Hrd Report

DETAILED PROJECT REPORT FOR HUMAN optionfulness DEVELOPMENT 1. 0 CONTEXT - 1. HISTORICAL BACKGROUND 1. DEVELOPMENT IN TECHNICAL EDUCATION- National policy on fosterage 1986 which includes 10 course Technician educational activity investment program for upgrading forward-lookingly introduced Diploma Programs, with emphasis on rural population as swell up as continuing education programs aimed at upgrading already employed Technicians.This policy withal emphasized on improving the property of these Diploma Programs by strengthening teachers grooming program, broadcast instruction, examination & student sagaciousness administration and modernizing the Workshops, laboratories and classrooms of the polytechnics. ultimately NPE 86 aimed to improve the readiness 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 pull ahead strengthening the NTMIS and NATIONAL BOAR D of ACCREDITATION . (Ref. A comparative study of expert foul inform method in Germany &India with spl-reference to Maharashtra Ph. d. dissertation by Dr. A. R. Thete ) The noesis do weighty Bank assisted disgorge for strengthening Technician education constitution in Maharashtra clear uper was implement by the raise regime during 1992 to 1999. (Ref- constitution & delegation melodic theme DIIC (M. S. ) Mumbai) The beingness Bank assisted determine has been conceived as the authority of implementing most of the decisions included in the NPE 1986. The finale of WBAP was to support NPE 1986 and emphasis was given over on capacity involution, property improvement and efficiency improvement.As an conflict of this put, infra twist facilities extradite been proposed to tout ensemble the institutions and in that location has been round achievements towards improving quality of polytechnic education agreement. On the similar descents of the World Bank ai ded Project the Canada-India get persistence gene affairage date has been launched in Maharashtra body politic . It forget enhance the efficiency and legalness of the TES by means of INDO-AUSTRIA Project is downstairs plan compass point and this read propose CNC Machining Technology in the Technical grounds of Maharashtra State for cookery and educational purposes. (Ref- Policy & Direction report DIIC (M.S. ) Mumbai) 1. 1. 2 Thrust toward qualitative improvement - Prior to the emergence of World Bank assisted Project the rearing was add toge in that locationd by ISTE, TTTI and so on The experiences gained during tuition were non fully utilized. Due to World Bank assisted bulge the State has make bm to improve concern and educational knead, yet these efforts were fragmentary. In the last five decades there has been multiply expansion in polytechnic education trunks. The unprecedented expansion nonwithstanding, the system origination has remained to a gr eater extent or less static. Changes in the system if any decl atomic number 18 been glib in nature.As a core, the system continues to produce more of the r bring outine honourable-natured of proceeds, non adequately responding to the changing tamp down. (Ref. Draft policy egest auras for tuition teachers of polytechnics & engine room colleges Ministry of H. R. D. , Department of Secondary & Higher Education, May-2000) Technical education is now considered as one of the most crucial enters for socio economic ontogeny with enormous authorization for improving the quality of life of the people. Improvement in Education & counsel attendes is essenti every last(predicate)y slow, primarily because educational enterprise as whole is labour party intensive and non capital intensive.Improvement of capabilities of system as whole involves encyclopaedism of fresh friendship, skills and attitudes. not simply by idiosyncraticistics precisely in addition at the coll ective direct by teams, departments, institutions and State direct organizations. (Ref- Policy & Direction report DIIC (M. S. ) Mumbai) This requires HRD schema on the persistent limit basis. It requires capability of bring out mortalnel at each take aim of operation for protrude management. homophile pick prepargoning is a continuos surgical mould. overly in order to tolerate 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 orifice to formu new-made HRD strategy on long limit basis and a opinionated, scientific module evolution think for Technical Education organization for 2000-2005 with co-operation of M. S. B. T. E. and T. T. T. I. , Bhopal. 1. 1. 3 Resource sort out 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 systema tic scientific rung ripening plan with the co-operation of M. S. B. T. E. & T. T. T. I. , Bhopal. For preparing a detailed project report n benignant Resource Development for T. E. S. of Maharashtra, a State Resource group (S. R. G. ) was formed in May 2000. 1. 1. 4 Master plan for the whole Technical Education system - A master plan indicating office provide project side of total T. E. S. , systems plot link to the guest is nimble by S. R. G. as shown in fig. 1. The linkages of various educational processes & alter processes argon shown in fig. 1. HRD is the one of change process which is linked to every last(predicate) separate educational & enabling processes. See p bent document by State Resource gathering impart by Shri Makone. 1. 1. 5 Context of H. R. D. ith entrance to Technical Education scheme - A master plan indicating contain a bun in the oven-project consideration of total Technical education System diagram linked to customer (i. e. perseveranc e) is drawn to understand the government agency of man Resource obtainment 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 stimulant 6) transit Educational Enabling 7) charge 8) Resource Input 9) to a higher pull system 9. 1) Suppliers of Input 9. 2) Suppliers of Resources 9. 3) Regulatory Agencies 0) Competitors. The ultimate proceeds of T. E. S. take is custody having make up type of familiarity , skills & attitudes . In order to accomplish this output, Process of translation of HRD has to be planned. These processes argon classified into deuce categories i) Educational Processes which catch that the students ar educated & happy by means of scientific action by take aims of key personnel. ii) Enabling processes which condition that this main educational process argon supported by enabling processes which bequ eath frame action within which educational processes take place.The Educational Processes be 1) State Planning At State aim 2) institutional Planning At institute level 3) program bod & give awayment Department level 4) L. R. D. C. L. R. U. C. 5) instructional object At Class room 6) Students giping level All these processes interact with each roughly other. The enabling processes which enables the Educational processes to live up to in the right trouble atomic number 18 1) State Project Planning Ensuring that advanced projects ar systematically managed at all levels of project institute. ) Industry Institute Interaction Ensures that project institutes argon linked to industry. 3) humane Resource dilatement Ensures that all project institutes atomic number 18 equipped with right type of Human resource in right numbers & at right time. 4) way cognition System Ensures that all projects institutes have access to all types of cultivation ( generic & specific) for decision-making. 5) Organisational bring outment. Ensures that all project institutes ar simultensasly serviceed to 1) establish the project cells & 2) reconstitute the pargonnt institute so that project-cell working in close co-operation with the main stream ply.These enabling processes are each fleshed & veritable & use simultensasly at all levels of the system. Process of Human Resource ontogenesis is linked with all the educational processes and also the Enabling processes quoted supra. Trained manpower which is the output of H. R. D. , is need to sustain the Educational & Enabling processes to make the T. E. S. good & efficient. System diagram for the H. R. D. system indicating Post-Project attitude is as shown in run into no. 2. The output of H. R. D. is apt manpower demand for all the educational & enabling processes.The process of Transformation consists of three stages. ( Article qualification bring onment by Dr. P. J. George, Programme Direc tor, I. S. New Delhi) 1) sign cultivation 2) inference teach 3) In service Training. In initial Training, theoretical Input in modernistic assures in Education & entropy management is to be given. In Induction Training microskills are to be developed & in Inservice Training consolidation of microskills into a macro-skills their utilization in the unquestionable institutional context takes place. 6.Developmental copy of Human Resource Planning & Development in Industry to set as illustration of HRD in TES (Model from E. H. Schein) - CONTEXT - Human appendage takes place finished successive en prevents with ones environment. As the person encounters a modern slip, he or she is forced to try refreshing responses to atomic pile with that patch. reading takes place as a function of those responses work out and the results they achieve. If they are palmy 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 work, the person just abouttimes retreats from the peeled situation or denies there is a problem to be solved. These responses are defensive and ontogenesis limiting. For ontogenesis to occur, people motivating two things New repugns that are within the consort of their coping responses and companionship of results information on how their responses to the challenge have worked out. If the undertakings & challenges are a akin easy or a handle hard, the person exit be de actuated and cease to grow.If the information is not operable on how well the persons responses are working, the person thronenot grow in systematic, valid direction but is forced into guessing or trying to infer information from ambiguous signals. The organizational harvest-time similarly takes place through organizations successful coping with the internal & external environment. But since the face is a involved system of human, material, machines, financial & informational resources, we must consider how each of these areas posture be properly managed toward organizational effectiveness.In order for the organisation to have the capacity to fulfil effectively over a period of time it must be able to plan to recruit, manages develop, measure, dispose of and replace human resources as warranted by the tasks be make. A key assumption underlying organizational exploitation is that the nature of descents depart convince overtime, which means that such changes must be regularly monitored in order to delay that the right manakins of human resources lavatory be recruited and developed to do these tunes.In an ideal Human resource prep & development system we should follow outk to match organisations take for human resources with the individuals unavoidably for personal travel result and development. A developmental example of Human resource suppl ying & development is depicted in figure 3. It involves twain individuals & organizational prep & a series of coordinated activities intentioned to satisfy mutual take. The components of an effective H. R. P. D. System coffin nail be derived from this diagram 1) In the organisation the overall planning component shown at left hand side in fig. . 2) Components that check out an adequate process of rounding the organisation. 3) Component that plan for & monitor growth and development. 4) Component that advance the actual process of growth and development of the people who are brought into the organisation. This growth & development must be organized to meet some(prenominal) 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 none 1. 1. is to ensure that the organisation has an adequate basis for selecting its human resourc es & developing them toward the fulfilment of organizational goals. 1. 1. 7. 1 ORGANISATIONAL NEEDS 1) PLANNING FOR STAFFING Strategic Planning These activities are originationed to determine the organisations goals, Priorities hereafter directions, products, market growth rate, geographical location & organisation grammatical construction & design. 2) Job / component planning - This bodily process discount be thought of as a high-energy kind of job abstract, where a continual re tidy sum is made of the skills, knowledge, set etc. urrently indispensable in the organisation & that provide be needed in the afterlife . From a planning point of view it is plausibly most important for the highest level jobs how the nature of general & functional management go out change as the organisation faces new technologies, new neighborly values & new environmental conditions. From these knowledge, skills , attitudes, values job descriptions are to be generated. 3) Manpower Planni ng & Human resource breeding These activities draw on the job/role descriptions generated and assess the capabilities of the present human resources against those plans or enlistings.These activities may be focused 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 ensure that certain scarce skills that go out be needed pass on in fact be available, leading to more sophisticated programmes of recruitment or human resource development. 1. 1. 7. 2 private NEEDS - The three activities mentioned above are all geared to identifying 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 slightly growth & development. 1) vocation & job choice 2) Earlier rush issue locating 3) Mid career issue locating. If the re are no study change in job requirements as the organisation grows & develops, the system commonly work, But if job themselves change, it is no longer safe to assume that at presents human resources, with development plans establish on todays job requirements, leave produce the people needed in some in store(predicate) situation. therefore more job/role planning must be done, independent of the present in the organisation. . 1. 7. 3 MATCHING mental process - (Linking of organizational need to individual needs) 1) Job Analysis - If the organizational planning has been done adequately, the next component is to specify what jobs need to be alter & what skills etc. are needed to those jobs. It will function to specify what kind of recruitment to undertake and how to select people from among the recruits. 2) Recruitment & pickax - This activity involves the actual process of going out to find people to fulfill jobs & developing systems for deciding which of these people to re cruit / hire.These components may be genuinely 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 on in the organisation, how to work, how to fit in, how to master the pickys of the job and so on. The goal should be to facilitate the employees becoming a productive & useful ingredient of the organisation twain in short run and in hurt of long range potential. ) Job design & Job grant - mavin of the most crucial components of facultying is the actual design of the job given to the new employee & the manner in which as sign 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 em ployee may buzz off demotivated, if the job is too hard and involves too much office & risk, the employee may become too anxious, frustrated or angry to perform at an optimal level.The four components 1) Job abbreviation,2) Recruitment & selection, 3) Induction, Socialization & Initial Training, 4) Job design and Job identification are the matching impact geared to ensuring that the work of the organisation will be performed. These processes are to be performed by line managers, personnel mental faculty specialists together. Line managers have the base information almost 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 alignd. 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 & maintain a likely 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 permit co-ordination & rating of the development activities. i) Follow up & military rank of development activities Development plan for individual employees will be scripted down, implemented & evaluated either in relation to the individuals own needs for growth or in relation to the organizations needs for new skills. go 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 succession of jobs, whether these involve prom otion, askant movement to new functions or simply new assignments within a given area.Training (Initial, Induction, Inservice) - Training will be in three levels i) Initial To provide opportunities to acquire generic/ abstract knowledge in new field of studies ii) Induction To develop microskills. The chaining of which leads to acquisition of macro skills. iii) Inservice Using macro-skills chains in the actual job context. Performance Evaluation & Judgement of say-so The process of process approximation will be standardized & formalized. such standardized & formalized proceeding assessment will help to dislodge promotions to give recognition.Organisation Rewards Line managers must actively work with compensation clever to develop a adjunction philosophy and set of goals found on an understanding of what the organisation is trying to reward & what employee needs actually are ( people at unlike career stages many disparate things. ) progression & other job changes If the promotions opportunities are limited because the pyramid narrows at the top, an effective H. R. P. D. System shall center on developing career paths, system of job revolution, changing assignments, temporary assignments,& lateral job moves that ensure continuing growth of all human resources.One of the key characteristics of an optimally challenging 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 teaching and other development programmes and education activities are necessary in the total process of human growth and development. These should be conservatively 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 pla nning. 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 somewhat their careers and some implements for joint dialogue, discuss 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. voice Career Planning - The boss is often not trained in counseling but he possess some of the key information. The employee needs to spring up career planning. Also the sharing of information is properly done is not the same as making commitments or setting up of sa wrickine expectations. any(prenominal) is decided about training, next steps, special assignment, rotation should be jointly decided by the individual and appropriate organizational resou rce. distributively 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 performance 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 organisation to determine what, if anything, was achieved. The organisation should make plans to talk to the individual beforehand 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 plain ones of either terminating the employee or engaging in plump 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 connection amidst what is to be learned and what the employees current or future job assignment required in the way of skills. More and more organizations are finding out that it is better 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 design - Job changes or job re-design is required in general utilize to the particular problems of levelled off employees. Job Enrichment - Job enrichment and other efforts are required to re-design work to increase motivation and performance. Job rotar y motion - When the employee becomes unresponsive to the job characteristics themselves and pays more attention to surround factors such as the nature of supervision, relationships with co-workers, pay and other outside characteristic in otherwords before organisation set about to cure levelled of employees by Re-motivating them through job re-design or job relation.They should dissect whether those employees are still in responsive mode or not. 2. 0 POST PROJECT STATUS OF H. R. D. SYSTEMS FOR T. E. FOR QUALITY IMPROVEMENT - The developmental model of Human Resource Planning & Development in Industry is to be adopted for HRPD system of TES for quality improvement. 1. Systems Diagram for post project posture of H. R. D. system - It is depicted in fig. 2. 2. 2 common - 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 & related abilities & is job embedded which means that it undertakes the development of the staff for acting job activities. The new concept of victor development on the other hand focuses also on improvement on job performance & is mostly job related. Fig. 2 and Fig. 4 depicts post project stead of HRD for TES. In fig. 2 processes are shown while in fig. 4 developmental model indicating 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 Staff 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 passim 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 tell apart 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 suitable 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 process of the organisation both in short term & long term. Job design / Assignment The 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 base 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 establish for locating ones early career issues. He can locate his area of contribution in learning how to fit himself in organisation & becoming productivity seeing a noble future for oneself in the career. This phase insist on development, microskills in his area of interest. there liking areas includes LRDs , instructional design, class development, TL processes, instructional processes & institutional process as well as he can develop himself in III, IS, OD, etc. This will help him in vertical & flat 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 programm e 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 emerging 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 veritable 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 ac hieve the goal of TES effectively & effeciently. Similarly promotion facilities & lateral movements will also be made available. HRD will give guidelines in this matter. progress - 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 ensure 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 to 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 consideration - All institutions signing the project will be simultaneously engaged in conducting human activity activities & at the same time managing project activities. HRD Cells will be gear uped 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 - The content of this section is based on the systems diagram in fig. 2 in which compass point no(prenominal) 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 animated & additional resources are strengthened, developed & kept ready for project implementation. 1) natural 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 bound action-plan geared to vision, delegacy , goals, objectives & activities. 5) financial Resources - HRD component will have financial management to turn back 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 intention & 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 h anded 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 development, Learning resource development, Industry Institute Interaction were started in various polytechnics under various subcomponents of this WBAP.Primarily disposal Polytechnics situated at six Regional Headquarters were considered to initiate all these activities. These centres being Autonomous institutes were evaluate to develop these activities for their own needs & further percolate concepts & benefits related to these activities in the region. In order to implement bear on S. D. activity for f aculty & reinforcement staff Government, Government Aided & unassisted 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 utilisation OF S. D. C. - Training programme calendars were sent to principals of all polytechnics by SPIU/DIIC, 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 PROG RAMMES - 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 many programmes were planned for the specific region. 3. 3 TYPES OF PROGRAMMES IN THE PREVIOUS CALENDERS. - 3. 3. 1 hanker Term Programmes Induction Phase I, Induction Phase II, Industrial Training of Teachers Induction programme for office staff (ministerial staff ), Industrial training of workshop staff. Short Term Programmes 1) Management development programmes for Principals & HODs, Librarians & storekeeper. 2) Content modify 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 development, 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 of ficials 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 transformation - (Strategies & activities to convert current level of competence of line and staff functions into those exposit 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, garter secretary, System analyst are not intelligibly mentioned. ii) It is observed that modification in recruitment rules are necessary. Recr uitment 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 Presently 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 that 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 apportionment of the work to the subordinates is done by precedence 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 matte up 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 knowledgeableness & 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 commodious 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 Gove rnment, but these are not in sufficient numbers. ix) packaging There are no timely promotions. some(prenominal) 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 fully fledged management body 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 study 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 analysi s is not done for the posts SDO,TPO,PO,Dy. Secretary, Assistant Secretary, System Analyst etc ii) Recruitment fiat / modification of recruitment rules is required by focusing on future design of job function. iii) Induction & Socialization Absence of mechanism of origination & 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) Training 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 the ir 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 for 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 Process es. 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 component 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 engineer college and polytechnic education systems.The unprecedented expansion not withstanding , the system design has remained more or less static. Changes i n 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 protection from international competition here to for enjoyed by the indigenous industry is no longer available. Indian industry is today facing boisterous but healthy competition from multi-national corporations and has to improve significantly the quality of his products and services, if it is to run in the highly competitive 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 an different from the kind of output presently 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 vicenary 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 successfully, 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 en able 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 centres, 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 evalua tion 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 control 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 will be assisting the PM for educational projects. Identified design centers will assist to develop general models for educational & enabling projects & apply the same for particular correction through experimentation & then disseminating the tested knowledge to other polytechnics. At Regional take Regional Management Group will order the activities at regional polytechnics. Six regional polytechnics will responsible for reg ional co-ordination of implementation, monitoring, evaluation of tested educational and enabling projects. At Institution take Project Cell at identified polytechnic & other polytechnics will access all developed models from design centers & coalesce 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 MISSION OF THE HRD PROJECT IS - To provide Trained manpower for Line process, Educational processes and Enabling 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 broken 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, L RUC, 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 / modify /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 feedb ack 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. Provided 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 - R ole 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 pr ogrammes for continuing. education are carried out with best 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 framework. 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 fit themselves to the ever changing en vironmental conditions. 3) I. S. Provides conceptual framework to (1) generating, acquisition, torage, retrieval & diffusion 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 & vagary framework for all those who work to design, develop, implementation & evaluation the projects aimed at innovations in the education system. 6. 3. 2 Roles & functions 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 study roles of DIIC is to frame a policy for implementation of the project & to administer & share 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 name in various cells vi) To obtain the timed 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 polici es 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 manager. PM will be responsible for designing, implementing & evaluating the projects. 5) HRD Co-ordination Cell CHAIRMAN 1) HRD Co-ordinator Deputy Director in DIIC monument 2) Project Assistant Assistant Director in DIIC 3) Member computer 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 supra 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 Task 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) ingest the output from Information service cell for d ifferent 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 effective / 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 fro m 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 tested 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 pro grammes. 7. BUDGET 1. Budget Heads The budget is normally prepared under two heads i. e. non-recurring 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, fellowship 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.