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Change Management

& Training Status

What is Changing in through e-NIRMIT in CPWD

200+ Processes and sub-

processes

Construction

Maintenance Request Management

HQ and Allied Processes

Vigilance, Vendor management, Asset management, Cadre management, Finance and fund management,

Manuals, Standards and Publications, Training

Works Lifecycle Management

Common Processes

Profile creation, Integration, feedback, grievance

Maintenance

3000+ Functionalities

CPWD Processes &

Functionalities To Be

Automated With e-

NIRMIT ERP solution

Change Management approach for CPWD

CPWD Stakeholder Engagement CPWD Readiness CPWD Adoption of Change

Stakeholder analysisand engagement

plan

Change Management approach finalization for

CPWD

Vision and Case for Change basis CPWD priorities

Communication Plan-Design and approval

Change agent network

design and plan

Business readiness assessment Organisational

Change measures

Change impact assessments

Change impactanalysis summary

Development Analysis(i.e. TNA, Capabilities, etc.)

Developmentmaterials

Development strategy(i.e. Training execution)

Execution of Communications (as per plan)

Stakeholder Engagement& Change Interventions*

Training Execution

*Sentiment Analysis, Change Workshops, Change Network Activation workshops etc.

Ch

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Change Management for ERP implementation in CPWD

➢Assess CPWD readiness for System deployment

➢Identify stakeholder and develop engagement plan

➢Identify impact of change in process and people

Change Management Initiation Post Go-Live Support

➢Post Go-Live Experience analysis and monitoring on specific action points

➢Stabilization & continuous improvement, communication, planning

Pre-UAT stage

➢Develop communication plan and initiate awareness building

➢Create change network and identify change champions

➢Support in developing training plan

Post-UAT stage

➢Training of 20000 employees and stakeholders

➢Implement communication plan

➢Carry out change workshops

➢Co-ordinate training implementation & monitor effectiveness

➢Create feedback & handling procedure

Change Management Implementation

Month 6 Month 12Month 0 Month 3 Month 9 Month 18Month 15 AMC period

Attitudinal and Behavioural Training Programs

The attitudinal and behavior training programshould ideally go hand-in-hand to the wholeemployees closely exposing to theorganisational change and helps in:

❖ Increase in adoption and acceptance of organization, or technology change.

Senior Leaders

Middle Managers

Change Champions

Change Expert/

Behavioural Trainers

Training Approach

❖ A decrease in the tendency of some employees to exhibit stressful or unproductive behaviors.

❖ Boost Positivity towards the change in organization's culture.

❖ Successful behavioral changes to be advocate of change.

❖ Effective learning of new skills, new processes, or new systems.

❖ Increase in employee morale and productivity.

Front line

employees


Attitudinal and Behavioural Training Programs

Target AudienceTraining Duration

No. of Sessions for Each Participa

nt

Batch Size

Total no. of Sessions to

be conducted

Superintending Engineers and Above (All grades equivalent to SE and Above)

Approx. 350 Participants

6-8 hours in Spread of 2 half

day Sessions(of 3-4 hours

each)

250

per batch14

(350/50X2)

Executive Engineers(All grades equivalent to EE)Approx. 1000 Participants

Half-Day Session(of 3-4 hours

each)

150

Per Batch20

(1000/50)

All Grades Below EE(Excluding MTS and Work charge staff)

Approx. 10,000 Participants2 hours 1 100

Per batch100

(10,000/100)

Change Champions667 Participants

12 hours in Spread of 4 Sessions

(of 3 hours each)

4 51Per Batch

52(667/51X4)

Attitudinal and Behavioural Training Status

Behavioral Training on Change

Management for - Senior Leadership

Superintendent Engineers and Above + (All

Cadres equalling the SE and Above)

Planned for total 350 Participants Conducted 1st batch on 9th February 2021

Participant attended: 37

Behavioral Training on Change and Resistance

Management for - Middle Management

Executive Engineers + (All Cadres equalling to EE)

Planned for total 1000 Participants Conducted batches on 29th Jan 2021 and 1st Feb 2021

Participant attended: 30

Technical trainings and Capacity Building

Analysis

Design

Develop

Pilot / UAT

Implement

Evaluate

Technical training Approach for CPWD

For Functional training and user’s capacity building we have planned, Training sessions for

15000 employees and stakeholders.

Socialize Training plan with Key

Stakeholders

Developing Training Content

Developing Technical Training Plan

Conducting Training Need Assessment

Technical Training Process

6 Measuring effectiveness of trainings

5 Execution of training Program

4

3

2

1

Functional Training Status for e-Tendering & e- Auction modules

Sr. No Region/Project Region Date of TrainingInvitation sent to Department Users

Training Attendance

1Region Delhi –

28-12-2020 149 108(NEW DELHI ZONE-1 to Delhi Circle-VIII)

2Region Delhi –

06-01-2021 142 141(Delhi Circle-IX to NEW DELHI ZONE-II)

3 Project Region Kolkata 07-01-2021 99 72

4 Region Chennai 08-01-2021 95 52

5 Region Bhopal & CCU, MOEF & CC 11-01-2021 144 83

6 Project Region Delhi 12-01-2021 116 48

7 Project Region Chandigarh 19-01-2021 241 152

8 Region Lucknow 20-01-2021 188 51

9 Region Hyderabad 21-01-2021 126 70

10 Project Region Chennai 22-01-2021 179 56

11Region Bangalore

09-02-2021& Border Works 234 99

12Project Region Mumbai & Region

Guwahati10-02-2021

235 108

13Region Chandigarh

11-02-2021& Region Mumbai 239 131

Total 2187 1171

Functional training for e-Tendering & e-Auction modules has been conducted across various Regions/Project Regions.

Upcoming user acceptance testing and technical training Plan is under process for HCM Module

Employee Morale Survey format

Click Here

Survey, Feedback & Assessments

Sample Survey had been conducted at CPWD

Academy to understand Employee morale level for

current Human Resource Administration matters and

to understand the current challenges faced by them

in day-to day operations within CPWD.

e-Tendering Functional Training’s Feedback & Assessment

e-Tendering Training Feedback formClick Here

e-Tendering Training Assessment formClick Here

Standee OptionsAwareness Communications/Emails Poster Options

Few Ideas for employee engagement

Screen Saver

Instructor Led Training Train-the-Trainer

Implementation Website

CPWD LMS Portal

Recorded Sessions

FAQ Page Change Workshops

Few Ideas for employee engagement

Tutorials

Videos & Tutorials

Training Videos

Employee Engagement

Model for understanding Employee engagement

EY Model contains 8 parametersspread across4 themes of Employee

engagement

Energized

Enlightened

Enabled

Enthused

Survey to capture employee engagement before and after ERP implementation

Process Theme alignment Parameter alignment Survey Question

Leave Management Enthused Alignment and Empowerment I am satisfied with the process of applying and approval of Leaves in CPWD

Seniority List/ Vacancy list

Enthused Work Environment I find the Seniority/ Vacancy list generated in CPWD to be accurate

Posting/ Transfers Enabled Communication & Transparency I find the Transfer/ Posting communication in CPWD to be timely and efficient

Joining/ Relieving Enabled Learning and Growth The current joining/ relieving process in CPWD is employee friendly

Retirement Enthused Work EnvironmentI find the Retirement records like Pay fixation, Retiree list etc. to be accurate and easily available

Annual Performance Appraisal Report

Enthused Alignment and Empowerment I find the process of generating and sharing APAR to be efficient and timely

Employee Processes Energized Work EnvironmentI am satisfied with the current employee processes like Deputation, Claims, GPF- Advance and Withdrawal etc.

Training and Learning Enabled Learning and Growth CPWD provides me opportunities to upskill myself to match the project requirements

Training and Learning Enabled Learning and Growth In CPWD, I have ready access to the Technical Knowledge base of past projects


Training Plan for Change Management

▪ Training in Two Parts : 1. Technical & Functional

2. Attitudinal & Behavioural

▪ One Nodal Officer for each Region / Project Region (VC Demos Being held each Friday)

▪ For Train the Trainers Programme (Each officer from different City – Online Training in

Progress) :

i. 5 CEs/ SEs

ii. 10 EEs

iii. 10 AEs / JEs

iv. 10 AAO/ Office Suptds.

v. 10 UDC/ LDC / Accounts Officer

▪ One SE in the training institute is NODAL OFFICER for organization of Attitudinal &

Behavioural training


Training Status

Target Audience / Training Training Completed

Superintending Engineers and Above 75

Executive Engineers(i). 350 (Introductory)(ii). 800 (e-Tendering)

All Grades Below EE (i). AEs (e-Tendering) : 500(ii). AAO/ UDC / LDC (Service

Book Digitization) : 1600

Functional Training for Other Modules To Start from 22nd Feb. 2021

Employee Morale Survey format

Click Here

Surveys, Feedbacks & Assessments

e-Tendering Functional Training’s Feedback & Assessment

e-Tendering Training Feedback formClick Here

e-Tendering Training Assessment formClick Here

B A C K


Data Scanning & Digitization Drive

For a successful Go-Live, the digitization required

# Documents Target Date Status as on 15 Feb2021

1 Employee Service Books 31 March 2021 Done for 6141 Employees

2 On-going Projects / Works Related

Documents

30 June 2021 To start by 1 March 21

(Webpage/ Database being

created)

3 Legacy Data To be done on-line after Go-

Live as per requirement.

B A C K

Survey design : Measuring Employee Morale in CPWD (1/2)

Parameter Questions

Leadership

1. My Region/Sub-region/Zones/Circle/Division/Section level leadership team is aware of what challenges the employees face and seek to address the same

2. My Region/Sub-region/Zones/Circle/Division/Section level Leadership team is aware of challenges the employees face & seek to address the same

3. My Organizational level Leadership team is aware of what challenges the employees face and seek to address the same

4. The top leadership team promotes a healthy work environment within the organization

Team work and Collaboration

1. I find it easy to collaborate and coordinate with others

2. I enjoy working with my co-workers, seniors and subordinates

Enlightened

Parameter Questions

Organizational Pride

1. I would recommend working at my current organization, to a friend

2. I see myself working for this organization till superannuation

Alignment & Empowerment

1. I enjoy a good work life balance

2. I feel free to reach out to my senior team members with any suggestions I may have

3. I see a link between my work and the overall objectives of the company

Enthused

Enabled Energized

Parameter Questions

Learning & Growth

1. I have various opportunities which allow me to reach my optimum potential here

2. I see professional growth and good career opportunities for myself here

3. Transfers and job rotations provide me opportunities for learning and growth

Communication & Transparency

1. Meetings at my workplace are time-bound and productive

2. There is honest and open communication between me and my senior officer

Parameter Questions

Rewards

1. I feel valued at work

2. I receive recognition from my senior officers for doing a good job

Work Environment

1. The work environment facilitates employee happiness and better performance

2. I have fun at work

3. I have the necessary tools and support to do my work here

4. I have the liberty to suggest new ideas, processes to management for improving the work environment

Survey design : Measuring Employee Morale in CPWD (2/2)