ASEM Human Resource Development Programme on Environment

1. ASEM Human Resource Development Programme on Environment Procedures, Instruments and Tools for Training Management

2. Planning and development of a HRD Programme • Needs Assessment • Operation Planning • Evaluation and Planning Workshop Position of the Training Management Quality Assurance and Control • Design and Preparation of Measures • Provision of tools on WEB • Course Characterisation • Selection of training providers • Selection and evaluation of proposals for Capacity Building measures • Follow up • Impact chain assessment • Work history • Institution evaluates impacts • Preparation of next HRD Circle • Business Process Automation Training Management Process • Implementation • Full organisation • Trainers handbooks • Participants evaluation • Reporting, Training reports • Assessment of training reports • Documentation • Event completion • Master lists • Consolidated evaluation reports • Archives of training material • Knowledge & skills Newsletter

3. Training Needs Assessment • Human Resources of the Target Organisations • Their future: • - Responsibilities & • Tasks • With respect to the projects goals Human Resources of the Target Organisations Their existing: - Responsibilities - Tasks What Awareness and mind-set, knowledge and skills do they need to be able to perform in the future? What training events are necessary to bring them there? What institutional changes are necessary that they can use their new skills? Who is going to guide and supervise this change process? Who is going to train the people? – Training Providers Who is monitoring and evaluation the success and adjust the measures?

4. Overall Process of the Operation Planning

5. Work Process for the Construction of the HRD Operation Plan Each ASEM Project starts to prepare a project operation plan. All HRD events are compiled and joined and an overall ASEM HRD programme for each year is derived Preparation Input from project coordinators (and others) about HRD needs in their projects HRDP-Standard Course Characterisation Form • Text part of HRD-Operation Plan • HRD organisation &internal TMU capacity building • All announcements are sequenced according to their thrust areas Each project is shortly described • Codes • Classified according to the tasks TMU • Chart part of HRD -Operation Plan • Gantt Chart (same sequence than in the text part of the OP) • Potential training provider and planned time Input from other sources: MoEF New ideas of ASEM Outside proposals Finalization: Through the yearly “Evaluation and Planning Workshop” See: Workflow for the preparation of the yearly “Evaluation and Planning Workshop”

6. – Part of an HRD-Operation Plan

7. Design and Preparation of Measures • Design and Preparation of Measures • Provision of tools • CCF – Course Characterisation (Event characterisation and announcement • Selection of training providers • Selection and evaluation of proposals for Capacity Building measures

8. Public Key Documents Course Characterisation Form CCF Checklist for (training) reports Templatefor participants lists Package for course/workshop evaluation Guide for contracts and training providers

9. Course Characterisation Form - Functions • Announcement of events for Operation Plan and WEB platform • Description of a course or workshop as part of “Terms of Reference” for training providers • Guide for the training provider to write a proposal • Completion (as executive summary of HRD activities)

10. Course Characterisation Form (CCF)

11. Course Characterisation Form (for specifications of methods and structure2)

12. Process of Course Proposal Evaluation

13. Implementation • Implementation • Full organisation • Trainers handbooks • Participants evaluation • Reporting, Training reports • Assessment of training reports

14. Quality Assessment & Control • All training programmes under HRDP are evaluated for quality • All courses are evaluated and the evaluation processed and used for future courses • Evaluation reports on course contents, training programmes and training reports sent to NTIs for further improvements.

15. Structure of the day/module event Content Usefulness for work Atmosphere during work Performance of trainers Quality Assessment & Control Daily fast Assessment of Training Sessions

16. Quality Assessment & Control Example analyses of a series of rapid assessments of course modules Message: only after the whole course the usefulness became obvious Message: Trainers improved their performance to structure the course

17. Participants self evaluation questionnaire • The scores are automatically analysed for immediate feedback to trainers and training managers

18. Automatic analysis • The scores are automatically analysed for immediate feedback to trainers and training managers

19. Checklist: Content of a comprehensive training report Training Report Contents fixed in ToR for the training provider

20. Documentation • Documentation • Event completion • Master lists • Consolidated evaluation reports • Archives of training material • Knowledge & skills Newsletter

21. Summary of availability of necessary information Master Lists List of events and their completion status

22. Responsibility TMU or Proj-Coord. Number of participants (M & F) Number of completed events Cross Check Master Lists Event details Participants with data

23. Archives of all Training Material • All past training events with characterisation • Accessible to the public • and • Accessible only with authorisation

24. Follow up • Follow up • Impact chain assessment • Work history • Institution evaluates impacts • Preparation of next HRD Circle Business Process Automation

25. Impact Evaluation CAPACITY BUILDING PROGRAMME (plan) HRDP documentation Training reports, documents in WEB platform Awareness and Skills training ACTIVITY OUTPUT: Trained Individuals, Material, concepts, Agreements USE OF OUTPUT (outcome): Participants apply and use the output for behavioural, institutional and/or process change Project documentation Observation, documentation / reports / feedback from sending organisations / improved project performance, “work history” Final Project / Programme assessment Direct and indirect IMPACTS (benefits): Improvements in performance of individuals, systems, livelihoods ... Monitoring, programme reports, “work history”

26. Work History

27. Business Process Automation - Steps of the Introduction of a CMS Decision to develop a platform Clearly define the all the work flows of capacity building related processes Responsibilities and different performance and access rights are an integral part of the work flows Translate work flows into the platform architecture (ContentsManagement Architecture) Decide for the system to be used Implement the architecture Train users as authors, editors and administrators Adjust or redefine responsibilities A “Content Management System” is strengthening of the ownership of experts through self-publishing

28. Steps of the Quality System

29. Training report as per description Assessment of training courses Proper description of proposals and concepts Integration of interactive components and group work into the courses Modularisation of courses Documentation of training material Stepwise introduction and development of a quality system

30. Thank you