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RHD Operational Procedure Management Services Wing
 
Training and HRD
 
OP/HRD/1.2 - Funding of RHDTC
 
Purpose and Scope :

This procedure describes the process to determine and allocate the funds available for training. This covers the funding of all training within RHD.
 
Definitions :

TNA Training Needs Assessment.
 
Responsibility :

Superintending Engineer (SE) - Training & HRD Circle -

1 Consult with Project Director/Superintending Officer of foreign aided projects about funds for overseas training.
2 Determine available overseas annual training budget.
3 Check local training budget.
4 Submit overseas and local training budgets to Chief Engineer for approval.

Executive Engineer (EE) - Training Division -

1 Determine local training budget based on TNA.
 
Method :

4.1 PRODUCING OVERSEAS TRAINING BUDGET

Overseas training is generally funded by donors. In order to determine the budget for overseas training the SE-Training & HRD Circle needs to consult with RHD colleagues on foreign aided projects to determine the funds available for overseas training and how these funds can best be utilised to meet the Training Needs of RHD. These projects should provide training through the RHDTC to ensure this facility is fully utilised.

In addition, the SE needs to assess whether there is any scope for RHD to fulfil key training needs by funding overseas training internally (although overseas training is generally less cost-effective than local training).

4.2 PRODUCING LOCAL TRAINING BUDGET

The local training budget should be determined by considering the following:
1 the Training Plan produced following the most recent TNA;
2 the cost of previous training programmes; and
3 the benefit that investment in training is expected to bring.

It will not normally be possible to develop the budget using the detailed training programme since this will normally be produced after the budget has been submitted. An indication of the likely extent of the training programme can however be given by assessing the most recent TNA and Training Plan and developing a realistic budget to cover training needs not yet fulfilled.

The most difficult aspect of determining the budget is to estimate the costs and benefits of providing training, thereby justifying the need for investment in training. The benefits of past and future training initiatives should be identified in the most recent Training Reports and Training Needs Assessment respectively, but these may be subjective and qualitative rather than quantitative. Any indicators of potential cost benefits that can be used to justify the budget should be developed. One method of justifying investment in training could be to estimate the cost of rectifying performance problems such as poor quality Road or Bridge Condition Survey Data or repairs to sub standard construction work that have recently been identified. For example, the budget RHD spend on certain activities could be identified and a suggested percentage of this suggested as an appropriate allocation for training. This might aid evaluation of the true value of training, and help make the case for a suggested percentage of t
he RHD budget to be allocated for training.
 
References :

None.
 
Procedure Flowchart :

 


 


 

 

For duties associated with each grade of personnel see

 

Updated on : 1/1/2004

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