Hrd Report

DETAILED PROJECT REPORT FOR HUMAN RESOURCE DEVELOPMENT 1. 0 background - 1. HISTORICAL BACKGROUND 1. DEVELOPMENT IN TECHNICAL EDUCATION- National policy on commandment 1986 which includes 10 year Technician education investment program for upgrading in the buff introduced Diploma Programs, with emphasis on rural population as wholesome as continuing education programs aimed at upgrading already employed Technicians.This policy in any case emphasized on alter the quality of these Diploma Programs by strengthening teachers reading program, curriculum maturement, examination & pupil assessment arranging and modernizing the Workshops, laboratories and classrooms of the polytechnics. Fin exclusivelyy NPE 86 aimed to improve the efficiency of the TES by strengthening the A. I. C. T. E. , the Four T. T. T. Is, the D. T. E. , M. S. B. T. E. , granting academic autonomy to selected polytechnics and further strengthening the NTMIS and NATIONAL BOARD of ACCREDITATION . (Ref. A comp arative study of technical foul reading in Germany &India with spl-reference to Maharashtra Ph. d. dissertation by Dr. A. R. Thete ) The World Bank assisted watch for strengthening Technician education form of rules in Maharashtra State was implemented by the State Government during 1992 to 1999. (Ref- form _or_ system of government & Direction constitution DIIC (M. S. ) Mumbai) The World Bank assisted expulsion has been conceived as the means of implementing or so of the decisions included in the NPE 1986. The goal of WBAP was to support NPE 1986 and emphasis was given up on capableness expansion, quality improvement and efficiency improvement.As an impact of this vomit up, infrastructure facilities pass on been allow ford to all the institutions and on that point has been several(prenominal) achievements towards improving quality of polytechnic education system. On the similar bloodlines of the World Bank Assisted Project the Canada-India Institute Industry ge ne linkage project has been launched in Maharashtra State . It testament enhance the efficiency and effectiveness of the TES by means of INDO-AUSTRIA Project is under plan stage and this result deliver the goods CNC Machining Technology in the Technical Institutes of Maharashtra State for cultivation and Educational purposes. (Ref- Policy & Direction report DIIC (M.S. ) Mumbai) 1. 1. 2 Thrust toward qualitative improvement - Prior to the way out of World Bank assisted Project the information was imparted by ISTE, TTTI and so forth The experiences gained during prep atomic number 18 were non fully utilized. Due to World Bank assisted project the State has do effort to improve management and educational attend, only if these efforts were fragmentary. In the last five decades thither has been manifold expansion in polytechnic education systems. The unprecedented expansion nonwithstanding, the system intention has remained more or less static. Changes in the system if an y feature been superficial in nature.As a result, the system continues to produce more of the routine kind of production, not adequately responding to the changing take ons. (Ref. Draft policy guidelines for teaching teachers of polytechnics & engineering colleges Ministry of H. R. D. , Department of Secondary & high Education, May-2000) Technical education is now considered as one of the most crucial inputs for socio economic development with enormous potential for improving the quality of life of the mess. gain in Education & instruction processes is essentially slow, primarily beca mapping educational enterprise as total is labour intensive and not capital intensive.Improvement of capabilities of system as whole involves acquisition of stark naked cognition, skills and attitudes. not only by individuals but as well at the collective take by teams, departments, institutions and State take organizations. (Ref- Policy & Direction report DIIC (M. S. ) Mumbai) This r equires HRD strategy on the foresightful term basis. It requires capability of Key personnel at each level of operation for project management. world mental imagery Development is a continuos process. Also in regularise to sustain the gains of World Bank assisted Project and to make deliberate efforts in improving quality and efficiency of the system.Directorate of Industry Institute Co-ordination has taken initiative to spring up HRD strategy on long term basis and a systematic, scientific provide Development Planning for Technical Education System for 2000-2005 with co-operation of M. S. B. T. E. and T. T. T. I. , Bhopal. 1. 1. 3 Resource group formation for H. R. D. - Directorate of Industry Institute co-ordination has taken initiative to formulate H. R. D. strategy on long term basis and a systematic scientific lag development prepargondness with the co-operation of M. S. B. T. E. & T. T. T. I. , Bhopal. For preparing a detailed project report n human race Resource D evelopment for T. E. S. of Maharashtra, a State Resource root (S. R. G. ) was formed in May 2000. 1. 1. 4 Master plan for the whole Technical Education system - A master plan indicating range project status of total T. E. S. , systems diagram colligate to the guest is prep bed by S. R. G. as shown in fig. 1. The linkages of heterogeneous educational processes & alter processes be shown in fig. 1. HRD is the one of alter process which is cogitate to all early(a) educational & enabling processes. See p arnt document by State Resource company chasten by Shri Makone. 1. 1. 5 Context of H. R. D. ith regard as to Technical Education System - A master plan indicating piazza-project status of total Technical education System diagram linked to customer (i. e. industry) is befooln to conceive the social function of Human Resource development in Technical Education System. (Ref. fig. 1) It is an systems diagram which shows 1) Customer of the system 2) Mission of Technical Education System. 3) Goal of the T. E. S. 4) Output 5) Signal Input 6) Process Educational Enabling 7) Management 8) Resource Input 9) Supra system 9. 1) Suppliers of Input 9. 2) Suppliers of Resources 9. 3) Regulatory Agencies 0) Competitors. The final proceeds signal of T. E. S. essential is manpower having right type of knowledge , skills & attitudes . In order to accomplish this output, Process of renewal of HRD has to be planned. These processes atomic number 18 classified into cardinal categories i) Educational Processes which train that the students ar educated & trained by dint of scientific action by levels of key personnel. ii) Enabling processes which ensure that this main educational process are supported by enabling processes which provide frame wee-wee within which educational processes take place.The Educational Processes are 1) State Planning At State level 2) universeal Planning At establish level 3) Curriculum purport & development Department level 4) L. R. D. C. L. R. U. C. 5) Instructional design At Class room 6) Students learning level All these processes interact with each other. The enabling processes which enables the Educational processes to perform in the right way of life are 1) State Project Planning Ensuring that innovative projects are systematically managed at all levels of project shew. ) Industry Institute Interaction Ensures that project institutes are linked to industry. 3) Human Resource development Ensures that all project institutes are equipped with right type of Human vision in right numbers racket & at right time. 4) Management education System Ensures that all projects institutes have access to all types of information ( generic & specialised) for decision-making. 5) Organisational development. Ensures that all project institutes are simultensasly helped to 1) evidence the project cells & 2) restructure the parent institute so that project-cell progress toing in close co-operatio n with the main stream supply.These enabling processes are each designed & develop & implemented simultensasly at all levels of the system. Process of Human Resource development is linked with all the educational processes and also the Enabling processes quoted above. Trained manpower which is the output of H. R. D. , is involve to sustain the Educational & Enabling processes to make the T. E. S. effective & efficient. System diagram for the H. R. D. system indicating Post-Project status is as shown in figure no. 2. The output of H. R. D. is trained manpower required for all the educational & enabling processes.The process of Transformation consists of three stages. ( Article faculty development by Dr. P. J. George, Programme Director, I. S. tonic Delhi) 1) Initial Training 2) demonstration Training 3) In service Training. In Initial Training, theoretical Input in reinvigorated plains in Education & information management is to be given. In initiation Training microskills are to be developed & in Inservice Training consolidation of microskills into a macro-skills their utilization in the essential institutional context takes place. 6.Developmental modelling of Human Resource Planning & Development in Industry to serve as model of HRD in TES (Model from E. H. Schein) - CONTEXT - Human exploitation takes place with successive encounters with ones environment. As the person encounters a new situation, he or she is forced to try new responses to deal with that situation. Learning takes place as a function of those responses scat out and the results they achieve. If they are successful in coping with the situation, the person enlarges his repertory of responses, if they are not successful the person moldiness try alternate responses until the situation has been dealt with.If none of the active coping responses solve, the person sometimes retreats from the new situation or denies in that location is a problem to be solved. These responses are defen sive and growth limiting. For growth to occur, people accept two things New challenges that are within the lead of their coping responses and knowledge of results information on how their responses to the challenge have prevailed out. If the tasks & challenges are too easy or too hard, the person will be demotivated and break to grow.If the information is not available on how well the persons responses are working, the person cannot grow in systematic, valid direction but is forced into guessing or trying to infer information from ambiguous signals. The organizational growth similarly takes place through organizations successful coping with the internal & external environment. But since the transcription is a complex system of human, material, machines, financial & informational alternatives, we must(prenominal) consider how each of these areas can be justly managed toward organizational effectiveness.In order for the ecesis to have the capacity to perform effectively o ver a period of time it must be able to plan to recruit, manages develop, measure, dispose of and replace human imagings as warranted by the tasks be do. A key assumption underlying organizational growth is that the nature of line of merchandises will change overtime, which means that such changes must be continuously monitored in order to ensure that the right kinds of human resources can be recruited and developed to do these jobs.In an ideal Human resource think & development system we should put onk to match geological formations require for human resources with the individuals needs for personal vocation growth and development. A developmental model of Human resource planning & development is depicted in figure 3. It involves both individuals & organizational planning & a series of matching activities designed to satisfy mutual needs. The helpings of an effective H. R. P. D. System can be derived from this diagram 1) In the organisation the overall planning component shown at left hand side in fig. . 2) Components that ensure an adequate process of staffing the organisation. 3) Component that plan for & monitor growth and development. 4) Component that facilitate the actual process of growth and development of the people who are brought into the organisation. This growth & development must be overdressd to meet both the needs of the organisation & the needs of the individuals within it. 1. 1. 7 Brief description of components of developmental model - As said earlier the function of the components mentioned in article No. 1. 1. is to ensure that the organisation has an adequate basis for selecting its human resources & growing them toward the fulfillment of organizational goals. 1. 1. 7. 1 ORGANISATIONAL NEEDS 1) PLANNING FOR STAFFING Strategic Planning These activities are designed to ensconce the organisations goals, Priorities futurity directions, products, market growth rate, geographical posture & organisation structure & design. 2) trick / component planning - This activity can be thought of as a dynamic kind of job analysis, where a continual re pile is made of the skills, knowledge, values and so forth urrently require in the organisation & that will be needed in the future . From a planning point of view it is probably most important for the highest level jobs how the nature of cosmopolitan & functional management will change as the organisation faces new technologies, new social values & new environmental conditions. From these knowledge, skills , attitudes, values job descriptions are to be generated. 3) Manpower Planning & Human resource inventorying These activities draw on the job/role descriptions generated and assess the capabilities of the present human resources against those plans or recruitments.These activities may be focussed on the number of people in given categories & are often designed to ensures adequate supply of people in those categories. Or the process may focus more on how to ens ure that legitimate scarce skills that will be needed will in fact be available, leading to more sophisticated programmes of recruitment or human resource development. 1. 1. 7. 2 INDIVIDUAL NEEDS - The three activities mentioned above are all geared to targeting the organizations needs in the human resource area. These three activities should be linked to each other organizationally.If these activities are not linked together, the situation reflects on erroneous assumption rough growth & development. 1) calling & job choice 2) precedent life story issue locating 3) Mid career issue locating. If at that place are no major change in job requirements as the organisation grows & develops, the system normally work, But if job themselves change, it is no longer safe to assume that right aways human resources, with development plans establish on todays job requirements, will produce the people needed in some future situation. Therefore more job/role planning must be done, indepe ndent of the present in the organisation. . 1. 7. 3 MATCHING PROCESS - (Linking of organizational need to individual needs) 1) barter Analysis - If the organizational planning has been done adequately, the next component is to specify what jobs need to be filled & what skills etc. are needed to those jobs. It will help to specify what kind of recruitment to adopt and how to select people from among the recruits. 2) Recruitment & Selection - This activity involves the actual process of going out to find people to fulfill jobs & developing systems for deciding which of these people to recruit / hire.These components may be very formal including testing, assessment and other aids to the selection process. 3) Induction, Socialization & Initial Training - Once the employee is recruited / hired, these ensures & period during which he or she learns the ropes, learns how to get along in the organisation, how to work, how to fit in, how to master the particulars of the job and so on. The g oal should be to facilitate the employees becoming a tillable & useful member of the organisation both in short impress and in terms of long range potential. ) Job design & Job date - One of the most crucial components of staffing is the actual design of the job given to the new employee & the manner in which assignment is made. The issue is how to provide optimal challenge, a set of activities neither too hard nor too easy for the new employee and neither too meaningless nor too risky from the point of view of the organisation If the job is too easy or too meaningless, the employee may survive demotivated, if the job is too hard and involves too much responsibility & risk, the employee may become too anxious, frustrated or angry to perform at an optimal level.The four components 1) Job analysis,2) Recruitment & selection, 3) Induction, Socialization & Initial Training, 4) Job design and Job assignment are the matching processing geared to ensuring that the work of the organisat ion will be performed. These processes are to be performed by line managers, personnel staff specialists together. line of descent managers have the basal information about jobs & skills requirements. Personnel specialists have the interviewing, recruiting & assessment skills to aid in the selection process. In optimal System these functions shall be closely machinated. Recruiters shall provide to the employee, accurate information bout the nature of the organisation & actual work he / she will be doing in it. Recruiters also need good information on the long range human resource plans so that these can be taken into account in selection of new employee. Development Planning Same planning activities are essential so as to make the employee remain motivated, productive & produce a reasonable level of job satisfaction. i) Inventorying of development plans The planning component will consist of pulling together the information into a centralized inventory that will countenance c o-ordination & military rank of the development activities. i) Follow up & evaluation of development activities Development plan for individual employees will be written down, implemented & evaluated either in relation to the individuals own needs for growth or in relation to the organizations needs for new skills. Career Development Processes These processes must match the organisations needs for work with the individual needs for a productive & satisfying work career. It must provide some kind of forms and movements for the employee through some season of jobs, whether these involve promotional material, lateral movement to new functions or simply new assignments within a given area.Training (Initial, Induction, Inservice) - Training will be in three phases i) Initial To provide opportunities to acquire generic/ abstract knowledge in new field of studies ii) Induction To develop microskills. The kitchen rangeing of which leads to acquisition of macro skills. iii) Inservi ce Using macro-skills fetter in the actual job context. Performance military rank & Judgement of Potential The process of exploit estimation will be order & formalized. Such standardized & formalized performance appraisal will help to justify promotions to give recognition.Organisation Rewards Line managers must actively work with compensation expert to develop a joint philosophy and set of goals based on an understanding of what the organisation is trying to come back & what employee needs actually are ( people at una care career stages many different things. ) Promotion & other job changes If the promotions opportunities are limited because the pyramid narrows at the top, an effective H. R. P. D. System shall concentrate on developing career paths, system of job rotary motion, changing assignments, temporary assignments,& lateral job moves that ensure continuing growth of all human resources.One of the key qualitys of an optimally gainsay job is that it both draws on the persons abilities & skills. Source E. H. SCHEIN The Art of Human Resource Management. Training and Development opportunities - Formal training and other development programmes and education activities are necessary in the total process of human growth and development. These should be carefully linked both to the needs of the individuals and to the needs of organisation. The individual should want to go to the programme because he or she can see how the educational activities fits in to the total career.As much as possible training and educational activities should be tied to job/role planning. Career Counseling Growth and development only come from within the individual himself or herself, its important that the organisation provide some means for individual employees at all levels to become more pro-active about their careers and some utensils for joint dialogue, counseling and career planning. this process should ideally be linked to performance appraisal. Because it is that context that the boss can review with the sub-ordinate the future potential development needs, strength weakness, career options etc. critical point Career Planning - The boss is often not trained in counseling but he possess some of the key information. The employee needs to initiate career planning. Also the sharing of information is properly done is not the same as making commitments or setting up of false expectations. Whatever is decided about training, next steps, special assignment, rotation should be jointly decided by the individual and appropriate organizational resource. Each step must fit in to the employees life plan and must be tied in to organizational needs.Follow up and Evaluation - Whatever decided should not merely be written down but executed. If there are murder problems, the development plans should be re-negotiated . Whatever developmental actions were taken it is essential that they be followed up and evaluated both by the persons and by the organisat ion to determine what, if anything, was achieved. The organisation should make plans to talk to the individual before or after the programmes that what will be the appropriate next assignment for him or her following the programme.Planning for and Managing disengagements - The planning and managing process reviewed below are counter parts of ones that have already discussed but are focused on different problems like late career loss of motivation, obsolescence and ultimately retirement. Organizations must recognize that there are various options available to deal with this range of problems. Beyond the obvious ones of either terminating the employee or spicy in elaborate measures to re-motivate people who may have lost work involvement.Continuing Education & Re-training - These activities have their greatest potential, if the employee is motivated and if there is some clear connector between what is to be learned and what the employees current or future job assignment required in t he way of skills. More and more organizations are finding out that it is disclose to provide challenging work first and only then the training to perform that work ones the employee sees the need for it obviously for this linkage to work well continuous dialogue is needed between employees and their managers.Job Redesign - Job changes or job re-design is required in general applied to the particular problems of levelled finish employees. Job Enrichment - Job enrichment and other efforts are required to re-design work to increase motivation and performance. Job Rotation - When the employee becomes un reactive to the job characteristics themselves and pays more attention to touch factors such as the nature of supervision, relationships with co-workers, pay and other extrinsic characteristic in otherwords before organisation attempt to cure levelled of employees by Re-motivating them through job re-design or job relation.They should examine whether those employees are still in res ponsive mode or not. 2. 0 POST PROJECT STATUS OF H. R. D. SYSTEMS FOR T. E. FOR QUALITY service - The developmental model of Human Resource Planning & Development in Industry is to be adopted for HRPD system of TES for quality improvement. 1. Systems plat for post project status of H. R. D. system - It is depicted in fig. 2. 2. 2 GENERAL - The old concept of staff development was confirmed to imparting knowledge & skill to teachers that are needed for class room teacher.This consist of developing the requisite subject competence & pedagogical skills. This focuses on improving the teaching & cogitate abilities & is job embedded which means that it undertakes the development of the staff for performing job activities. The new concept of professional development on the other hand focuses also on improvement on job performance & is mostly job related. Fig. 2 and Fig. 4 depicts post project status of HRD for TES. In fig. 2 processes are shown while in fig. 4 developmental model indicat ing processes with activities is shown.The process activities in fig. 4 are as follows . 2. 3 Organisational Needs - Customer and their training needs Needs of TES primarily can be categorized in two ways it needs two types of manpower to manage quality improvement of the T. E. S. 1) Line Functionary module at regional and institutional level, Principal, teachers, students. 2) Staff Functionary To manage functions in CDC, instructional design, students learning as well as III, HRD, IS & OD. 2. 4 INDIVIDUAL NEEDS -Above three activities can be interconnected for identifying the system needs in Human Resource area. Individual staff development is not a one time process & will be distributed throughout working period of on individuals. It consist of three stages 1) Initial training 2) Induction training 3) Inservice training. 2. 5 MATCHING PROCESS - Job analysis - It is necessary to specify job needs to be fulfilled & about required skills needed to their jobs. It is necessary to do the job analysis for each post involved in the system at state level, Inst. evel, dept. level & individual level. This will helps in understanding to a individual about job profile also to know his function in the system. It helps in deriving the roles & responsibility of posts. HRD will work in this area & will do job analysis & as said above. Recruitment & Selection - While recruiting a person for the system through MPSC or at Directorate level certain types of norms (e. g. recruitment rules) will be developed by HRD. These norms will be helpful to get the capable person for the system. Induction & Socialization -When the employee will be recruited he will learn the ropes, learns how to get along in the organisation, how to work, how to fit in, how to master the particular job, how to see viable future in the career. The goal will be to facilitate the employees becoming productive & useful member of the organisation both in short term & long term. Job design / appellation Th e job assignment to the new employee will be made to be carefully. The issue is how to provide optimal challenge, a set of activities neither too hard nor too easy & neither too meaningless nor too risky from the point of view of the organisation.Job design & job assignment are the matching processes geared to ensure that the work of organisation will be performed. Line managers will have the basic information about jobs & skills requirement. Training (Initial, Induction, Inservice )- Initial Training This training will be organized to impart the knowledge & basic operational skills to newly recruited staffs for better T. L. process. It includes modern Tl processes, technologies & hands on practice etc. This also includes awareness about roles & responsibilities of employee & information regarding organisation.Induction Training This training programme will be arrange for locating ones early career issues. He can locate his area of contribution in learning how to fit himself in or ganisation & becoming productivity seeing a noble future for oneself in the career. This phase insist on development, microskills in his area of interest. There like areas includes LRDs , instructional design, curriculum development, TL processes, instructional processes & institutional process as well as he can develop himself in III, IS, OD, etc. This will help him in plumb & crosswise mobility in the system.HRD system will identify system need in above areas as well as individual need in the same area and will develop & arrange requisite training programme in these areas. Inservice Training These training will facilitate to individual in his career development process. This training must provide some kinds of norms & regulations for employee through some successions of job by promotion or by lateral movement or by giving simply new assignment. this training will focus on new appear technologies in the related area enhancing profession & tech. ompetence among employees. This inservice training programme will provide persons for higher level working like state planning, state management, Instt. Planning, etc. Performance evaluation - HRD will develop reliable evaluation system to get the necessary feed back to accomplish the goals successfully. Under HRD the process of performance appraisal will be standardized which will help in providing opportunities to individual for vertical & horizontal mobility. Organisational Rewards - HRD will conceive result oriented reward system.This will motivate employees working in TES & help to achieve the goal of TES effectively & effeciently. Similarly promotion facilities & lateral movements will also be made available. HRD will give guidelines in this matter. Promotion - The promotion opportunity are limited because the pyramid narrows at the top. The promotions will be done timely also HRPD system will concentrate on developing career paths, systems of job rotation, changing assignments, temporary assignments to ensu re continuous growth of Human resources.Optimally challenging jobs draws persons abilities & skills. Career Counseling - For growth & development of the individual the organisation will provide some means for individual employees at all levels to become more pro-active about their careers and some mechanisms for joint dialogue counseling and career planning. This process will ideally be linked to performance appraisal. Because the boss can review with the sub-ordinates the future potential development needs, strength weaknesses, career options etc. Planning for levelled off employee -The planning & managing process are counter parts of individuals that have already discussed but are focussed on different problems like late career, lack of motivation obsolescence and ultimately retirement. Organisation will recognize that there are various options available to deal with this range of problems, beyond obvious ones of either terminating the employee or engaging in elaborate measures t o re-motivate people who may have lost work involvement. Job design / Job Rotation - Job changes or job re-design is suggested which will be applied to the particular problems of levelled off employees.When the employees become un-responsive to the job characteristic themselves and pays more attention to surrounding factors such as the nature of supervision, relationship with co-workers, pay & other extrinsic characteristic, they should examine whether those employees are still in responsive mode or not. 2. 6 Management of the post project status - All institutions signing the project will be simultaneously engaged in conducting routine activities & at the same time managing project activities. HRD Cells will be installed at D. T. E. , D. I. I. C. , M. S. B. T. E. , R. O. s, R. B. T. E. & polytechnics devoted for managing the project. Their functions will be liasion, R & D, design, policy making, development, implementation, evaluation, 2. 7 Resources at the post project status - T he content of this section is based on the systems diagram in fig. 2 in which item No. 5 i. e. resource inputs are shown. They are the resources needed to install management & management processes. Resource planning is intended to ensure that the brisk & additional resources are strengthened, developed & kept ready for project implementation. 1) Physical Resources - Every institute of TES will have adequate physical resources. ) Human Resources - System will have trained Human resources capable of managing change in educational processes & enabling processes. 3) Information Resources - HRD components will have a stock of generic information & specific information required & it will flow from one institute to another. 4) Time Resources - HRD will have long term policy and a time recant action-plan geared to vision, mission , goals, objectives & activities. 5) Financial Resources - HRD component will have financial management to carry out The change process over a long term project period.Provision will be made for internal revenue generation. ******************************************************************************************* 3. 0 PRE-PROJECT STATUS - 3. 1 Context of W. B. A. P. under which staff development cells were instituted and Role & Function of S. D. C. 3. 1. 1 CONTEXT - PreWBAP status of HRD In 1965 TTTC was established at Karad. It was shifted to Pune in 1970. TTTC conducted long term programmes of diploma & degree in Technical Teachers Training. In 1980 TTTC was handed over to TTTI Bhopal and extension centre of TTTI was established in Pune in 1980.Prior to WBAP, TTTI & other organisation like CII, IIT & ISTE were announcing the training programmes through their calendar & the state (DTE) deputed the staff for the programmes but it was not in the planned way. WBAP was implemented in the state of Maharashtra for improving quality & efficiency of Technician Education in the state. Developmental activities like Staff development, Curriculum de velopment, Learning resource development, Industry Institute Interaction were started in various polytechnics under various subcomponents of this WBAP.Primarily Government Polytechnics situated at six regional Headquarters were considered to initiate all these activities. These centres being Autonomous institutes were expected to develop these activities for their own needs & further percolate concepts & benefits related to these activities in the region. In order to implement sustained S. D. activity for faculty & supporting staff Government, Government Aided & Unaided polytechnics of state S. D. cells had been established under WBAP at the six lead centres i. e. Government Polytechnic, Mumbai, Pune, Nashik, Aurangabad, Amaravati & Nagpur. Ref. - Staff development activity under S. D. Cell at lead centre polytechnics Programme calendar Jan. 99 June99 ) By DIIC, Mumbai. 3. 1. 2 parting OF S. D. C. - Training programme calendars were sent to principals of all polytechnics by SPIU/D IIC, Mumbai. They had to prepare staff development plan of their institutes by identifying the teachers / ministerial / supporting staff for the programmes listed in the calender taking into consideration academic planning of their institute. Such staff development plans prepared were submitted to SDCs.All SDCs were to compile the information received from different polytechnics and pass on the same to DIIC for further execution. This was the practice adopted during WBAP. 3. 2 STATUS OF THE PROGRAMMES - The programmes planned were categorized as follows - 1. State level programmes These were the programmes for which staff member from any polytechnic of state was a participant. 2. Regional Programmes Some programmes were planned for the specific region. 3. 3 TYPES OF PROGRAMMES IN THE PREVIOUS CALENDERS. - 3. 3. 1 Long Term Programmes Induction Phase I, Induction Phase II, Industrial Training of Teachers Induction programme for office staff (ministerial staff ), Industrial tra ining of workshop staff. Short Term Programmes 1) Management development programmes for Principals & HODs, Librarians & storekeeper. 2) Content updating programmes for teachers. 3) Skill updating programmes for supporting staff. 3. Systems diagram for Pre-project status - Systems diagram for Pre-project status is as shown in figure 5. 3. 5 Present status of Clients- There is no client focussed HRD. 3. 6 Present status of output - (Trained manpower)Currently the staff development programmes are not designed as per the needs of the organizations. Also the individual training need is not assessed. In short, there exist no systematic & scientific staff development planning. In certain area like Learning Resource Development , Curriculum Development, some manpower is trained but strategy for HRD does not exist as explained in post project status also manpower required for State planning, Institutional planning, LRUC, Instructional design, Students learning, III, MIS, Organisational deve lopment, Staff development, the manpower is not trained to the satisfactory level. . 7Current status of input- (Current status of knowledge / skills / attitudes of line and staff functionaries) The teachers should have the knowledge & skills of instructional design, LRDC, LRUC . The HODs should have the knowledge & skills of Curriculum design, development, implementation & evaluation. The principals should have the knowledge & skills of institutional planning. State level / regional level officials should have knowledge & skills of planning & management. The line workers required for enabling processes are staff development officers, training & placement officers, project officers.They should have knowledge & skills of understanding enabling processes, planning & implementation of these processes. But existing faculty is lacking in professionalism required to undertake / perform such processes. (i. e. knowledge in ID, CD, IP, CDC etc. ) 3. 8 Current status of process of transformati on - (Strategies & activities to convert current level of competence of line and staff functions into those described in post project status) The process of transformation includes a process chain depicted in fig. 5. i) Job analysis for the all the post is not in existence.The roles & responsibilities of SDO, TPO, Project officers, Deputy secretary, Assistant secretary, System Analyst are not clearly mentioned. ii) It is observed that modification in recruitment rules are necessary. Recruitment rules for certain post like Deputy Secretary, Assistant Secretary etc. are not prepared yet. Most important is the gap which still focusses todays job function & not future design of job function. iii) Induction & Socialization immediately there is no effort for a newly recruited employee to convert him in productive & useful member of the organization both in short run & long run.Induction phase I & phase II program are currently in operation. iv) Job design & assignment It is observed th at currently there is no job description done in professional way also the work allotment in the institution are not as per the ability & skills of the employee. Presently allocation of the work to the subordinates is done by priority of the work. Staff shortage is one of the main reasons for improper allocation of work. v) Training need assessment Assessment of individual training needs, organizational needs & their matching to accomplish a certain goal is not done systematically & scientifically. i) Training Presently training is imparted on the basis of felt needs & not on the basis of needs assessed scientifically & systematically. Also needs of the individuals for his / her vertical & horizontal mobility have not been considered. Except for few innovative project like LRDC there is no concept of induction & inservice training as such. vii) Performance Evaluation Presently there is no professional way of obtaining feedback mechanism for performance evaluation. It is observed that there is vast gap in performance measurement & reality.Performance appraisal reports are not fact oriented towards the activities of the individual. The current stress is on the confidential reports which makes performance appraisal difficult. viii) Organisational reward There is no reward system to motivate employees at institutional level to engaging attempt to enhance quality of his work. Only state level Best Teacher awards are awarded by the State Government, but these are not in sufficient numbers. ix) Promotion There are no timely promotions. Many of the key posts are vacant. The work of key posts is allotted to another faculty member in the system for longer time. ) Career counseling There is no career counseling for employees in TES. xi) Planning for levelled-off employees There is no mechanism for utilizing levelled-off employees which reduces the efficiency of the system. xii) Job Rotation There is no alternative job rotation system by design in existence. 3. 9 Current status of management - At state level there is no full-fledged management structure for HRD. At institute level there are staff development cell at lead centres only. At department level & class room level, the roles of HOD & roles of Sr. teachers in HRD are not clearly defined. ****************************************************************************************** 4. 0 PROJECT JUSTIFICATION - Firstly though the design of the world bank assisted project was based on system thinking ( implicitly of course ), the actual implementation was carried out in a fragmented way, treating each sub-component independent of another sub-components without relating their output to the major goals of Strengthening Technician Education system There are gaps found by comparing post project status & pre-project status. The gaps are mentioned below . 1 Gaps in customer identification - Line and Staff functionaries are not identified except for LRDC, specifically for HRD, because there is no such HRD strategy in existence. 4. 2 Gaps in output specification - The line workers and staff functionaries must have their desirable inventory of knowledge, skills & attitude required to do their functions for quality improvement. 4. 3 Gaps in input - It is the need of system to have better record of competencies possessed by the functionaries to enable HRD system to design HRD program. 4. 4 Gaps in process - ) Job Analysis Job analysis is not done for the posts SDO,TPO,PO,Dy. Secretary, Assistant Secretary, System Analyst etc ii) Recruitment Revision / modification of recruitment rules is required by pore on future design of job function. iii) Induction & Socialization Absence of mechanism of induction & socialization for a newly recruited employee. iv) Job design & Assignment There is a staff shortage and hence cannot assign the work as per the ability & skills of the employee. v) Training need assessment No systematic & scientific assessment of training needs. i) Trai ning Training is not divided in three parts 1) Initial, 2) Induction & 3)Inservice . There is no need assessment for the individuals for his vertical & horizontal mobility . vii) Performance Evaluation There is no mechanism for feedback from performance evaluation . There are no seprate performance appraisal reports for the different post like Joint Director, Deputy Secretary, Assistant Secretary, SDO, TPO, PO, etc, on the basis of their job functions. viii) Organization reward To motivate employees at different levels there are no financial rewards in sufficient numbers. x) Promotions Many of the key posts are vacant. There are no timely promotions. x) Career counseling There is no career counseling for employees in TES. xi) Planning for levelled-off employees There is no mechanism to utilizing levelled-off employees. xii) Job rotation There is no alternative job rotation system. 4. 5 Gaps in management of HRD - At state level there is no full-fledged management structure fo r HRD for qualitative improvement needs to be designed. At institute level there are staff development cell at lead centres only for qualitative improvement needs to be designed.At department level & class room level, the roles of HOD & roles of Sr. teachers in HRD are not clearly defined. 4. 6 Gaps in resources - i) Human Resources There is no trained Human Resource capable of managing change in educational Processes & Enabling Processes. ii) Information Resources There is no stock of generic information & specific information required for HRD in the form of MIS. iii) Time Resources Presently there is no time bound action plan of HRD geared towards vision of TES. iv) Financial Resources Presently there is no finance available for HRD. 4. Integrated view of Gaps & project justification - The gaps in post project status and pre-project status are found and these are with respect to customer identification, output, input, process, management, resources. There are gaps in each comp onent of the system and hence mission of TES cannot be accomplished successfully to the full extent. For integration purposes there is a need to consider HRD at systemic level as described in systems diagram in fig. 2. In the last five decades there has been manifold expansion in engineering college and polytechnic education systems.The unprecedented expansion not withstanding , the system design has remained more or less static. Changes in the system if any have been superficial in nature. Meanwhile there have been major changes in the economic and industrial policies of the country where by the bulwark from international competition here to for enjoyed by the indigenous industry is no longer available. Indian industry is today facing fierce but wakeless competition from multi-national corporations and has to improve significantly the quality of his products and services, if it is to survive in the highly rivalrous environment.A high level of upgradation in skills is called for if the Indian industry is to be competitive in the world market. The type of technical manpower required by the industry in the present scenario is quite different from the kind of output short available from the technical institutions. The knowledge competencies & skill profile of future technical manpower will have to be correspondingly enhance by changes in the technical education systems at all levels. The existing technical manpower will also need extensive re-orientation to meet these requirements. (Ref. Draft policy guidelines for training teachers of polytechnics & engineering colleges Ministry of H. R. D. , Department of Secondary & Higher Education, May-2000) Also the massive investment of the World Bank Assisted Project during 1992-99 has given momentum to both the three-figure expansion & qualitative improvement of the technical education system. It also provided basic infra-structural facilities and hence to sustain the gains of WBAP & to accomplish the mission succe ssfully, the gaps in the system must be removed for enhancing the qualitative improvement.Hence , all efforts are to be made to develop systematic and scientific Human Resource Development schemes at various levels. ****************************************************************************************** 5. 0 DEVELOPMENTAL STRATEGY OF HRD - HRD project will ensure Human Resources required by the TES properly educated & trained to enable to transform pre-project status of TES to post project status of TES i. e. making available right type of manpower at professional & para professional level. Both educational processes & enabling processes to be upgraded to better level of functioning. ***************************************************************************************** 6. 0 PROJECT IMPLEMENTATION STRATEGY - 1) HRD Project Strategy - Educational processes are a) Students learning, b) Instructional design, c) Learning resource development, d) Learning resource utilization centr es, e) Curriculum design & development, f) Institutional Planning, g) State Planning. These processes will be governed by MSBTE. M. S. B. T. E. will be project office. Enabling processes are a) HRD, b) III, c) O. D. , d) M. I. S, e) Project Management. These processes will be governed by DIIC.DIIC will be the project office. Project structure is indicated in fig. No. 6 Liaison, R/D, design, Policy, development Implementation evaluation are the activities in the process. 2) Implementation Strategy - At State level State Management Group DTE (M. S. ) Mumbai will be the Chairman of State Management Group. DIIC will be the overall incharge of enabling projects. III, HRD, IS & OD.There will be a project manager (PM) at DIIC project office. HRD Cell will be under the look into of PM. MSBTE will be the overall incharge of educational projects. There will be a project manager at MSBTE project office. The Secretary will be the Project Manager. Members from design centers w ill be assisting the PM for educational projects. Identified design centers will assist to develop general models for educational & enabling projects & render the same for particular discipline through experimentation & then disseminating the tested knowledge to other polytechnics. At Regional Level Regional Management Group will co-ordinate the activities at regional polytechnics. Six regional polytechnics will responsible for regional co-ordination of implementation, monitoring, evaluation of tested educational and enabling projects. At Institution Level Project Cell at identified polytechnic & other polytechnics will access all developed models from design centers & integrate those into their existing programs. 6. 1 General system diagram for project implementation - System diagram for project implementation is as shown fig. 7. 6. 2 Goal structure - . 2. 1 bang OF THE HRD PROJECT IS - To provide Trained manpower for Line process, Educational processes and Enabli ng processes. Personnel required for SP, IP, CP, SL also HRD, III, MIS, OD, PM. 6. 2. 2 GOALS OF THE HRD PROJECT ARE - Mission is disjointed down into three major goals. 6. 2. 2. 1 To develop right type of Line functionaries from DTE, DIIC, SBTE, ROS, RBTEs & Polytechnics (Principals, HODs & Teachers) 6. 2. 2. 2 To develop right type of staff functionaries required for Educational processes like students learning, Instructional design, LRDC, LRUC, CD, Institutional planning. . 2. 2. 3 To develop right type of staff functionaries required for Enabling processes like MIS, HRD, III, OD & Project management. 6. 2. 3 Objectives of the HRD project - These are component objectives aimed to achieving each goal mentioned above. Goal No. 1 To develop right type of Line functionaries from DTE, DIIC, SBTE, ROS, RBTEs & Polytechnics (Principals, HODs & Teachers) Objectives for Goal No. 1 01. Job analyzed for line workers, (students, teachers, HOD etc). 02. Recruitment rules/norms revised / modi fied /prepared. 03. Selection procedures for line workers prescribed. 4. Mechanism developed. for assignment of job based on knowledge & skills possessed by the line workers . 05. The training needs of line workers assessed by considering individual needs & organizational needs. 06. Need based training provided for line workers 07. Reliable & valid evaluation system developed for line workers to get the necessary feedback to accomplish the goal successfully. 08. Standardized the performance appraisal formats for line workers. 09. Devised result oriented reward system for line workers. 0. Provided guide lines for promotion and lateral movements of the line workers. 11. Developed a mechanism linked to performance a appraisal for joint dialogue counseling & career planning of the line worker. Goal No. 2 To develop right type of staff functionaries required for Educational processes like students learning, Instructional design, LRDC, LRUC, CD, Institutional planning. Objectives for Goal No. 2 1. Devised a mechanism for identification of curriculum designers, learning resource developers, instructional designers i. . staff functionaries from TES. 2. Identified the staff functionaries. 3. Assessed the training needs of staff functionaries. 4. Provided initial, induction, inservice training by arranging need based training programme for staff functionaries. 5. Developed a valid & reliable evaluation sys5tem to get necessary feedback to accomplish the goal successfully. 6. Devised result oriented reward system for staff functionaries. 7. Developed a mechanism for joint dialogue counseling & career planning of staff functionaries. Goal No. 3To develop right type of staff functionaries required for Enabling processes like MIS, HRD, III, OD & Project management. Objectives for Goal No. 3 1. Identified the staff required for project management in each area MIS,HRD, III, OD, Project planning. 2. Assessed the training needs of staff required for project management. 3. Provi ded need based training to the staff required for project management. 4. Developed a valid & reliable evaluation system to get the necessary feedback to accomplish the goal successfully. 5. Devised result oriented reward system for executives of the project. 6. Project management structure - 6. 3. 1 Roles & functions of each component of management structure (OD,III,MIS,PM,HRD) - Roles & Functions of Line Functionaries - 1) Students Learning - Role is an self directed learner. Functions Management of the self. Management of others Management of information Management of task. 2) Role of Instructional Designers - Functions To organize T/L experiences so that the students not only gets generic skills but also acquired vocations specific competencies. 3) Role of L. R. D. C. - Role of L. R. D. C. is learning resource development & utilisation.Functions are to design appropriate message suitable to the student & teachers requirement & make it available both in print & non print media. 4) C. Design & Develop - The role is curriculum designers & developers. Functions To design curriculum to enable teachers & students to co-ordinate their T/L experiences by co-ordinating the teachers in activities in Basic sciences, Engg. Sciences & Tech. Subjects for each branch of Engineering. 5) Institutional planning - The role is planning. Institutional activities, curriculum development in various branches of engg.As well as short term programmes for continuing. education are carried out with optimum use of physical, information, human & financial resources. 6) State planning - The role is planning at the state level to facilitate co-ordinated actions of institutional planning both administration units & academic institutions & bring team within the state level policy modeling. All these are interconnected so that the framework at the state level provides framework for institutional planning which in turn provides framework for curriculum planning etc. Enabling Processes - ) The III is to link education system at the state, institution, department, teachers & student level with the industrial systems so that both work together for providing both economic & social development of the country. 2) The O. D. provides supporting conceptual framework within which the administration & academic institutions can plan & organise systematic transformation of the organisations to be able to adapt themselves to the ever changing environmental conditions. 3) I. S. Provides conceptual framework to (1) generating, acquisition, torage, convalescence & dissemination of information just in time for the front line workers & supporting staff can organise their liasoning work , R & D, design, develop, implementation & evaluation tasks both for plan & non plan activities. 4) PM The role is to provide & conception framework for all those who work to design, develop, implementation & evaluation the projects aimed at innovations in the education system. 6. 3. 2 Roles & functi ons of project structure of specific HRD project - Roles & functions expected to be performed by different units shown in the project structure are given below. )SMG (State Management Group) The chairman is DTE (M. S. ) Mumbai. Functions 1) To co-ordinate the work of project cells in DIIC & MSBTE for the purpose of integrating their project management so that the educational projects are properly complemented by enabling projects. 2) Make recommendations for policy making by DIIC & MSBTE to assist their respective project cells to carry out their work. 2) DIIC Role Major roles of DIIC is to frame a policy for implementation of the project & to administer & allocate resources in the recommendation of state management group.. Functions ) To identify policies for project structure required for planning / implementing HRD project. ii) To issue state level policy guidelines for R&D, design, development, implement & evaluation of state level project. iii) To issue policy guidelines to resources allocation iv) To send policy guidelines to concerned officers . v) To appoint officers by key in various cells vi) To obtain the regular feedback from SMG for HRD to review the progress & solve the problems of the project cells. vii) To take administrative & remedial actions on receiving feedback. 3) MSBTEThe major role is to co-ordinate the activities of educational projects, OD & collaborate with PM of MSBTE. Function I) To communicate the policies regarding educational projects for the institutes. II) To identify the staff functionaries at design centers. III) To assist in developing the general models for HRD for different levels of hierarchy ( staff functionaries) for educational projects. IV) To obtain regular feedback from SMG for HRD project(Educational Projects) to review the progress & solve the problems of the design centers. 4) PM at DIIC Co-ordination cells of HRD project will work under the project manager at DIIC.The Joint Director will be the project man ager. PM will be responsible for designing, implementing & evaluating the projects. 5) HRD Co-ordination Cell chairman 1) HRD Co-ordinator Deputy Director in DIIC SECRETARY 2) Project Assistant Assistant Director in DIIC 3) Member Programmer 4) Member Educational Consultant The selected members from design centers will constitute task groups at DIIC. These task group will work with HRD Co-ordination cell to develop general models for all enabling projects for different levels of hierarchy. The higher up system will consist of 1) DIIC & MSBTE i. e.Top Management. 2) Project cells of other enabling projects & MSBTE project cells. Major role of HRD co-ordination cell is to co-ordinate the activities of HRD project in reference with enabling & educational projects Liaison, R&D, Design, Policy Development, Implementation & Evaluation of project at state level. Functions 1) To preside meetings of the cell. 2) To manage all the following activities of HRD with the assistance of designate Group a) Designing the general models / mechanisms for HRD for different levels of hierarchy. b) Pilot testing of the instruments developed through Task Groups. c) Validation of the instruments. ) Application of the instruments at Design Centres e) Sending the input formats to the Information service co-ordination cell. f) Sending the output formats to the Information service co-ordination cell. g) Receive the output from Information service cell for different purpose. h) Disseminate the output to the concerned (higher ups, Task Groups, design centres. ) i) To assess the training needs of line-functionaries / staff functionaries. j) To prepare action plans for HRD. k) To prepare staff development plans. l) To implement the plans through Task Groups. m) To ensure the output from training programs. ) To ensure supply of resources. o) To take remedial actions whenever necessary. p) To collect & communicate the feedback to state management group. q) To generate ideas for eff ective / cost effective HRD r) To keep / maintain the update record of all relevant activities. s) To guide the cells / design centres with the help of educational consultants. t) To keep the continuous liaison with educational & other enabling projects co-ordination. u) To identify the training needs of line functionaries / staff functionaries pertaining to the education for implementation / evaluation of the HRD project. ) Design Centres The members selected from design centres to work as task groups in co-ordination with HRD cell at DIIC will also be working directly with PM at MSBTE. The design centres will apply the models developed by PM for particular discipline through experimentation and will then disseminate the tested knowledge to other polytechnics through six regional polytechnics. 7) Regional management Group Joint Director of the region will be the chairman of this group & will the responsible for observing the effective implementation monitoring and evaluation of tes ted educational and enabling projects. ) Six Regional Polytechnics These will be responsible for regional co-ordination of implementation , monitoring, evaluation of tested educational & enabling projects received from design centres. 9) Project Cell at Institution Level (identified polytechnic/other poly. ) Project cell will access all developed and tested models from designing centres through regional polytechnics and will integrate those into their existing programmes. 7. BUDGET 1. Budget Heads The budget is normally prepared under two heads i. e. non- repeat and recurring expenses for any kind of project. . Non recurring expenses Non recurring expenses are usually considered as one time expenses at the initial stage of the project. These are incurred mostly pertaining to the infrastructural development required for the project including expenses for building, equipment, furniture, vehicle, books, consultancy, folk etc. 7. 3 Recurring expenses Recurring expenses are the regular expenses frequently required for the project period. The recurring expenses includes salary of project staff, consumables, O. & M. charges etc. 4.