pÀ£ÁðlpÀ ¸ÀpÁðgÀ «ÄÃ£ÀÄuÁjpÉ e¯ÁsÉaiÀÄ … · it also facilitates...

DqÀ½vÀ vÀg À¨ÉÃw ¸ÀA¸É Ü, ªÉÄÊ¸ÀÆgÀÄ Administrative Training Institute

Lalitha Mahal Road, Mysore-570 011.

PÀ£ÁðlPÀ ¸ÀPÁðgÀ

«ÄÃ£ÀÄUÁjPÉ E¯ÁSÉAiÀÄ vÀgÀ¨ÉÃw CUÀvÀåvÉUÀ¼À «±ÉèÃµÀuÉ

Training Needs Analysis of

Department of Fisheries

PPÀÀ££ÁÁððllPPÀÀ ¸̧ÀÀPPÁÁððggÀÀ

««ÄÄÃÃ££ÀÀÄÄUUÁÁjjPPÉÉ EE¯̄ÁÁSSÉÉAAiiÀÀÄÄ vvÀÀggÀÀ¨̈ÉÉÃÃww CCUUÀÀvvÀÀ ååvvÉÉUUÀÀ¼¼ÀÀ ««±±ÉÉ èèÃÃµµÀÀuuÉÉ

DqÀ½vÀ vÀgÀ¨ÉÃw ¸ÀA¸ÉÜ, ªÉÄÊ¸ÀÆgÀÄ

ADMINISTRATIVE TRAINING INSTITUTE,

LalithaMahal Road, Mysore

Title: Training Needs Analysis of Department of Fisheries.

First Edition: November 2013

No. of Copies: 200 Printed at: Kamal Impressions

Janatha Nagar, Mysore – 570 009 Published by: Administrative Training Institute

LalithaMahal Road, Mysore – 570 011

Government of Karnataka

ADMINISTRATIVE TRAINING INSTITUTE

Lalitha Mahal Road, Mysore – 570 011

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

Director General

& Principal Secretary to Govt.,

Preface

Administrative Training Institute (ATI), Mysore is the Apex Training Institute

and is committed to improve the capacity building of State Government officers and

officials through Training. It also facilitates departments to identify their performance

gaps and training needs at different level.

For the last couple of years, ATI has been focusing on preparing training

plans based on training needs of departments concerned. Many departments and

organizations are facing problems in achieving the objectives of the department due

to lack of training of officers. Realizing this, ATI has taken up assessing the problems

and find out solutions through Training Needs Analysis. After the feedback and

consultations from the departments and during 2013-14, ATI initiated Training Needs

Analysis for seventeen departments to identify Performance Gaps and to suggest

Training and non Training interventions. The training needs assessment of Fisheries

Department is one such step.

I appreciate the efforts of Officers from Fisheries Dept., and Faculty

members, Sri. A.C. Diwakar, Faculty (E&P) ATI & Sri. B Yoganath Singh, Faculty,

SIUD & Course Assistant, Kum. K.G. Padma for their intensive involvement in the

process of doing Training Needs Analysis.

Date: 25-10-2013 (DIRECTOR GENERAL)

Place: Mysore

ACKNOWEDGEMENT

We are grateful to the honourable Director General, Dr. (Smt). Amita Prasad, IAS., for

direction and support in preparing this TNA report . We are also acknowledge the support

and information provided by the Director for Fisheries permitting us to undertake this

training needs analysis. The cooperation and informations provided by Joint Directors,

Deputy Directors and Assistant Directors of Fisheries department is hereby acknowledged.

A.C. Diwakar

(Workshop Coordinator)

TNA TEAM

1. Sri. A.C.Diwakar, Faculty ATI, Mysore

2. Sri. B. Yoganath Singh Faculty SIUD, Mysore

3. Sri. B.R. Jagadeesh Deputy Director, Fisheries Department

4. Sri. K. Gopal Reddy Deputy Director, Fisheries Department

5. Sri. Shivakumar G.M. Assistant Director of Fisheries (Grade-I), Fisheries

Department

CONTENT

Sl. No. Topic Page No.

01 Preface by DG

02 Acknowledgement

03 List of TNA Members

04 Executive Summary 01

05 Training and Non Training Recommendations 02

06 About the Department 03

07 Organizational Structure 04

08 Position of the Department 05

09 Vision, Mission , 06

10 Functions, Duties & Responsibilities 06-09

11. Major services and Schemes 09-09

12 TNA

a. SWOT

b. EMB

c. Cause and Effect Analysis (Fishbone Analysis)

d. Performance Report

e. Performance Problem

f. Course Design

g. Training & Non training recommendations

h. Priority List, Training Plan

10-21

13 Training Plan with Modules 22-90

14 List of participants 91

1 | P a g e

EXECUTVE SUMMARY

The Department of Fisheries has been striving to build the image to a

competitive status. In this regard it has requested ATI, Mysore to assist in

identification of training needs of the department and other related issues. The TNA

findings have emerged with the following recommendations. It has found that both

training and non training interventions would make the department to achieve

effective performance. Training programmes to develop knowledge & skills required

to setup fish seedling centers, fish culture, ornamental fish culture etc Lack of

awareness programmes about the available facilities like loan, insurance &

incentives.etc Providing trainings for fish culture in artificial ponds & integrated

farming(Fish culture cum horticulture/animal husbandry /poultry etc) Technological

advancements for dept. personnel, (supervisors, field men & other staff) ,fishermen

& people interested in fishing activities are the major issues identified in this regard.

Regarding non training interventions, providing necessary infrastructure for fish

seedling, fish culture, nets, mechanized boats etc, Integrated development of lakes

which will serve the multipurpose of fish culture, health & recreation centers. Apart

from this there is a low level of commitment among the staff members which is

leading in the delay of work and hence recognition of good work, scope for providing

motivation to workers. In this background basic trainings related to the administrative

performances have been identified and proposed to take up to improve the

performance of the department.

2 | P a g e

RECOMMENDATONS:

TRAINING INTERVENTIONS

Training programmes to develop knowledge & skills required to setup fish

seedling centers, fish culture, ornamental fish culture etc

Trainings for fish culture in artificial ponds & integrated farming(Fish culture

cum horticulture/animal husbandry /poultry etc)

Technological advancements awareness for dept. personnel, (supervisors,

field men & other staff) fishermen & people interested in fishing activities

Social awareness trainings & interactions about the advantages of PPP

(Public Private Partnerships) to resolve social conflicts

Training programmes to create awareness about the available facilities like

Loan, insurance & incentives.etc.

Training programmes on Processing and Marketing of fish products.

Training programmes on general administration,

NON TRAINING INTERVENTIONS

Increasing stipend & giving food for participants attending trainings

Reorganization of available staff & other resources to overcome staff shortage

in some sections of the dept

Employment generation through fishing activities.

Providing necessary infrastructure for fish seedling, fish culture, nets,

mechanized boats etc

Integrated development of lakes which will serve the multipurpose of fish

culture, health & recreation centers. (Boating, swimming etc) in co-ordination

with other depts.

Increasing quantity of fish seedling by setting up more seedling centers to

overcome shortage & to attain self sufficiency

3 | P a g e

About Fisheries Department

Organizational background

The fisheries sector plays an important role in the socio economic development

of State, in view of its contribution to the food basket, nutritional security, large

foreign exchange earnings, employment generation and income, thus playing a

major role in contributing to the welfare of community. Karnataka state emerged as a

maritime state in 1957. With the reorganization of the states, an independent

Department of Fisheries was set up in 1957. Since then, the Department of Fisheries

has been consistently striving hard for overall development of fisheries and of

fishermen by implementing several developmental schemes both in Marine and

Inland sectors. The department is managing advanced fishery cultivation and

encouraging many fishermen to go ahead with the advanced process of fishery

culture. Apart from this the department has ambitious projects through which

creating its own identity for developing the fishery as the major food for community.

Along with this the department is striving to improve on its general administration and

managing the general affairs of the office. In this context ATI, Mysore has conducted

one day Training Needs workshop on 3.1.2013 and identified the Training needs and

Non- Training Needs of the department.

4 | P a g e

Organization Structure

5 | P a g e

Staff Position of the Department

Category Sanctioned

Strength

Working

Strength Vacancy

Group “A”

Technical

Non Technical

37

1

32

1

5

-

Total 38 33 5

Group “B”

Technical

Non-Technical

220

6

124

4

96

2

Total 226 128 98

Group “C”

Technical

Non-Technical

697

229

331

166

366

63

Total 926 497 429

Group “D”

Technical

Non-Technical

2

194

1

146

1

48

Total 196 147 49

Total Technical

Total Non Technical

956

430

488

317

468

113

Grand

Total(A+B+C+D) 1386 805 581

6 | P a g e

Vision and Mission

To augment fish production through the development of inland resources by adopting judicious stocking of quality fish seed and suitable Managementpractices.

To encourage Marine fishermen to take up off shore and deep sea fishing as production from in shore waters has reached saturation point.

To create employment in the rural areas.

To improve the socio-economic conditions of the fishermen and the nutritional status of the general public.

To earn foreign exchange

Functions

A. Inland Sector:

Disposal of fishery rights of perennial and seasonal tanks by lease/tender-

cum- auction.

Licence for exploitation of fishery rights in the water bodies like reservoirs,

river stretches on payment of prescribed fee.

Assistance for marketing, preservation and processing of fish.

Assistance for fish culture in water logged areas and own land.

Production and supply of quality fish seed.

B. Marine Sector:

Registration and licencing of fishing boats under KMFR Act.

Motorisation of traditional crafts.

Remission of Central Excise Duty on HSD used by mechanised fishing boats.

Distress Relief Fund for fishermen.

Construction & Maintenance of fishing harbours and fish landing jetties.

7 | P a g e

C. Fishermen Welfare Schemes:

Insurance coverage is extended to the fishermen who are exposed to the

hazards of natural calamities while fishing through Group Accident Insurance

scheme.

Provision for construction of houses, community hall and tube wells for

drinking water supply is extended to fishermen folk.

Houses are provided for the houseless fishermen through " Matsya Ashraya"

scheme.

Financial assistance is provided to the fishermen during lean months through

savings-cum relief schemes.

Development, construction & improvement of fisheries Road, Bridges, Market

etc with NABARD assistance.

OTHER ORGANISATIONS OF THE DEPARTMENT

North Kanara District and South Kanara District Co-operative Fish Marketing

Federation:

This organisation helps fishermen to buy boats, hire boats. It helps in

marketing of fish without the interference of middlemen. It helps in supply of

diesel, nets, spares for boats, repair of boats etc. at a reasonable rate.

Karnataka Fisheries Development Corporation:

This organisation helps fishermen by providing Ice, cold storage and

processing facilities to sell fish in fresh and hygienic condition. It also helps in

marketing fresh and frozen fish through "cold chain" throughout the year. It also

supply diesel oil to purse-seine boats and helps to market their catches. They

provide insulated trucks for transport of fish.

8 | P a g e

Karnataka Co-operative Fisheries Federation Ltd. Mysore:

This organisation was established to provide technical and financial assistance

for development of inland waterbodies through the Fisheries Co-operative

Societies (FCS). Federation is also involved in production of good quality fish

seed and supply them to fish farmers. It also helps in marketing of fish through

kiosks put up in rural and urban areas. It also implements Integrated Reservoir

Fisheries Development scheme through Primary Co-operatives.

Fish Farmers Development Agencies:

These Agencies are involved in the development of water bodies having

water spread area of 0 – 10 ha. through trained rural youths in fisheries

activities. They also provide quality seed to the trainees.

Present set up:

Apart from the State Directorate of Fisheries, the Department has spread

its activities in all zones through zonal Deputy Directors and districts through

Senior Asst. Director of Fisheries / Assistant Director of Fisheries – Gr.I. At taluk

level Assistant Director of Fisheries – Gr.II are appointed to carry out the

functions of the Department.

Publications:

Fisheries Statistical Bulletin

Annual Report

Hand Bills regarding fish culture, other Department activities.

Further Commitments:

To promote deep sea fishing

To promote and encourage culture fisheries by private entrepreneurs

To establish a website

9 | P a g e

Complaints and Grievances:

The public can air their grievances in writing to the Department officers at

taluk, district, zonal and state levels. At the Directorate the Joint Director of

Fisheries (Inland) is in charge of Public Grievance cell.

Inland Fisheries Schemes

Resources: Karnataka is one of the richest among the Indian States having

inland water resources of varied type, constituting about 9.3 % of inland water

resources of India. The State has 5.2 lakh ha of lentic resources comprising of

74 reservoirs covering 2.27 lakh ha, 3399 Departmental tanks (> 40 ha achcut)

and 22624 Gram Panchayath tanks (<40 ha achcut) covering 2.93 lakh ha and

besides 9000 km length of rivers and irrigation canals and 8000 ha of Brackish

water area.

Marine Fisheries Schemes

Trend in Marine Fisheries - Marine Fish Production

The year 2011-12 has witnessed decrease in total marine fish production

by 8.3% in quantity, while value has increased by 18 % compared to 2005-06.

From 1990-91 to2011-12, the marine fish production has shown minimal

fluctuations and almost remained stagnant. On the contrary, the steady increase

in value is evident because of the increase in unit value which was Rs. 3.15/kg

during 1990-91 and Rs. 42.9 /kg during 2011-12.

Fishermen Welfare Schemes and others

Assistance to Fish marketing and Mathsyavahini

Assistance to fishermen for purchase of fishery requisites

Matsya Mahila Swavalambana Yojane

10 | P a g e

SWOT Analysis

SWOT analysis is a strategic planning method used to evaluate the

strengths, weaknesses, opportunities, and threats of an organization. It involves

analyzing the objectives of the organization and identifying the internal and

external factors that are favourable and organization and identifying the internal

and external factors that are favourable and unfavourable to achieve the

objectives.

STRENGTH WEAKNESS

Technically well qualified

experienced.

Well Experienced both

Technically &Administratively.

They are carrying out works

assigned.

Senior Staff

Application of Rules

Non interference from Higher

Authorities in the Job

Access to all the Records

/Information

Innovative Motives

Team Building Capacity

Social atmosphere, Good inter

personal relationships

Limited exposure to govt.

accounting especially ZP/TP.

Lack of Coordination

Poor Maintance of records.

No exposure to the board

/corporate accounting.

Procurement procedure for

services & works

Lack of importance for

internal audit.

Suspicious nature

Many Officials are come as

on CG ground

No accounting procedure has

inducted

Poor promotion opportunity

43% of sanction posts are

vacant.

Insufficient delegation of

power.

11 | P a g e

OPPORTUNITY THREATS

Ornamental fish culture

Value added products (sausage,

tin fish, pickles, cod-liver oil

tablets)

80% of the Natural available

Reservoirs, Major Tanks and

Minor tanks are not utilized for

fish rearing.

Poor people can afford

(nutritious food)

Unused land can be utilized for

fisheries

Lot of job opportunities in

maintenance of aquarium.

Number of training centres can

be enhanced (1 training centre

for 17 districts)

Retail marketing in urban

areas.

Employment generation in the

rural economy

Political interference

Non cooperation of villagers

Tank water is used for

drinking/house hold purpose

hence opposition to grow fish

in the tank.

City sanitary inflow.

Bigger jurisdiction.

Women reservation is not

suitable for field man posts.

(watch and ward)

Migration of newly recruited

Officers.

Non availability of finance

from banks.

Environmental variations

like drought, high

temperature.

Environmental, Motivational and Behavioural Gaps /issues

Environmental Gaps

a) There is no Equal Distribution of work responsibility in the Origination. As

there is shortage of recruitment of staff in some sections. Staffs are

expected to work more in all the sections. In some sections work load is very

less.

b) With the existing Infrastructure and man power. Responsibility and flow of

work is not well Planned, Aligned and Organized.

c) The Fish Products has a very high market potential and also due to rich in

protein content and consumed by lager sections of the society.

d) The organization on the whole provides advanced technology available to

increase the Fish production.

12 | P a g e

e) The Maximum utilization of available water bodies in the zone has to be

increased. Only 10 to 20% of the Natural available Reservoirs, Major Tanks

and Minor tanks are utilized for fish rearing.

Motivational Gaps

a) The best Staff Performance is not encouraged through Awards and

Incentives.

b) The Working condition in the organization is not satisfactory according to the

objective of the Organization and also as per the Individual staff Job cards,

role and responsibilities assigned. This is due to unequal distribution of work

assignments.

c) Bank loan Facilities are not available for Inland fishing for Incoming New

Entrepreneurs who wish to take up Fish Rearing as an Occupation and as

Profession.

Behavioral Gaps

a) The Organization Personnel, fishermen and the new Entrepreneurs coming

into the fish Farming, needs regular Training in Innovative Methods of fish

Farming.

b) The Fisher men and Agriculturalists, New Entrepreneurs require additional

knowledge and Skills of various potentiality breeds of fish available with high

yield in sales and value generation.

c) The Increase in Participation of all the Cross Sections of the society without

Any Caste or Gender Difference will reduce the Social Conflicts arising out

of awarding leasing rights to Primary Co-Operatives, Private Entrepreneurs.

d) Lack of knowledge on General administration including computer

awareness.

13 | P a g e

Analysis of the Performanc e Problem

Cause and effect diagrams are also known as “Fish Bones” because of their shape. This enables to analyze the

particular performance problem in more detail. It is an effective TNA tool which helps to study the performance problem in a systematic way by looking at the effects and the causes that create or contribute to specific performance problem. Related causes are grouped together on bones which are labeled with the common factor.

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

Centralized

plan

Lack of Time

management

Government

Machinery

Product

Political

interference Centralized

administrati

on

Finance

No Funding

Many

schemes

14 | P a g e

PERFORMANCE REPORT

PERFORMANCE PROBLEM : Shortfall in production of fish SYMPTOMS OF THE PROBLEM : Import of fish from neighboring states CAUSES OF THE PROBLEM: 1. Lack of technical know –how in fishing activities.

2. Lack of awareness programmes about the available facilities & incentives.

TRAINING INTERVENTIONS NON TRAINING INTERVENTIONS

1. Training programmes to develop

knowledge & skills required to setup fish

seedling centres, fish culture, ornamental

fish culture etc.

1. Increasing stipend & giving food for

participants attending trainings.

2. Lack of awareness programmes about

the available facilities like loan, insurance &

incentives etc

2. Reorganisation of available staff &

other resources to overcome staff

shortage in some sections of the dept.

3.Providing trainings for fish culture in

artificial ponds & integrated farming (Fish

culture cum horticulture/animal

husbandry/poultry etc) ,

3. Employment generation through

fishing activities.

4. Technological advancements for dept.

personnel,(supervisors, field men & other

staff) ,fishermen & people interested in

fishing activities.

4. Providing necessary infrastructure for

fish seedling, fish culture, nets,

mechanized boats etc.

5. Social awareness trainings & interactions

about the advantages of PPP (Public

Private Partnerships) to resolve social

conflicts.

5. Integrated development of lakes which

will serve the multipurpose of fish

culture, health & recreation

centres.(Boating, swimming etc) in co-

ordination with other epts..

6. Increasing quantity of fish seedling by

setting up more seedling centres to

overcome shortage & to attain self

sufficiency.

15 | P a g e

Design Brief

Client: Director, Department of Fisheries

Name of the course: General Office Management including Stress

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 Joint Director, Deputy

Director, Assistant Director, Assistant Executive Engineer etc.,

Aim: Managing the whole administration of the office and clearance of files in time.

Objective: Manage offices effectively

Content: Office Management, File Management, people management, Stress

management

Training Methods: Group Activity, Lecture/Lesson, Case studies

Media: LCD with computer/White board with Markers

Trainers: In house Faculty of ATI/DTIs

Assessment : Internal and External assessment

Constraints: Deputation of officers for training: Director can nominate officers and

can ensure their participation without fail. Profile of the participants. Difficult to get

the details of the participants in advance.

Trainees: All the officers attending the course at a time would be difficult,

hence could be clubbed with common courses.

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

then the respective departments

Benefits: Expect better administration Citizen Friendly administration

16 | P a g e

Training Intervention Group „A‟ & „B‟

SN Training Interventions

Group A & B

1. Training on recent Fisheries Development.

2. Management Development Programme. 3. Service matters Training. 4. Updating of new technology. 5. Human Development Training. 6. Skill and Attitude training. 7. Public relationship development training. 8. Office Management

The topics related to Fishery are taken care by the department and already

conducting several training programmes whereas for General administration and

computer related trainings they have to be trained in ATI, Mysore.

Training Interventions Group „C‟ & others Employees

Training Interventions of Group „C‟ & others Employees

Training implications

Change in their attitude towards public

Computer application

Knowledge keeping of computers-paperless once.

Office management

Personality development programmes

Posting the staff to the nearest places of other

Regular in-service training

Stress management

Training once in two years

Finance Management

SAKALA

RTI

Leave Rules

Pension Rules

HRD

Stock Management

Record Keeping & File Management

Related Office Procedure

Department Programmes and Schemes

Act & Rules

Department Manual information

17 | P a g e

Non Training implications

Availability of computers and access of internet

Availability of government schemes in a simple format

Regular interaction and feedback session should organize

Defined achievable goal

Periodical update of field experience and documentation

Additional requirement of ministerial staff and Officers.

C & R rule has to be revised.

Delegation of powers needs to revised

Well equipped building

Performance based salary

Providing computers for implementation of skill and efficiency

Refresher Course once in two years and updating recent government orders

Training outside the state to envied knowledge and to study the development

at improvement.

Lack of supporting staff to effectiveness worm for the Officers depended

Transportation Facilities.

Sufficient Budget for Programmes.

Explores Visit others states & Nation for Employees

18 | P a g e

PRIORITY LIST

Problem Training implications Non training implications Priority

Lack of awareness of

the potentiality of

water bodies to

culture fish among

staff ,fishermen&

general public

1.Training programmes to

develop knowledge & skills

required to setup fish seedling

centers, fish culture, ornamental

fish culture etc.

1. Increasing stipend & giving

food for participants attending

trainings.

1

Lack of political will &

committed staff to

carry out fishing

activities in all the

available water bodies

2.Lack of awareness programmes

about the available facilities like

loan, insurance &,incentives.etc

2.Reorganisation of available

staff & other resources to

overcome staff shortage in

some sections of the dept.

2

Shortage of trained

personnel &

fishermen.

3.Providing trainings for fish

culture in artificial ponds &

integrated farming(Fish culture

cum horticulture/animal

husbandry /poultry etc) ,

3. Employment generation

through fishing activities.

3

Lack of sufficient

infrastructure

4. Technological advancements

for dept. personnel, (supervisors,

field men & other staff) ,fishermen

& people interested in fishing

activities.

4.Providing necessary

infrastructure for fish seedling,

fish culture, nets, mechanized

boats etc.

4

Lack of General office

Management

5. Office Management,

Computer applications , etc.,

Management Programmes

5

Political interference

in awarding of leasing

rights of water bodies.

6. Social awareness trainings &

interactions about the advantages

of PPP (Public Private

Partnerships) to resolve social

conflicts.

5.Integrated development of

lakes which will serve the

multipurpose of fish culture,

health & recreation

centres.(Boating, swimming

etc) in co-ordination with other

depts.

6

Resistance of locals

to outsiders taking

leasing rights resulting

in social conflicts

6. Increasing quantity of fish

seedling by setting up more

seedling centres to overcome

shortage & to attain self

sufficiency.

7

19 | P a g e

Training Plan

S.N Designation

(Target Group) Competency

Type of

Training

Title of

Training Duration

Training

Intervention

1. Director

Decision making Scrutiny of files Monitoring administration

Formal

Management Development including Stress Management Programme

5 ATI

2. Joint Director

3. Deputy Director

4. Senior Assistant Director (Admin)

5. Assistant Registrar of Co-operative

Societies

6. Assistant Executive Engineer/Assistant

Engineer

7. Assistant Director

8. Superintendent

1. Director

Human Resource Development

Formal MDP for HRD 3 ATI

2. Joint Director

3. Deputy Director


5. Assistant Registrar of Co-operative

Societies

6. Assistant Executive Engineer/Assistant

Engineer


8. Superintendent

20 | P a g e

1. Director

Financial Management

Formal Financial

Management 5 ATI

2. Joint Director

3. Deputy Director


5. Assistant Registrar of Co-operative Societies

6. Assistant Executive Engineer/Assistant Engineer


8. Superintendent

1. Director

RTI

Formal

RTI Course

3

ATI

2. Joint Director

3. Deputy Director





8. Superintendent

1. Director

Computer Application

Formal Information Technology

5 ATI

2. Joint Director

3. Deputy Director





8. Superintendent

21 | P a g e

Training Recommended for Group „A‟ & „B‟

1) Management Development Programme -5 days

2) Finance & Accounts Management- 5 days

3) Computer Training - 5 days

4) Stress Management -3 days

Training Recommended for Group „C‟ Level

1) Office Management - 3 days

2) Technical Management - 2 days

22 | P a g e

Schedule & Modules for Group „A„ & „B‟ officers of Fisheries Department

Schedule for Management Development Training Programme-5 days

Objectives: at the end of the training trainee will be able to:

Identify the Personal effectiveness and one’s strengths and weakness

Able to set goals and manage time.

Able to effectively communicate.

Able to work in team.

Describe Creativity and problem solving

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 communication for better inter personal

relationship to provide a congenial and encouraging working environment.

Adopt the working knowledge of various Rules and 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.

23 | P a g e

Training plan

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

E.S 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 Computer Application-HRMS

E.S Film show on Pipli Live

Day-3

FN I to II

KCSR

Leave Rules,

Pay Fixation

Pension

FN III & IV


Karnataka Financial Code;

Role of DDO’s Replies to Audit

AN I & II Project Management

E.S Visit to the best practices

Film Show on CCA

Day-4

FN I & II Right to Information Act

KGSC Act-2011, Record Management

FN III & IV Communication Skill

AN I & II Replies to Audit

E.S Computer Application

Day-5 FN I & II

Efficiency and Effectiveness

Conflict & Negotiation Skills

Stress Management

FN III & IV KTPP Act

AN I & II Conduct Rules & CCA Rules

E.S Individual Action Plan & Valedictory

24 | P a g e

Training Module for MDP (5 days)

DAY 1

Session Event Content Duration

1.

Registration,

Welcome address

Introductory activities

Course Coordinator

Director General, ATI Mysore

To brief the objectives of the training

course

To brief on ATI Functions

Eliciting expectations from the

participants

To orient the trainees to training

situation and to make them

participate in the training by

synchronizing the objectives to the

expectations.

9-30 a.m

10-30 a.m.

10-30 a.m

11-30 a.m.

2.

Role & Responsibilities

of Drawing & disbursing

Officers

General principles of Finance &

accounts Rules.

Receipt Management

Expenditure management

11-45 a.m.

1-45 p.m

3. Budget

Preparation of Budget

Structure, preparation , presentation

to legislature, voting

Release and control of Budget.

Re-appropriation, surrender of grants

Excess expenditure over budget.

Performance Budget

2-30 p.m.

4-45 p.m.

25 | P a g e

SESSION 1

Registration, welcome address & introductory activities

Welcome & setting the context

Rationale

These sessions will set the context and by the ground work for a successful

program that both meets participant expectations and achieves training objectives in an

effective and efficient manner.

Session aims

To reach a common understanding of why we are here

Address participant’s expectations from training program

Get to know each other and establish a working relationship

Formulate group norms to maximize benefits of the training program

Indicative content

Welcome address- The purpose of participating in the training

Eliciting expectations from the participants to Strengthen the contents

SESSION 2

Role & Responsibilities of Drawing & disbursing Officers

Rationale

The Drawing & disbursing officers of government departments shall have the

Knowledge of the accounts and financial rules relevant to the duties, and is expected to

be sufficiently familiar with financial and accounts rules, and to maintain and furnish

Proper accounts for all government financial transactions and to render accurately and

promptly all such accounts to the concerned authorities.

26 | P a g e

Session aims

General principles of financial transactions

Receipt and expenditure management

Sanction of competent Authority

Canons of financial propriety

Maintenance of financial integrity

Custody of money

Responsibility of Loss of public money

Indicative content

Fundamental concepts

Case study

SUPPORT MATERIAL

Reading material

Case study

SESSION 3

Budget

Rationale

The estimates are to be prepared by the estimating officer(DDO’s)in time as it is

time bound and to be submitted to the Head of the department for consolidation and on

ward submission to the Finance department, to be placed before legislature for voting.

The budget will be distributed to the estimating officers to incur expenditure. Proper

control of expenditure through watch register, submitting revised estimates,

Session aims

Preparation of Budget estimates

Release of allotment

Watch register to control Budget

Revised estimates

27 | P a g e

Additional grants

Surrender of grants

Re-appropriation of Grants

Performance budget

Heads of accounts

Indicative content

General concept

Indicative content

Fundamental concepts

SUPPORT MATERIAL

Reading material

28 | P a g e

DAY 2


1. Preparation of bills-

HRMS

Hand on training for preparation,

processing accepting and

onward transmission of salary

bills to treasury through HRMS

09-30 a.m 11-30 a.m

2

Cash Books

Reconciliation

Record

management

Preparation and preservation of

vouchers, kinds of bills ,

Delegation of financial powers

Writing of cash books

office/general

Maintenance & disposal of

records

11-45a.m. 01-45p.m

3

Visit to Treasury

Observation of the movement of

bills in the treasury from front

office to clearance section.

Precautions to be taken in the

preparation of bills to avoid

treasury objections

Importance of TOKEN book

2-30 p.m. 4-45 p.m.

SESSION 1

Preparation of Bills - HRMS

Rationale

To understand the preparation and process of uploading the bills to treasury portal

through HRMS

Session aims

Regenerate draft pay bill

View draft pay bill

Approve draft pay bill

View final pay bill

29 | P a g e

Indicative content

Skill development

SUPPORT MATERIAL

Reading material

SESSIONS 2

Cash Books, Vouchers, Reconciliation and preservation of financial records

Rationale

Every Government servant is responsible for the safe custody of money and

proper maintenance of accounts by maintaining Cash Book.

The Authority administering a grant is responsible for watching the progress of

expenditure on public services and its control within the grant. To facilitate this principle

all the DDO’s shall furnish accounts for all financial transaction duly reconciling the

figures.

All financial documents like vouchers, cash book Cheque books etc are important

records and shall be preserved as in office procedure

Session Aims

Office cash book

General cash book

Cash received and dispatch register

Preparation & preservation of Vouchers

Procedure for reconciliation of revenue & expenditure

Preservation of Vouchers, cash Book

Indicative content

General principle

Skill development

30 | P a g e

Support Material

Reading material

Case study

SESSION-3

Visit to Treasury

Rationale

To understand the treasury transactions with reference to payment in to the treasury

and with drawl thereon through bills.

Session aims

Importance of Token

Functions of front office in treasury

Acceptance and passing of bills

Discussions about the probable objections in the treasury

Indicative content

General principle

Skill development

SUPPORT MATERIAL

DAY 3


1. Public procurement

KTPP Act & Rules

General principles of Public

procurement

Procurement planning

Provisions of the Act & rules

under KTPP and procedures.

09-30 am

11-30 am

2 Case studies on

procurement

Case studies on procurement of

Goods & services, works and

Consultancy services

11-45 a.m.

01-45 p.m

3 e- procurement

Process involved in e-

procurement

Practical session

2-30 p.m.

4-45 p.m.

31 | P a g e

SESSION 1

Public procurement KTPP Act & Rules

Rationale

To know the meaning of public procurement, categories concept of public

procurement and importance of transparency in public procurement.

The provisions of the KTPP Act & Rules and other supportive orders.

Procedures to be followed in procurement

Session aims

Objectives of procurement

To explain procurement of

o Goods & Services

o Works

o Consultancy services

Importance of Transparency in procurement

Provisions relating to Quotations & Tenders

Procurement planning

Standard Tender Documents, preparation, invitation & Issue off

Publication, opening, evaluation & award

Contract management

Indicative content

General principle

SUPPORT MATERIAL

Reading material

Quiz

Acts, Rules Go’s, Circulars, (C D)

32 | P a g e

SESSION 2

Case studies on procurement

Rationale

To understand various provisions of KTPP with special reference to transparency

in procurement through case studies.

The process of learning through case studies pertaining to deviations from the

Act & Rules.

Session aims

Role of Procurement entity, tender inviting authority, Tender accepting authority,

tender scrutiny committee, tender bulletin authorities, and negotiation committee.

Procurement involving

1. Inviting tenders without sanction

2. Deviation of procedures

3. Infractions expenditure

4. Lack of tender capacity

Indicative content

Case study

SUPPORT MATERIAL

Cases

SESSION 3

e-procurement

Rationale

To enhance Transparency through automation in the tendering process

Session aims

1. Registration of contractors on line

2. Receipt and submission of tender document through e-portal

3. Submission of all documents , EMD through e-portal

4. Evaluation of both Technical & financial bids through e-portal

5. Award, work order, submission of bill and payment

6. Successful deployment of software.

33 | P a g e

Indicative content

Hands on practical session

SUPPORT MATERIAL

Reading material

DAY 4


1. KCSR’s,

Increment & Leave account,

pensionary benefits,

responsibility of pension

sanctioning authority, recovery of

Government dues & pecuniary

loss to Govt. T.A.Bills

9-30-a.m

11-30a.m

2 RTI & SAKAL RTI Act & Rules, SAKAL Act &

Rules with case studies

11-45a.m.

1-45p.m

3 Conduct Rules &

CCA

Concept of mis-conduct

Framing of charges,

departmental enquiry, penalty,

appeal.

2-30p.m.

4-45 p.m.

SESSION 1

KCSR‟s,

Rationale

Proper maintenance of leave account to settle leave salary after retirement

Responsibility of pension sanctioning authority in early settlement of pensionary

benefits

Recovery of Government dues

Timely settlement of Pay fixation and T.A bills

Session aims

Procedure for updating various kinds of leave account.

Importance of obtaining Form 1-B in time, filing of nomination in form –A.

Preparation of pension records as scheduled.

Intimation to A.G to recover Government dues, and to authorize formal pension

in case of pending departmental enquiry.

Pay fixation and T.A Bills

34 | P a g e

Indicative content

General principle and practical session (Skill Development)

SUPPORT MATERIAL

Reading material and Case Study.

SESSION 2

RTI & SAKAL

Rationale

To disseminate Act & Rules

Session aims

Notification under section 4 of RTI

Notification under section of SAKAL

Procedures

Public authorities of RTI & SAKAL & their role

Indicative content

General principles

F A Q

SUPPORT MATERIAL

RTI & SAKAL books published by ATI

SESSIONS -3

Conduct Rules & CCA

Rationale

Principles of natural justice under public service

To understand the concept of misconduct. Developing the skill to frame charge

sheet. To know about steps involved in departmental enquiry.

Session aims

Principles of Natural justice

To explain conduct rules

Classification, authorities under CCA

Preliminary enquiry

Framing of charge

35 | P a g e

Conducting of enquiry

Role of presenting officers & enquiry officers

Appeal

Indicative content

General principles

Case study

Quiz

SUPPORT MATERIAL

Reading material

e-Learning module

Cases

Quiz format

DAY-5


1. Stress management

Performance improvement

through proper stress

management

9-30-a.m

11-30a.m

2 Audit report

Reply to audit enquiry

compliance to audit report,

responsibility of DDO’s in

furnishing

Compliance with in due date.

CAG report and PAC

11-45a.m.

1-45p.m

3

Individual action-

plan

Evaluation

Valediction

2-30p.m.

4-45 p.m.

36 | P a g e

SESSION 1

Stress management

Rationale

Performance improvement through proper stress management

Session aims

To understand the meaning of stress

To distinguish positive & negative stress

Identify individual, family, professional & social level stressors

Methods of managing stress

To draw plan of action and follow up action towards managing stress

Indicative content

General principles

Display of film

Case study

SUPPORT MATERIAL

Reading material – Published by ATI

SESSION 2

Audit report

Rationale

To know independence & importance of Audit as a constitutional function. Duty of

DDO’s to give compliance to Audit report within prescribed time limit

Session aims

Role of CAG

Different kinds of audit

Replies to audit enquiry

Compliance to Audit report

Compliance to PAC

Indicative content

General principles

37 | P a g e

SUPPORT MATERIAL

Reading material

SESSION 3

Individual action-plan

Rationale

Transfer of Knowledge, Attitude & Skill developed during the training by the participant

to subordinate staff.

Session Aims

Presentation of action plan prepared by the Participants and refining

Indicative content

NIL

SUPPORT MATERIAL

NIL

Evaluation-Course coordinator

Valediction

38 | P a g e

Training Module for Financial Accounts & Management

(5 days)

Objectives: at the end of the training trainee will be able to:

Appreciate and analyze their role, responsibilities and functions

Perform their functions effectively ad so provide an opportunity to understand

1. Administrative Leadership

2. Finance Management

Methodology


Case Work

Group Work

Film Show

Quiz

Field Visit


Demonstrate the skill of effective Finance Management in Working Environment.


administration.

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

in achieving the tasks.

39 | P a g e

Days Session/

Duration Topics

Day-1

Session-I

Registration, Introductory activities

Eliciting expectations


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

40 | P a g e

Module for Computer (Technical) Training- (5 Days)

Date & Time Topic Resource Person

Day 1:

09:30am –

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.

05.00 pm – 7.00

pm HRMS Introduction and Data Filling-up session Resource Person

41 | P a g e

Day 3:

09:30am -10.30

am 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

42 | P a g e

Day 5

09:30am -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

03:45pm –

04:45pm Evaluation and Feedback

43 | P a g e

Job Profile

Group A & B

Roles Required Professional Skills Required Functional Skills

Additional Directors

(Adm)

CCA

Financial Accounting

Leadership

Marketing Management

Procurement of goods & services.

Public Relationship

Act & Rules

Upgraded technical Skills in

Fisheries

KCSR

Communication Skill

Computer Application:

Internet, Excel, Word, Nudi

Office Procedures

Record Management

Stress Management

Time Management

Sakala – KGSC

Right to information Act

Chief Account officer

Addl., Director of

Fisheries

Joint director of

Fisheries

Chief Economist

Deputy director of

Fisheries

Group C

Superintendent Right to information Act

Record Management

Sakala - KGSC

KCSR & Office procedures

Computer Knowledge

Communication skills

Stress Management

Time Management

Public Relationship

Stenographer

FDA

SDA

Typist

44 | P a g e

Tentative Training Plan

Sl No

Target group Competency Type of Training

Title of Training

Duration Venue

1. Additional Directors

(Adm)

Knowledge & Skill on handling accounts.

Formal FAM 5 days ATI

2. Chief Account officer

3. Addl., Director of

Fisheries

4. Joint director of

Fisheries

5. Chief Economist

6. Deputy director of

Fisheries

Sl. No


Title of Training

Duration Venue


(Adm)

Knowledge & Skill on

computer applications

Formal Information Technology

5 days ATI



Fisheries


Fisheries

5. Chief Economist


Fisheries

45 | P a g e

Sl. No


Title of Training

Duration Venue


(Adm)

Adoption of latest

marketing skills

Formal Marketing

Management 1 day ATI



Fisheries


Fisheries

5. Chief Economist


Fisheries

Sl. No


Title of Training

Duration Venue


(Adm)

Skills in managing

office people and create workable

environment

Formal

Stress Management

including Time

Management and

communication skills

3 days ATI



Fisheries


Fisheries

5. Chief Economist


Fisheries

Sl. No


Title of Training

Duration Venue

1. Superintendent Knowledge on Office Procedures, RTI applications

Managing records as per the Act

SAKALA Services Act

Formal

Record Mgmt, office Procedures, KCSR, RTI Act-2005 & SAKALA Services Act

3 days ATI

2. Stenographer

3. FDA

4. SDA

5. Typist

Sl. No


Title of Training

Duration Venue

1. Superintendent Managing office and

create workable environment in view

of citizen centric administration

Formal

Office Management

including Stress/Time Management

3 days ATI

2. Stenographer

3. FDA

4. SDA

5. Typist

46 | P a g e

Management Development Programme- 5 Days (MDP)

Days Session/

Duration Topics

Day-1

FN I Registration, Introductory activities Eliciting expectations


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


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

47 | 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


48 | 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.

49 | 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

& case Studies discussions

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

PPP Projects, Monitoring Techniques Quiz on PPP

50 | P a g e

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

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


Case Work

Group Work

Film Show

Quiz

Field Visit


Demonstrate the skill of effective Finance Management in Working

Environment.


administration.

51 | P a g e

Days Session/

Duration Topics

Day-1

Session-I Registration, Introductory activities Eliciting expectations


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


52 | 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.

53 | 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

.

54 | P a g e

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

55 | P a g e

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

56 | P a g e

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.

57 | P a g e

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.

58 | P a g e

Module I

Managing Human Resource in organization

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

59 | P a g e

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

60 | P a g e

Group „C‟ Employees of Fisheries Department

Module -II: Office Management

Sessions Duration: One 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

Training Materials: Work Book and CD

Activity: Nil

61 | P a g e



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



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



White Board

Flip Chart

Computer

Clippings



Activity: Keep the Role Play Script ready

62 | P a g e



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



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:


Discussion

Case Study



White Board

Flip Chart

Computer

Film



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

63 | P a g e



Content: Store & Record Room Management

Sub Content:

Classification

Indexing of records

Record room maintenance, Disposal

& destruction, Computerization of all

records, KPRM Act 2010



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:


Discussion

Photo clippings

Case study of Channarayapatna Tq office and Hassan DC office



White Board

Flip Chart

Computer

Film

Resource Person: Knowledge of Record Management


Activity: Photo clippings of indexing and classification of records

64 | 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.

65 | 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

66 | P a g e

Module-I

Group „C‟ Employees of Fisheries 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

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, Fisheries 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

67 | P a g e

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 misbehavior, 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

68 | P a g e

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

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


Small Group Discussion

Discussion by questioning the participants

69 | P a g e

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.

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


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.

70 | P a g e

Methods:

Brain Storming

Lecture

Charts and drawings



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.

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

71 | P a g e

Process:

Resource Person explains in detail the aspects related to file and register

management.

Resource Person lists out the central and state government grants to the

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

managing the registers

Methods:

Brain Storming

Lecture



Training Aids:

White Board

Marker Pens

Flip Chart

OHP/ Computer


to gauge how much they have learnt.

Resource Persons: Resource persons from DTI, ATI faculty

72 | P a g e

Session V

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



Training Aid:

White Board

Marker Pens

Flip Chart

OHP/ Computer

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


73 | P a g e

Day 2

Sessions II

Module 5: Issues related to Human Resource Development

Content: 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

Session Time: 3 hours

Learning Objective:


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.

74 | P a g e

Methods:

Brain Storming

Lecture



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.

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


Learning Objective:


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.

75 | P a g e

Methods:

Brain Storming Lecture Power Point Presentation Discussion by questioning the participants Group work

Tools:

White Board Marker Pens Flip Chart OHP/ Computer



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


Learning Objective:


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

76 | P a g e

Methods:

Brain Storming

Lecture



Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Training Materials: handouts

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.


Learning Objective:


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.

77 | P a g e

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



Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer


to gauge how much they have learnt.

Training Materials: Service book

78 | 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:


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



Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer




79 | P a g e

Session V

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



Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



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

Training Materials: Publications of ATI

80 | 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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Resource Persons: In house ATI faculty


81 | 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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer




82 | 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


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Training Materials: handouts, books published by ATI and SIUD

83 | 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.


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Resource Persons: experts in the subject


84 | 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


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Resource Persons: in house ATI Faculty


85 | 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


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



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

of the Act.

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

86 | 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


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



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


87 | 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


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer




88 | 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.


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer




89 | 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.


Learning Objective:

Process:

Methods:

Brain Storming

Lecture


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Resource Persons: Experts in office management and procedures

Training Materials: handouts, ATI publications

90 | 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,


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


Tools:

White Board

Marker Pens

Flip Chart

OHP/ Computer



Resource Persons: course coordinator, chief guest

Training Materials: evaluation formats.

91 | P a g e

List of Participants – Fisheries Department

Sl.No NAME DESIGNATION AND OFFICE ADDRESS

1. Sri. B.R. Jagadeesh Deputy Director of Fisheries, 0/o Deputy Director of Fisheries, No. 891, Agnihamsa Link Road, Kuvempunagar, Mysore-570023, M : 9481438665 R : 0821 2561165

2. Sri. S.Rajanna Assistant Director, Training centre, Bethamangala, M:9972814308

3. Sri. D. Kubendra Nail,

Assistant Director of Fisheries 0/o Assistant Director of Fisheries, Kuvempunagar, Near M.G. Stadium, Tumluur. R : 0816-2254367 0 : 0816-2278126 M : 9880759700

4. Sri. H.S. Mahadeva

Assistant Director of Fisheries,

0/o Assistant Director of Fisheries, (Grade-I), Training center Kahini-511116, 0:08228-268310 M :9448t651

5. Sri. K. Gopala Reddy

Deputy Director of Fisheries,

Deputy Director of Fisheries, Bangalore Zone,

No 8, Mahaveera Complex, K.G. Road, Bangalore-560009 0: 080-25726525, M: 9845282779

6. Sri. Venkateshappa

Deputy Director of Fisheries shimoga

0/o Deputy Director of Fisheries. Shimogga Zone, B.H. Road, Shimoga-577201, R : 08182-272973, 0 : 08128-223259,

M : 9886642973, e-mail : [email protected]

7. Shivakumar. G.M

Assistant Director of Fisheries (Group-1)

O/o Assistant Director of Fisheries, Fisheries Training

Centre, B.R. Project Bhadravathi , Shimoga Tq-577115

O : 08282-256252M : 9880044919

8. Sri. P. Nagaraju

Assistant Director of Fisheries (Group-1)

Assistant Director of Fisheries (Training) Inland Fisheries Training Center, K.R. Sagar, Mandya District.

9. Sri. Thippeswamy.D

Senior Assistant Director of Fisheries,

Hassan. Ph : 08172-268571 M : 98861 34750

Note

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

-------------------------------------------------------------------

ADMINISTRATIVE TRAINING INSTITUTE LalithaMahal Road, Mysore – 570 011

P h on e : D i r e c t o r G en e ra l +9 1 -8 2 1 – 2 5 2 0 9 0 6 , 2 5 2 2 1 4 2 , 2 4 4 3 2 6 4 , 2 4 4 3 8 3 9 F a x : 0 8 2 1 – 2 5 2 3 8 9 9 , Em a i l : d g - a t i - k a m y @ k a r .n i c . i n

W eb s i t e : w w w.a t im y so r e . g o v . in