Copyright © 2020 Tech Mahindra. All rights reserved.
Copyright © 2020 Tech Mahindra. All rights reserved.
Change Management
& Training Status
What is Changing in through e-NIRMIT in CPWD
200+ Processes and sub-
processes
Construction
Maintenance Request Management
HQ and Allied Processes
Vigilance, Vendor management, Asset management, Cadre management, Finance and fund management,
Manuals, Standards and Publications, Training
Works Lifecycle Management
Common Processes
Profile creation, Integration, feedback, grievance
Maintenance
3000+ Functionalities
CPWD Processes &
Functionalities To Be
Automated With e-
NIRMIT ERP solution
Change Management approach for CPWD
CPWD Stakeholder Engagement CPWD Readiness CPWD Adoption of Change
Stakeholder analysisand engagement
plan
Change Management approach finalization for
CPWD
Vision and Case for Change basis CPWD priorities
Communication Plan-Design and approval
Change agent network
design and plan
Business readiness assessment Organisational
Change measures
Change impact assessments
Change impactanalysis summary
Development Analysis(i.e. TNA, Capabilities, etc.)
Developmentmaterials
Development strategy(i.e. Training execution)
Execution of Communications (as per plan)
Stakeholder Engagement& Change Interventions*
Training Execution
*Sentiment Analysis, Change Workshops, Change Network Activation workshops etc.
Ch
ange
Co
mm
un
icat
ion
Trai
nin
g
Page 5
Change Management for ERP implementation in CPWD
➢Assess CPWD readiness for System deployment
➢Identify stakeholder and develop engagement plan
➢Identify impact of change in process and people
Change Management Initiation Post Go-Live Support
➢Post Go-Live Experience analysis and monitoring on specific action points
➢Stabilization & continuous improvement, communication, planning
Pre-UAT stage
➢Develop communication plan and initiate awareness building
➢Create change network and identify change champions
➢Support in developing training plan
Post-UAT stage
➢Training of 20000 employees and stakeholders
➢Implement communication plan
➢Carry out change workshops
➢Co-ordinate training implementation & monitor effectiveness
➢Create feedback & handling procedure
Change Management Implementation
Month 6 Month 12Month 0 Month 3 Month 9 Month 18Month 15 AMC period
Attitudinal and Behavioural Training Programs
The attitudinal and behavior training programshould ideally go hand-in-hand to the wholeemployees closely exposing to theorganisational change and helps in:
❖ Increase in adoption and acceptance of organization, or technology change.
Senior Leaders
Middle Managers
Change Champions
Change Expert/
Behavioural Trainers
Training Approach
❖ A decrease in the tendency of some employees to exhibit stressful or unproductive behaviors.
❖ Boost Positivity towards the change in organization's culture.
❖ Successful behavioral changes to be advocate of change.
❖ Effective learning of new skills, new processes, or new systems.
❖ Increase in employee morale and productivity.
Front line
employees
Copyright © 2020 Tech Mahindra. All rights reserved.
Attitudinal and Behavioural Training Programs
Target AudienceTraining Duration
No. of Sessions for Each Participa
nt
Batch Size
Total no. of Sessions to
be conducted
Superintending Engineers and Above (All grades equivalent to SE and Above)
Approx. 350 Participants
6-8 hours in Spread of 2 half
day Sessions(of 3-4 hours
each)
250
per batch14
(350/50X2)
Executive Engineers(All grades equivalent to EE)Approx. 1000 Participants
Half-Day Session(of 3-4 hours
each)
150
Per Batch20
(1000/50)
All Grades Below EE(Excluding MTS and Work charge staff)
Approx. 10,000 Participants2 hours 1 100
Per batch100
(10,000/100)
Change Champions667 Participants
12 hours in Spread of 4 Sessions
(of 3 hours each)
4 51Per Batch
52(667/51X4)
Attitudinal and Behavioural Training Status
Behavioral Training on Change
Management for - Senior Leadership
Superintendent Engineers and Above + (All
Cadres equalling the SE and Above)
Planned for total 350 Participants Conducted 1st batch on 9th February 2021
Participant attended: 37
Behavioral Training on Change and Resistance
Management for - Middle Management
Executive Engineers + (All Cadres equalling to EE)
Planned for total 1000 Participants Conducted batches on 29th Jan 2021 and 1st Feb 2021
Participant attended: 30
Technical trainings and Capacity Building
Analysis
Design
Develop
Pilot / UAT
Implement
Evaluate
Technical training Approach for CPWD
For Functional training and user’s capacity building we have planned, Training sessions for
15000 employees and stakeholders.
Socialize Training plan with Key
Stakeholders
Developing Training Content
Developing Technical Training Plan
Conducting Training Need Assessment
Technical Training Process
6 Measuring effectiveness of trainings
5 Execution of training Program
4
3
2
1
Functional Training Status for e-Tendering & e- Auction modules
Sr. No Region/Project Region Date of TrainingInvitation sent to Department Users
Training Attendance
1Region Delhi –
28-12-2020 149 108(NEW DELHI ZONE-1 to Delhi Circle-VIII)
2Region Delhi –
06-01-2021 142 141(Delhi Circle-IX to NEW DELHI ZONE-II)
3 Project Region Kolkata 07-01-2021 99 72
4 Region Chennai 08-01-2021 95 52
5 Region Bhopal & CCU, MOEF & CC 11-01-2021 144 83
6 Project Region Delhi 12-01-2021 116 48
7 Project Region Chandigarh 19-01-2021 241 152
8 Region Lucknow 20-01-2021 188 51
9 Region Hyderabad 21-01-2021 126 70
10 Project Region Chennai 22-01-2021 179 56
11Region Bangalore
09-02-2021& Border Works 234 99
12Project Region Mumbai & Region
Guwahati10-02-2021
235 108
13Region Chandigarh
11-02-2021& Region Mumbai 239 131
Total 2187 1171
Functional training for e-Tendering & e-Auction modules has been conducted across various Regions/Project Regions.
Upcoming user acceptance testing and technical training Plan is under process for HCM Module
Employee Morale Survey format
Click Here
Survey, Feedback & Assessments
Sample Survey had been conducted at CPWD
Academy to understand Employee morale level for
current Human Resource Administration matters and
to understand the current challenges faced by them
in day-to day operations within CPWD.
e-Tendering Functional Training’s Feedback & Assessment
e-Tendering Training Feedback formClick Here
e-Tendering Training Assessment formClick Here
Standee OptionsAwareness Communications/Emails Poster Options
Few Ideas for employee engagement
Screen Saver
Instructor Led Training Train-the-Trainer
Implementation Website
CPWD LMS Portal
Recorded Sessions
FAQ Page Change Workshops
Few Ideas for employee engagement
Tutorials
Videos & Tutorials
Training Videos
Page 14
Employee Engagement
Model for understanding Employee engagement
EY Model contains 8 parametersspread across4 themes of Employee
engagement
Energized
Enlightened
Enabled
Enthused
Page 15
Survey to capture employee engagement before and after ERP implementation
Process Theme alignment Parameter alignment Survey Question
Leave Management Enthused Alignment and Empowerment I am satisfied with the process of applying and approval of Leaves in CPWD
Seniority List/ Vacancy list
Enthused Work Environment I find the Seniority/ Vacancy list generated in CPWD to be accurate
Posting/ Transfers Enabled Communication & Transparency I find the Transfer/ Posting communication in CPWD to be timely and efficient
Joining/ Relieving Enabled Learning and Growth The current joining/ relieving process in CPWD is employee friendly
Retirement Enthused Work EnvironmentI find the Retirement records like Pay fixation, Retiree list etc. to be accurate and easily available
Annual Performance Appraisal Report
Enthused Alignment and Empowerment I find the process of generating and sharing APAR to be efficient and timely
Employee Processes Energized Work EnvironmentI am satisfied with the current employee processes like Deputation, Claims, GPF- Advance and Withdrawal etc.
Training and Learning Enabled Learning and Growth CPWD provides me opportunities to upskill myself to match the project requirements
Training and Learning Enabled Learning and Growth In CPWD, I have ready access to the Technical Knowledge base of past projects
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Training Plan for Change Management
▪ Training in Two Parts : 1. Technical & Functional
2. Attitudinal & Behavioural
▪ One Nodal Officer for each Region / Project Region (VC Demos Being held each Friday)
▪ For Train the Trainers Programme (Each officer from different City – Online Training in
Progress) :
i. 5 CEs/ SEs
ii. 10 EEs
iii. 10 AEs / JEs
iv. 10 AAO/ Office Suptds.
v. 10 UDC/ LDC / Accounts Officer
▪ One SE in the training institute is NODAL OFFICER for organization of Attitudinal &
Behavioural training
Copyright © 2020 Tech Mahindra. All rights reserved.
Training Status
Target Audience / Training Training Completed
Superintending Engineers and Above 75
Executive Engineers(i). 350 (Introductory)(ii). 800 (e-Tendering)
All Grades Below EE (i). AEs (e-Tendering) : 500(ii). AAO/ UDC / LDC (Service
Book Digitization) : 1600
Functional Training for Other Modules To Start from 22nd Feb. 2021
Employee Morale Survey format
Click Here
Surveys, Feedbacks & Assessments
e-Tendering Functional Training’s Feedback & Assessment
e-Tendering Training Feedback formClick Here
e-Tendering Training Assessment formClick Here
B A C K
Copyright © 2020 Tech Mahindra. All rights reserved.
Data Scanning & Digitization Drive
For a successful Go-Live, the digitization required
# Documents Target Date Status as on 15 Feb2021
1 Employee Service Books 31 March 2021 Done for 6141 Employees
2 On-going Projects / Works Related
Documents
30 June 2021 To start by 1 March 21
(Webpage/ Database being
created)
3 Legacy Data To be done on-line after Go-
Live as per requirement.
B A C K
Page 20
Survey design : Measuring Employee Morale in CPWD (1/2)
Parameter Questions
Leadership
1. My Region/Sub-region/Zones/Circle/Division/Section level leadership team is aware of what challenges the employees face and seek to address the same
2. My Region/Sub-region/Zones/Circle/Division/Section level Leadership team is aware of challenges the employees face & seek to address the same
3. My Organizational level Leadership team is aware of what challenges the employees face and seek to address the same
4. The top leadership team promotes a healthy work environment within the organization
Team work and Collaboration
1. I find it easy to collaborate and coordinate with others
2. I enjoy working with my co-workers, seniors and subordinates
Enlightened
Parameter Questions
Organizational Pride
1. I would recommend working at my current organization, to a friend
2. I see myself working for this organization till superannuation
Alignment & Empowerment
1. I enjoy a good work life balance
2. I feel free to reach out to my senior team members with any suggestions I may have
3. I see a link between my work and the overall objectives of the company
Enthused
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Enabled Energized
Parameter Questions
Learning & Growth
1. I have various opportunities which allow me to reach my optimum potential here
2. I see professional growth and good career opportunities for myself here
3. Transfers and job rotations provide me opportunities for learning and growth
Communication & Transparency
1. Meetings at my workplace are time-bound and productive
2. There is honest and open communication between me and my senior officer
Parameter Questions
Rewards
1. I feel valued at work
2. I receive recognition from my senior officers for doing a good job
Work Environment
1. The work environment facilitates employee happiness and better performance
2. I have fun at work
3. I have the necessary tools and support to do my work here
4. I have the liberty to suggest new ideas, processes to management for improving the work environment
Survey design : Measuring Employee Morale in CPWD (2/2)