Change Management through Capacity Building & Knowledge Management

Transcription

1 Change Management through Capacity Building & Knowledge Management

2 Contents Change Management Components of Change Management Key Challenges of Capacity Building Stakeholders Framework Objectives Implementation Approach Knowledge Management

3 Need for Change Management Need: Implementation of e-governance in the long run requires a focused Change Management Strategy that defines the nature, sequential order of specific activities and creation of the appropriate infrastructure required to facilitate the change process.

4 Change Management Effective process of a business change such that executive leaders, managers and front line employees work in consonance to successfully implement the technology or organizational changes.

5 Components of Change Management Capacity Building Change Management Knowledge Management

6 Challenges in Capacity Building

7 Challenges in Capacity Building (contd )

8 Stakeholders MoUD would Design the Capacity Building Framework SLNA Would own the CB Plan at State Level ULB Would implement the CB Plan

9 Objectives of CB Framework

10 Objectives of CB Framework (contd )

11 Implementation Approach Capacity Building Developing Culture of Change Management in Urban Domain People Process Infrastructure Roles Definition TNA Content Development Imparting Training Monitoring & Evaluation Process Re-engineering Process standardization Consistency & Uniformity Infrastructure Assessment Requirement Analysis Overall change in infrastructure Capacity Building is not only training. It includes overall strengthening of People, Process and Infrastructure

12 Implementation Approach (contd ) Implementation Approach (People Perspective) Formation project Steering Committee Identification of Process champion, Project Functional & Technical Committee. Identification of varied training needs through Training need analysis Basis of training need analysis development of training content at National Level Development of training Module and imparting them through identified training institute Monitoring and Evaluation for effective Implementation Roles & Responsibility Identification Training Need Analysis Content Development Training Prog. Design & Implementation Monitoring & Evaluation

13 Step-I: Roles Definition 1 SLNA Identification of Roles & Responsibility ULB

14 Step-II: Training Need Analysis 2 Training Need Analysis

15 Step-III: Content Development 3 Content Development

16 Step-IV: Training Program Design & Delivery 4 Training Program Design & Delivery Technology Related Training Basic Computer Awareness Special Technological E-Application Refresher Trainings Soft Skills Trainings Leadership Customer Orientation Communication - PR Process Trainings Govt. Process Reengineering Change Management PPP Model SI (ULB) & SDA (SLNA) Empanelled Training Empanelled Training

17 5 Step-V : Monitoring & Evaluation Framework Evaluate extent of achievement of over all progress as per JNNURM guidelines Compare relative position of ULBs/ States Identify the trends/ patterns Make policy level interventions, based on analysis MONITOR Sample Parameters EVALUATION Progress Timelines Deviation Risks Fund Utilisation

18 Why Knowledge Management

19 Proposed Knowledge Management Framework Overall Vision: To make all the ULBs a learning oriented organization by ensuring effective management of Knowledge within and across ULBs Pan India Structure: Organization Structure: at ULB, State and MoUD level Monitoring & Review Knowledge Asset Identification Knowledge Retrieval& Disseminatio n Knowledge Managemen t Process Knowledge Sanitization & Classification Knowledge Uploading Tools Intranet KM Portal Newsletter K-Share Training

20 Knowledge Management Approach

21 Knowledge Management Approach

22 Knowledge Management Approach

23 Key Components of Costs The costs pertaining to the above mentioned activities have already been considered in revised NMMP guidelines under JnNURM

24 Q & A

25 Thank you