Sustainability of renewable energy system or any other system depends on how efficiently the system is operated, managed, repaired and maintained. Lack of technical manpower and support at local level, often leave these systems non- operational.

REDP has established Human Resource Development Center (HRDC) to train much needed human resources in different aspects of rural energy systems at all levels. So far, HRDC/REDP had successfully trained 117 MHP surveyors, 99 MHP operators, 65 MHP managers, 18 High level course for Engineers, 30 Rural Energy Service Center personnel, 367 technicians in the field of RETs and also orientation programmes on RET for jounalists and high level Government Officials.

Human Resource Development Plan and Programme.

Situation Assessment :

A study is conducted in each REDP district and it's programmed VDCs by the respective DDC: REDS office to identify the potential resources, available skilled manpower, services available, and market facilities for the economic activities. DDC: REDS with CO members identify needs and priorities on human resources development of the district.

Need Assessment

Community Mobilizers identify a list of training required based on needs and priority in a weekly meeting with the COs. Trainings related to energy and environment sector is given the highest priority. While identifying training requirements, gender needs are well incorporated.

Situation Analysis

The list of all identified training is thoroughly studied at the district and analyzed them by assessing the potentiality, local resources availability, marketing facilities, available skill and knowledge and other aspects. Information from District Cottage and Small Industry Office, District Agriculture Office and other related organizations are also considered while undertaking analysis.

Prioritization

A training of the highest demand from COs which is result-oriented and change the attitude and income of trainees is given top priority. Trainings are conducted in coordination with district small cottage and industry office, district agriculture, livestock Service office and others.

HRD Plan

DDC: REDS prepare a district HRD annual plan based upon the district need and demand. It focuses on technical manpower development, institutional strengthening, income, enterprise and end-use promotion, orientation, awareness programme, workshop and incountry study tours. Besides annual plan, DDC: REDS also prepares quarterly HRD activities with details on training activities and estimated budget. These plans are implemented after getting approval from the National Programme Manager of REDP.

Training type	Duration
Micro Hydro Operators	One month
Micro Hydro Manager	3 weeks
Rural Energy Service Center Personnel	Two months

Others training based on local demands and organised in coordination with other government agencies.

REDP conducts training at three levels. Income generation related training is conducted mostly at the village level. Specialized training is conducted at the district level. In case of unavailability of resource persons, institutions and infrastructure in the district, then HRDC/REDP in the Country Office conducts the training.

The report is prepared after successful completion of each training, seminar, orientation, in-country study tours etc in a given format.

Selection of Participant :

Community makes a selection of participants for training. In case of technical training, the recommended selected participants are interviewed and appeared in a written examination. Based on the result of interview and examination, the final selection is made by the DDC: REDS or REDP central office with the recommendation of DDC: REDS. Participant has to sign a contract or commitment paper prepared by the CO/FG before attending the training. Gender balance is maintained in all training. Small contribution ranging from NRs. 25 to NRs. 500, based on the type of training is collected as Commitment Fee from the selected participants. Daily subsistence allowance (DSA) is provided to each participant of training as per the organization rule.

Follow Up and Impact Monitoring Assessment

A periodic impact assessment at district level is conducted to determine whether or not the expected outputs of the training programme are generated as per plan envisaged. Interview with individual trainees using questionnaire and biannually a survey method is applied to monitor the impacts.