Lso Staff Orientation Minutes
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THARDEEP RURAL DEVELOPMENT PROGRAMME (TRDP)
TWO DAYS ORIENTATION WORKSHOP ON LOCAL SUPPORT ORGANIZATION
SEPTEMBER 14-15 , 2006 AT MITHI, DISTRICT THARPARKAR
IN COLLABORATION WITH RURAL SUPPORT PROGRAMME NETWORK (RSPN)
THARDEEP RURAL DEVELOPMENT PROGRAMME Near Dargah Hussain Shah Siran, Mithi - 69230 District Tharparkar Sindh Pakistan Ph: 0232-261462, Fax: 0232-261379 E-mail: [email protected]
Human Resource Development – HRD
Local Support Organization
Introduction:TRDP organized LSO orientation workshop for Management & HRD staff this was an attempt to develop conceptual clarity about LSO, its need, importance and roles in social mobilization for poverty reduction & assess the staff Understanding on the institutional dynamics( keeping LSO in mind), and share the organizational capacity assessment tools & on the results of these finding how to develop a capacity development plan for LSO. during the workshop Mr. Mohammed Ali Azizi oriented the staff about basic concepts of LSO, Organizational Development & Organizational Assessment. He shared that Local Support Organization (LSO) is a flexible institutional structure at U.C level which strengthens the PDC/VDO at village level thus implementing the vision of RSP it plays the vital role in bridging between service providing agencies and community. The concept of local Development Organization is different from NonGovernment Organization (NGO). LSO works with MPDc and WPDs at village level and LDO has its own objectives therefore, it is not necessary for LDO to work with MPDs and WPDs. He shared the core objectives of LSO To sustain the VDOs at village level through intra linkages as they can get access to service providing agencies. Ensure the continuity of RSP work and Development objectives. To organize people at village and UC level through PDC/VDO. To ensure the equality for all at village level. Why LSO: - if we look in our rapid growing & increasing number of Men & Women Para Development Committees which some times causes the less interaction between RSPs professional staff and PDCs/VDOs, also it has become impossible for RSP staff to attend monthly meetings of PDC/VDO due to limited resources, consequently, staff maintains liaison only with active PDCs as well as all benefits go to these PDCs. So any RSP can’t induct staff and like to prepare active group among them which has a full access to service providers. So there is a need to strengthen PDC/VDOs for smooth receiving mechanism & increased networking. Concept of LSO consists on three phases:1) Para Development Committees:-PDCs consists on 15-20 House Holds (including Men, Women and Mix) PDCs has some activities to perform Human Resource Development – HRD
such as Micro-Credit, CPI Schemes, Vocational and Managerial Trainings and Networking. In some areas PDCs are carrying out NRM, Joint Purchasing and infrastructure at village level. 2) Village Development Organization (VDO):- For the formation of VDO at least two members can be elected (not president or Manager). They should be the members of umberal organization at village level called VDO. The formation of Village Development Organization is the first step for Local Support Organization, the Resources Person emphasized where 50% house holds are organized the VDO will actively participate in development initiatives. RSP should encourage the villages to form VDOs. Durng the discussion it was deeply discussed RSP may form separate LSO for men and women where it seems neccassory however mix LSO was strongly recommended for joint struggles. Resource person emphasized the RSP staff to ensure the participation of women and poor House Holds. 3) Local Support Organization: - LSO is a structure which is at UC level. Three members from each PDC/VDO will be representing their village in LSO General Body and 40% participation of women should be ensured (in case of Mix LSO). The process of formation of LSO should be started when 50% House Holds in the shape of PDC/VDO are organized. The LSO will mainly be a catalyst body and implement development activities through PDCs and VDOs. As such, PDCs and VDOs will be the implementing arms of the LSO depending on the type and nature of the proposed activities. Discussing about the functions of LSO Mr. Mohammed Ali shared that:Strengthen member PDCs and VDOs through capacity building programmes on need basis. Identify opportunities and make area specific plans and implement them in collaboration organisations.
development w ith m em b er
Form development partnership with local government at level.
UC
Establish development linkages with government, NGOs and private sector agencies for accessing services and resourc es to its member organisations as well as for its ow n op era tions a nd programmes. Mobilise human, financial, and other resources for its organisations.
Human Resource Development – HRD
member
Ta ke w hole sa le c red it from RSP a nd other fina nc ia l institutions a nd reta il it to its m em b er VDOs a nd COs on a m utua lly a g reed servic e charge. Keep p ro p er rec ord of its c red it op era tions a nd d o tim ely a nd a c c ura te rep orting to its m em b er org a nisa tions, the Sup p ort Organisation and other stakeholders. Reg ula r m onitoring of p rog ra m m es a nd p rojec ts of its m em b er VDOs and COs. Represent its member organisations on various forums, networks and associations. Represent its member organisations on various forums, networks and associations. Pla n, im p lem ent a nd m a na g e union c ounc il level or intra VDO projects and programmes Tim ely a nd a c c ura te p rog ress rep orting of p rog ra m m es a nd projects to member organisations, donors and other stakeholders. Genera te a nd m a na g e fund s for its op era tiona l c ost throug h various sources Structure of LSO LSO
VSO
PDC
H.H
H.H
H.H
Human Resource Development – HRD
There is no fixed mode of the formation of LSO, So it should be formed keeping the Local Conditions in mind after the formation of LSO its management structure should be:G.Body
BOD
Professional Staff General Body will elect the BOD for implementing the work while GB will be apex authority for making decisions and approving Audit Reports and professional staff can be hired it depends on the nature of activities & projects. LSO can establish office at any suitable place within the UC catchments area. The Process of the Formation of LSO: - RSPs. MER, HO will devise guidelines about the formation of LSO with complete principles, code of conduct, purposes and circulate them among Region Offices. It is necessary for the Officers of District and Region Office to understand the concept of LSO. A detailed discussion was held during the workshop on organizational development & capacity assessment.
Organisation Development (OD) Process Entry and
Diagnosis and Assessment
Problem
Action Planning
Definition
Extension and Consolidation
Intervention and Implementations
Monitoring and Evaluation
Transformation is some times very time consuming & very serious job difficulties & time requirement increases day by day,
Human Resource Development – HRD
Process of Change
Time Needed
Knowledge Skills
Attitudes Individual Behaviour Organisational Behaviour
Degree of Difficulty
Depth & Breadth of Change
during the workshop TRDP staff reviewed the planning frame work for LSO formation process and jointly decided for future core of action in this regard.
Initial Work Plan for LSO formation
LSO Capacity Assessment Registration of LSO 1st GB meeting
Identification Of Potential UCs ( July 06)
(Aug-Sep 06)
Criteria Development (July,2006)
Human Resource Development – HRD
(Oct.06)
Capacity development & extension of Services like Micro Credit etc.(Dec.2006)
Strengthening of PDCs/VDO Leadership Trig.(--------) Series of (Community) (Oct. 06) Dialogues with Social Capital/Staff
Pre LSO Elements LSO Process & consensus development
Design workshop
Dialogue & get feed back
Finalization of action plan Profiling of assessment & analysis Assess, meet Analyse PDCs
At the end of workshop Mr. Naru Mal General Manager Finance & Administration thanked RSPN especially Mohammed Ali Azizi for organizing such a nice & thoughts provoking workshop. Afterwards certificates were distributed among the participants. Workshop was ended with vote of thanks.
Human Resource Development – HRD
Thardeep Rural Development Programme Human Resource Development – HRD
Human Resource Development In collaboration with Rural Support Programme Network
DAY ONE: Sep 14,2006 0900
Recitation of Holy Quran
Participant
0905
Welcome to participants
Noor Ahmed Jhanjhi
0915
Registration, settlement and Introduction
Zaheer Udin
0930
Zaheer Udin
1000 -1100
Expectations, fears and setting norms, Participants self assessment , sharing of the Workshop Objectives Definition, importance of LSO
1100 - 1115
Tea Break
Ajeet Jagru
1115-1300
Financial sustainability of LSO
M.A Azizi
1300-1400
Lunch & Prayer Break
Ajeet Jagru
1400-1500
Governance & Management Practice of LSO
M.A Azizi
1500-1515
Tea Break
Ajeet Jagru
1515-1630
Role of LSO as a mini RSP
M.A Azizi
M.A Azizi
DAY Two: Sep 15,2006 0900-0930
Review of the Previous day
Noor Ahmed Jhanjhi
0930-1100
Organizational Development
M.A Azizi
1100-1115
Tea break
Ajeet Jagru
1115-1300
Organizational Development
M.A Azizi
1300-1400
Lunch & Prayer Break
Ajeet Jagru
1400----------
Organizational Development
M.A Azizi
1700hrs.
Clearing mist. Windup ceremony
Human Resource Development – HRD
HUMAN RESOURCE DEVELOPMENT (HRD) STAFF DEVELOPMENT Staff Orientation " Local Support Organization " September 14-15,2006 SNo. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33
Section
Name of Partic.
Designation Gender Cadre Location
HRD SM&CB SM&CB SM&CB HRD HRD HRD M&E SM&CB SM&CB SSS SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB NRM HRD SM&CB SM&CB SM&CB SM&CB SM&CB CEO Sec. BRSP BRSP BRSP HRD HRD HRD
Noorunisa Khalid Ms. Asma Ms. Parkashi Lachman Thari Ms. Akhtri Junejo Ms. Asia Waghan Faiz Dharejo Ms.Shazia Bhuto Ms. Kulsoom Majedano Ms. Sanima Shaikh Kanhani Lal Santosh Kumar Dr. Harji Lal Ms. Kalsoom Sindhu Ms. Pushpa Kumar Ms. Shahida Mirani A. Rasool Chandio Ghulam Shabir Bhundh Noor Nabi Nazia Sohrab Bansi Malhi Sindhu Kumari Rehmatullah Ms. Surriya Khokhar Dr. Ashok Bakhtani Noor Ahmed Janjhi Dr. Ghulam Ali Solangi Abdul Rasool Soomro Jamila Ali Mallah Zaheer Udin Junejo Shahdev Javeed Akhter
Abbreviations HRD SM&CB NRM CEO Sec. BRSP
Human Resource Development Social Mobilization & Capacity Building Natural Resource Management Chief Executive Officer Secretariat Bhit Rural Support Programme
Type of Training
PO Female PI Umerkot Local Support Organization SO Male PII Umerkot Local Support Organization SO Female PII Umerkot Local Support Organization SO Female PII Umerkot Local Support Organization PO Male PI Mithi Local Support Organization SO Female PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization PO Male PI Nara Local Support Organization SO Male PII Nara Local Support Organization SO Male PII Nara Local Support Organization SO Male PII Nara Local Support Organization RM Male MIII Chachro Local Support Organization SO Male PII Chachro Local Support Organization SO Male PII Chachro Local Support Organization SO Female PII Chachro Local Support Organization SO Female PII Chachro Local Support Organization SO Female PII Sewhan Local Support Organization SO Male PII Sewhan Local Support Organization SO Male PII JamshoroLocal Support Organization PO Male PII JamshoroLocal Support Organization PO Female PI Mithi Local Support Organization SO Male PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization SO Male PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization Manager Male MIII Mithi Local Support Organization P.Adviser Male MIII Mithi Local Support Organization LP Male PI Jhangara Local Support Organization P. CoordinatorMale PI Jhangara Local Support Organization SO Female PII Jhangara Local Support Organization Manager Male MIII Mithi Local Support Organization APO Male PII Mithi Local Support Organization PA Male Suport Mithi Local Support Organization
Venue Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi
Date
Dur.
14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006
03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days
Human Resource Development – HRD
Organized By Quarter TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN
July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006
Year July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007
Emial [email protected] [email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected]
Human Resource Development – HRD
TWO DAYS ORIENTATION WORKSHOP ON LOCAL SUPPORT ORGANIZATION
SEPTEMBER 14-15 , 2006 AT MITHI, DISTRICT THARPARKAR
IN COLLABORATION WITH RURAL SUPPORT PROGRAMME NETWORK (RSPN)
THARDEEP RURAL DEVELOPMENT PROGRAMME Near Dargah Hussain Shah Siran, Mithi - 69230 District Tharparkar Sindh Pakistan Ph: 0232-261462, Fax: 0232-261379 E-mail: [email protected]
Human Resource Development – HRD
Local Support Organization
Introduction:TRDP organized LSO orientation workshop for Management & HRD staff this was an attempt to develop conceptual clarity about LSO, its need, importance and roles in social mobilization for poverty reduction & assess the staff Understanding on the institutional dynamics( keeping LSO in mind), and share the organizational capacity assessment tools & on the results of these finding how to develop a capacity development plan for LSO. during the workshop Mr. Mohammed Ali Azizi oriented the staff about basic concepts of LSO, Organizational Development & Organizational Assessment. He shared that Local Support Organization (LSO) is a flexible institutional structure at U.C level which strengthens the PDC/VDO at village level thus implementing the vision of RSP it plays the vital role in bridging between service providing agencies and community. The concept of local Development Organization is different from NonGovernment Organization (NGO). LSO works with MPDc and WPDs at village level and LDO has its own objectives therefore, it is not necessary for LDO to work with MPDs and WPDs. He shared the core objectives of LSO To sustain the VDOs at village level through intra linkages as they can get access to service providing agencies. Ensure the continuity of RSP work and Development objectives. To organize people at village and UC level through PDC/VDO. To ensure the equality for all at village level. Why LSO: - if we look in our rapid growing & increasing number of Men & Women Para Development Committees which some times causes the less interaction between RSPs professional staff and PDCs/VDOs, also it has become impossible for RSP staff to attend monthly meetings of PDC/VDO due to limited resources, consequently, staff maintains liaison only with active PDCs as well as all benefits go to these PDCs. So any RSP can’t induct staff and like to prepare active group among them which has a full access to service providers. So there is a need to strengthen PDC/VDOs for smooth receiving mechanism & increased networking. Concept of LSO consists on three phases:1) Para Development Committees:-PDCs consists on 15-20 House Holds (including Men, Women and Mix) PDCs has some activities to perform Human Resource Development – HRD
such as Micro-Credit, CPI Schemes, Vocational and Managerial Trainings and Networking. In some areas PDCs are carrying out NRM, Joint Purchasing and infrastructure at village level. 2) Village Development Organization (VDO):- For the formation of VDO at least two members can be elected (not president or Manager). They should be the members of umberal organization at village level called VDO. The formation of Village Development Organization is the first step for Local Support Organization, the Resources Person emphasized where 50% house holds are organized the VDO will actively participate in development initiatives. RSP should encourage the villages to form VDOs. Durng the discussion it was deeply discussed RSP may form separate LSO for men and women where it seems neccassory however mix LSO was strongly recommended for joint struggles. Resource person emphasized the RSP staff to ensure the participation of women and poor House Holds. 3) Local Support Organization: - LSO is a structure which is at UC level. Three members from each PDC/VDO will be representing their village in LSO General Body and 40% participation of women should be ensured (in case of Mix LSO). The process of formation of LSO should be started when 50% House Holds in the shape of PDC/VDO are organized. The LSO will mainly be a catalyst body and implement development activities through PDCs and VDOs. As such, PDCs and VDOs will be the implementing arms of the LSO depending on the type and nature of the proposed activities. Discussing about the functions of LSO Mr. Mohammed Ali shared that:Strengthen member PDCs and VDOs through capacity building programmes on need basis. Identify opportunities and make area specific plans and implement them in collaboration organisations.
development w ith m em b er
Form development partnership with local government at level.
UC
Establish development linkages with government, NGOs and private sector agencies for accessing services and resourc es to its member organisations as well as for its ow n op era tions a nd programmes. Mobilise human, financial, and other resources for its organisations.
Human Resource Development – HRD
member
Ta ke w hole sa le c red it from RSP a nd other fina nc ia l institutions a nd reta il it to its m em b er VDOs a nd COs on a m utua lly a g reed servic e charge. Keep p ro p er rec ord of its c red it op era tions a nd d o tim ely a nd a c c ura te rep orting to its m em b er org a nisa tions, the Sup p ort Organisation and other stakeholders. Reg ula r m onitoring of p rog ra m m es a nd p rojec ts of its m em b er VDOs and COs. Represent its member organisations on various forums, networks and associations. Represent its member organisations on various forums, networks and associations. Pla n, im p lem ent a nd m a na g e union c ounc il level or intra VDO projects and programmes Tim ely a nd a c c ura te p rog ress rep orting of p rog ra m m es a nd projects to member organisations, donors and other stakeholders. Genera te a nd m a na g e fund s for its op era tiona l c ost throug h various sources Structure of LSO LSO
VSO
PDC
H.H
H.H
H.H
Human Resource Development – HRD
There is no fixed mode of the formation of LSO, So it should be formed keeping the Local Conditions in mind after the formation of LSO its management structure should be:G.Body
BOD
Professional Staff General Body will elect the BOD for implementing the work while GB will be apex authority for making decisions and approving Audit Reports and professional staff can be hired it depends on the nature of activities & projects. LSO can establish office at any suitable place within the UC catchments area. The Process of the Formation of LSO: - RSPs. MER, HO will devise guidelines about the formation of LSO with complete principles, code of conduct, purposes and circulate them among Region Offices. It is necessary for the Officers of District and Region Office to understand the concept of LSO. A detailed discussion was held during the workshop on organizational development & capacity assessment.
Organisation Development (OD) Process Entry and
Diagnosis and Assessment
Problem
Action Planning
Definition
Extension and Consolidation
Intervention and Implementations
Monitoring and Evaluation
Transformation is some times very time consuming & very serious job difficulties & time requirement increases day by day,
Human Resource Development – HRD
Process of Change
Time Needed
Knowledge Skills
Attitudes Individual Behaviour Organisational Behaviour
Degree of Difficulty
Depth & Breadth of Change
during the workshop TRDP staff reviewed the planning frame work for LSO formation process and jointly decided for future core of action in this regard.
Initial Work Plan for LSO formation
LSO Capacity Assessment Registration of LSO 1st GB meeting
Identification Of Potential UCs ( July 06)
(Aug-Sep 06)
Criteria Development (July,2006)
Human Resource Development – HRD
(Oct.06)
Capacity development & extension of Services like Micro Credit etc.(Dec.2006)
Strengthening of PDCs/VDO Leadership Trig.(--------) Series of (Community) (Oct. 06) Dialogues with Social Capital/Staff
Pre LSO Elements LSO Process & consensus development
Design workshop
Dialogue & get feed back
Finalization of action plan Profiling of assessment & analysis Assess, meet Analyse PDCs
At the end of workshop Mr. Naru Mal General Manager Finance & Administration thanked RSPN especially Mohammed Ali Azizi for organizing such a nice & thoughts provoking workshop. Afterwards certificates were distributed among the participants. Workshop was ended with vote of thanks.
Human Resource Development – HRD
Thardeep Rural Development Programme Human Resource Development – HRD
Human Resource Development In collaboration with Rural Support Programme Network
DAY ONE: Sep 14,2006 0900
Recitation of Holy Quran
Participant
0905
Welcome to participants
Noor Ahmed Jhanjhi
0915
Registration, settlement and Introduction
Zaheer Udin
0930
Zaheer Udin
1000 -1100
Expectations, fears and setting norms, Participants self assessment , sharing of the Workshop Objectives Definition, importance of LSO
1100 - 1115
Tea Break
Ajeet Jagru
1115-1300
Financial sustainability of LSO
M.A Azizi
1300-1400
Lunch & Prayer Break
Ajeet Jagru
1400-1500
Governance & Management Practice of LSO
M.A Azizi
1500-1515
Tea Break
Ajeet Jagru
1515-1630
Role of LSO as a mini RSP
M.A Azizi
M.A Azizi
DAY Two: Sep 15,2006 0900-0930
Review of the Previous day
Noor Ahmed Jhanjhi
0930-1100
Organizational Development
M.A Azizi
1100-1115
Tea break
Ajeet Jagru
1115-1300
Organizational Development
M.A Azizi
1300-1400
Lunch & Prayer Break
Ajeet Jagru
1400----------
Organizational Development
M.A Azizi
1700hrs.
Clearing mist. Windup ceremony
Human Resource Development – HRD
HUMAN RESOURCE DEVELOPMENT (HRD) STAFF DEVELOPMENT Staff Orientation " Local Support Organization " September 14-15,2006 SNo. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33
Section
Name of Partic.
Designation Gender Cadre Location
HRD SM&CB SM&CB SM&CB HRD HRD HRD M&E SM&CB SM&CB SSS SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB SM&CB NRM HRD SM&CB SM&CB SM&CB SM&CB SM&CB CEO Sec. BRSP BRSP BRSP HRD HRD HRD
Noorunisa Khalid Ms. Asma Ms. Parkashi Lachman Thari Ms. Akhtri Junejo Ms. Asia Waghan Faiz Dharejo Ms.Shazia Bhuto Ms. Kulsoom Majedano Ms. Sanima Shaikh Kanhani Lal Santosh Kumar Dr. Harji Lal Ms. Kalsoom Sindhu Ms. Pushpa Kumar Ms. Shahida Mirani A. Rasool Chandio Ghulam Shabir Bhundh Noor Nabi Nazia Sohrab Bansi Malhi Sindhu Kumari Rehmatullah Ms. Surriya Khokhar Dr. Ashok Bakhtani Noor Ahmed Janjhi Dr. Ghulam Ali Solangi Abdul Rasool Soomro Jamila Ali Mallah Zaheer Udin Junejo Shahdev Javeed Akhter
Abbreviations HRD SM&CB NRM CEO Sec. BRSP
Human Resource Development Social Mobilization & Capacity Building Natural Resource Management Chief Executive Officer Secretariat Bhit Rural Support Programme
Type of Training
PO Female PI Umerkot Local Support Organization SO Male PII Umerkot Local Support Organization SO Female PII Umerkot Local Support Organization SO Female PII Umerkot Local Support Organization PO Male PI Mithi Local Support Organization SO Female PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization PO Male PI Nara Local Support Organization SO Male PII Nara Local Support Organization SO Male PII Nara Local Support Organization SO Male PII Nara Local Support Organization RM Male MIII Chachro Local Support Organization SO Male PII Chachro Local Support Organization SO Male PII Chachro Local Support Organization SO Female PII Chachro Local Support Organization SO Female PII Chachro Local Support Organization SO Female PII Sewhan Local Support Organization SO Male PII Sewhan Local Support Organization SO Male PII JamshoroLocal Support Organization PO Male PII JamshoroLocal Support Organization PO Female PI Mithi Local Support Organization SO Male PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization SO Male PII Mithi Local Support Organization SO Female PII Mithi Local Support Organization Manager Male MIII Mithi Local Support Organization P.Adviser Male MIII Mithi Local Support Organization LP Male PI Jhangara Local Support Organization P. CoordinatorMale PI Jhangara Local Support Organization SO Female PII Jhangara Local Support Organization Manager Male MIII Mithi Local Support Organization APO Male PII Mithi Local Support Organization PA Male Suport Mithi Local Support Organization
Venue Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi Mithi
Date
Dur.
14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006 14-16.09.2006
03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days 03 days
Human Resource Development – HRD
Organized By Quarter TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN TRDP/RSPN
July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006 July- Sept.2006
Year July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007 July 2006- June 2007
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Human Resource Development – HRD
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