TRAINING MANUAL

TRAINING 4.1 Importance of training 4.1.1 Training programmes are important because they- expand knowledge base - try to bring about changes in our attitudes - impart new skills and build upon our existing skills 4.1.2. The Tamil Nadu Women's Development Project (Mahalir Thittam) is different from other Government schemes because its implementing agencies (Government NGO & Banks) have diverse backgrounds requiring a common understanding of project goals, co-ordination and co-operation amongst themselves. 4.1.3. Hence, in this project, the importance of training increases manifold. Here the 3 implementing agencies have not just to be tuned to project objectives, but have also to be - made sensitive to the existing social situations and inspired to perform their duties with commitment. 4.1.4.  Training is the key input on the project and is extremely important in the process. 4.2 A separate training manual is under preparation, which would give all that needs to be done under training. Any NGO which wants to do more than that is encouraged do so. 4.3 Regular planning and scheduling of training for 3 months in advance is to be done by the NGO and Project Implementation Unit for their respective responsibilities under training. Copies of these schedules are to be sent to Project Management Unit also. 4.4. Project Implementation Unit would attend these planned training programmes as part of its overall job responsibility. Their role in that would be supportive and to ensure quality training by the NGOs and other training teams. 4.5 Training would be given to animators, representatives, group (directly) cluster level representatives and borrower-members. The training would also include refresher training and exposure visits to other groups. NGO staff would also receive minimum essential training. PIU and PMU officers and staff and bankers would also be given training. 4.6 There may also be special performance teams at block level which would use the audiovisual media such as songs, folk dance drama, street theater, films, etc to communicate certain ideas, concepts, issues messages, etc to the group and the village as a whole. Payment to the performance team would be through the group. Further, there would be prizes given by the group for correct answers to questions asked at the end of the programme. 4.7 To enable quality training inputs and a certain minimum required uniformity on the project, Training of Trainers (TOT) training for NGO's trainers would be conducted with the help of resource persons. NGOs should select individuals with atleast 1 year field experience in SHGs, and good communication skills as trainers. Only such persons should be deputed for ToTs and used as trainers. 4.8 In addition there would be workshops at cluster level, block level, district level and state level on various topics of relevance and importance from time to time. Materials given in these workshops may be freely shared and discussed by staff of all NGOs to facilitate wider understanding of the training process. 4.9 Project functionaries capacities would be built by sponsoring them for various suitable training programmes and study tours. The PIU would play a very key role in organising a half-yearly district-level trainers' camp from all NGOs and facilitate sharing of experience, sucesses & failures, new and interesting techniques, methodologies, games, etc., and in assessment of training impact. 4.10 Gender awareness, analysis and gender sensitisation have been incorporated into the training framework. In a programme for women development, we expect NGO chief executives and field staff to be thoroughly sensitised to the status, problems and needs of women in society. NGOs and PIU Staff need to consciously ensure that there is no gender bias or blindness or harassment of women (be it field staff or participants) in their daily working. Principles enshrined in the Platform for Action (Beijing Declaration) and the CeDAW (Convention for Elimination of all forms of Discrimination Against Women) and the relevant State Policy for women shall be kept in mind, as a desirable framework, and all project partners shall strive to attain them. 4.11 Training plans would be totally user-oriented and participatory. Training would be conducted in locations best suited to the participants and on dates/time convenient to them, to be ascertained by consulting the participants. Participants should not be made to travel very long distances to attend training. However it is advisable to hold training sessions outside the village so that the participants are not disturbed by their families and besides exposing the trainees to the outside world. NGOs should insist that participants arrive punctually for training. Fines may be levied by the SHG for members turning up late or being absent. 4.12 Methodologies used for training would be participatory, with a good mix of techniques like group discussion, quiz, lectures, case studies, role play, panel discussion, experience sharing and exposure visits. Games, energisers, stories, songs (especially on social themes), etc., should punctuate the formal learning process, so as to enable the participants to loosen up, gain awareness and build their self confidence. 4.13 The different types of training envisaged for different project participants are: Sl.No. Type No.of Modules Days 1. SHG Members training 10 10 2. Animators and Representatives Training 12 24 3. Representatives training(II Year Onwards) 5 10 4. Cluster level representatives training 4 4 5. NGO staff training 7 14 6. Bank Staff training 3 6 7. PIU Staff training 4 10 8. PMU staff training 2 10 9. Training for communication teams 3 19 10. Skill training for economic activities 3 Based on activity 4.13.1. SHG MEMBERS' TRAINING Training for each SHG member is given as a package of 10 modules. Each module's duration is one day only. This covers first two, out of 3 categories, of member level training. i) SHG orientation ii) Life skills training (leadership, accounts, literacy, health & nutrition, etc.) iii) Skill development for economic activities. All the SHG members must compulsorily attend the training programme. Wherever possible, two SHGs can be combined to attend the training on the same day, provided the total strength does not exceed 30. It is expected that each SHG member should attend a minimum of ONE training every two months. The first two years of the SHG is very crucial and all these inputs must reach them. Provision is also made to give awareness on any topic based on the need of the SHG members for a duration between 1/2 to 1 hour, at the end of each module. MODULE-I 1 day Definition of a SHG Need for women's self-help groups (Social & Economic Goals & Objectives) Role and responsibilities of members, representatives and animators Importance of meetings and how to conduct meetings Frequency of meetings Rules & regulations for SHGs Group Maintenance Fund – source & use , Sustainability – concept , phased withdrawal of NGO/PIU & self reliance Bank account operation - going by rotation / remitting receipts fully / legal heir / nomination Awareness on any one topic/subject/issue MODULE - II Savings - definition Need & Importance of savings How & where do poor women save Frequency of savings Differences between fixed & optional savings Importance of savings pass book & savings ledger Mutram – use, contribution, feedback Awareness on any one topic/subject/issue MODULE - III Role of Banks, Microfinance Institutions (NGOs), etc. Types of loans available to SHGs (sources) Need & importance of giving loans Criteria for giving loans How to decide the loan amount Recovery of loans - installments & interest rates Rotation of capital / fund vs. idle funds & loss of opportunity Different accounts books & their importance Annual Audit of SHG accounts – importance and payments for audit Awareness on any one topic/subject/issue MODULE - IV Listing the features & characteristics of a SHG Need for developing organisational vision, mission & objectives (exercise to evolve these) Need for Annual Action Plans Developing an Annual Action Plan Monitoring the implementation of Annual Action Plans Awareness on any one topic/subject/issue MODULE - V Need & importance of grading of SHGs Developing indicators for grading of SHGs Listing the criteria for grading of SHGs Exercise on grading of SHGs – development of visual participatory grading Self grading every quarter by SHG themselves MODULE - VI Role of local bodies and institutions – participatory democracy Panchayati Raj – role of women – as participants & as leaders – Grama Sabha Other local institutions – participation in Parent Teacher Association, Watershed Association, NGOs, Consumer councils Need & importance of developing linkages, implementing activities for village development Community Action programmes – shramdan, Namakku Naame Social action programmes – Eradication of female infanticide, child labour, dowry, illicit liquor, etc. Awareness on any of topic/subject issue MODULE - VII 1 day Consumption & production loans Importance of Group Reserve Fund Need for Risk cover/Insurance Different ways of building up Common Fund Group income generating programme Awareness on any one topic / subject / issue MODULE - VIII Gender Analysis - Women in rural situations - An evaluation exercise of the present scenario Gender awareness exercise Women's development - need & importance Legal rights – case studies Status of women in different spheres of life Stereotypes about men and women – importance of learning cycling Breaking stereotypes - strategies to bring about changes/improvements Need for better/sustained development of family Conflict resolution. MODULES – IX 1 days Definition of environment & ecology. Afforestation / Deforestation Soil and water conservation Watershed management (Basics) Identification of village resources Ecological balance Towards a green village Rural sanitation, Low-cost Toilets, Waste Management and disposal MODULES – X 1 days Definition of apex/cluster bodies Need and structure of apex/cluster bodies Functions/roles of apex/cluster bodies Sustainability issues Financial independence Other capacity building Independence from govt. & NGOs. Need for sustainability of SHGs Strategies for sustainability of SHGs Awareness on any one topic/subject/issue Total 10 days ANIMATORS & REPRESENTATIVES TRAINING A total of 12 modules for Animators of SHGs and 1 Representative have been prescribes covering 24 days. MODULE – I 2 days 9 dots and Squares exercise Societal analysis Definition of a women SHG Need for women SHG How to form a women SHG Criteria for the selection of SHG members Group dynamics Role of animators & representatives in SHG formation Qualities / Characteristics of animators & representatives Need for SHG meetings GMF – purpose & use MODULE - II 2 days Savings - need, frequency, among (fixed or optional), uses etc Rotation of funds – loss if funds kept idle Difference between savings & chit Accounts - different accounts books & their importance/need How to facilitate SHG meetings (refresher) Preparation of agenda - Meaning & Importance TNWDP (Mahiliar Thittam) - goals & objectives Structure & function of PIU Role of different participating agencies Frequency of meetings and how to write the Meeting Minutes Book How to operate a bank account – nominations & legal heirs MODULE – III - SHG BOOKS -I 2 days Writing of different Books of SHGs Meeting Minutes (Refresher) Attendance Register Savings Ledger Individual Savings Pass Book Cash Book Receipt and Payment Vouchers Guidelines for effective financial management MODULE - IV External loans – different source, schemes & eligibility - Credit guidelines Criteria for giving loans in a SHG Roles & responsibilities of Animators, Representatives & SHG members Democracy in SHGs - Participative / consensus decision making Developing/evolving rules & regulations for SHGs – rotation of leadership The need to attend meetings & training regularly by SHG members Mutram – use, contribution & feedback MODULE – V - SHG BOOKS - II Writing of different books of SHG Savings Ledger (Refresher) Loans Ledger (Refresher) Cash Book (Refresher) Receipt & Payment Voucher (Refresher) General Ledger Insurance Register Risk cover & Insurance Guidelines for effective financial management MODULE VI 2 days Characteristics of a good SHG Grading of SHGs (Category-I) – quarterly self-grading SHG Mission, Vision & objectives - introduction Annual Action Plan The need & importance of different SHG books/registers/ledgers (refresher) Rotation of representatives & Animators MODULE VII 2 days Activities for village development Social Action Programmes Linkages with other agencies, organisations and local institutions Identification of suitable Income Generation Programmes (IGPs) Group IGPs Participatory & Self Grading of SHGs (category –II & III) MODULE VIII 2 days Development of Collective Leadership/Facilitator's skills Definition of Leader/Facilitator Requisites of a Leader/Facilitator/Organiser Animators & Representatives - Types of Leadership Developing/building-up on their confidence as a person Strategies for Leaders/Facilitators to build-up/develop support from their community Public Speaking & Communication Skills Self/personality development MODULE IX 2 days Gender and Development Women in rural situations - an evaluation exercise of the present scenario Gender awareness exercise Women's development-need & importance Status of women in different spheres of life Stereotypes about men and women Breaking stereotypes - strategies to bring about changes/improvements – mobility & cycling Need for better/sustained development of family Conflict resolution Legal rights of women MODULE - X 2 days Group Reserve Fund Income generation programmes – types and requirements Skill development – building on present skills, resources, etc. IGP case studies The need & importance of audit of SHG books & follow up after audit MODULE XI 2 days Environment & Ecology Definition of environment & ecology Afforestation/Deforestation Soil and water conservation Watershed management (Basics) Identification of village resources Ecological balance Towards a green village – kitchen garden MODULE XII 2 days What is sustainability ? Strategies/techniques/plans to bring about sustainability of SHGs Indicators for sustainability SHG Vision, Mission, Objectives (redefine & refine) Annual Action Plans (AAP) (refresher & preparation of 2nd year AAP) Total 24 days 4.13.3 2nd REPRESENTATIVES TRAINING (II year onwards) Each SHG has one of members chosen as a Representative, intended to provide backup leadership, in addition to the Animator in the first year itself. Subsequently, every year for three years, 2 representatives are chosen by the SHG. The 5 Modules below, of 2 days each, are intended for Representatives of SHGs after the first year of formation of SHGs. (ie. from second year onwards). The first year representative gets identical training to the animator. The trainings for the Representatives can be conducted once every two months for a duration of 2 days. Although some of the topics mentioned for Representatives training are also seen in either Animators or SHG members training. It is essential that the Representatives also receive a detailed & proper orientation. This shall further strengthen SHGs and help the development of shared/collective leadership in the SHG, as well as the cluster level bodies and other federating linkages. MODULE-1 2 days How to facilitate/manage SHG meetings Need to attend meetings & trainings Roles of representatives/animators/members Rules & regulations of SHG Rotation of representatives Mahiliar Thittam - goals & objectives MODULE-II 2 days SHG books & their importance Rotation of Common Fund How to build up common Fund Bank account operations Group Reserve Fund Group Maintenance Fund MODULE-III 2 days Definition of leader/facilitator Requisites of a leader/facilitator/organiser Animators & representatives - types of leadership Developing/building-up on their confidence as a person Strategies for leaders/facilitators to build-up/develop support from their community. Public speaking Self/personality development MODULE-IV 2 days Panchayati Raj institutions Activities for village development Linkages Social Action Programmes SHG loans from banks MODULE-V 2 days Characteristics of a good SHG Importance of grading of SHGs Indicators/criteria for grading of SHG Importance of Annual Action Plan Preparation of Annual Action Plans   Total 10 days 4.13.4 CLUSTER LEVEL REPRESENTATIVES TRAINING Cluster level federations can be formed 6 months to 1 year after group formation. A federation will have 2 representatives from each of the 15 cluster groups by rotation for 1 year. The training programme for enabling these federations to play their role, which is essential for sustainability will be for 4 days in 4 modules of 1 day each. MODULE I 1 day Need for cluster level organisation Role of cluster level organisation Structure of cluster level organisation Accounting for cluster level organisation MODULE II 1 day Organising cluster level events MODULE III 1 day Other federating linkages Linkages with other institutions MODULE IV 1 days Financing for the cluster Auditing for the cluster Total 4 days 4.10.5 NGO STAFF TRAINING 7 modules of 2 days each are given below as training programs for NGOs field and supervisory staff, who have not attended ToT programmes. Continuity of the same field staff from the NGOs for the entire project period must be ensured. MODULE - I 2 days Needs for women's Self Help Group How to form women's Self Help Group Targeting under MaThi - PRA/PLA, Wealth ranking, Social Mapping and Baseline survey How to facilitate women Self Help Group Characteristics of a women Self Help Group Goals and objectives of TNWDP Role of Participating agencies MODULE - II 2 days Books of accounts and their importance Writing of SHG books - Part - 1 Meeting Minutes Loan Ledger Savings Ledger Individual Pass Book MODULE - III 2 days Savings SHG loan - sources, eligibility, application and sanction methodology Credit and Repayments - role of NGO staff Return of Capital Fund Audit and its importance MODULE - IV 2 days Writing of Self-Help Group books - Part-2 Cash Book General Ledger Receipt Voucher/Payment Voucher Stock book Insurance register MODULE V 2 days Grading of SHG's Audit of account books Group Reserve Fund Annual Action Plan Group entrepreneurship development - marketing and financial accounting skills MODULE VI 2 days Government programs & structure Linkages development Activities for village development Participation in local institutions - Grama Sabha, PTA, markets Sustainability - indicators and role of NGO in ensuring sustainability MODULE VII 2 days Status of women - work vs. earnings, earnings vs. decision-making powers Discrimination against women - violence, sexual harassment, dowry, education, jobs Beijing Conference & Platform for Action Convention for elimination of All forms of discrimination against women (CeDAW) Participation of women in decision-making in family, community, politics & society Gender awareness Gender Analysis Gender training tools Total 14 days The training to NGOs will be through a programme of Training of Trainers of NGOs. This Training of Trainers programme would not only cover these topics but also topics of the animators, representatives, cluster representatives & SHG member training programmes. Additionally NGOs Training of Trainers would cover communication skills. Some of the NGO staff can also be trained as master trainers or members of the communication teams, if they have the interest and talent. 4.13.6 BANK STAFF TRAINING Three modules of two days each are designed for Bank Staff involved in the project. MODULE I 1 days Orientation on SHG Role of participating agencies Objectives of TNWDP Process required to form & build SHGs Development approaches of NGOs Human relations MODULE II 2 days Gender and Development/Gender Sensitisation Field visit MODULE III 2 days Sustainable banking for the poor Banking with SHGs Direct SHG loans from banks Different activities (besides savings & Credit) of SHGs Loan recoveries, cases of full repayment and cases of non-or delayed repayments Grading of SHGs Sustainability of SHGs 4.13.7 PIU STAFF TRAINING Total 6 days The PIU Staff training is given in 4 Modules spread over 10 days (2+3+2+3), Besides, the PIU Staff can also attend some of the trainings given to NGO staff. MODULE - I 2 days Development approaches of NGO NGOs - formation, roles and function Need for process in SHGs SHG characteristics Recognising SHG efforts/achievements Sustainability promotion MODULE - II 2 days Gender and development and gender sensitisation Conflict resolution MODULE - IIB 1 day Credit sources Recovery of loans Savings - need, sources Building of Common Fund, Group Reserve Fund, Group Maintenance Fund MODULE - III 2 days Team building Managerial & Coordinating skills MODULE - IV 3 days Grading of SHGs Annual Action Plans SHG - Book keeping Savings & Loans management & analysis Audit & its importance Total 10 Days The training for the PIU staff would include field visit within these 10 days. Also there would be an attachment with an NGO during the training. 4.13.8 PMU STAFF AND PROJECT OFFICERS TRAINING All new staff who join in the PMU at the Headquarters as well as Project officers taking charge at the District level undergo a pre-project orientation to familiarise themselves with the project objectives (Module I), and also a training programme to bring about attitudinal changes necessary to work with different implementing agencies. (Module II). MODULE I 5 Days Field Visit Interaction with women's SHGs Interaction with rural bank branch and head office Interaction with prime NGO's (Eg, ASSEFA, PRADAN) Observing actual training programmes During this module the following concepts are to be covered. Development approaches of NGO NGOs - formation, roles and function Need for process in SHGs SHG characteristics Recognizing SHG efforts/achievements SHG book-keeping Savings and loan management and analysis Audit and its importance Cluster level organisation Special programmes of prime NGOs MODULE –II 5 days (Institutional Orientation programme eg. At NIRD, BIRD, others) The mission of Self-Help Group SHG characteristics/operating principles Steps in organising SHG’s Discipline of savings, rotation and accessing external credit, repayments Grading of SHGs Synergy between social and economic empowerment Cluster level organisation and networking concepts Identification of economic activities and related skill training Gender sensitisation and need to sensitive women and men in the community Exposure to PRA techniques Annual Action Plans Human relations Team building Managerial and coordinating skills Total 10 days 4.13.9. TRAINING FOR COMMUNICATION TEAMS Awareness creation through performance (Communication) teams would be done during group members training. This will cover not only the women in groups, but all people in the village, especially all women. List of topics to be covered by Communication (Cultural) terms : Literacy Thrift and savings Group unity and achievements Gender sensitization, status of women, gender and development Education of girl child Child labour Health and hygiene - personal hygiene, environmental sanitation, water borne diseases, low cost sanitation, soak pits Health - Superstition and health, immunisation, ORS Health & Nutrition - Kitchen garden, low cost sanitation Safe motherhood Small fairly Environment and ecology (importance of tree cover) Common property resources and their protection (Eri, Kulam, Kuttai, Oorani, Channels, grazing ground, Government property - schools, balwadi, etc., support to schools, balwadi). Early marriage Evils of dowry Evils of female infanticide - district specific Evils of alcoholism Abolition of bonded labour Communal harmony; caste harmony Human dignity/Human rights Legal rights of women in particular Government schemes - awareness Success/improvement in status of women and family condition due to skills development and Income Generating Programmes. Collective bargaining Awareness and self-confidence, self reliance Choice of themes is not as per serial order but recommended for performance. A combination of different themes to sustain interest and pass on the message needs to the chosen Literacy is a must in all the programmes. The Communication terms are to be trained over a period of 19 days in 4 modules. Module I is for 10 days. Modules II, III & IV are for 3 days each. The Communication team would use a combination of songs, jatha, folk dance, puppetry, video etc. Each team will consist of 10 members. 4.13.10 BORROWER’s TRAINING (Activity based skill training) Skills training that is activity based would be given to the loanees. The duration would differ from activity to activity. There would in all cases be a pre-asset creation training and a post asset creation training. Subsequently, after 1-2 years of asset creation there would be a refresher training for the loanees. The broad pattern in the loanees training should be as follows: MODULES - Before Asset Creation Mahalir Thittam - objectives Role and nature of Women's groups Theoretical and Practical input on activity Marketing and other linkages. Economics of the activity Loan, repayment, insurance Field visit MODULE II - After Asset Creation Clarifications Field Visit Care and management of asset (Theory and Practical) Repayment and insurance Linkages REFRESHER After 1-2 years Care and management of asset Review, clarifications Field visit Linkages New methods Repayment and insurance Re-investment Mahalir Thittam - Objectives Evaluation 4.14 Important Training Issues Select convenient dates, times and venues in consultation with SHG women. Trainer to prepare well for the training programme, including training material and special invitees Good supervision during training - promotes interest among trainers- promotes interest among trainees Ensure full attendance Check No. of days training is actually conducted Timely release of funds for training. - Partly advance - partly after completion Careful choice of trainers FOR QUALITY & MAXIMUM UTILITY - TNA - TOT - COMMUNICATION SKILLS - SUBSTANCE - STYLE ACCOMMODATION 4.15 Training Impact Assessment: 4.15.1 It is essential for NGOs as well as PIU/PU to preiodically assess the impact/outcome of the training programme at every stage. 4.15.2 This calls for wider involvement at the NGO level, with need for cluster coordinators to assess the impact of the previous modules conducted by: Quiz the members during the ensuing SHG meeting to check absorption of ideas Assess how much of what has been learnt has been actually implemented in the SHG working After doing this assessment the cluster coordinator must make up the lost learning / brush up the memory of the SHG and initiate a debate on implementation of the learning. 4.15.3 APOs in the PIU must necessarily also assess the outcome of training and its impact on the functioning of the SHG during every SHG visit. 4.15.3 The PMU will also arrange to conduct Training Impact Assessment (TIA) studies to e done to make changes in training methodology and content periodically.

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