Human Resource Development for the

Central Pollution Control Board

National Comprehensive Training Needs Assessment

CPCB-InWEnt-GTZ/ASEM

Concept for the Environmental Training Unit CPCB

ifanos concept&planung

P. Bank / F. Bemmerlein-Lux

Conceptual

MandateAt the national conference of Ministers of Environment and Forests in 2001 in Coimbatore it is documented under the headline

“Functioning of Pollution Control Boards and Effective Implementation

of Environmental Laws”:

“Training of personnel, for which programme shall be drawn up by

the CPCB”

$

$

$

$

$ $

SAIL(Ranchi)

ETI(Chennai)

TERI, SPA, NPC(Delhi)

EPTRI(Hyderabad)

CEPT(Ahmedabad)

DMI(Bhopal)

NationalAssessmen

t

The TNA and the development of a HRD strategy at this point is at the National level.

It will therefore lead to a National Human Resource Development Programme for the Pollution Control Boards and related Institutions and Organisations.

Why TNAWhat has to be done?……… a list of training measures (courses, exposures, Hands on training etc.)

But how to construct such a list?What kind of capacity building is needed for whom? – And when?

How to measure the effects and impacts of the implementation of training courses?

What courses and for whom are most important?

How to allocate scarce resources wisely?How to acquire new resources for capacity building?...

Procedure:

Development of the HRD Training Programme

Training Needs Assessment

Target Group Identification

Identification Training Institutes

Design of Structure

Definition of Strategy

Operational Plan

Training Types and Content

For whom?

What & why

Who?

How?

When?

Training Impact Evaluation

Derive Training Needs

Deficits

Existing structures capacities

and competence

Existing structures capacities

and competence

Target Groups with their specific

requirements

Target groups deficits:AwarenessKnowledgeSkills

Institutional deficits:RegulationsStructureCompetence

Derived TN

Requirements for effective

plan preparation & implementatio

n

Requirements for effective

plan preparation & implementatio

n

ExampleReporting

Requirements

standardisedfact orientedregulardefined reporting linesetc.

Existing

not standardisednarrativesporadicreporting lines inaccurateetc.

Training NeedA skills training module for reporting is outlined

It has to be adapted to different target groups according to their function, responsibilities and tasks.

Capacity BuildingThe institution is supported to establish effective reporting lines

Example: Reporting:Derive

Training Needs

Procedure

Target Groups

Example

Reporting

TG I: 1st Level Officer, etc.: Has to know: report writing, design guidelines for reporting, define reporting lines, manage reporting lines, summarize reports, check quality of reports etc.

TG II: 2nd Level Officer, etc.: Has to know: understand guidelines, write reports, deliver reports, ....

The strengthening of reporting skills creates a common understanding and contributes to the institutional integration on different levels and actors.

From Training needs to training courses

Training types

Training Modules

The planned training courses will have to be characterised according to a standardised format. It should contain all the necessary information (TOR) to start the design of such a training course.

Target Groups with their specific

requirements

Deficits in Awareness, skills and

knowledge

Institutional Deficits

HRDP Programm

e (different types of Training

measures)

Human Resource

Development

and

Capacity Building

are Processes

The Relations of the Training Management - ETU

Training Manageme

nt

Training Course Providers (NTIs),

Trainers

ManagementAdministration

Key persons

Target GroupsTarget Institutions

Beneficiaries

The Training Cycle

The Training Cycle

Evaluation

Implementation

Deriving Objectives

Assessing the Needs

requirements

requirements

requirements

The Training Management has to organise the training process in close cooperation with all the stakeholders

Evaluation and

Feedback

EvaluationCommunication

Feedback

Input Process

Output 1

Output 2

Output 4

Output 3

Results

Training objectivesDesignDelivery

Training’s impact on participants reactions

Training’s impact on knowledge, skills and attitudes

Training’s impact on job performance

Training’s impact on organisational performance

Performance discrepanciesCompetency improvement needs

Training’s impact on quality of service

Suggestions for ETU

• Extend the TNA and HRD to all fields of CPCB/SPCB activities

• Initiate and support a Network of Training Managers / Responsible in SPCB

• Organise and lead the ET net (training providers)

• Design and compile a “training management handbook” for the HRDP Process Implement

• Adapt, amend and update the HRD strategy according to urgent emerging needs

• Initiate awareness campaigns and support SPCB to implement them

• Responsibility for the proper documentation and reporting in the system

• Organise internal workshops and coordination meetings

• Look for additional funds and financing• …..

Thank you