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RHD Operational Procedure – Management Services Wing
Training and HRD - Training Division
OP/HRD/2.4 - Local Training Selection
Purpose and Scope :

The purpose of this procedure is to ensure that RHD officers attend appropriate local training. The Local Training Programme covers all levels of staff including civil and mechanical engineers, diploma engineers, non-engineering specialists and other support staff.
Definitions :

Target Groups - The group of officers who will most benefit from the proposed training.
Responsibility :

Superintending Engineer (SE) - Training & HRD Circle - sends attendance report to managers of each trainee attendance report to managers of each trainee.

Executive Engineer (EE) - Training Division - determines the 'target group' from Training Programme/TNA, produces a short-list of participants and requests participants to attend.

Sub-Divisional Engineer (SDE) - Training Division - consults the RHD Personnel Database and produces a long-list of participants.

Assistant Engineer (AE) - Training Division - checks availability of each participant, records attendance and records the attendance list on the training database.
Method :


The 'target group' of trainees should be identified in the TNA and Training Plan, and this information transferred to the Annual Training Programme. The RHD Personnel Database should be used to determine the name and contact details for officers or staff in the target group. The Training Database should be consulted to check that they have not recently received similar training.


Selection of Trainees should be based on maximising potential benefit to RHD. In assessing the following should be considered:

1· Relevance of the course to the trainee’s current post;
2· Availability of the trainee to attend training;
3· Interest and enthusiasm of the trainee to attend training;
4· The ability of the trainee and the impact this may have on the benefit of the training.

Courses should be targeted at those working in key positions, where training of the individuals could lead to improvements in the overall performance of RHD. Trainees who are enthusiastic and interested in receiving training will generally benefit more than these who lack enthusiasm. Non-attendance at previous courses may need to be considered as an indication of the reliability of the individual. The ability of the trainee may be also particularly relevant. For example, some courses may require a level of proficiency in understanding English or using a computer.


The advantage of advertising courses is that the selection of trainees can be automatically based on these who are both interested and available to attend the course. The difficulty with advertising is that courses could become oversubscribed, and excluding trainees wishing to attend could create resentment. In addition, communication difficulties with the Divisional Offices can make advertising difficult. As communication improves, more courses should be advertised although the selection criteria will need to be explained. For example, some course advertisements may state “this course is aimed at Class 1 Officers”.
References :

Procedure Flowchart :

The procedure flowchart for this procedure is detailed below.




For duties associated with each grade of personnel see


Updated on : 1/1/2004