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RHD Operational Procedure – Management Services Wing
 
Training and HRD - Training Division
 
OP/HRD/2.2 - Annual Training Programme
 
Purpose and Scope :

The purpose of this procedure is to produce, implement and, if necessary, revise a programme of local and overseas training. This procedure applies to all RHD local and overseas training.
 
Definitions :

None.
 
Responsibility :

Superintending Engineer (SE) - Training & HRD Circle -

1· Select priorities from long list of training courses in (see below),
2· Determine the courses in both the local programme and overseas programmes and check and send these to CE, RHD
3· Determine whether external funding is available for overseas training.

Executive Engineer (EE) - Training Division -

1· Check the long list of training courses and target groups,
2· Determine whether training can be provided locally or should be provided overseas,
3· Determine the cost of local and overseas training programmes,
4· Revise Training Plan if not within budget or as directed by CE, RHD.

Sub-Divisional Engineer (SDE) - Training Division -

1· Prepare long-list of training courses.
 
Method :

PREPARE THE LONG-LIST OF TRAINING COURSES

The “long-list" should be a list of all training courses in the Training Plan that have not yet been held. In preparing the list, reference will be made to Training Reports produced after the most recent TNA so that fulfilled training needs are not included.

4.2 PRODUCE LIST OF TRAINING PRIORITIES

The Training Needs Assessment is normally undertaken every two years and the output from this, the Training Plan, shows course subjects and target groups of trainees. The Training Programme, which is produced annually, identifies the priorities from the Training Plan for the financial year. The first Training Programme after completion of a TNA will include those courses that will produce the greatest benefit to RHD (for example where specialist training is given to officers early in their posting). The Training Programme produced for the second financial year will be based on the next level of priorities, and also includes anything from the preceding Training Programme not achieved.

This list of training priorities produced should include an achievable number of courses for the financial year taken from the “long list”.

4.3 DECIDING IF TRAINING SHOULD BE LOCAL OR OVERSEAS

To decide whether the training identified in the list of training priorities should be provided locally or overseas, the following key questions/criteria should be asked:

1· Is the course available locally?
2· Is the quality of the local course adequate?
3· Would it be more cost effective to bring an overseas trainer to Bangladesh?
4· Will the cost of the overseas course adversely affect the funds available for other equally or more important needs?
5· If the course supports the career development of officers in specialist posts then an overseas course should be considered as an option.

4.4 LOCAL AND OVERSEAS TRAINING BUDGET

It is assumed that the budgets for local and overseas training will be separate. It is also assumed that these budgets will have been set in advance of preparation of the Annual Training Programme.
 
References :

None.
 
Procedure Flowchart :

 


 


 

 

For duties associated with each grade of personnel see

 

Updated on : 1/1/2004

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