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ADMINISTRATIVE TRAINING INSTITUTE,
Lalitha Mahal Road, Mysore
Title: Training Needs Analysis of Public Works, Ports & Inland Water Transport Department.
First Edition: September 2013 No. of Copies: 200
Printed at: Kamal Impressions Janatha Nagar, Mysore – 570 009 Published by: Administrative Training Institute
Lalitha Mahal Road, Mysore – 570 011
Government of Karnataka
ADMINISTRATIVE TRAINING INSTITUTE
LalithaMahal Road, Mysore – 570 011
Dr. (Smt.) Amita Prasad, I.A.S
Director General
& Principal Secretary to GoK,
Preface
Administrative training institutes (ATI), Mysore is an Apex Training
Institute and committed to improve the capacity building of State
Government functionaries, through Training, Advocacy and Research. Many
Government Departments and Public Sector organizations are experiencing
gaps in performance at various levels functionaries. After the feedback and
request from the various Departments and Public Sector organizations, ATI
developed Training strategy to conduct training needs Analysis & to design
suitable courses.
In this regard we have invited Public Works, Ports & Inland Water
Transport Department to participate and conducted the workshop on
Training Needs Analysis and ensured that the all rank and cadre officers
participated to give quality input in the workshop. Public Works, Ports &
Inland Water Transport Department plays very important role in better
public delivery system.
A Workshop of the Officers of Public Works, Ports & Inland Water
Transport Department was conducted. We used Participatory methods,
interaction with subject experts, Community approach, Group work
approach & Case study method. In Training Needs Analysis we used various
tools like Strengths, Weaknesses, Opportunities and Threats (SWOT),
Training Interventions and Non Training Interventions. Functional Analysis,
which discussed issues like Role/Responsibilities of particular job,
Knowledge, Skill and Attitude gaps. Cause & Effect Analysis etc., tools were
used to identify the performance problems and based on the performance
problems, training was planned.
I appreciate the efforts of faculties Sri. G. M. Sarveswara, F(WS), Sri.
A. C. Diwakar Faculty & Sri. B. Yoganath Singh, Faculty SIUD, Mysore &
Course Assistants Mr. M. Dinesha, Kum. K.G. Padma, ATI, Mysore for their
intensive involvement in the process of doing Training Needs Analysis of the
Public Works, Ports & Inland Water Transport Department.
(Director General)
Date: 07.09.2013
Place: Mysore
Index
Sl. No.
Content Page No.
1. Summary/Recommendations 1
2. Systematic Approach to Training 1
3. Training Interventions 2-5
4. Introduction 6-7
5. Department's Mission 8
6. Powers and Duties of Officers and Employees 9-10
7. Organization Structure 11 – 13
8. Profile of the Public Works, Ports & Inland Water
Transport Department 14
9. Scope of TNA 15-18
10. SWOT Analysis 19
11. EMB 20
12. Cause & Effect 21
13. Performance Analysis/Performance Problem Public
Works, Ports & Inland Water Transport Department
officers
22-28
14. Training & Non Training Interventions 29-33
15. Brief Design 33-37
16. Modules 38–102
17. List of Participants for TNA Workshop 103-104
1 | P a g e
Summary/Recommendations
The reason for training and development activities is to help people, or
organisations, improve performance. Training is concerned with helping
them to acquire knowledge and skills, whereas development focuses on
future, anticipated needs. Therefore Organisation Needs Systematic
Approach to Training:
Systematic Approach to Training:
Improving performance is the need of the hour in any organization,
department or individual. The first stage of the Systematic Approach
Training is therefore to use various types of analysis to identify, as precisely
as possible, the nature of the problems and performance gaps.
Once the full extent of the area for improving performance has been
identified, training needs of employees or level of employees will be
identified. This would form the basis for planning and designing appropriate
training modules. Some problems and needs may fall within existing
training provision and can easily be attended to, others may require special
attention. The implementation of the Systematic Approach to Training would
therefore include learning activity with active and whole hearted
participation of the trainee, supported by skilled instruction.
All available methods of training like, on the job, lecture,
brainstorming, group discussion, group exercises, case studies, role plays,
seminars, syndicates, doorstep training, workshops, field visits, online
training and distance learning methods may be used, depending upon the
cost benefit analysis, availability of physical training infrastructure and the
target group. The above methods are useful for behavioural training and
imparting skills for interpersonal relationships.
Effective training that helps to improve performance is far more
complex than putting people in a classroom and „teaching‟ them. Training
activities should be based on a „planned process‟, called the „systematic
approach to training‟- often called SAT. An illustration of SAT process is
shown in Figure 1, below. It consists of four principal areas of activity:
1. Identify Training Needs
2. Plan, Design and Develop Training
3. Implement Training
4. Assess Results and Evaluate Training Outcomes
2 | P a g e
Training Interventions:
Group Training Interventions
Group A& B
Land Acquisition procedures for Projects
Quality Control Preparation of DPR in road, projects &
Buildings
Highway Planning & Economics
Management of Roads & Bridges
Geometrical Design of Roads and material
Characterization
Finance Management
Schedule of rates mismatch field reality R rates
There is no Course specialization
No encourage for Higher Education
No periodical exposure
Administrative issues
Budget preparation for the related project
Change attitude towards public & elected
representatives.
Less community participation
Departmental inquiry- role of inquirey officers
Disaster management
Drought mitigation and management
Project implementation
Monitoring and evaluation
RTI
Sakala
Office Procedures
Water supply issues
Minor irrigation issues
Geographical area wise issues related to PWD
Major Irrigation issues
Stress management
Computer Training
Public Management
Quality Management
Programme Implementation
Human Resource Management
Management of Political Issues
Mounting workload because of staff reductions
Gap between officials & non officials
3 | P a g e
New circulars & Government orders
New technology is required & up gradation
Improve level of service
Less job responsibilities
Crisis Management
KTPP Act
Tender Procedure
Budget Planning
Audit
PWD Act & Rules
Conflict management
Public Private Partnership
4 | P a g e
Group C Employees Training Interventions:
Group C
Change in their attitude towards
public
Computer application
Knowledge keeping of computers-
paperless once.
Office management
Personality development
programmes
Regular in-service training
Stress management
Training once in two years
Finance Management
SAKALA
RTI
Leave Rules
Pension Rules
HRD
Stock Management
KTTP Act
Other PWD circulars Government
orders.
Record Keeping & File
Management
Related Office Procedure
Department Programmes and
Schemes
PWD Act & Rules
Department Manual information
5 | P a g e
Non Training Interventions for Public Works Department
Additional requirement of ministerial staff and Officers.
Transfers issues
Political Pressure
Newly recruited Engineers/Newly recruited officers and staff required
Common Foundation courses and Technical Courses
Delegation of powers needs to revised
Well equipped building office & Quarters
Guidance the subordinate staff to work with skill and esuriency.
Performance & Professional based salary
Promotion opportunities at least once in 5 years
Providing computers for implementation of skill and efficiency
Refresher Course once in two years and updating recent government
Circulars/orders
New Act rules printed copies for reference.
Revised SR rates copy (six months ones).
New system of management and separate protocol in PWD (District
level & Taluk Level )
Reduce meetings in the field
More powers for subdivision (decentralization of power)
Training outside the state to envied knowledge and to study the
development at improvement.
lack of supporting staff to work in the field
Transportation Facilities.
Sufficient Budget for Programmes.
Explores Visit others states & Nation for Employees
Strength the monitoring and evaluation in State level, District level &
Taluk Level.
6 | P a g e
Department
Public Works, Ports & Inland Water Transport Department
Introduction:
Present status
The main functions of this department at present are, to investigate,
design, estimate, build and maintain roads, bridges, buildings, Ports and
manage inland water transport. The department takes up the construction
of buildings of other departments, which do not have their own
construction organizations.
The work in the Public Works, Ports & Inland Water Transport
Department has been divided into charges of Chief Engineers,
Communication and Buildings South & North, National Highways,
Principal Chief Architect / Chief Architect & Director of Ports etc.,
according to the administrative convenience of the department. The
Department is responsible for construction and maintenance of buildings,
port activities, inland water transport and road and bridge works on
national highways, state highways, and major district roads. At the
secretariat the department is headed by a Principal Secretary of IAS rank,
and a Secretary of EIC rank.
The Chief Engineer, Communications & Buildings, South Zone,
Bangalore, and Chief Engineer, Communications and Buildings, North
Zone, Dharwad, and the Chief Engineer National Highways, are the three
zones in the department. In each zone there are circles headed by
Superintending Engineers, divisions headed by Executive Engineers and
sub-divisions headed by Assistant Executive Engineers. The
communication & buildings south zones divided into 6 circles and 20
divisions. The communication & buildings north zone is divided into 4
circles and 15 divisions.
7 | P a g e
The Chief Engineer, National Highways, has jurisdiction over the
entire state and is responsible for the execution of all National Highway
works. The chief engineer, national highway is primarily entrusted with the
responsibility of carrying out works of the National Highway Authority of
India (NHSI) and Ministry of Road Transport & Highways (MoRT & H). The
major portion of funds operated is from the government of India. The
national highways zone is divided into two circles and seven divisions.
A Principal Chief Architect / Chief Architect having jurisdiction over
the entire state with adequate number of Deputy Chief Architects, Deputy
Architects & Assistant Architects is responsible for providing conceptual
designs as well as detailed designs of all buildings under the jurisdiction of
public works and rural development engineering divisions.
Karnataka Road Development Corporation Limited (KRDCL) was
established on 21st July 1999 under the administrative control of the
PWD. It is a wholly owned Government of Karnataka enterprise for
development of road infrastructure in the state. A Managing Director is
the head of this enterprise.
Karnataka State Highway Improvement Project (KSHIP) is an initiative of
the Public Works Department of Government of Karnataka for the
improvement of road net work in the state under External Aided
assistance from multilateral development banks. A Chief Project Officer of
IAS rank heads this organization.
The Karnataka Ports Department was formed during 1957 for
conservancy, maintenance and development of ports and harbours in the
state. The Inland Water Transport Wing in the department came into
existence in 1972. The Director of Ports and Inland Water Transport with
head quarters at Karwar is the head of the department. The Ports
Department is now merged with the Public Works Department vide
Government Notification No. DCA 15 ARH 2007 dated 24-10-07.
8 | P a g e
DEPARTMENT'S MISSION
"Plan, Design, Construct and maintain a safe cost effective core road network, public buildings, ports and other public infrastructure in
Karnataka."
9 | P a g e
Powers and duties of officers and employees
Sl. No Designation Powers and duties
1 Chief Engineer
Execution of all National Highway works.
Development of road infrastructure
Improvement of road net work
Maintenance and development of ports and
harbors
Effectively control personnel management
systems, construction and quality management systems, information
management systems and accounting management systems.
Satisfactory execution of all budgeted works and also other works
Important structural designs under execution rest on the chief Engineer who should
exercise careful control over the work of the designing and technical sanctions.
During to natural disaster (inspect the site of
the damage, study the extent of damage, initiate appropriate remedial measures)
Progress of expenditure on all heads sanctioned grants are not exceeded and that,
if an excess is, for unforeseen reasons, un-avoidable, prompt action is taken for applying
for a supplementary grant
2 Superintending Engineer
Shall check quality reports, field book and
make entries in the field book covering remarks on shortcomings and suggestions for improvements.
The authorized system of accounts of
works, stock, stock manufacture and tools and plant
3 Executive Engineer
Executive Engineer is the division in charge.
Executive Engineer in-charge of the
subdivision shall allocate the work among the assistant Engineer/selection grade Junior Engineer/Junior Engineers.
Proper measures to be taken to preserve all buildings and other works in his division.
Keep accurate plans of all Government lands.
Executive Engineer is responsible for the
correctness in all respects of the original
records.
10 | P a g e
4 Assistant Executive Engineer
Officer is held personally responsible for the
correctness of all initial cash and stock accounts require to be maintained in the sub-
divisional office.
He shall examine the transactions relating to
all such accounts and other important records and see that they are correct and conform to the rules in force, in all respects.
5 Assistant Engineer
The custody of Government land, buildings,
machinery and other Government property vesting with the department.
For keeping Government lands free including road boundaries from encroachment.
For keeping in proper custody all Government machineries, tools and plants, and materials-
at-site account.
Annual inspection of buildings and submit
reports periodically
Submit monthly accounts of receipts and
issues of all T&P, stock and M.A.S. articles.
He shall be responsible for keeping in official
custody of cash received from the subdivision office and render accounts as per rules and within due dates.
6 Junior Engineer
7 Superintendent Scrutiny of files submitted by the Case workers with respect to accounts and administrative
matters.
8 First Division
Assistant
They assist their immediate senior officers in
carrying out day to day Government works according to the norms prescribed Transaction of Business Rules, PWD Code Vol-I & II,
Irrigation Acts & Rules, CADA Acts & Rules, C&R rules, CCA rules, KCSR and Conduct rules,
Circular and GO issued from time to time. 9 Second Division Assistant
10 Stenographer/Typist Typing and Stenography works.
11 | P a g e
Organization Structure
12 | P a g e
13 | P a g e
14 | P a g e
Profile of the Public Works, Ports & Inland Water Transport Department
Sl. No. Post Sanctioned
Post
Filled
Post
Vacancy
1 Engineer in Chief
01 01 -
2 Chief Engineers
03 03 -
3 Superintending
Engineers 21 21 -
4 Executive Engineers
64 61 03
5 Assistant Executive
Engineers 344 341 03
6 Assistant Engineers
1119 857 262
7 Junior Engineers
863 703 160
Total 2415 1987 428
15 | P a g e
Scope of TNA
TRAINING NEEDS ANALYSIS
As individuals, we spend most of our lives learning - from our parents,
other members of our family, from school teachers, study at college, or from
friends and colleagues. Sometimes this learning is organised, such as at
school, or it is random that happens as we progress through our lives.
Often, we learn as a member of a group - for example, as a member of our
family, a member of society, or as a member of a working group. These
learning experiences gradually shape us for what we are, and make a major
contribution in determining our prospects for our life and careers.
Organisation‟s also spend a considerable amount of time and energy
learning, as they establish themselves in an industrial, commercial or public
service market sector, with products and services to attract to customers.
They learn about their market sector, about competitors, about successful
business ventures and projects, also other activities where they failed. The
concept of the 'learning organisation' is now well established to indicate that
successful organisations are those that can learn and develop. The less
successful ones are often those that are not able to learn. They are unable to
respond to changes in government policies, working practices, competition,
the market for their products and services, and the availability of new
technologies. Successful organisations are those that have an inherent
willingness to learn, so that they can respond positively to opportunities to
improve performance.
So far, we haven't mentioned 'training', only learning. What's this got
to do with Training Needs Analysis, or helping organisations to improve
performance?
An important distinction between learning and training is that
learning is a naturally occurring experience which doesn't necessarily lead
to a conclusion. Training, on the other hand, is a planned learning activity
intended to achieve a specific outcome. Individuals, and organisations, can
go through a succession of learning experiences that do not result in
achieving any significant benefit. However, by means of training, they can
plan and organise their learning activities to enable them to improve their
performance. Training Needs Analysis (TNA) is the primary stage in the
Systematic Approach to Training (SAT), enables them to do this effectively.
16 | P a g e
A DEFINITION OF TRAINING NEEDS ANALYSIS
TNA is done by means of a TNA Consultancy, carried out either by a
member of staff, acting as 'Internal Consultant', or by somebody appointed
as 'External Consultant'. For both the competences and techniques are the
same. You may find the following definition of TNA useful:
"An examination of an organisation’s present and expected
operations and the workforce necessary to carry them out, in order to
identify the numbers and categories of employee needing to be trained
or re-trained. It may also refer to the training needs of individuals to
enable them to reach the required standard of performance in their
current or future jobs."
All organisations are a unique mix of personalities, business activities,
strengths and weaknesses. As a consultant, you will find each TNA
consultancy a unique and challenging experience, where you may need to
adapt this definition to suit circumstances.
ISSUES TO BE CONSIDERED
For organisations to obtain benefit from their investment in training, it
is essential that time and resources are focused on genuine training needs.
These needs can be associated directly to the performance of an
organisation, or indirectly to the development of its employees. If this can be
achieved, it should result in the following benefits:
* Systematic training will be seen as a worthwhile investment.
* Training activities can make an effective contribution to
improving performance.
* Organisations will consider TNA an essential part of their plans to improve performance.
* TNA will be carried out as a consultancy assignment by competent people.
* TNA consultancies will also identify non-training needs.
It's worth considering reasons why organisations may wish to use TNA
to improve performance and, equally, why they may reject it. It's also
important to recognise that a decision to authorise a TNA is in effect an
investment decision. So why should an organisation choose to invest in
TNA, or even training? Consider the situation from a chief executive‟s point
of view.
17 | P a g e
Benefits of Training to Organisations
If we wish client organisations to consider training as a valid and
justifiable investment, then we need to be able to indicate typical benefits
that are likely to result from a decision to invest in a TNA consultancy,
leading to training activities. For example:
* Efficiency will increase because employees are competent to use
equipment and systems.
* Changes in technology can be coped with more easily because
employees will have updated knowledge and skill.
* The workforce becomes more flexible as employees extend their
range of competences.
* An organisation can attract higher calibre employees, due to
having a reputation for training and developing its staff.
* Customer satisfaction will increase, resulting from dealing with
trained employees.
Benefits of Training to Workers/Employees of the Departments
Most industrial, commercial or public service sector organisations
experience significant changes to business practice and the technologies
they use. These changes affect workers, who face the prospect of less job
security and a constant need to update their knowledge and skills. Although
TNA is being done primarily to help organisations improve performance by
means of training, it also benefits individual workers. For example:
* People are recognised as an organisation's greatest asset, and considered as major 'stakeholders' in its success.
* Workers who are actively involved in a TNA are likely to experience a sense of empowerment. They are encouraged to
contribute to initiatives intended to improve both their personal performance and that of their organisation.
* The TNA process can often help individuals realise their full potential enabling them to an increasingly successful career, and make contribution to their organisation.
* Involving workers from all levels and jobs within an organisation
will help them to share in the process of change and development. This will assist them to retain a sense of confidence in the future of the organisation, and their prospects
for long term employment.
* TNA may identify development opportunities for individuals.
18 | P a g e
Features of TNA:
The reason for training and development activities is to help people, or
organisations, improve performance. Training is concerned with helping
them to acquire knowledge and skills, whereas development focuses on
future, anticipated needs. TNA provides the basis for these activities by:
* Looking at an organisation as a whole to understand its
business and where it's experiencing problems, seeking
wherever possible to turn problems into opportunities.
* Looking at the people employed by an organisation, at all levels,
to find out how they can help to improve their performance by
means of training and development.
* Looking at an organisation‟s products, services, technologies
and systems to identify significant performance problems.
* Analysing problems to identify training needs for people who are
associated with them.
* Helping individual employees plan their training and
development.
* Recommending training and Non- Training solutions.
* Helping management to decide priorities, and benefits from an
investment in training.
* Helping management to plan training initiatives.
Effective training that helps to improve performance is far more
complex than putting people in a classroom and „teaching‟ them. Training
activities should be based on a „planned process‟, called the „systematic
approach to training‟- often called SAT. An illustration of SAT process is
shown in Figure 1, below. It consists of four principal areas of activity:
1. Identify Training Needs
2. Plan, Design and Develop Training
3. Implement Training
4. Assess Results and Evaluate Training Outcomes
19 | P a g e
SWOT Analysis
Strengths Weaknesses
Senior people in the organization
are well experienced Experienced in major projects in
road, building Public relationship is maintained Rich experience in solving field
problems Adoptability to Information
Technologies Everyone in the organization is
very well experienced at the field
level.
Accepting Change is required
more time Interference in day to day
activities Organization policy towards
people management
Infrastructure is sufficient Insufficient functional level staff Use of IT tools like CADD Latest
drawing software‟s and their
usage
Opportunities Threats
New innovations and possibilities by the Government.
Standardization of Public Works. Involvement of private agencies/
multinational companies in all
projects (PPP). Financial support from
international like ADB, World
Bank, JOYKA etc., The recent Government Policies
give importance for infrastructure.
Major projects such as KJBNL,
CJBNL etc.,
Private Consultancy firms
emerging in all fields.
Due to lack of modern
equipments all major projects are
awarded to private firms.
Open tendering system acting as
a hindrance in getting the public
projects.
20 | P a g e
Environmental, Motivational and Behavioural Factors (EMB)
Environmental Motivational Factors Behavioural Factors
Less computer
Knowledge
Lack of independent
office
Shortage of Budget
Less Staff
Heavy work load
More Meetings
More Protocol Work
Political pressure
Other associations
processor
Public grievance
Government policy
No incentives
Unscheduled meetings
Unsolicited influences
Burdensome tasks
Transfers
No appreciation
No promotions
No recruitment
Lack skill in handling
bigger projects
Lack of knowledge in global
architectural designs
Non-adherence of standards
specified.
The Officers are not skilled
in use of computer for
architectural designs.
Hesitance to use IT tools
like CADD, latest drawing
software‟s.
21 | P a g e
Cause & Effect
Lack of skill in managing office
No-coordination
Method
Not sharing
only
delivering
Materials
No knowledge in
modern
technology
People
Lack of
Computer Skills
Lack of Knowledge & skill in
communication
Shortage of assistant
No standards
Lack of
infrastructure No
Modern
Gadgets
No recruitment of staff
Centralised
plan
Lack of Time
management
Government
Machinery
Product
Political
interference Centralised
administration
Finance
No Funding
Many
schemes
22 | P a g e
Performance Analysis/Performance Problem
Public Works, Ports & Inland Water Transport Department officers in
dealing with activities concerning design, execution and maintenance
of Roads and Bridges
Sub Activity Designation
Knowledge Skill Gap
Feasibility
Survey
JE/AE
/AEE
Knowledge about
planning of the project & methods of
survey Working out benefit/cost/ratio.
Categories benefits/cost both
visible-hidden.
Effective
planning
Cost effective
planning not done
Environmental Assessment
JE/AE/AEE/
EE/SE/CE
Traditional Ecological Knowledge in
Environmental Assessment and
Management
Environmental Impact
Assessment skill
Advanced notable
up-to-date Environmental
science and environmental laws
Soil/Geotechnical
Investigation
JE/AE/AEE
Professional Competency in Soil
Science
Scientific rules and methods
to solve problems & foundation
skills
Advance Laboratory tests
Detailed
Survey
JE/AE
/AEE
Concept of survey
knowledge & methods of survey
Use of Total
station survey instrument,
GPS, GIS, LIDAR & latest surveying tools
Not exposure to
latest survey equipment
Hands on training
Land acquisition
JE/AE/AEE/
EE/Revenue Dept./
Police Dept.
Communication skill, inter departmental
co-ordination, Land acquisition Acts Basic law for
engineers
Latest Land Acquisition
Acts, Rules & Amendments
Interaction & negotiation
skills
Designs JE/AE/AEE/EE/SE
/CE
Qualified and experienced in designs and capable
of directing the designs process as
per IRC, Bridges
Knowledge about IRC Guidelines,
MoRT&H specifications.
Latest design
Officers who are not experts in designs shall
not be posted as
Superintending
23 | P a g e
codes
software‟s and
their usage
Engineers
(Designs). Hence, all the Engineers are
required to know the latest designs.
Drawings JE/AE/AEE/
EE/SE/CE
Design concepts in respect of IRC,
Bridges codes
Use of IT tools like CADD
Latest drawing software‟s and
their usage
Not exposure to latest
preparation of drawings
Detailed Estimating &
Costing (Detailed
Project Report)
JE/AE/AEE/
EE/SE/CE
Concept of estimating & costing
Collection of hidrodical data, flood
forecasting and design flood Data rate and
schedule of rates PERT, Arbitration
procedures.
Drafting & Documentatio
n skills
Advance IT tools like MS
Project etc.,
Approval of the Detailed
Estimate/DPR
JE/AE/AEE/
EE/SE/CE
Knowledge about the Project & Scrutinizing
Judgment and Decision
Making Skill
Early decision taking
Tendering EE KTPP Act,Relevant Rules, E-tendering
Knowledge of standard tender documents STD.
Technical & Financial
Criteria for evaluation of tenders
IT tools like E-tendering, PPP
model project, Global tendering
Awarding of the work
EE KTPP Act, Relevant Rules, E-Tendering
Arbitration procedures
Up-to-date Tender
processing as per prevailing rules
Execution of work
JE/AE/AEE/
EE
Knowledge about supervising,
monitoring, time management, quality control etc.,
Safety aspects.
Project Management
Monitoring the progress of the work physical
as well as quality
accepts-time control
Modern technology
required for new construction
equipments, machineries,
and transport and non-transport
vehicles
24 | P a g e
Apart from the above the following topics also may be considered
1. Disaster due to flood and bridge collapse, flyover collapse and disaster
management.
2. Latest quality test procedures using modern equipments
3. Overcoming bottle necks in land acquisition process
4. Public private participation (PPP) in implementing projects
Public Works, Ports & Inland Water Transport Department officers in
dealing with activities concerning design, execution and maintenance of Buildings
Sub Activity Designation Knowledge Skill Gap
Soil/Geotechnical Investigation
JE/AE/AEE Professional Competency in Soil Science
Scientific rules and methods to solve problems & foundation skills
Advance Laboratory tests
Detailed Survey JE/AE/AEE Concept of survey knowledge & methods of survey
Use of Total station survey instrument, GPS, GIS & latest surveying tools
Not exposure to latest survey equipment
Land acquisition
JE/AE/AEE/EE/Revenue Dept./Police Dept.
Communication skill, inter departmental co-ordination, Land acquisition Acts Basic law for
engineers
Latest Land Acquisition Acts, Rules & Amendments
Interaction & negotiation skills
Structural Designs
JE/AE/AEE/EE/ SE/CE
Qualified and experienced in designs and capable of directing the designs process as per Building codes , Indian Standards Codal Practices Analysis of structures, usage of latest software
Knowledge about Indian Standards Codal Practices,
Officers who are not experts in designs shall not be posted as Superintending Engineers (Designs). Hence, all the Engineers are required to know the latest designs like
25 | P a g e
earthquake resistance etc,.
Drawings JE/AE/AEE/EE/SE/CE/ Chief Architect
Concepts of Design & drafting as per Building codes. Preparation of drawing, usage latest software and preparation
of reinforcement detail
Use of IT tools like CADD
Not exposure to latest IT tools for preparation of drawings
Detailed Estimating & Costing (Detailed Project Report)
JE/AE/AEE/EE/SE/CE
Concept of estimating & costing Working out benefit/cost/ratio Basic knowledge of data rate and schedule of rates.
Drafting & Documentation skills
Advance IT tools like MS Project etc.,
Approval of the Detailed Estimate/DPR
JE/AE/AEE/EE/SE/CE
Knowledge about the Project & Scrutinizing
Judgment and Decision Making Skill
Early decision taking
Tendering EE KTPP Act, Relevant Rules, E-Tendering Standard tender documents
Technical & Financial Criteria for evaluation of tenders
IT tools like E-Tendering, PPP model project, Global tendering
Awarding of the work
EE KTPP Act, Relevant Rules, E-Tendering Arbitration procedures
Up-to-date Tender processing as per prevailing rules
Execution of work
JE/AE/AEE/EE Knowledge about supervising, monitoring, time management, quality control etc., Safety aspects during construction
Project Management PERT, time control
Modern technology required for new construction equipments, machineries, and transport and non-transport vehicles etc,.
Apart from the above the following topics also may be considered
1. Disaster management, fire fighting 2. Maintenance of electrical equipments, generators and lifts.
26 | P a g e
3. Public Works, Ports & Inland Water Transport Department officers in dealing with activities concerning design, execution and
maintenance of Water supply & Sanitation
Sub Activity Designation Knowledge Skill Gap
Soil/Geotechnical
Investigation
JE/AE/AEE Professional Competency in
Soil Science
Scientific rules and
methods to solve problems &
foundation skills
Advance Laboratory
tests
Detailed Survey
JE/AE/AEE Concept of survey knowledge &
methods of survey
Use of Total station survey
instrument, GPS, GIS,
LIDAR & latest surveying
tools
Not exposure to latest survey
equipment
Land
acquisition
JE/AE/AEE/EE
/Revenue Dept./Police Dept.
Communicatio
n skill, inter departmental co-ordination,
Land acquisition
Acts Basic law for engineers
Latest Land
Acquisition Acts, Rules &
Amendments
Interaction &
negotiation skills
Water supply & sanitation
component design
JE/AE/AEE/EE/
SE/CE
Qualified and experienced in
designs and capable of directing the
designs process as per
field conditions
Knowledge about IT
tools & loop software, & structural
design Usage of
latest software.
Design of water
treatment structures like WTP,
Over head tank. Etc.,
Hence, all the Engineers are required to
know the latest designs
Drawings JE/AE/AEE/EE/ SE/CE/
Concepts of Design & drafting as per
population and relevant
rules.
Use of IT tools like CADD &
loops Usage of
latest software
Not exposure to latest IT tools for
preparation of drawings
Detailed JE/AE/AEE/EE Concept of Drafting & Advance IT
27 | P a g e
Estimating &
Costing (Detailed Project
Report)
/
SE/CE
estimating &
costing Benefit/cost/ratio
PERT
Documentat
ion skills
tools like MS
Project etc.,
Approval of
the Detailed Estimate/DPR
JE/AE/AEE/EE
/ SE/CE
Knowledge
about the Project & Scrutinizing
Judgment
and Decision Making Skill
Early
decision taking
Tendering EE KTPP Act, Relevant
Rules, E-Tendering Standard
tender documents
Technical & Financial
Criteria for evaluation of tenders
IT tools like E-Tendering,
PPP model project, Global
tendering
Awarding of the work
EE KTPP Act, Relevant
Rules, E-Tendering Arbitration
procedures
Up-to-date Tender
processing as per prevailing
rules
Execution of
work
JE/AE/AEE/EE Knowledge
about supervising, monitoring,
time management,
quality control etc.,
Project
Management
Modern
technology required for new
construction equipments,
machineries, and transport and non-
transport vehicles etc,.
28 | P a g e
Public Works, Ports & Inland Water Transport Department officers in dealing with activities concerning design, execution and maintenance
of Other works
Sub
Activity
Designation Knowledge Skill Gap
Accounting
& financial management
EE/SE/CE Management Management &
Monitoring
Advanced
Technology
Land acquisition
, Highway act
JE/AE/AEE/EE/SE/CE
Communication skill, inter
departmental co-ordination, Land acquisition Acts
Latest Land Acquisition
Acts, Rules & Amendments
Interaction &
negotiation skills
PPP EE/SE/CE PPP Project Evaluation and
Tendering Process
Technical & Financial
Evaluation and Tendering
Process
RFQ, RFP & Advanced
IT Tools
Contract manageme
nt
EE/SE/CE Elements of change
management
Knowledge management
principles
Tools and technology,
such as an expanded
enterprise resource planning
system
Project
implementation , monitory &
evaluation
JE/AE/AEE/E
E/ SE/CE
Planning,
Monitoring and Evaluating for Development
Results PERT
Management
and operationalization of critical
success factors
Advanced
technical researches
Tender evaluation
, basics & e-procureme
nt
EE/SE/CE KTPP Act, Relevant Rules,
E-Tendering
Technical & Financial
Criteria for evaluation of tenders
IT tools like E-
Tendering
Office
procedure & file maintenan
ce
JE/AE/AEE/E
E
Basic Knowledge KCSR, CCA
etc.,
Latest
Amendments
D-Code, A-
code
JE/AE/AEE/E
E/SE/CE
Knowledge of
PWD D-Code, A- code
-
Latest
Amendments
29 | P a g e
Training Interventions:
Group Training Intervention
Group A& B
Land Acquisition procedures for Projects
Quality Control Preparation of DPR in road, projects &
Buildings
Highway Planning & Economics
Management of Roads & Bridges
Geometrical Design of Roads and material
Characterization
Finance Management
Schedule of rates mismatch field reality R rates
There is no Course specialization
No encourage for Higher Education
No periodical exposure
Administrative issues
Budget preparation for the related project
Change attitude towards public & elected
representatives.
Less community participation
Departmental inquiry- role of inquire officers
Disaster management
Drought mitigation and management
Project implementation
Monitoring and evaluation
RTI
Sakala
Office Procedures
Water supply issues
Minor irrigation issues
Geographical area wise issues related to PWD
Major Irrigation issues
Stress management
Computer Training
Public Management
Quality Management
Programme Implementation
Human Resource Management
Management of Political issues
Mounting workload because of staff reductions
Gap between officials & non officials
30 | P a g e
New circulars & Government orders
New technology is required & up gradation
Improve level of service
Less job responsibilities
Crisis Management
KTPP Act
Tender Procedure
Budget Planning
Audit
Act & Rules
Conflict management
Public Private Partnership
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Group C Employees Training Interventions:
Group C
Change in their attitude towards
public
Computer application
Knowledge keeping of computers-
paperless once.
Office management
Personality development
programmes
Regular in-service training
Stress management
Training once in two years
Finance Management
SAKALA
RTI
Leave Rules
Pension Rules
HRD
Stock Management
KTTP Act
Other PWD circulars Government
orders.
Record Keeping & File
Management
Related Office Procedure
Department Programmes and
Schemes
Act & Rules
Department Manual information
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Non Training Interventions for Public Works, Ports & Inland Water Transport Department
Additional requirement of ministerial staff and Officers.
Transfers issues
Political Pressure
Newly recruited Engineers/Newly recruited officers and staff required
Common Foundation courses and Technical Courses
Delegation of powers needs to revised
Well equipped building office & Quarters
Guidance the subordinate staff to work with skill and esuriency.
Performance & Professional based salary
Promotion opportunities at least once in 5 years
Providing computers for implementation of skill and efficiency
Refresher Course once in two years and updating recent government
Circulars/orders
New Act rules printed copies for reference.
Revised SR rates copy (six months ones).
New system of management and separate protocol in PWD (District
level & Taluk Level )
Reduce meetings in the field
More powers for subdivision (decentralization of power)
Training outside the state to envied knowledge and to study the
development at improvement.
lack of supporting staff to work in the field
Transportation Facilities.
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Sufficient Budget for Programmes.
Explores Visit others states & Nation for Employees
Strength the monitoring and evaluation in State level, District level &
Taluk Level.
Course Design
Client: Secretary/Superintendent Engineer- Public Works, Ports & Inland
Water Transport Department.
Name of the course: Ex: Management Development Programme
Ex: 1
General Office Management
Context:
Department Officers are engaged in their professional work and are not able
to cope up with the General administration and clearance of files in time.
Due to this they are facing lot of stress.
Performance Problem:
Improper general management of office leading to delay in clearance of office
files in time.
Trainees:
Senior officers at District and Taluk levels such as Assistant Executive
Engineer, Assistant Engineer Public Works Department (Related officers)
Aim:
Managing the whole administration of the office and clearance of files in
time.
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Objective:
Manage offices effectively
Content:
Office Management, File Management, People management, Stress
management, related Act & Rules, Community participation
Training Methods:
Group Activity, Lecture /Discussion, Case studies/Exposure visit/Film
show/Subject Expert interaction
Language:
Kannada or English
Equipments
LCD with computer/White board with Markers
Trainers:
In house Faculty of ATI/DTIs & External faculty from PWD.
Assessment:
Internal and External assessment
Constraints:
Deputation of officers for training
Nominated officers and can ensure their participation without fail from the
Public Works Department.
Profile of the participants:
Get the details of the participants in advance throw Training Manager Public
Works Department.
Trainees:
All the officers attending the course at a time would be difficult, hence could
be clubbed with common courses & season wise arrange training
programme.
Budget:
Though budget is not a constraint, but if taken department specific training
then the respective departments PWD/Irrigation/Building/Road etc.
Planning & Reservation of Budget is very important above Departments.
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Benefits:
Expect better administration Citizen Friendly administration and good
service from Public Works Department for Public needs and better
implementation of PWD programmes.
Total Modules for Group ‘A’ & ‘B’ Officers
Management Development Programme
Public Private Partnership
Finance Management
Project Management
Total Modules for Group ‘C’ Employees
Office Management
Organization Management
Stress Management
Computer Management
Technical Management
36 | P a g e
objectives:
Management Development Programme (5 Days)
The Objectives is to help officers to
Identify the Personal effectiveness and one‟s strengths and weakness
Able to set goals and manage time.
Have better Team work
To enhance performance through better understanding of subjects
Methodology
Lecture cum discussion
Case Work
Group Work
Film Show
Quiz
Field Visit
Outcome: After the completion of the course the participants will be able to
Adopt the working knowledge of various Rules and be financial
procedures in administration.
Acquire the skill of working in coordination, develop leadership and be
innovative in achieving the tasks.
Use computer, internet in day-to-day administration.
Acquire required working knowledge and skills and able to provide a
responsive administration.
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Training Plan
Category Name of The Training Days Number of
Training
Number of
Participants
A & B
Management Development
Programme (MDP)
5 Days 50 1987
Public Private Partnership
(PPP)
5 Days 50 1987
Finance Management 5 Days 50 1987
Project management 5 Days 50 1987
Information Technology 5 Days 50 1987
Stress Management 3 Days 50 1987
Innovation Workshop 2 Days 10 1000
Category Name of The Training Days Number of Training
Number of Participants
‘C’
Office Management
3 Days 60 2400
Organization
Management
3 Days
60 2400
Stress Management
3 Days 60 2400
Computer Management
5 Days 60 2400
Technical Management
3 Days 60 2400
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Training Modules
Total Modules for Group ‘A’ & ‘B’ Officers
Management Development Programme
Public Private Partnership
Finance Management
Project Management
Total Modules for Group ‘C’ Employees
Office Management
Organization Management
Stress Management
Computer Management
Technical Management
39 | P a g e
Objectives:
Management Development Programme (5 Days)
The Objectives is to help officers to
Identify the Personal effectiveness and one‟s strengths and weakness
Able to set goals and manage time.
Have better Team work
To enhance performance through better understanding of subjects
Methodology
Lecture cum discussion
Case Work
Group Work
Film Show
Quiz
Field Visit
Outcome: After the completion of the course the participants will be able to
Adopt the working knowledge of various Rules and be financial
procedures in administration.
Acquire the skill of working in coordination, develop leadership and be
innovative in achieving the tasks.
Use computer, internet in day-to-day administration.
Acquire required working knowledge and skills and able to provide a
responsive administration.
40 | P a g e
Management Development Programme- 5 Days (MDP)
Days Session/
Duration Topics
Day-1
FN I Registration, Introductory activities
Eliciting expectations
Inauguration and Key note Address
FN II
AN I & II
Change Management Self Awareness
Interpersonal Relationship Time Management Leadership & Team Building
Evening
Session Computer Application
Day-2
FN I to II Ethics in Administration
FN III & IV
Quality in Public Service
Citizen Charter
Administrative Reforms
AN I & II
Efficiency and Effectiveness
Conflict & Negotiation Skills
Stress Management
Evening
Session
Computer Application-HRMS
Film show on CCA, Beru
Day-3
FN I to II
Financial Management
Karnataka Financial Code;
Role of DDO‟s Replies to Audit
FN III & IV Conduct Rules & CCA Rules
AN I & II Visit to the best practices
E.S Film Show on Pipli Live
41 | P a g e
Day-4
FN I & II KCSR & Office Procedure
FN III & IV KTPP Act
AN I & II Replies to Audit
Evening
Session Communication Skill
Day-5
FN I & II Right to Information Act
KGSC Act-2011 (Sakala)
FN III & IV Case Studies/Best Practise
AN I & II Programme Implementation& Report
containing -Schemes innovations
E.S
Group Work-Presentation and discussion
Evaluation and Feed Back from
Participants
Note: Above sessions we have to use related resource persons/subject experts
42 | P a g e
Module-2 Public Private Partnership
AIM
Broadly the aim of the training course is to sensitize, provide skills
and to given an orientation to officials from different departments of
the Government of Karnataka. The officers will be able to develop
appropriate managerial skills related to Public Partnership Projects.
OBJECTIVES OF THE TRAINING PROGRAMME
1. Trainees will be able to identify Public Private Partnership
Projects.
2. The trainees will be able to acquire additional and necessary
knowledge and skills related to the management of Public Private
Partnerships.
3. Trainees will be able to explain the enabling policy and
regulatory frameworks related to Public Private Partnerships.
4. Trainees will be able to explain the financial needs of different
projects under Public Private Partnerships as also of various
steps being taken, like setting up of India Infrastructure Finance
Company, and launching of a Scheme to meet Viability Gap
Fund (VGF) of Public Private Partnership Projects.
METHODOLOGY:
The training course shall be in workshop mode. It will be
based on
Lectures
Power Point Presentations
Case Studies
Group Work
Interactive and Participatory methods
Field Visits.
43 | P a g e
Day /
Date SESSIONS Topics
Day-1
I & II
Introductory session, Registration, Expectation of
the participants
Inaugural Address
III Introduction to PPP What? Why? Types of PPP/
Myth busters
IV
Systematic Approach to Project Management
(Conceptualization, planning, Feasibility,
Assessment etc., related to D.P.R.)
V & VI PPP Policy- Govt. Of India and Govt. of Karnataka
Initiatives PPP Life Cycle
Day-2
I & II Recap: Group Work-PPP case Studies
III & IV
PPP Project Development and Structuring, Basic
financial concepts pertaining to project finance
VgF, IIPDF, VfM etc.,
V & VI Case Discussions, case study and analysis
Day-3
I & II
Request for qualification(RfQ) Request for Proposal
(RfP)
III & IV Model Concession Agreement
(MCA)
V & VI Interactive session
Post award issue or Managing the PPP transaction.
Day-4
I & II Appraisal of Projects Assessing the Viability using
(BCR,NPV,IRR)-Case Discussion
III & IV
Guidelines of Planning commission (GoI) On PPP
projects PPP-Projects Case Studies & experience
sharing
V & VI PPP in Water Sector
44 | P a g e
& case Studies discussions
VII & VIII Project Implementation and GANTT, CPM/PERT for
PPP Projects, Monitoring Techniques Quiz on PPP
Day-5
I & II Field Visit: Mysore City Corporation, GPS
Presentation and Interaction with participants
III & IV
Field Visit: 24*7 Water Supply –JUSCO &
Solid Waste Management Plant-Land Filling Site
Visit
V & VI
Group Work-Presentation and discussion
Evaluation and Feed Back from Participants
45 | P a g e
Module-3 Finance Management
Objectives:
The Training aim to help officers to
Appreciate and analyze their role, responsibilities and functions
Perform their functions effectively ad so provide an opportunity to
provide
1. Administrative Leadership
2. Better Finance Management
Methodology
Lecture cum discussion
Case Work
Group Work
Film Show
Quiz
Field Visit
Outcome: After the completion of the course the participants will be able to
Demonstrate the skill of effective Finance Management in Working
Environment.
Adopt the working knowledge of various Rules and financial
procedures in administration.
46 | P a g e
Days Session/
Duration Topics
Day-1
Session-I Registration, Introductory activities Eliciting expectations
Inauguration and Key note Address
Session III-IV Role of DDO
Session V-VI Office Procedure
Day-2
Session I-II KCS (Conduct) Rules 1966
Session III-IV KCS(CCA)Rules 1957
Session V-VI General Principals Finance Management
Day-3
Session I-II Provisions of KCSR
Session III-IV KTPP Act and Rules
Session V-VI Tender, Purchase Rules, Store- Case
Studies
Day-4
Session I-II Preparation of Budget
Session III-IV Budget Implementation & Audit
Session V-VI Types of Bills & Coordination Treasury,
Field Visit Treasury
Day-5
Session I-II Gender and Budget
Session III-IV Field Visit Presentation
Session V-VI Monitoring & Evaluation of Programmes
and Finance
Note: Above sessions we have to use related resource persons/subject
experts
47 | P a g e
Stress Management Back Ground:
Stress is part of life in a fast-paced society. However, contrary to popular
belief, stress is not always bad. We need some stress to stimulate us. Some
level of stress is beneficial (called eustress). It helps us to set and achieve
goals, as well as perform at a higher level. Public Service is facing high level
challenges and expecting effective management of these demands at
individual and organizational level. It is estimated that stress is a factor in
up to 70% of visits to physicians. Therefore, an important part of healthy
living is to learn to bring stress to beneficial levels. Stress affecting following
factors…
Your work performance
Your personal relationships
Your professional relationships
Your health
Your job satisfaction
Your sense of well-being and quality of life
Common Sources of Stress Financial worries or concerns about job security
Leaner workforces and greater workloads
Job burnout
Juggling demands of work and family
Caring for a sick loved one or aging parent
Troubled relationships
AIM:
Performance improvement through proper stress management Objectives/ learning points/ Takeaway Participants
a. understand the meaning of stress
b. be able to distinguish positive from negative stress (eustress and
distress)
c. identify their stressors at the individual, professional, family and
social level
d. understand the sources of stress (internally or externally imposed)
e. different methods of managing stress
f. draw a plan of action and follow up action towards managing stress
48 | P a g e
Expected outcome:
a. Identify the present individual level of stress and get in touch with
inner feelings.
b. Clarify the concept of stress
c. Experience the Stress burn process
d. listing the common self or external stressor
e. identify the different methods of managing stress
Methodology:
a. Group activity.
b. self Reflection
c. showing movie
d. presentation
e. lecture method
f. Discussion
g. Case study
h. processing of human behaviour
Total Duration : 30 hours
Total Sessions : 30 hours
Outdoor Activity : 06 hours
Class Room Activity &
Interaction : 24 hours
49 | P a g e
First Day
Session : First Sub content : Process of Building Rapport
Session Objective : Start the process of Rapport Build among
participants
Expected outcome : make them more comfortable to participate in
Training effectively learning the process.
Methodology : Group Activity Discussion
Process : Ice breaking to create interaction between participants.
ask the participants to identify with any
objective of nature and then participants will
describe the object with relate to their
personality.
Next step participants will be given 10-15
minutes to discuss sharing their personal issues
and ask them to introduce the right side person
in anon verbal way.
finding that everyone is part of nature and share
commonality, behaviour and the difficult part is
to understand interpret others behaviour.
Learning Points : Rapport among the participants
Materials : Flipcharts Permanent marker Duration : 30 minutes
50 | P a g e
Session : Second
Input Content : Introductory Activities and formal opening of the workshop
a. understand the meaning of stress
b. be able to distinguish positive from negative
stress
Sub content : pre test – (Understanding own stress)
Session Objective: Formal opening of the workshop
Eliciting expectations from the participants
Understanding the present level of stress
Expected outcome: understanding the present level of stress at individual level Methodology : Questionnaire
Discussion Process :
01. address the participants and share the purpose of
Conducting this training.
02. Create the opportunity to each participant to share
individual expectations and this listed in flipchart.
03. Distribute the pre-test format and ask them to
answer after that the participants will explore self
level of stress.
Learning Points : Understanding about own Stress level
Materials : Flipcharts Pre Test formats
Duration : 2 hours Handouts : Pre Test formats - Annexure I
51 | P a g e
Session : Three
Sub content : Meaning of Stress Formal definition of Stress
Understanding and sharing information about stress
Session Objective: Understanding the meaning of Stress to each individual
To compare the formal definition of stress with
participants views
Expected outcome: clarifying the present level of stress at Individual level
Methodology : Group Activity Presentation
Discussion Process : Group Activity: make group of five and ask them
to note down the individual meaning of stress without duplication and compare with the formal definition of stress.
Presentation : Formal definition of stress is presented by the
resource person for thirty minutes.
Learning Points : Defining the Meaning of stress
Materials : Flipcharts Power point
Duration : 2 hours
Session : Four Sub content : Stress Burn process
Session Objective : Keep the participants alert after lunch and
also burn stress Expected outcome : make them participate in the activities and
experience the stress burn process Methodology : Outdoor Activity, Reflective
Process :
ask the participants to make a group of two with clear instruction so
that they can easily understand the process.
52 | P a g e
one member in each team will blind folded and ask them the follow
the instruction of other members to achieve task.
each member will group will undergo the experience and this
experience make them the understand trust and caring.
after this activity participants will share their experience and
challenges while completing the activity.
this experience make each participants to understand self and also
others Learning Points : Learning method of Burning Stress
Materials : Blind folding – 35 numbers
Flipcharts, Duration : 1 hour
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Session : Five
Sub content : Self discloser
Session Objective: Get in touch with own inner feelings Explore Here and Now stressors Reflective about the Self
Expected outcome: get in touch with inner feelings
Here and Now Stressors
Methodology : Reflective Discussion
Human Process - lab Process :
The Process work and Reflective Discussion: allow the participants to
reflect (sharing their past experience) in group.
Touching with inner stressors of each individual will be able to
communicate his/ her challenges, block.
This process will help each participant to understand other views and
interpretation about the past experience and create hormones
environment.
Learning Points : Reflective about Inner Feelings and Self Stressors
Duration : 1 hour
54 | P a g e
Second Day
Session : One
Input Content :
a. identify their stressors at the individual, professional, family and
social level
b. understand the sources of stress (internally or externally imposed)
Sub content : Self Acceptance Identifying Personal / Professional / Societal
Stressors
Session Objective: find the self stressors find common stressors find the group stress -self or external imposed
Expected outcome: listing self stressors, common stressors, Self or External imposed.
Methodology : Group Activity
Presentation Discussion
Process : Group Activity -Heart of the Rose:
Ask the participants to look at the stalk of rose follower. Participants
will interpret and explain about the background with relation to their
personal, professional family social context.
Participants will find the common stressor in group
Group will further discriminate the self or external imposed factors of
stress.
Presentation:
Group will present their opinion in the class.
Learning Points : Identify the different sources of Stress
Materials : 40 Roses and Flipcharts, permanent marker.
Duration : 2 hours
55 | P a g e
Session : Two
Content : Spirituality in Stress
Sub content : Spirituality in Stress Management Session Objective: Understand various sources of Stress
Understand the power of Spirituality in Stress Management
Expected outcome: sharing and listing source of Stress and Spirituality in Stress Management
Methodology : Lecture Discussion
Presentation Process :
Resource Person will do the presentation on different source of stress
and discussion will be lead to internalize the concept of environmental stress, work demand, role, life challenges, everyday hassles, conflicts and self imposed stress for 30 minutes.
for the next 90 minutes resource person will talk about power if meditation, prayer and spirituality to manage the stress
participants and resource person will discussion about the subject and Resource person will clarify the participant‟s questions.
Learning Points : Experience the spirituality in Managing Stress
Materials : Board, LCD, Computer, other accessories
Duration : 2 hours
Session : Three
Content : Managing Stress
Sub content : methods of Managing Stress Session Objective: give conceptual input on Stress
Get deeper inside and reflect on the personal front Experience the similar Behaviour pattern
Expected outcome: Identify the similar Behavioural pattern
Methodology : Screening Movie Discussion
56 | P a g e
Group Activity Process:
Screening Movie – 12 Angry Men
Participants watch movie- 12 Angry Men and identify similar pattern of behavior and get deeper inside.
Fractal – (Fragmenting Self) Exercise:
Allow the participants to share and involve getting deeper inside and reflecting on the personal front.
Learning Points : Experience to mange stress and reflecting from personal front.
Materials : Flipcharts, Workbook
Duration : 2 hours
Handouts : probable questions for discussion – 12 Angry Men
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Third Day
Session : one
Content : Methods of Managing Stress Sub content : How to Managing Stress Behaviour
Session Objective: learn how to control the mind How to achieve peach through mind control
Techniques to improve productivity
Expected outcome: Experience the different methods of Management of Stress
Methodology : Presentation Lecture
Discussion Process :
Resource person will presentation the concept of
managing stress behaviour for 45 minutes and facilitate for further discussion.
Learning Points : Experience to Mange Mind and Stress Behaviour
Materials : LCD, Computer and Flipcharts Duration : 2 hours
Session : Two
Sub content : Dilemmas –about self, professional, Community
Session Objective: Opportunity to share Dilemmas about self, professional, Community related to stress
Expected outcome: Sharing is the powerful tool for Management of
Stress Methodology : Micro Lab
Discussion Process : process intervention: allow the participants to share
their changing behaviour and present feeling towards Environment.
[
Learning Points : learning about Dilemmas about self, professional level
58 | P a g e
Materials : none
Duration : 2 hours
Session : Three
Sub content : Draw a plan of action and follow up action towards
Managing stress, Action Plan and Stress dairy
Session Objective: Prepare Action Plan to Monitor Stress Develop - Stress Dairy
Expected outcome: create Self Action Plan and write Self Stress Dairy
Methodology : Participatory Process
Participants prepare their own stress management
Plan and facilitate them to maintain a stress dairy.
writing individual action plan
Learning Points : Prepare plan of action to follow up stress behaviours at Individual level
Materials : Discussion:
Flipcharts
Workbook
Stress Dairy
Duration : 2 hours
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Pre and Post Test format
Stress Test: Annexure- I
Answer yes or no to the following questions:
01. do you worry about the future?
02. do you sometimes have trouble falling asleep?
03. do you often reach for a cigarette, a drink or a tranquillizer in
order to reduce tension?
04. do you become irritated over basically insignificant matters?
05. do you have less energy than you seem to need or would like to
have?
06. do you have too many things to do and not enough time to do
them?
07. do you have headaches or stomach problems?
08. do you feel pressure to accomplish or get things done?
09. are you very concerned about being either well liked or
successful?
10. do you perform well enough in life to satisfy yourself?
11. do you get satisfaction from the small joys or simple pleasures
of life?
12. are you able to really relax and have fun?
Scoring: Give yourself one point for each question 1-9 with a yes response
and one point for each question 10-12 with a no response. if your score is
four or more, then you may be under significant stress. you may want to
find out more about managing stress.
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Stress Management course Schedule:
Date / Day
Session Topic
Day-1
FN I & II
Inauguration
Introduction ; Ice breaking;
Elicitation of Expectation
FN III &
IV
Building Rapport among Participants
Understanding the Meaning of Stress: Find present
level of stress at Individual level
AN I & II Stress Burn Process: Group Activity
Self Discloser
Day-2
FN I & II Identify stressors at Individual, Professional, family
and social level
FN III &
IV Management of Stress through : Spirituality
AN I & II
Managing Stress: Identify the similar behavioural
pattern: Screening Movie
Exercise: Fragmenting Self
Day-3
FN I & II Managing Stress: learn how to control the mind
Techniques to improve productivity
FN III &
IV
Opportunity to Sharing dilemmas about self,
professional and community:
plan of Action & Stress Dairy
AN I & II Evaluation and Valedictory
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Organization Management:
Course on Organization Management
To enable the participants to perform their functions effectively and to
provide opportunity to sharpen their skills which can contribute to
excellence
To analyze the changing roles and functions of Officers and with a
view to provide relevant inputs for increasing the role effectiveness.
To analyze specific problems and issues with a view to evolve creative
solutions and recommendations.
Methodology
Group Work
Quiz
Film Show
Case Study
Role Play
Pick & Speak
Out Come Expected
The participants to perform their functions effectively.
To Develop Administrative leadership in the Department.
To provide relevant inputs for increasing the role effectiveness in the
Department.
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Day/Sessions Sessions Topic
Day-1
I & II Registration
Introduction & Course Objectives
Expectations & Setting Ground Rules
Inaugural & Overview of the Course
III & IV Programme Implementation GoI & GoK
Case Studies Discussion
V & VI Hospital Management, Area Mapping-needs of Service
Day to Day Functions
Quiz
Day-2
I & II Purchase of Medicines, Stock, Issues in Store, & KTPP Act.
III & IV Staff Management, Role & Responsibility, Pick & Speak.
Film show on “Journey of File”,
V & VI Registers, Record Management & Reporting System
Documentation of Department achievements.
Role Play & Group Work
Day-3
I & II Office Procedures Monthly, Quarterly, annual Reporting
Systems, Preparation of Meeting information & other
emergency work of Department.
III & IV Public Grievance, Cooperation & Coordination, Team work
V & VI Planning, Budget, Monitoring & Evaluation
VII Individual Action Plan & Valedictory
Note: Resource Persons May be Internal from ATI & External from Department.
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Module-3 for Computer (Technical) Training
Date & Time Topic Resource Person
Day-1
9:30am – 10.00 am Register at Hostel
Course
coordinator
10:00 am – 10.30
am
Introduction by participants with Course –
coordinator / Ice-breaking session /
Eliciting Expectations
10:30 am – 11.30
am
Introduction to Computers, Peripherals,
Input, Output, Processing and Storage
Devices.
System Analyst,
ATI
11:45 am – 12:45
pm
Introduction to Software and various
software Systems and its features.
Creation, Deletion, Moving and Renaming
of Folders & Files, using Calculator and
followed by
2:30 pm – 3.30 pm Introduction to E-Governance and its
features 3.45pm – 4.45 pm
Day 2:
9:30am -10.30 am Practice - session / Refreshing previous
day‟s session.
Resource Person
10:30 am – 11.30 Introduction to MS-Word, Layout of MS-
Word, File creation, Page & Margin Setup
Features
11:45 am – 1:45pm Formatting, Editing, Types of views,
Headers & Footers, Bullet Lists Font-
formatting, Paragraph –formatting.
2:30am – 3:30pm Spell-check, Creation of Tables,
Manipulation of Tables, Borders and Shading, word / sentence Finding, Searching and Replacing and Printing
features.
3:45pm – 4:45pm Practice – session.
5.00 pm – 7.00 pm HRMS Introduction and Data Filling-up
session
Resource Person
[
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Day-3
9:30am -10.30am Accounting System & Office Management
Procedures in the Office.
Resource Person
10:30am– 11.30
am
11:45 am –
1:45pm
Introduction of MS-Excel, Layout of MS-
Excel, File creation, Work-Book and Sheet
creation, Page Setup-features, Cutting,
Copying and Pasting. Enter data in Excel,
Formatting, Editing, Types of views,
Headers & Footers and Printing features.
Inserting & deleting sheets and Creation
of Charts and Graphs. Calculations, Using
& Entering formulas and preparing a
Salary – Statement etc.
Resource Person
2:30am – 3:30pm
3:45pm – 4:45pm
Day 4:
9:30am -10.30
am
Introduction of Nudi Kannada Software
and Usage.
Resource Person
10:30am-
11.30am
11:45 am –
1:45pm
Introduction to MS-Power Point, Creation
of slides, Text formatting, Font formatting, Paragraph formatting, Slide
effect, Action Buttons, Animation preview, Slide transitions, Slide show options.
2:30am – 3:30pm Practice Session
3:45pm – 4.45 pm
5.00pm – 7.00 pm Cyber Law and Information Security Cyber Law
Consultant
Day 5:
9:30am -11.30
am
Introduction of Internet and Usage, How
to Extract, Find, Search information and
Images in the Net, Usage of Search-engine
etc. Introduction to Email and its usage.
Resource Person 11:45 am –
1.45pm
2:30am – 3:30pm Interactive – Discussion / Revision and
followed by
Test / Quiz and Photo-Session
Course
Coordinator
3:45pm – 4:45pm Evaluation and Feedback
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Module-4
Managing Human Resource in Organisation
Introduction:
Organizations are managed by people. How effectively organizations operate
and achieve their goals depends largely on how professionally and
productively their people are managed. This is the function of human
resource management. Managing people and their performance involves
designing and executing a series of human resource systems and practices
that develop the capacity and productivity of organizational members while
keeping them satisfied. Managers in any organization have a need to develop
capability to mange organizational human resource more professionally and
productively.
Aim: To develop and use human resource capacity of organizations for
ensuring higher utilization of competent and committed workforce for
enhanced performance.
[
Leaning objectives:
To enhance understanding of the core elements of an organization and
the way they influence organizational functioning.
To assess how to design and initiate actions to improve their
effectiveness for developing organizations.
To manage organizations strategically by planning, implementing, and
controlling organizational directions.
To develop strategies to address the evolving environmental challenges
and opportunities more proactively for organizational growth.
To design effective systems, processes and methods for managing
resources, services, and programs and implement them efficiently for
improving organizational performance.
To develop HR System and capacity of their organizations for ensuring
the regular availability and productive utilization of competent and
committed workforce.
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Expected outcomes:
At the end of the training all the participants will be able to:
Describe what human resource management is, why it is important
for organizational performance, and how people can be managed
effectively.
Identify key elements guiding human resource functions in the
organization and list their main contents.
Describe the nature of human resource and job information for
managing people in the organization, design a simple human
resource information system, and prepare job description and job
specification statements.
Describe the concept and process of human resource planning and
prepare a human resource plan for the organization following a
systematic methodology.
State the meaning and importance of orientation of new staff and
prepare an orientation schedule to the newly hired employees.
Describe the concept and components of performance management
and its importance in getting effective results from people.
Create and manage performance support systems and practices for
maintaining and enhancing staff performance.
Design and implement staff empowerment practices for improved
performance.
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Module I
Managing Human Resource in organisation
This module introduces the
Basic concepts and framework for understanding the functions
and process of managing people in organization.
Functions and Process of Managing people in organization
Module II
Staffing pattern in the organisation
The focus of this module is
To create awareness about staff in organisation.
Plan for getting people and how to get them into the
programmes and put them on the job.
Module III
Managing staff performance
This module addresses the issue
How to ensure effective performance from people in the
organization
Designing and adopting performance- inducing systems and
practices.
Performances planning and appraisal systems, performance
support practices, rewards systems, and staff relations.
Module IV
Developing and empowering staff
The focus here is on
How to empower and enhance capacity of staff for improved
performance.
Staff empowerment practices through Staff Training and
Development.
Module V
Visits to best practices and Action Plan
This module addresses the issues of
Effective performance of different organizations.
Interacting with the best practices.
Preparing action plan will ensure the higher performance of an
individual.
Duration:
5 working days
30 hours
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Module I
Managing Human Resource in organisation
This module introduces the basic conceptual framework for
understanding the functions and process of managing people in organization
for getting effective results. Identify key elements guiding human resource
functions in the organisation.
Sub content : Managing Human Resource in Organisation
Session Objective : Felicitate the Basic and Conceptual framework
of HRM. Its functions and process of managing
people in organization for getting effective results. Key Functions necessary for Managing the HRM
Learning points / Expected outcome: Participants will be able to define and
Describe what Human Resource Managements, why is it important for organizational performance.
Identify Key Functions necessary for Managing the Human Resource
Methodology : Presentation
Lecture
Case Study Games
Materials : Chart papers, Markers, Flipcharts board, White
board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each
participant.
Duration : 5 hours
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Module II
Staffing pattern in the organisation
The focus of this module to create awareness about staff in
organisation. It addresses the key issue of how to plan for getting people
and how to get them into the programmes and put them on the job.
Sub content : Staffing pattern in the organisation
Session Objective : Human Resource and Job information System
Human Resource Planning Orientation to new staff
Learning points / Expected outcome : Participants will be able to define and
Describe what Human Resource and job
information are required for better performance Describe the concept and process of HR
planning Design a simple HR information system,
Prepare job description and job specification statements State the meaning and importance of
orientation of new staff and prepare an orientation schedule to orient new staff.
Methodology : Presentation
Lecture
Case Study Group Work Games
Materials : Chart papers, Markers, Flipcharts board,
White board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each
participant.
Duration : 9 hours
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Module III
Managing staff performance
This module addresses the issue of how to ensure effective performance
from people in the organization by designing and adopting performance
indicators inducing systems and practices. It includes performances
planning and appraisal systems, performance support practices, rewards
systems, and staff relations practices for maintaining and enhancing staff
performance.
Sub content : Managing Staff Performance Session Objective : Introduction to performance management
system Concept and process of Planning and appraising staff performance
Developing performance support systems
Learning points / Expected outcome : Participants will be able to define and Describe the concept and component of
performance management system Design the implement performance planning
and appraisal systems Create and manage performance support systems to enhance staff performance
Methodology : Presentation / illustration
Discussion
Group work Case Study
Materials : Chart papers, Markers, Flipcharts board, White
board, LCD projector, Computer. Copies of handouts for each participant.
Copies of assignment sheet for each participant.
Duration : 8 hours
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Module IV
Developing and empowering staff
The focus here is on how to empower and enhance capacity of staff for
improved performance. It includes staff training and development system
and staff empowerment practices.
Sub content : Developing and empowering Staff Session Objective : Developing staff for performance
Empowering staff for performance
Learning points / Expected outcome : Participants will be able to define and
Describe the concept and process of
developing staff performance Design and implement staff empowerment practices for improved performance
Methodology : Presentation
Discussion Group Work
Materials : Chart papers, Markers, Flipcharts board, White board, LCD projector, Computer.
Copies of handouts for each participant.
Copies of assignment sheet for each participant.
Duration : 5 hours
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Module V
Visits to best practices and preparation of Action Plan
This unit addresses the issues of effective performance of different
organizations by visiting and interacting with the best practices and
preparing action plan will ensure the higher performance of an individual.
Sub content : Visit to various organizations to explore t
Human Resource Management Action Plan
Session Objective : Learning about Various HR Management systems (Best Practices)
Prepare Action Plan for Performance improvement Individual in organization
Learning points / Expected outcome : Participants will be able to define and Visit to various best practices and get
experiential learning about Human Resource Management system.
Prepare organizational Action Plan
Methodology : Presentation
Lecture Case Study
Games Materials : Chart papers, Markers, Flipcharts board,
White board, LCD projector, Computer. Copies of handouts for each participant. Copies of assignment sheet for each
participant.
Duration : 5 hours
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Group ‘C’ Employees of Public Works, Ports & Inland Water Transport
Department
Module -II: Office Management
Sessions Duration: Half an hour
Content: Changing Roles
Sub Content: Management of Periodicals, Tappal classification, Movement
register and Duties and Responsibilities of Office managers and FDA’s, Expectation from Government Officials
Learning Objectives:
At the end of the course the participants will be able to:
Explain the Duties and responsibilities of the managers and FDA‟s
Describe the expectation from Government Officials
List the procedure in managing the Files and Periodicals
Process:
The Resource Person would bring in a power point presentation on the
file management, maintaining the documents and registers
Explain the duties and responsibilities of the Managers and FDA‟s
Show them a film on how to maintain Records
Discuss the pros and cons of not having a proper record maintenance
At the end of the session, the Resource Person should raise questions
on the contents covered to gauge their understanding of the issues
and to see if the learning objectives have been met.
Methods:
Lesson
Discussion
Power Point Presentation
Film Show
Questioning the participants
Training aids used in the session:
White Board
Flip Chart
Computer
Film
Resource Person: Knowledge of Office Management
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Training Materials: Work Book and CD
Activity: Nil
Module -II: Office Management
Sessions Duration: Half an hour
Content: Section Supervision & Office System
Sub Content: The Manager would learn the Table inspection, distribute Work
and delegate responsibilities, Review of diaries of the staff, Public Dealing, Public Grievances Learning Objectives:
At the end of the course the participants will be able to:
State the steps in table inspection, work distribution and review
diaries
Describe the need for dealing with Public and addressing grievances
Process:
The Resource Person would should arrange for a Role play to show the
table inspection
Discuss two case to address public grievances and dealing with public
Show a power point on which the work can be distributed also points
to be covered while reviewing a diary
Analyze the pros and cons of reviewing diary asking questions to the
participants
At the end of the session, the RP should attend to the questions and
doubts of the participants.
Methods:
Lesson with Power Point Presentation
Role Play
Discussion
Film Clipping
Questioning the participants
Training aids used in the session:
White Board
Flip Chart
Computer
Clippings
Resource Person: Knowledge of Office Management
Training Materials: Work Book and CD
Activity: Keep the Role Play Script ready
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Module -II: Office Management
Sessions Duration: One hour
Content: File maintenance, movement register and monitoring
Sub Content: Letter monitoring system File management system File movement registers
Guard file Monthly Reports, HRMS
Annual Administrative Reports MIB Statistics
MPIC
Learning Objectives:
At the end of the course the participants will be able to:
Explain the methods involved in Managing files, Reports and data
State the steps in operating HRMS package
Describe the procedure of preparing annual reports
Process:
RP would bring in a PPT to explain more on the management of data,
files and reports
The HRMS package would be explained giving emphasis on the
importance of the package
Annual Report of an organization would be brought to explain how it
should be prepared
Methods:
Lesson with Power Point Presentation
Discussion
Case Study
Questioning the participants
Training aids used in the session:
White Board
Flip Chart
Computer
Film
Resource Person: Knowledge of Office Management
Training Materials: Work Book and CD
Activity: Bring in some cases to explain the preparation of annual report
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Module -II: Office Management
Sessions Duration: One hour
Content: Store & Record Room Management
Sub Content: Classification
Indexing of records Record room maintenance,
Disposal & destruction, Computerization of all records, KPRM Act 2010
Learning Objectives:
At the end of the course the participants will be able to:
Explain KPRM Act 2010 and its use
List out the steps in classification and indexing of records
Process:
PPT presentation on how to index, classify the records and maintain
the record room
Store room maintenance and records to be maintained shall be dealt
with.
Participants should be told of the KPRM Act 2010
Methods:
Lesson with Power Point Presentation
Discussion
Photo clippings
Case study of Channarayapatna Tq office and Hassan DC office
Questioning the participants
Training aids used in the session:
White Board
Flip Chart
Computer
Film
Resource Person: Knowledge of Record Management
Training Materials: Work Book and CD
Activity: Photo clippings of indexing and classification of records
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Organization Management:
Course on Organization Management
To enable the participants to perform their functions effectively and to
provide opportunity to sharpen their skills which can contribute to
excellence
To analyze the changing roles and functions of Officers and with a
view to provide relevant inputs for increasing the role effectiveness.
To analyze specific problems and issues with a view to evolve creative
solutions and recommendations.
Methodology
Group Work
Quiz
Film Show
Case Study
Role Play
Pick & Speak
Out Come Expected
The participants to perform their functions effectively.
To Develop Administrative leadership in the Department.
To provide relevant inputs for increasing the role effectiveness in the
Department.
78 | P a g e
Day/Sessions Sessions Topic
Day-1
I & II Registration
Introduction & Course Objectives
Expectations & Setting Ground Rules
Inaugural & Overview of the Course
III & IV Programme Implementation GoI & GoK
Case Studies Discussion
V & VI Hospital Management, Area Mapping-needs of Service
Day to Day Functions Quiz
Day-2
I & II Purchase of Medicines, Stock, Issues in Store, & KTPP Act.
III & IV Staff Management, Role & Responsibility, Pick & Speak. Film show on “Journey of File”,
V & VI Registers, Record Management & Reporting System
Documentation of Department achievements. Role Play & Group Work
Day-3
I & II Office Procedures Monthly, Quarterly, annual Reporting Systems, Preparation of
Meeting information & other emergency work of Department.
III & IV Public Grievance, Cooperation & Coordination, Team work
V & VI Planning, Budget, Monitoring & Evaluation
VII Individual Action Plan & Valedictory
Note: Resource Persons May be Internal from ATI & External from
Department.
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Module-I
Group ‘C’ Employees of Public Works Department
Module 1 Module 2
Module 3 Module 4 Module 5
Module 6
Module 7 Module 8
Module 9 Module 10
Module 11
Module 12
Module 13
Module 14
Module 15 Module 16 Module 17
Roles and responsibilities, office coordination and office management
File Management and Register Management
Computer applications Issues related to Human Resource Development and public grievance redressed mechanisms
Common service rules / office procedures and income tax
Leave rules and following the service book, types of leaves
Duration of joining and rules of travel allowance
Right to Information Act, 2005 and modernisation of official procedure Preparation of Bills (Including HRMS)
Purchase rules and important points of Transparency Act 2000 in procurement of public distribution items
Auditing and compliance to audit report
Citizen Charter
Karnataka Guarantee of Service to Citizen Act, 2011
Retirement benefits
Office procedures, code of conduct and actions for misconduct. Scrutiny and Inspection
Content Administrative setup and office coordination, Public Works Department programmes, File and Register Management, Introduction to computer
application in administration, public grievances, appointment rules of government, purchase rules, transparency Act, citizens charter as accountability measure, pension policy , retirement benefits, KGS to C
Act, 2011, scrutiny and inspection
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Sub content Division, branch and sub-division. roles and responsibilities of
superintendents, division/section heads, branch heads and case workers, Focus of the health policy, its directions and importance. Central and state sponsored health programmes, Five bundle system, procedure,
drafting of note, letter correspondence, different types of register, formats of columns, classification of registers and management, registers management pertaining to financial transactions, centre and state
government grants to health department and budget procedures, monitoring of monthly income and expenditure statement, MS word,
outlook express, excel, Individual leadership development, communication skills, team work skills, time management, attending public issues with interest and redressal of grievances, stress management. rules and
regulations to be followed for effective delivery of public services, various rules of appointment, probationary period, different compositions of
income tax, Rules of sanctioning, importance and special facts of leave, maintenance of leave – entry of leave in the service book, action taken, suggestions, examining service history and confirmation. suitable time for
joining and common problems that could arise, details in relation to time of joining, how to make an entry into the service book, regarding travel allowances, examining the bills of expenditure, RTI -responsibilities of
public information officer, self-declarations, rules for providing information, duties of requisition authority, information commission‟s
collection, different types of bills, usage of HRMS technicalities, objective of purchase, quality fitness, adhering to rules and guarantee. Duties of office manager / superintendent and staff, rules and procedures of tender,
KTPP Act and rules, introduction to AD1, AT1, A1 etc. Maintenance of movement register, stock management and stock distribution, principles
of auditing, audit report , compliance of report ,citizen charter preparation and usefulness, implementation procedures of KGSC Act, different kinds of pension schemes, pension and retirement benefits, pension
contributions, family pension, etc. Procedures of filing pension papers, new pension policy, procedural delays, reasons and solutions to get pension, situations of mis-behaviour, procedures of code of conduct,
listing of complaints, responsibilities of complaints registering authority and enquiry officials, opportunity to re-file petition, court decisions.
questionnaire based scrutiny, inspection, table inspection, annual inspection procedure of submitting compliance report.
Objectives At the end of the training programme, the participants will be
able to-
Describe various health programmes
List the roles and responsibilities of FDAs and SDAs, office
management and coordination
State the process involved in file and register management
Explain the common service rules and procedures, retirement benefits
List the accountability and transparency measures and their usefulness in achieving good governance
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Course
Duration
Four days
Method Lecture, brain storming, case studies, templates, discussion, PPT, Action Plan preparation
Reading material
Books published by ATI
Training Aids White board, marker pens, computer, flip chart
Evaluation Question and answer session, administering IRQ, quiz
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Day 1 Session II
Topic: Introduction- Setting tone to the training programme
Content: Self-introduction by the participants and their expectations from
the training programme. About the training programme its aim, objectives
and methodology. Experience sharing by the participants
Session Time: 1 hour
Process:
Course Coordinator welcomes the trainees, introduces
himself/herself. Requests participants to introduce themselves and
their expectation from this training programme.
The training coordinator briefs the participants about the aim and
objectives of this training and the methodology followed using a power
point presentation or flip chart
Participants are asked to narrate their work experience
Methods:
Brain Storming
Lecture
Power Point Presentation
Small Group Discussion
Discussion by questioning the participants
Training Aids:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to understand their learning capacity
Resource Person: Course Coordinator
Training Materials: Training Schedule, Reading Materials
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Sessions III
Module 1: Roles and responsibilities, office coordination and office
management
Content: Administrative setup and office coordination – division, branch
and sub-division. Roles and responsibilities of superintendents,
division/section heads, branch heads and case workers
Session Time: 1 hour
Learning Objective:
After the session, the participants will be able to
Describe the administrative setup and their position in it
They will know their roles and responsibilities
Each participant will know to whom they have to report and how to
coordinate their work at each level effectively adhering to the rules
and regulations
Process:
Resource Person questions participants and invites them to share
their functions
The Resource Person explains in detail the existing administrative
structure and where each category of the participants is placed. The
roles and responsibilities as per the rules to be followed by different
categories of participants are being explained.
Methods:
Brain Storming
Lecture
Charts and drawings
Power Point Presentation
Discussion by questioning the participants
Training Aid:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
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Session IV
Module 3: File Management and Register Management
Content: Five bundle system, procedure, drafting of note, letter
correspondence, different types of register, formats of columns, classification
of registers and management, registers management pertaining to financial
transactions, centre and state government grants to health department and
budget procedures, monitoring of monthly income and expenditure
statement
Session Time: 2 hours
Learning Objective:
After the session, the participants will be able to • Spell out the importance of maintaining different types of registers and the
procedure maintaining five bundle system • Will be able to spell out the different types of register • Will be in a position to monitor the income and expenditure statement
every Month
Process:
Resource Person explains in detail the aspects related to file and
register management.
Resource Person lists out the central and state government grants.
By showing files and registers, the Resource Person gives details on
managing the registers Methods:
Brain Storming
Lecture
Power Point Presentation
Discussion by questioning the participants
Training Aids:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: Resource persons from DTI, ATI faculty
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Session VI
Module 4: Computer applications
Content: Introduction to computer application in administration
Session Time: 1Hour
Learning Objective: After the session the participants will be in a position
to use computer applications in their day to day work effectively.
Process:
Resource person will impart the computer skills by demonstrating it
practically
Resource person will assess the existing knowledge of the participants
and enhance it by clarifying their doubts
Methods:
Brain Storming
Lecture
Power Point Presentation
Discussion by questioning the participants
Training Aid:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session, the participants are asked questions
to gauge how much they have learnt.
Day 2
Sessions II
Module 5: Issues related to Human Resource Development and public
grievance redressal mechanisms
Content: Individual leadership development, communication skills, team
work skills, time management, attending public issues with interest and
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redressal of grievances, stress management. Rules and regulations to be
followed for effective delivery of public services
Session Time: 3 hours
Learning Objective:
After the session, the participants will be able to
Understand and identify their leadership qualities and improve their
skills
Effective delivery of services to the public, attending to the grievances
with patience and resolving it
Will be in a position to overcome the work stress and perform their
duties effectively
Will know the rules and regulations of the public service delivery
systems
Process:
The resource person quizzes the participants to understand their
knowledge about human resource development
Resource person briefs the participants about how to identify and
develop individual leadership qualities within oneself
Need for team work and effective time management, stress
management etc. are being taught to them
Rules and regulations of public services to be adopted for effective
delivery with a need to give importance to poor and vulnerable
sections of the population
At the end of the session, the Resource Persons will gauge their understanding of the issues by questioning to see if the learning
objectives have been met.
Methods:
Brain Storming
Lecture Power Point Presentation Discussion by questioning the participants
Training Aid:
White Board Marker Pens Flip Chart
OHP/ Computer
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Evaluation: At the end of the session, the participants are asked questions to gauge how much they have learnt.
Resource Persons: Sri Vadiraj
Training Materials: handouts, Xerox of PPT/s
Sessions III
Module 4 (contd): Computer Applications
Content: Computerisation, using M S Word and Nudi
Session Time: 1 hour
Learning Objective:
After the session, the participants will be able to
Explain the advantages of computerization, how to use MS word and Nudi for their day to day work
Process:
The Resource Person will explain the advantages of computerisation in
enhancing efficiency of the working in the public health systems. Group work on using MS Word and Nudi At the end of the session, the Resource Persons will raise questions on
the contents covered to gauge their understanding of on computer usage.
Methods:
Brain Storming
Lecture Power Point Presentation
Discussion by questioning the participants Group work
Tools:
White Board
Marker Pens Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
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Day 3
Session II
Module 6: Common service rules / office procedures and income tax
Content: Various rules of appointment, probationary period, different
compositions of income tax
Session Time: 1 hour
Learning Objective:
After the session, the participants will be able to
Explain the common service rules and income tax
Rules related to appointment and duration of probation
Income tax related issues etc.
Process:
The Resource Person explains the processes and procedures involved
in appointments
Rules and regulations related to appointments and income tax
Methods:
Brain Storming
Lecture
Power Point Presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: handouts
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Session III
Module 7: Leave rules and following the service book, types of leaves
Content: Rules of sanctioning, importance and special facts of leave,
maintenance of leave – entry of leave in the service book, action taken,
suggestions, examining service history and confirmation.
Session Time: 1 hour
Learning Objective:
After the session, the participants will be able to
Explain the leave rules and maintaining the service book
Different leaves and its importance, the procedures to be followed for
applying different kinds of leaves etc.
Process:
Resource Person explains using a sample of the service book and how
it is maintained and why
The Resource Person then explains the different leaves that can be
availed and when
At the end of the session, the Resource Persons will raise questions on
the contents covered to evaluate the session
Methods:
Lecture
Power Point Presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: Service book
90 | P a g e
Sessions IV
Module 8: Duration of joining and rules of travel allowance
Content: suitable time for joining and common problems that could arise,
details in relation to time of joining, how to make an entry into the service
book, regarding travel allowances, examining the bills of expenditure
Session Time: 1 hour 30 minutes
Learning Objective:
After the session, the participants will be able to
Understand the rules and regulations of appointment, time of
joining, entry into the service book and its maintenance
Maintenance of travel bills and expenditure related to traveling and
its examination
Process:
Resource person explains in detail the nuances of joining to a position
and related expenditure incurred how to claim the travel expenses
incurred etc.
Need for service book entry and its maintenance
Methods:
Brain Storming
Power Point Presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: handouts
91 | P a g e
Session V
Module 9: Right to Information Act, 2005 and modernisation of official
procedure
Content: Background, objectives and goals. Responsibilities of public
information officer, self-declarations, rules for providing information,
concessions in giving information, duties of requisition authority,
information commission‟s collection
Time: 2 hours
Learning Objective: Participants will be able to know the rules to be
followed when an RTI application is filed by a public. The importance of RTI
Act and who is responsible for giving the information in the stipulated period
and the duties of the concerned authority
Process:
Resource person explains the background and objectives and goals of the
Act, questions the participants about its usage in order to assess their
knowledge. Resource person stresses on the importance of the Act and their
role in giving out the information etc.
Methods:
Brain Storming
Power Point Presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: RTI experts, in-house faculty of ATI
Training Materials: Publications of ATI
92 | P a g e
Session VI
Module 4(Contd): Computer applications
Content: M S Excel
Time: 1 hour
Learning Objective: Participants will be able to know how to use Microsoft
excel in their work.
Process: Resource person explains the about excel application in their day
to day work. How it is been used in entry various data in relation to income
and expenditure etc.
Methods:
Brain Storming
Group work
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: In house ATI faculty
Training Materials: handouts
93 | P a g e
Day 4
Session II
Module 10: Preparation of Bills (Including HRMS)
Content: Introduction to different types of bills, how to rectify the common
mistakes in the bills following the rules, stepwise regulation of budget,
usage of HRMS technicalities
Session Time: 2 hours 30 minutes
Learning objective: Participants will be able to prepare different types of
bills, rectifying the mistakes in the bill within the limit of the rules and
using HRMS
Process: Resource person assess the participants knowledge on the subject
by questioning them. Resource person explains in detail the subject using
sample bills. Group work is given to identify different type of bills and
mistakes and how to regulate budget etc.
Methods:
Brain Storming
Group work
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: handouts
94 | P a g e
Session III
Module 11: Purchase rules and important points of Transparency Act
2000 in procurement of public distribution items
Content: objective of purchase, quality fitness, adhering to rules and
guarantee. Duties of office manager / superintendent and staff, rules and
procedures of tender, KTPP Act and rules, introduction to AD1, AT1, A1 etc.
Maintenance of movement register, stock management and stock
distribution
Session Time: 1 hour
Learning Objective: Participants will be able to follow the rules and
regulations in procuring stocks meant for public distribution, its quality and
fitness for usage. Importance of Transparency Act 2000 etc
Process: Resource Person discusses the Transparency Act and its
importance in procuring stock, explains the duties of different levels of staff,
about tender management, KTPP Act and rules, stock management.
Resource person assess the knowledge gained in session by posing
questions to some of the participants.
Methods:
Brain Storming
Power point presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: handouts, books published by ATI and SIUD
95 | P a g e
Session IV
Module 12: Auditing and compliance to audit report
Content: Common principles of auditing, loopholes in auditing and common
errors in auditing. Preparation and submission of audit report after verifying
and responding to the queries pointed out.
Session Time: 1 hour
Learning Objective: Participants will be able to identify the mistakes in
auditing and in the preparation of a good audit report
Process: Resource person explains about the auditing procedures and
common errors that can occur and how to prepare the audit report.
Resource person questions the participants to understand their knowledge
about the subject.
Methods:
Brain Storming
Power Point presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: experts in the subject
Training Materials: handouts
96 | P a g e
Session V
Module 13: Citizen Charter
Content: Objectives of the citizen charter and public authorities‟
responsibilities, preparation of citizen charter at the departmental level in
different stages
Session Time: 1 hour
Learning Objective: Participants will be able to prepare the citizen charter
at their department level and will know their responsibilities to the public
Process:
Resource person discusses with the participants about the citizen charter
and tries to assess their knowledge and gives the necessary inputs and
guides them to prepare a sample of the charter in a group work.
Methods:
Brain Storming
Group work
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: in house ATI Faculty
Training Materials: handouts
97 | P a g e
Session VI
Module 14: Karnataka Guarantee of Service to Citizen Act, 2011
Content: Aims and implementation procedures, responsibilities of different
level officials and staff, departments that come under the purview of the Act
Session Time: 1 hour
Learning Objective:
Participants will be able to understand the Act and its implementation at
their levels to be done
Process: Resource person describes the Act and its nuances to the
participants and how to implement it at various levels. Resource person
asks questions related to the session to assess the participants
understanding of the subject and how they will take it forward.
Methods:
Brain Storming
Power Point presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: In house faculty, nodal officers designated for the Implementation of the Act
Training Materials: Handouts, Government of Karnataka publication of the Act
98 | P a g e
Session VII
Module 4 (contd) Computer application
Content: internet use, registration of applications/letters, follow
computerised systems, procedures of addressing the applications/ letters,
file and letter monitoring systems
Session Time: 1 hour
Learning Objective: The trainee will be able explain the benefits of using
computer and explain some of the applications that would help in speeding
up of work
Process: By live demonstration, the Resource Person will explain the various
applications of computer and its use
Methods:
Brain Storming
Power point presentation
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Resource Persons: ATI faculty and also other experts in the field
Training Materials: handouts
99 | P a g e
Session II
Module 15: Retirement benefits
Content: different kinds of pension schemes, pension and retirement
benefits, pension contributions, family pension, etc. Procedures of filing
pension papers, new pension policy, procedural delays, reasons and
solutions to get pension
Session Time: 2 hours
Learning Objective:
Participants will be able to follow the procedures in filing pension papers
and retirement benefits. They will be in a position to address the pension
issues pending with them effectively.
Process: Resource person will quiz the participants with regard to the
existing problems faced by them in filing and moving the pension papers
and explains to them in detail how to go about it, as well as a lecture on the
new pension policy.
Methods:
Brain Storming
Lecture
Discussion by questioning the participants
Tools:
White Board
Marker Pens
Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions
to gauge how much they have learnt.
Training Materials: handouts
100 | P a g e
Session III
Module 16: Office procedures, code of conduct and actions for
misconduct. Briefing about the anti-corruption act/bill
Content: Situations of mis-behaviour, procedures of code of conduct, listing
of complaints, responsibilities of complaints registering authority and
enquiry officials, opportunity to re-file petition, court decisions.
Session Time: 2 hours
Learning Objective:
Participants will be able to strictly follow the code of conduct and will be
aware of the actions that will be taken against misconduct. Knowledge on
Anti-corruption Act and its procedures will help the participants from
indulging into corruption.
Process: resource person questions the participants about their conduct in
their office and type of actions that have taken against those who have
misbehaved. Resource person will assess their understanding on the office
procedures and explain in detail the code of conduct, procedures of
complaining and role of officials who have to do the enquiry and final
decisions of the court to be followed.
Methods:
Brain Storming Lecture
Discussion by questioning the participants
Tools:
White Board Marker Pens
Flip Chart OHP/ Computer
Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.
Training Materials: handouts
101 | P a g e
Session IV
Module 17: Scrutiny and Inspection
Content: Questionnaire based scrutiny, inspection, table inspection, annual
inspection procedure of submitting compliance report.
Session Time: 1 hour
Learning Objective:
Process:
Methods:
Brain Storming
Lecture Discussion by questioning the participants
Tools:
White Board Marker Pens Flip Chart
OHP/ Computer
Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.
Resource Persons: Experts in office management and procedures
Training Materials: handouts, ATI publications
102 | P a g e
Session V
Topic: Quiz, Action Plan, evaluation of the training, certificate distribution
Content: Quiz based on the learning of the training, preparation of action plan,
Session Time: 1 hour
Learning Objective: Action plan prepared by the trainees commits them to the Application of learning to the field
Process: Group work to draw action plan by the participants from different levels.
Methods:
Brain Storming Group work
Discussion by questioning the participants
Tools:
White Board
Marker Pens Flip Chart OHP/ Computer
Evaluation: At the end of the session the participants are asked questions to gauge how much they have learnt.
Resource Persons: course coordinator, chief guest
Training Materials: evaluation formats
103 | P a g e
Public Works, Ports & Inland Water Transport Department
List of Participants for TNA Workshop
SL. NO.
NAME, DESIGNATION AND OFFICE ADDRESS Dr./Sri/Smt
1. Sri. B.S. Rajashekar Asst. Executive Engineer O/o The Executive Engineer, PWD Division, Hassan Off:08172-268437 Mob:9448392605
2. Sri. Basappa .P Asst. Engineer
O/o Superintendent Engineer, PWD Circle Nazarabad, Mysore, Off:0821-2446851 Mob:9449264424,Email:[email protected]
3. Sri. V.H. Ramakrishna Asst. Executive Engineer O/o Assistant Executive Engineer, No.1, PWD Sub-Division, Mysore. Off:0821-2426554 Mob:9844439568
4. Sri. Narayana Assistant Engineer No. 1, PWD Sub- Division, Nazarabad, Mysore R:0821-234004 Mob:9448293918
5. Sri. Kodanda Ramaiaha R.C Asst. Executive Engineer O/o Assistant Executive Engineer, PWD Sub-Division Holenarasipura, Mob:9980568552
6. Sri. S.D. Shankarappa Asst. Executive Engineer O/o Executive Engineer, Special Division, Hassan (PWD) Mob: 9448715047.
7. Sri. Y.N. Srinath Assistant Executive Engineer No.2, Buildings Sub-Division, Mysore. Mob:9448505772
8. Sri. Kumar .K Executive Engineer O/o Executive Engineer, PWD Division, Mandya – 583 101,
R:08232-228605 Mob:9686599666, O:08232-228606
9. Sri. T.N. Krishnamurthy Assistant Engineer O/o Superintending Engineer, PWD, Mysore Circle, Mysore M:9886870526 O:0821-2446851
10. Sri. H.R.D. Prasad Deputy Chief Engineer (E.E) O/o Chief Engineer, National Highway, Bangalore – 560 001 R : 080-26852896 O : 080-22276601, M : 9448157533
11. Sri. N.P. Venkatesh Assistant Executive Engineer National Highway Zone, 2nd Floor, PWD Building, Ambedkar Veedhi, K.R.Circle, Bangalore – 560 001, R : 080-26792429, O : 080-22216711, M : 9742764179
104 | P a g e
12. Smt. V. Rathna Assistant Engineer O/o Superintending Engineer, PWD National Highways Circle, Bangalore – 01, O : 080-22215855, M : 9844532651 e-mail : [email protected]
13. Sri. S. Somashekar Assistant Engineer O/o The Superintending Engineer PWP & IWT, Department Circle (PWD, Mysore – 570 011 R : 0821-2473903, O : 0821-2446851, M : 9448740564 e-mail : [email protected]
14. Sri. K.S. Chandrashekar Assistant Executive Engineer
O/o The Superintending Engineer, PWD, Mysore Cirlce, Mysore M : 9686616133, e-mail : [email protected]
15. Sri. A.N. Prasad Assistant Executive Engineer O/o The Executive Engineer, PWD DD, Mysore – 570 025 R : 0821-2462030 O : 0821-2420810 M : 9448166711 e-mail : eemyskpwd.gov.in
16. Sri. B. Ravi Assistant Executive Engineer # 405, 4th Block, M.S. Building, Bangalore – 1, O : 080-22032347, M : 9845008255, e-mail : [email protected]
17. Kum. Ramya K.N Junior Engineer PRAMC, 405, 4th Floor, 4th Gate, M.S. Building, Bangalore – 560001 M : 9986672243
18. Kum. Maithra P.T Assistant Engineer PRAMC, 405, 4th Floor, 4th Gate, M.S. Building, Bangalore – 560001 M : 8123786094
19. Sri. Giridharkumar. N.T. Assistant Engineer No.2, PWD, Special Sub-division, Mini Vidhan Soudha, Kuvempunagar, Hassan. M : 9980388299,
In-house Faculties
1. Sri. G. M. Sarveswara, F(WS),
2. Sri. A. C. Diwakar Faculty ATI,
3. Sri. R.N. Kumar, Faculty (BS), ATI
4. Sri. Yognath Singh, Faculty, SIUD, Mysore
Note
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ADMINISTRATIVE TRAINING INSTITUTE
Lalitha Mahal Road, Mysore – 570 011
Phone: Director General +91-821–2520906, 2522142, 2443264, 2443839
Fax: 0821 – 2523899, Email: [email protected], [email protected]
Website: www.atimysore.gov.in