Hrd training completion report for web.pdf

Representatives and HRD Officers of the District Course Completion Report
Janu ary 2002
Submitted To
Submitted By
Local Development Training Academy (LDTA)
Representatives and HRD Officers of the District Course Completion Report
Janu ary 2002
Report Prepared By
A b b r e v ia t io n
Participatory District Development Programme Ta b le of Cont e nt s
W h a t
W h e r e
P a r t ? ?Introduction
O ne ? ?About the Report
P a r t D ay One
Two ? ?Opening the Course
? ?Getting Started and Setting Learning Climate ? ?Human Resource Development Concept and D a y Tw o
? ?Linkage between LSG Act and HRD ? ?Working Areas of HRD Unit in DDC D a y Three
D a y F o u r
? ?Translating Training Needs into Action D a y F iv e
? ?Monitoring and Evaluation of the course P a r t ? ?Evaluation of the Course
T hre e ? ?Concluding Remarks
A nnex e s
? ?Annex Ii : List of Participants ? ?Annex IV : Programme Evaluation Sheet Int roduction
In tro duc t io n
A b o ut the R e p o rt
This report is the output of the 5-day training on DDC HRD Programme: " Developing Human Resources For Effective Local Self Government" for the representatives and HRD Officers of the District Development Committees (DDCs). The report aims to fulfill the following purposes: To record all the process and tools used in the training and new experiences gained during the training To collect suggestions and recommendation from the participants and observers. So that the package can be improved for the future trainings. To assess the effectiveness of the course based on the reaction and learning level evaluation of the participants. B ac k g ro un d
Local governance act 2055 is a landmark in materializing the intent of the Constitution of Nepal 2047. This Act is considered as a step to institutionalize the process of decentralization through building the capacity of the local governments (DDC's, VDC's and Municipalities). Unless the local governments are capable enough to take charge of providing different services to their people, decentralization of authorities, an essential part of democracy cannot be put into practice. To make the local government more capable to discharge their roles and responsibilities efficiently and transparently, they should have their own human resources developed and managed at the local level. In recent period, the interest of local governments in developing their human resources have increased but unless the developed human resources are managed well and used accordingly, the developed human resources may not be sustainable and useful for the district. For this purpose, local government, especially the DDC, needs one separate unit, which should be capable and efficient to develop and manage its human resources within the district. Considering the above facts, PDDP, LGP of UNDP and DASU of DANIDA have supported DDC's in establishing HRD unit in their respective programme districts. While some of the HRD units have just started collecting data's regarding HRD, some have started conducting training for their human resources. To make the HRD unit capable in handling the HRD activities effectively and efficiently in the district, a need of HRD training for the DDC representatives and HRD officers was felt among the stakeholders like PDDP, DASU, ADDCN and LDTA. As a result of the Report of the HRD Training 1
common interest of the stakeholders, this five days HRD training was developed and conducted. C o urs e Intro duc tio n
The course was designed for DDC representatives and HRD officers of the DDCs as a five day programme from 8th to 12th of January 2002. The programme was conducted for 26 participants from 15 DDCs in two separate groups, with the following objectives outputs and contents. The venue of the course was Nepal Administrative Staff College, Kathmandu. O b jec tiv e
?? Institutional capacity of DDC's in developing and managing HRD within the district improved. O utp uts
?? Knowledge of participants on the management aspects of DDC, HRD unit increased ?? Knowledge of participants regarding the linkage between LSGA and HRD programme ?? Commitment of the participants regarding the future HRD activities of the district ?? Implementation time line of HRD programmes of the concerned district based on the To achieve the above objective and outputs, following contents were discussed and practiced during the course period:
Theoretical part and Policy matter
?? Understanding the differences between HR, HRD and HRM
?? Understanding the different components of HRM ?? Understanding the linkage between LSGA and HRD programme of DDC P ra c tic al A s p e c ts
?? Practical exercise on the present status of HRD in the district ?? Practical exercise on the functional areas of HRD Unit Report of the HRD Training 2
?? Practical exercise on the different formats of advocacy and networking regarding HRD in the ?? Expression of commitments and preparing work plan to implement it P artic ip a nts , F ac ilitato rs and O b s erv e rs
All together 26 participants from 15 districts took part in the course. Participants were the DDC president, vice president, members and HRD/programme and training officers. (For detail information see Annex II) The training programme was facilitated by Mr. Uddhab Pd. Koirala, Madhab Pd. Sharma, Mr. Bharat Pd. Koirala and Mr. Shanti Ram Bimali from Local Development Training Academy (LDTA) Mr. Robin Griggs and Mr. Charan Prasai from DASU/DANIDA and Mr. Pravesh Gurung from ADDCN, keenly observed the whole course and gave feedback and inputs to make the training programme more effective. Report of the HRD Training 3
Opening and Session proceedings
D AY O N E
This part of the report summarizes the opening of the course, session proceedings covering learning points, contents, process and outputs of each session. O p en in g th e C o urs e
The five-day HRD training was informally started at the training hall of the Staff College on 8th January 2002. Along with the 26 participants from 15 districts and four resource persons, representatives from the ADDCN, PDDP, LDTA and DASU/Danida were also present. These representatives welcomed the participants and said a few words about the training. Mr. Murari Prasad Upadhya, Acting Executive General Secretary of ADDCN, while expressing his opinion said that the intent of decentralization could only be put into practice through strengthening the capacity of the local governments, hence this HRD training was very important. He also added that the participation of both the representatives and officials of the DDC in the training would create a more professional and proactive atmosphere in the DDC to decide the HRD matter in the future. Dr. Yagya Prasad Adhikari, the Executive Director of Local Development Training Academy stressed on the importance of people representatives in making the local authorities capable to discharge their roles and responsibilities, and added that these types of training played a vital role to enhance the capacity of the people representatives. Ms. Rojee Joshi, Training Officer/Gender Focal Point of PDDP, while delivering her speech, shed light on the situation of HRD in the districts and the importance of this type of HRD training organized for both the representatives and HRD officers of DDCs. Mr. Charan Prasai of DASU/Danida highlighted the objective of the training and expressed his opinion that this type of joint venture would be more valuable to fulfill the huge nationwide demand of HRD of the districts. In the end of the opening ceremony, all the participants, resource persons and invitees introduced themselves by stating their names, positions and institutions. Gettin g s ta rted an d s ettin g le arn in g c lim a te
After the informal opening was over, the participants were divided into two groups and were taken in two separate rooms. The first session in each group started with the following activities: ?? Introduction of the participants, facilitators and observers, ?? Introduction of the course objectives, outputs and training process, ?? Collection of participants expectations, ?? Introducing the focus question and its importance, ?? Setting the group norms The key learning points covered in the session were: Report of the HRD Training 5
?? Setting training climate, ?? Deciding the way to walk, At the start of the training, the facilitator requested all the participants to be free and frank to share their experiences and ideas. He also expressed the idea that no one in this course would be considered as senior or junior and there would not be any feeling of teacher and student. Everything would be done as group work and any output during the course would be taken as the groups' output. In tro duc tio n o f the p a rtic ip ants , fa c ilitato rs a nd o b s erv er
For this introduction purpose, pair words like human+resource were written in separate metacards, cut into four pieces, according to the number of participants and were kept in a small paper box. Then the participants were requested to take one piece of the card from the box and get the pair word from another participant. Once the pair words were identified, all the participants were requested to sit together in their pair. Pairs were asked to introduce each other stating their names, designation, institutions and interest of each other, and introduce the friend in the plenary. One of the pair members also explained the meaning of the pair word in the plenary as discussed. In tro duc ing the C o urs e O b jec tiv es a nd O utp uts
While introducing the course objective and outputs, participants were requested to open their resource books and one of the participants was requested to read the objective. When the objective was read by the participant, others were asked to identify the key words in the objective and one of the facilitator marked the key words from the objective as indicated by the participants. The same process was followed to note down the key words from the outputs also. After the key words were noted, the facilitator summarized the exercise focusing on the key words. The facilitators also expl ained the process of the training and methods that was to be followed during the course. C o llec tio n o f P artic ip an ts E x p e c tatio n s
Before the start of this activity, participants were explained about the importance and limitations of the expectations. Participants were told that the expectations should always be limited within the course objective. For the expectation collection purpose, participants were requested to keep the course objective in mind and meditate for two minute to think about their expectations from the training course. After the time for mediation was over participants were asked to express their expectation one by one and one of the facilitators noted all the expectations in a chart paper pasted on the wall. In tro duc ing the F o c us Q ues tio n an d its Im p o rta nc e
Poster of focus question was presented before the participants, and the meaning and importance of a focus question was explained. Although the focus question was prepared Report of the HRD Training 6
by the team of facilitators for the participants, the participants, without any changes, easily owned it. The facilitators then asked the participants to match their expectations with the focus question and were again asked whether the answer to the focus question could meet their expectations or not. Participants seemed hopeful when they matched their expectations with the focus question. At the last part of this exercise, facilitators summarized the exercise saying maximum effort would be exerted to meet the expectation of the participants. S ettin g the G ro up N o rm s
Before the exercise started, the facilitator asked the participants whether they needed certain ground rules to be followed in the course or not. Participants were positive and were interested to adopt the norms developed beforehand by the facilitator. They also took this exercise as a learning point to be followed during the training they would conduct in the future. Participants also formed one management committee in each group with two members. The role of this committee was to report the organizer about all the suggestions and complaints of the participants. Before entering the content part of the training, time schedule of the five-day training course was adopted in the plenary. H um an R es o urc e De v elo p m e nt C o nc ep t a nd Im p o rta nc e
L e a rni ng P o i nt s
The purpose of this session was to enhance the knowledge of the participants about the meaning of HR, HRD and HRM and the importance of HRD in the district. P ro ce ss :
In order to make the content more relevant in their context, a game of two straight lines was played. In this game, participants were asked to make as many meaningful picture/figures as they could, using only two straight lines. After the participants displayed their pictures in meta cards, it was related to the human resources of the district saying that if a serious study was done of the situation of human resources of the district, there would be more and more human resources in the district which needs to be tapped. Before discussing the meaning and importance of HR, HRD and HRM a four level conversation was organized among the participants. The aim of this conversation was to find out the understanding level of the participants and their thinking. Objective, reflective, interpretive and decision level questions regarding the HRD were asked and the answers were noted on the brown paper. After the focused conversation was over, the facilitators tried to clarify the differences between HR, HRD and HRM by displaying three definitions written separately in three brown papers. While making the differences clear, the participants were asked to mark on the key words of different definitions. The Report of the HRD Training 7
participants themselves identified the differences by picking similar and dissimilar points from each definition. After the definition part, a Human Resource Management Wheel was presented, and the facilitators explained the importance of HRM in making the developed human resource sustainable and usable within the district. O u t p u ts : - Differences between HR, HRD and HRM clarified.
D A Y TW O
The second day covered the following sessions: Linkages between LSG Act 2055 & HRD (Two session) Working areas of HRD within the DDC (One session) The session was started at 9:00 AM. Before entering into the real topic, a quick review of the previous day's discussion carried out. S E S S IO N I: W h y H R D?
L e a rni ng P o i nt s:
The session aimed to highlight the importance of HRD and spell out its key areas. The following areas were covered during the discussion. While explaining the importance of HRD in the district following points were considered as important one: Support the institutional development of Local Authority, Help the overall and balanced development of the district, Make available human resource at the local level, P ro ce ss :
The facilitators pasted the brown sheet on the wall and briefed on the importance of HRD. After briefing the content, the facilitators requested the participants to brainstorm on the importance of HRD in the district and answers of the participants were noted on the brown sheet. For more clarification, participants were requested to go through the Resource Book. At the end of the session, facilitators summed up the session with the answers given by the participants. O u t p u ts : Importance of HRD and its key areas were identified and clarified
S E S S IO N II + III: L ink a g es b e tw een L S GA & R and H R D
L e a rni ng P o i nt s:
Report of the HRD Training 8
The main purpose of this session was to make a clear understanding among participants on HRD issues in relation to the Local Self Governance Act & Regulations. During the discussion, the participants were able to identify the points that supported the inter linkage HRD and LSGA. P ro ce ss :
During the deliberation of sub topics, the facilitator adopted di fferent tools for making session lively and participatory. The facilitator started the session by dividing the participants into three groups to participate in the "hidden picture". One hidden picture was pasted on the wall and each group was requested to stand in a line at a distance of 4ft., 8ft. and 12ft. respectively. Then each group was asked to watch and write done what they saw in the hidden pictures. Through this exercise, the facilitators concluded that the exercise relating it with the importance of local authorities at the local level. Then each group was requested to go through the chapters on the linkage between LSGA and HRD in the Resource Book and jot down the unclear points, which was written in the meta cards. Then each unclear point was presented in the plenary and discussed one by one. The unclear points of one group was clarified by the groups other than those who presented it. O u t p u ts : Linkage between HRD and LSG Act and Regulations clarified.
S E S S IO N IV : W o rk in g A re as o f H R D Unit in th e DDC
Theoretical and policy level matters were discussed in the previous session regarding HRD and this session was the start of the practical aspect of the course. L e a rni ng P o i nt s:
The main focus of this topic was to identify and elaborate the working areas of HRD unit in the DDC. Through this session, participants were made aware on the three aspects of HRD areas as presented in the following triangle: Capacity
Building
HRD
Advocacy
Networkin
g
P ro ce ss :
The facilitators briefed the topic and its procedures, and divided the participants into district-wise groups who were assigned to complete the following table: Objectives of HRD
Structure
Activities
Institutional
Problems
Unit/Centre
Linkages
Report of the HRD Training 9
After completion of the group task, the participants presented the group work in the plenary. During the presentation each group was asked to note important learning points and participants were asked to find out where they stood in the HRM wheel on the basis of the HRD activities they performed in their district. O u t p u ts : HRD working areas (advocacy, networking and capacity building) identified
D AY TH RE E
The third day of the training course primarily focused on capacity building part of human resource development. There were altogether four sessions as follows: Identification of Problems (One Session) S E S S IO N I: Intro duc tio n o f H R D C y c le
L e a rni ng P o i nt s:
This session primarily focused on the various parts of capacity building of human resource development using a HRD Cycle. P ro ce ss :
The chart of HRD cycle was pasted on the board and each part of the cycle was briefed. A flow matrix was explained in relation to the cycle. While explaining the cycle, the facilitators asked the participant whether they had been following all the steps of the cycle, in the district or not. O u t p u ts : HRD cycle and HRD Matrix introduced and clarified.
S E S S IO N II+ III: B us ines s A reas o f DDC
L e a rni ng P o i nt s:
The purpose of this session was to make the participants able to identify the main business areas of DDC and prepare list of activities within each business area. Report of the HRD Training 10
P ro ce ss :
Facilitators briefly explained the meaning of business area and why it should be considered it in the HRD cycle. After briefing the topic, the facilitator divided the participants into 3 groups and assigned them to work on the following matrix: Business Areas
Activities
Objectives
After the group-work, each group identified main business areas and activities under each business area, and presented it in the plenary. O u t p u ts : Main business areas of DDCs and their activities identified and discussed.
S E S S IO N IV : Id entific a tio n o f P ro b lem s
L e a rni ng P o i nt s:
The session mainly focused on the identification of problematic areas that were not carried out by the DDCs satisfactorily. This group work was based on the previous task (Business area). P ro ce ss :
The facilitators briefed on the importance of this step in the HRD cycle and explained the linkages in the matrix. After that the facilitator requested the participants to be in the district-wise group and asked each group to select one problematic area from previous group work and assigned them to exercise on the following matrix: Possible Solutions
Problematic Areas
Problems/Issues
Trainable
trainable
After the completion of the group task, all groups presented their work in the plenary and discussions were held. After all groups selected their problems/issues, they were asked to distinguish the trainable and non trai nable areas from the problems/issues already identified, and presented it in the plenary. Report of the HRD Training 11
O u t p u ts : Trainable and non- trainable areas identified.
D AY F o ur
In the beginning of the 4th day of the training course, a quick review on previous day's activities was done. Afterwards, the facilitators briefed on the whole day activities. The 4th day primarily focused on specifying training needs and translating training needs into action. There were altogether four sessions conducted which were: ?? Specifying training needs (Two session) ?? Translating training needs into action S E S S IO N I+ II: S p ec if ying Training N ee ds
L e a rni ng P o i nt s:
During this session, the participants were exposed on the tools & techniques of preparing a job specification and analyzing the performance gap. P ro ce ss :
The facilitator briefly introduced the importance and techniques of specifying training needs. After briefing on the topic, the facilitator requested the participants to be in the district-wise groups and select the trainable problems only. They were requested to identify and analyze the job of the specific group or individuals using the following matrix to find out the performance gap: KSA What he/she has
KSA what he/she has
required
Designation
Description
After the district-wise group task was over, it was presented and vigorous discussion was held. Even though it was quite time consuming exercise, it was found new and relevant to their context by the participants. O u t p u ts : Job specification prepared and performance gap analyzed.
S E S S IO N III: Trans la ting Training N e eds into A c tio n
L e a rni ng P o i nt s:
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The main purpose of this session was to examine the options/strategies on how the training should be translated into real action. In this session, the participants were able to learn the following things: ?? Decide on formal or informal training P ro ce ss :
Facilitator briefly introduced the importance of topic and its relationship with the previous topic based on the HRD cycle. After briefing the topic, facilitator again requested the participant to sit in district-wise group and do the following exercise: Supplier
Name of Training
Selection of
Forma Informa
training Institution
O u t p u ts :
S E S S IO N IV : P lann in g the T raining
L e a rni ng P o i nt s:
The main purpose of this session was to expose the participants on how to make an effective training plan. Planning the training has been a vital stage in ensuring that all the hard work that has gone into the TNA process was translated into effective action to meet the business needs. P ro ce ss :
Facilitator briefly elaborated the following points that could be essential part of the training plan: ?? A Statement of direction ?? A budget & its financial implications ?? An operational plan scheduling the training in terms of timing, resources, trainers, After a short discussion, the facilitator asked the participants to be in the district-wise group and fill the following format based on the previous activities: Report of the HRD Training 13
Time Frame
Category
Objective
Achieveme
part icipan
Training
Trimester
Trimester
Trimester
Responsibility
Each group picked up one of the previous activities and put it into the above format. After completing their group tasks they were displayed on the wall and comments and suggestions from other groups regarding the presentation were sought. O u t p u ts : Training plans prepared/developed.
D AY F iv e
On the last day of the training course following topics were discussed and practiced. ?? Monitoring and evaluation of course ?? Advocacy ?? Networking ?? Commitment & plan of action. Before going to the discussion on each topic, a quick review of the previous day was done. S E S S IO N I: M o nito ring & E v aluatio n o f the C o urs e
L e a rni ng P o i nt s:
The session was aim ed to introduce effective monitoring and evaluation process, which was carried out for a wide range of purposes: ?? To obtain immediate reaction on the training course ?? To improve the quality of the training ?? To assess the effectiveness of training ?? To measure the overall impact of training programme. P ro ce ss :
First of all, the facilitator asked the participant to find out differences between monitoring & evaluation, and asked six questions on monitoring, one by one. All the Report of the HRD Training 14
answers from the participants were noted on the brown paper and then the facilitator summed up the session establishing relation among the answers. Following were the questions asked to the participants: 1 . Why should we monitor the course? 2 . How will we know we are going in the direction where we want to go? 3 . What are the sources of data we need? 4 . What method will we apply to collect the data? 5 . How will we report? To whom we report? and How often? 6 . Who are the people we are assigning in the monitoring team? While the discussion was completed, facilitator presented evaluation tools and techniques based on the following chart: P e r f o r m a n c e
Institutional/Ultimate
Reaction Level
Learning Level
L e v e l
L e v e l
The facilitator briefed on the above four level of evaluation and elaborated tools & techniques to be adopted in each level. O u t p u ts :
?? Distinction between monitoring & evaluation identified ?? Six monitoring questions discussed & clarified ?? Four level of evaluation system identified and tools/techniques discussed. S E S S IO N II: A d v o c ac y
L e a rni ng P o i nt s:
This session was aimed to promote the level of advocacy on HRD within and outside the DDC. P ro ce ss :
The facilitator presented the agendas that may help to proceed the discussion on the DDC: Sharing the information at the DDC meeting that were being discussed during Hold discussion regarding the strategies & programmes of HRD centre/unit Report of the HRD Training 15
After presenting and discussing the above agendas, the facilitator again presented the agendas that would help them to advocate on HRD outside the DDC: Coordination in respect of information, manpower and resources (money & O u t p u ts :
?? Agendas to be discussed in the DDC identified ?? Agendas to be discussed with stakeholders identified S E S S IO N III: N etw o rk ing
L e a rni ng P o i nt s:
The session was aimed to identify the process/mechanism of networking on HRD among the stakeholders within the district. P ro ce ss :
The facilitator briefly presented the importance of networking on HRD in the district and asked the participants to make a list of stakeholders according to their district. After that they filled the information in the matrix. Existing
Future plan
Objectiv
Proposed
Duration
Stakeholders
r & its
activities
Each group demonstrated the above task on the board. The facilitator also suggested the participants to send the above matrix to all the HRD stakeholders within the district and get it filled and share among all. O u t p u ts :
?? Information regarding stakeholders categorized. S E S S IO N IV : C o m m itm e nt
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In this commitment session, the participants were requested to express their commitments that were realistic and attainable, district-wise. When the participants expressed their commitment, they were asked to fill their commitment in the following matrix: Responsible
Communications
Individual/
Frame (by
Each district filled the above commitment matrix and presented in the plenary. It was taken as an effective output of the training to be implemented in the district (for detail see Annex III) Above activity was the last part of the content. So after the completion of the commitment part participants were requested to go through the posters pasted on the wall, which was supposed to be helpful for the course evaluation purpose. Report of the HRD Training 17
PART THREE
Evaluation, Concluding Remarks &
Recommendations
E v a luatio n o f the C o urs e
On the last day of the course, the evaluation of the training programme was done using questionnaire. Seven questions were asked to the participants to know their learning, overall reaction and to collect suggestions for the improvement of the course. The first question was about participants learning and their confident on that learning. In response to the first question participants responded on the following priority basis: ?? Understanding of HRD Cycle ?? Networking of HRD in the district ?? Advocacy of HRD ?? Training need identification The second question was about the topic considered as new one and should be stressed more for effective learning. In response to this question following responses were noted: ?? Training need assessment (needs more practice) ?? Linkage between LSG and HRD (needs more explanation) ?? Developing of training objective need more practice. The third question was about the effective ways and means to make the learning happen. In response to this question following responses were recorded: ?? Participants should study all the reference material and resource book before hand ?? Including more practical examples in the course ?? Organizing refresher courses ?? More priority to the practical exercises and more use of discussion methods ?? Increasing the training duration ?? Practicing in the field The fourth question was about how could the learning help them to fulfill their responsibility in the field. In response to this question, one common response from the participants was noted that was application of new learning in the field. The fifth question was about the coverage of content according to the objective of the course. In response to this question, participants expressed their satisfaction regarding the coverage of the content to meet the objective of the course. Again the participants suggested to add following content in the future training; ?? Include government policy regarding HRD ?? Include the roles and responsibilities of the HRD unit Report of the HRD Training 19
?? If possible add one topic of leadership. The sixth question was about the additional arrangement that should be done prior to conduct this type of training in the future. In response to this question participants responded the following: ?? Logistic arrangement should be made more efficient and effective ?? Participants should be informed before hand to bring the necessary relevant information while coming to the training. The seventh question was about the participants reaction regarding the new learning and overall training course for this participants were given following matrix: In response to the question No.7 ten participants marked on No. 8, five participants on 7, three participants on 6 and 9, two participants on 5 and 10 and one participants put his tick mark on no.4 of the matrix. The above matrix shows that the most of the participants were satisfied with the new learning from the course. Besides the above responses noted from the questionnaire, participants observers and organizers, reactions were also collected during the closing ceremony which also emphasized the importance of this type of training in enhancing the capacity of Local Authorities which well help to put the intention of decentralization in to practice. C o nc luding R e m ark s
The level of participation was very high and participants were very much interested to share their experiences in the course. The participants seriously fulfilled the assignments assigned to them as homework. Because of the participation of both the representatives and the officers, this training seemed comparatively much more effective because the decision maker and the implementer working together during the commitment session decided to commit only those things which they could implement in their district. Most of the district from where the participants were invited had established HRD unit in the DDC and were willing to know more practical things regarding the district HRD, so the participants considered the time of this training as very appropriate. This training course created common understanding among the participants regarding the HRD of the district; so one district could help another and also share manpower and other resources in the future. This would promote the purpose of joint venture R ec o m m en datio ns
Report of the HRD Training 20
The knowledge level of the participants also was observed very much similar which helped the facilitators to run the course smoothly in a learning atmosphere so the present criteria fixed for selecting the participants should be continued. Based on the experiences gained from this course it is suggested that the participants should be informed before hand to bring all the information like the list of HRD stakeholders in the district, Annual HRD plan of the district, existing manpower of the district that can be used as resource persons and list of the training providing institutions that are necessary for the course. While inviting participants from the DDC make it compulsory to send two participant from each DDC which will help the participants from the district to decide on the policy matters. C lo s ing o f th e C o urs e
The closing ceremony took place on the last day of the training course. Mr. Krishna Prasad Sapkota the Chairman of ADDCN, chaired the ceremony. Mr. Sapkota also distributed certificates to the participants and addressed the gathering. He expressed the opinion that the capacity of the representatives working in the local authority was always reflected in the services delivered to the people. He also added that the effectiveness of the development activities at the local level depended on the knowledge and skills available at the local level. At the end of his speech he thanked PDDP, LDTA and DASU for their cooperation in this regards and congratulated facilitators for their job Dr. Yagya Prasad Adhikari, the Executive Director of the Local Development Training Academy while delivering his speech, expressed the opinion that the human resource developed and managed at the local level was helpful to strengthen the autonomy of the local governments. At the end of his speech Dr. Adhikari thanked ADDCN and PDDP for providing the opportunity to implement the course to LDTA. Mr. Sanjay Adhikari, the National Manager of PDDP, expressed the opinion that the training was important for the HRD purpose but it should not only be limited to the training. He added that HRD and HRM should go together. Mr. Robin Griggs, Training Advisor of DASU/Danida, while expressing his opinion stressed on the importance of the capacity of the local authorities to implement the power Mr. Man Prasad Khatri the President of Bajhang DDC, Mr. Krishna Bahadur Budha Vice President of Bajura DDC, Ms. Indu Regmi HRD Officer of Lamjung DDC and Ms. Tina Subedi HRD Officer of Bara DDC, on behalf of the participants expressed their satisfaction regarding the learning and expressed their commitment to apply the knowledge and skills gained through the training in the district. Further they requested the training organizer to continue this type of training in the future and organize Mr. Uddhav Prasad Koirala one of the facilitator of the training course thanked all the participants for their active participation in the course and requested the participants to apply the knowledge and skills gained from the training in the field. Report of the HRD Training 21
Mr. Hem Raj Lamichhane, Administration and Finance Manager of ADDCN, conducted the programme as the Master of the Ceremony. Report of the HRD Training 22
A nne x I
Daily Schedule of HRD Training Programme

9:00- 10:45
11:00-12:30
13:30-15:00
15:15-16:15
Session I
Session II
Session III 15:15
Session IV
-What is Advocacy? -Advocacy within and outside the DDC Report of the HRD Training 23
Anne x II
L is t o f Pa rt ic ip a nt s
District
Participants
Position
Report of the HRD Training 24
Annex III
Co mm it m e nt E x p r e s s e d b y t he Pa r t ic ip a n t s Dis t ric t - w is e
District
Commitments
Responsible Person
Completion Date
??I will advocate the importance of HRD in the DDC meeting. I will prepare a list of HRD stakeholders and make available to the ??I will motivate DDC to form a coordination committee of the ??We will share the information of this training in the DDC meeting and prepare one advocacy chart and paste it in the DDC review ??We will share the information of this training in the DDC meeting. ??We will prepare a list of HRD stakeholders and make available to We will prepare Annual HRD plan of the district. ??I will share the information of this training in the DDC meeting. ??I will prepare a list of HRD stakeholders and make available to the I will prepare a training package for administrative staff of the ??We will advocate the importance of HRD in the DDC meeting. We will prepare a list of HRD stakeholders and make available to Makwanpur
??We will motivate DDC to form a coordination committee of the Report of the HRD Training 25
??We will inform DDC about the output of the training specially the ??We will call a meeting of HRD unit and inform about the We will call a meeting of HRD stakeholders and form coordination ??We will call a meeting of DDCs and HRD centre Solukhumbu ??
??We will advocate about HRD in the DDC meeting. We will call a meeting of the line agencies and advocate the HRD. ??We will motivate DDC to establish HRD unit in the DDC. Nawalparasi
We will conduct awareness training for CCOS members ??I will request DDC president to call DDC meeting where I will Jajarkot
??I will motivate DDC to establish HRD unit. ??I will request DDC to organize a meeting of HRD stakeholders. ??We will motivate DDC to establish HRD unit in the DDC. We will inform DDC about the output of the training specially on We will prepare a list of HRD stakeholders and make available to Report of the HRD Training 26
??We will request DDC to call DDC meeting. ??We will arrange an interaction programme on HRD for DDC ??We will organize training programme on local self-governance and We will organize a TOT programme for DDC officials. ??I will request DDC to call DDC meeting and advocate on HRD. I will request DDC to call HRD stakeholders meeting and advocate I will motivate DDC to establish HRD unit in the DDC. ??I will request DDC to call DDC meeting and advocate on HRD. I will request DDC to call HRD stakeholders meeting and advocate ??I will request DDC to organize two day seminar on HRD for the ??We will request DDC to call DDC meeting and advocate on HRD. We will request DDC to arrange training programme on periodic ??We will request DDC to call HRD stakeholders meeting and ??We will prepare roster of human resource. Report of the HRD Training 27
Anne x IV
Tra ining E v a lua t ion S he e t
1. What new things have you "Grasped" or "Mastered" during the 2. How will these things help you in your work? (in new activities-in 3. What new things have you worked with this week, but have not 4. What would you need to do in order to master then? 5. What there any subject/issue within the context of the training that you feel should have been in the course that wasn't. Why? 6. What would you recommend be done before the course is run
7. How would you rate the course from an overall perspective? Report of the HRD Training 28
Report of the HRD Training 29

Source: http://www.addcn.org.np/pdf/HRD%20Training%20Completion%20Report.pdf