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  Administration of various Navigation, Embankment and
Drainage Act and rules made thereunder.
  Water for irrigation and navigation canal, drainage
embankments and water storages.
  Maintenance of Indian Waterways.
  Flood control and river taming works.
  All matters relating to civil construction and
maintenance of Dam projects.
  All matters relating to land acquisition, land reclamation
and resettlement in connection with the projects.
   

rhe department has 7 divisions:

  Major and Medium irrigation,
  Minor irrigation,
  Rehabilitation and Resettlement,
  Land Acquisition,
  Finance,
  CAD&WM
  Monitoring
   
  
O. Manpower Planning
Follow to current requirements and recruit accordingly.
Do not take into account future projects
Problem: No Manpower Planning

2. Recruitment
Low and Middle level: Orissa Police Service Commission
conducts exam through employment exchange and district
level boards.
rop level: Recruited only after clearing UPSC exam. Central
and State government administrative people have a say in this
decisionh
    !

3. Career Planning
6 Done only for some administrative officers and
few state level high cadre officers.
6 Apart from them, no career planning for other
employees.
6 Eg. Most of the low and middle level managers
retire at the same post at which they had
joined, no promotion also.
6 Hence, overall career planning is weak.
    !

4. Succession Planning
People are not groomed to take future roles.
No Succession planning at all in the organization.
Case O: An official was sent abroad for training.
rhere was no immediate junior ready to take his post
in his absence due to lack of succession planning. An
official in same rank from some other department is
transferred to his job. Further when the official
returns after training he is put into any department
which has vacancy and his training goes waste.
    !

5. Retention
Retention is O

ut it is not due to best practices or best work
culture.
So Retention is not in a very positive way for the
organization.
rhis is because it is very difficult to get into the
organization and even more difficult to get out.

"#  

O. Induction
O
: provides induction to the officers
who are employed in this department in Orissa
No induction and training for the general
employees
Only people in administrative services like IAS,
OAS are given training

"#   !

2. rraining
Many training programs conducted at various
levels and of various types
Lack of proper planning and communication
channel
Only around 2-3 percent of the total employees are
able to attend such programs

"#   !

3. Job enrichment and Self-learning mechanism

rhere are no measures for job enrichment
No organization mechanism to help the employees
have a proper self-learning
Employee has to take self initiative to grow and
develop

4. Counseling and Mentor System

ÿ
   
  
# 
O. Vision
rhe water resources of the state should be scientifically
managed to mitigate the dependence of agriculture on the
vagaries of monsoon and to ensure safe drinking water for
all.

2. Mission
ro increase the agricultural productivity of the State by way
of creation of additional irrigation potential and better
management of potential created for socio-economic
development, navigation, hydro power generation, and
water supply
 #   !
3. Goals (2 9-2 O )
Õ At least 35
of the cultivate area of each block will be provided irrigation
facilities
Ȉ Creation of additional irrigation potential of 92. 5 rhHa
Ȉ O new lift irrigation projects to be installed
Ȉ O new surface MI schemes will be included under AIP funding.
Ȉ Impounding of reservoirs of Lower Indra and ritilagarh Irrigation Projects.
Ȉ Permanent flood damage restoration works of Floodǯ 2  to be completed.
Ȉ Preliminary activities of Ong Dam Project out of Stateǯs own resources to be
commenced.
Ȉ ro construct field channels covering an area of O5,327 Ha and field drains
covering an area of 75 Ha.
Ȉ ro expedite joint component works (Galudihi arrage & Galudihi Canal) for
bringing water to Subernarekha Irrigation project.
 #   !
4. Communication
  _     
   
   
 
  Mr X left Water Resources department and became a
contractor. He had submitted his resignation. 5 years
later, he realized that his resignation had not been
accepted. So, he claimed compensation for the 5 years
and won the case.
Sl. No. Activity Level of Action Time Frame

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5. Get-togethers and celebrations
  Employees go on annual picnic with family members

. rask Forces
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7. Small Groups
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. Decision Making
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Recognition and motivation for the employees if

monetary benefits not possible.
Increased Employee Engagement Activities
Appropriate use of Infrastructure- Laptops, computers
and internet.
Proper planning of Job rotation
Mentoring and Encouragement from senior position
holders.
 # 

rhe Water Resources Department, Orissa - all the basic

HRD systems in place and systematic.
Itǯs difficult to bring new systems and changes- Process
very lengthy and via cabinet and constitution.
ut definitely increased efforts should be made to most
efficiently utilise the existing recources and towards
goal orientation and achievement.
rHANK YOU !!!