IRRIGATION MANAGEMENT TRAINING FOR INSTITUTIONAL DEVELOPMENT: A CASE STUDY FROM MALAYSIA

TNA (Chapter 4.) The Analytical Framework for Irrigation Management 4.1 Introduction 4.2 Content of the Analytical Framework 4.3 Presentation and Discussion of the Analytical Framework 4.4 Analysis of Group Discussions (Chapter 5.) Job Analysis And Job Descriptions 5.1 Introduction 5.2 Objectives Of The Job Analysis Session 5.3 Presentation And Methodology Of The Job Analysis Session 5.4 Analysis Of Managerial And Technical Aspects, Performance And Constraints 5.5 Substantive Content Of Responses In The Job Analytical Session 5.5.1 Interaction And Cooperation 5.5.2 Meetings 5.5.3 Staffing 5.5.4 Staff Training 5.5.5 Resources 5.5.6 Relationship With Water Users 5.5.7 Water Management And Use 5.5.8 Planning, Design, And Construction, And Operation And Maintenance 5.5.9 Manuals 5.5.10 Data 5.5.11 Political Interference 5.5.12 Other Topics 5.6 Analysis Of Duties And Tasks 5.7 Results Of The Job Analysis Session 5.8 Evaluation Of Job Description 5.9 Proposals For Improving Job Descriptions (Chapter 6 ) Managerial Knowledge, Attitudes And Skills, And Organizational Constraints 6.1 Introduction 6.2 Objectives Of The Session 6.3 Presentation And Methodology 6.4 Conceptual Basis For The Session 6.5 Assessing Job Requirements Through The Brainstorming Session 6.6 Assessing Gaps In Managerial Knowledge And Attitudes Through A Modified Nominal Group Technique 6.6.1 Gaps In Managerial Knowledge 6.6.2 Gaps In Managerial Attitudes 6.7 Analysis Of The Nominal Group Techniques Results 6.8 Organizational Constraints 6.9 Evaluation Of The TNA Exercise [ Part 3. Developing Management Training Programs] (Chapter 7.) 7.1 Introduction. 7.2 Objectives Of The Session 7.3 Methodology 7.4 Presentation Of The Analytical Framework For Irrigation Management 7.5 Review Of Job Descriptions For Trainers 7.6 Job Analysis 7.7 Identification Of Managerial Knowledge, Attitudes And Skills 7.8 Setting Priorities 7.8 Identification Of Organizational Constraints (Chapter 8) Preparation Of The Training 8.1 Introduction 8.2 Objectives And Outputs 8.3 Opening Of The Workshop 8.4 Findings Of The TNA 8.5 The Concepts Of Management And Planning 8.6 The Did Training Plan And Organizational Constraints 8.7 Closing Of The Workshop 8.8 Evaluation Of The Workshop ( Chapter 9.) Curriculum Development 9.1 Introduction 9.2 Objectives And Outputs 9.3 The Process Of Curriculum Development 9.4 Identification Of Potential Participants 9.5 Curriculum For The Training Of The Engineers And Irrigation Overseers 9.5.1 Curriculum For The Training Of Engineers 9.5.2 Curriculum For The Training Of Irrigation Overseers (Chapter 10.) Production Of Training Material 10.1 Introduction 10.2 Objectives And Outputs 10.3 Factors Influencing The Design And Production Of Training Materials 10.4 Translating Research Results Into Training Materials 10.4.1 Tape-Slide Presentation On Leadership 10.4.2 Tape-Slide Presentation On Interagency Coordination 10.5 Involving Malaysian Trainers In Assessing The Training Materials (Chapter 11.) Training Of Trainers 11.1 Introduction 11.2 Objectives And Outputs 11.3 Methods And Techniques 11.4 Training Materials 11.5 Evaluation Strategies 11.6 Opening Session 11.7 Personal And Interpersonal Development 11.8 Planning, Implement And Evaluating Management Training And Development Programs 11.9 Program Content For The Training Of Engineers And Irrigation Overseers 11.10 Practicing Training Skills 11.11 Self-Evaluation By The Participants (Chapter 12.) Monitoring Training By The Malaysian Trainers 12.1 Introduction 12.2 Objectives And Outputs 12.3 Evaluating The Trainers Or Facilitators 12.3.1 Creating A Supportive Climate For Training 12.3.2 Making Presentation 12.3.3conducting Exercises And Group Discussions 12.3.4 Presenting The Results Of Group Exercises 12.3.5 Facilitating The Evaluation Of The Training Program 12.3.6 Planning The Return Of Participants To The Job 12.4 Evaluating The Participants In The Training Programs 12.5 Evaluating The Training Materials 12.6 Evaluating The Training Environment [ Part 4. The Role Of Top Management In Institutional Development] (Chapter 13.) Involving Top Management In The Training Cycle 13.1 Introduction 13.2 Objectives Of The Top Management Session 13.3 Methodology 13.4 Presentation Of The Analytical Framework For Irrigation Management 13.5 Identification Of Current Standards Of Performance And Competence 13.6 Job And Task Analysis 13.7 Managerial Knowledge And Attitudes 13.8 Identification Of Organizational Constraints 13.9 Evaluation Of The Top Management Session (Chapter 14.) Strategic Planning And Human Resources Development 14.1 Introduction 14.2 Objectives And Expectations 14.3 Strategic Issues In Improving Irrigation Management 14.4 Strategic Planning And The Management Process 14.5 A Mission Statement For Did 14.6 Objectives, Strategies And Activities Of Did 14.7 Performance Assessment In Did 14.8 Human Resources Development 14.9 Personal And Interpersonal Development Issues 14.10 Evaluation Of Strategic Planning Workshops (Chapter 15.) 15.1 Introduction 15.2 The Besut And Kerian Irrigation Schemes 15.3 Interpreting The Did Mission Statement 15.4 Objectives, Strategies, Activities And Performance Indicators, Measures And Standards 15.5 Performance Assessment 15.6 Planning For The Human Resources Development ( HRD ) 15.7 Informative Workshop For Staff Of The Besut Scheme 15.8 Meeting And Interviews With Farmers 15.9 Evaluation Of The Workshop On Strategic Planning And The HRD Programs [ Part 5. The Role Of Search] (Chapter 16.) Involving Researchers In The Training Cycle 16.1 Introduction 16.2 Objectives Of The Session 16.3 Methodology 16.4 Presentation Of The Analytical Framework For Irrigation Management 16.5 Job Analysis 16.6 Identification Of Managerial Knowledge And Attitudes And Skills 16.7 Research Priorities 16.8 Identification Of Organizational Constraints (Chapter 17.) Involving Irrigation Practitioners In Irrigation Management Research 17.1 Introduction 17.2 Objectives And Outputs 17.3 Interdisciplinary Research 17.4 The Complexity Of Irrigation Systems 17.5 A Case Study From China 17.6 Frameworks For Assessing Irrigation Performance 17.7 Developing Hypotheses For Improving Irrigation System Performance 17.8 Indicators Of The Performance Of Irrigation Systems 17.9 Irrigation System Performance And Sustainability 17.10 Monitoring The Performance Of Irrigation Systems 17.11 Research Issues Relevant To The Besut And Kerian Schemes 17.12 Research Methodologies And Research Proposal 17.13 Collaboration Research In Irrigation Management 17.14 Evaluation Of The Workshop [ Part 6. General Assessment] (Chapter 18.) Assessment 18.1 Introduction 18.2 Review Of Results 18.3 Program Approach And Methodologies 18.4 Factors Which Influenced The Results Of The Program 18.5 Problems And Difficulties 18.6 Lessons Learned 18.7 Achieving Sustainability Of The Program

ENG