyskpwd.gov.in

16. Sri. B. Ravi Assistant Executive Engineer # 405, 4th Block, M.S. Building, Bangalore – 1, O : 080-22032347, M : 9845008255, e-mail : ravibett@yahoo.com

17. Kum. Ramya K.N Junior Engineer PRAMC, 405, 4th Floor, 4th Gate, M.S. Building, Bangalore – 560001 M : 9986672243

18. Kum. Maithra P.T Assistant Engineer PRAMC, 405, 4th Floor, 4th Gate, M.S. Building, Bangalore – 560001 M : 8123786094

19. Sri. Giridharkumar. N.T. Assistant Engineer No.2, PWD, Special Sub-division, Mini Vidhan Soudha, Kuvempunagar, Hassan. M : 9980388299,

In-house Faculties

1. Sri. G. M. Sarveswara, F(WS),

2. Sri. A. C. Diwakar Faculty ATI,

3. Sri. R.N. Kumar, Faculty (BS), ATI

4. Sri. Yognath Singh, Faculty, SIUD, Mysore

Note

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ADMINISTRATIVE TRAINING INSTITUTE

Lalitha Mahal Road, Mysore – 570 011

Phone: Director General +91-821–2520906, 2522142, 2443264, 2443839

Fax: 0821 – 2523899, Email: dgatimysore@gmail.com, dg-ati-kamy@kar.nic.in

Website: www.atimysore.gov.in