ORGANIZATIONAL DEVELOPMENT GROUP FOR CAPACITY DEVELOPMENT IN SWHISA CONTEXT B.D June 2006

1. ORGANIZATIONAL DEVELOPMENT GROUPFORCAPACITY DEVELOPMENT IN SWHISA CONTEXTB.D June 2006 O.D H.R.D I.D

2. Capacity Development 1.Human Resources Development : following the “Training Cycle” & directed to organized individual or groups of individual to develop their capacity to carry out their job functions in an appropriate manner and towards changing management to achieve their organizational performance 2. Organizational Development : directed to organization to develop its capacity to organize & manage groups of individuals to deliver its mission & serve its clients, changing management include : ( Strategic Planning, Management Structures, Orientation to Clients, BusinessProcesses ) 3. Infrastructure Development : refers to construction & / or equipment IT / IM required for the organization and its people to function and manage successfully.

3. Training Cycle : Is a model that can be used to represent a systematic approach to ensure processes are in place for effective training development programs. Elements of “ Training Cycle” related to the participants in their :

4. INTER-RELATED SYSTEM FORTRAINING CYCLEThe outcome of one stage provides the inputs for the next stage

5. Training CycleSteps 1. Need assessment : In coordination with partners & discussion with training and concerned Department , • Select of the appropriate , reliabletrainer ; • Determine that training is needed, & based on reliable & identified training requirements ; • Organizethe training according to human resources availability including Gender ; • Assure the finance resources availability ; • Avoid duplication and interference with other donors ; • Assure that the same training type has not taken place ; • Identify who are the learners , and what is the issue that has posed training as a solution, & to identify the tasks, skills, needed to accomplish a function or job.

6. 2. Design • Thetrainer determines the strategy to be used in accomplishing the training, gathers data on which to base learning objectives . The trainer also selects training methods, timing and venue appropriate for the skills to be learned 3. Develop • The trainer develops training process, include experiences, methods, discussions, tools (PRA, RRA, ABCD, checklist, semi structure analysis) methods of delivery, event, supportive materials, expenditure, overheads, technological requirements;

7. 4. Conduct • The trainer conducts the training, monitors progress and response of learners attempting to evaluate the effectiveness of the training process & adjusting during the session as needed , when ever possible training should be documented ; 5. Evaluate • The training and development program is evaluated at every stage and feedback gathered for updating or revising the training design, this stage can create better training programs later, can serve to guide revision of the program , can give the trainer important feedback on his/her performance and to determine further training needs.

8. THANKS

9. CHECKLIST FOR TRAINING CYCLE • - Select appropriate , reliable trainer according to ToR; • - Identify training needs with partners; • - Plan with partners related to availability (period, time); • - Select the appropriate training tools & methodology; • - Design training program, managed through learners planning activities; • - Organize with partners regarding finance resources availability ; • - Assess with other institutions to avoid duplication & interference ; • - Discuss Gender / HIV / AIDS issue • - Assure the training is achieved in time & place ; • - Attain the objectives as expected; • - Follow up by trainer for new learner skills; • - Check the interest of trainees; • - Establish method to monitor change during & after intervention • - Commitment by participants during their activities & new skills; • - Evaluate periodically level of reaction, learning, behavioral of trainees.