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What is PAHRODF?

What is PAHRODF?. a 5-year AusAID project that seeks to enhance the effectiveness of selected programs and reform agenda under the Australia-Philippines Development Assistance Strategy (DAS).

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What is PAHRODF?

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  1. What is PAHRODF? • a 5-year AusAID project that seeks to enhance the effectiveness of selected programs and reform agenda under the Australia-Philippines Development Assistance Strategy (DAS). • The program of assistance in this new Facility,followsand builds on PAHRDFwhich ended on 30 September 2010

  2. PAHRODF’s Objectives Service Delivery • To develop • To strengthen • To enable – make better use of these competencies and systems, including through building and maintaining relationships, and sharing the experiences and lessons from research and knowledge synthesis initiatives

  3. Components • Strategic Planning • Strategy paper and research agenda • Targeting criteria for KPOs/SPOs • Organisational Assessment • 3-year HR/OD Plans • HR/OD Interventions • Australia Awards (scholarships) • Short term HR/OD interventions • Twinning • Management of Learning Service Providers

  4. Components 2. Research, Knowledge Synthesis, Management and Diffusion • Conduct of researches • Develop knowledge products • Sharing of lessons • Optimise opportunities for diffusion of HR/OD practices and other lessons

  5. Theory of Change Medium Term Philippine Development Plan HR/OD Process Development Assistance Strategy Reforms Capacity Requirements of DAS Programs Component 1 Organization Assessment Organization Outcomes (Governance and Organizational Effectiveness) HR/OD Workplace Development Objectives HR/OD Outputs, including enabling environment (Sustainability Attributes) Selection and Delivery of HR/OD modes Component 2 Immediate application of learning Component 3 Monitoring and Evaluation • Knowledge • Management E-Business/ Online Structures and Systems Facility Management

  6. Features of the new Facility • It recognisesthe need to not only enhance individual competencies but to help organisations make better use of existing capacities. It also means that greater effort will need to be applied to organisational assessments (i.e. looking beyond gap analyses to supporting analyses and strategies that seek to build on existing strengths and capacities).

  7. Features of the new Facility • PAHRODF emphasises working with organisations on a longer term basis and ensuring that Re-Entry Action Plans (REAPs) meet organisational capacity needs and fit within a program of change within participating organisations. The design also recognises that capacity development is often best understood from a ‘systems-thinking’ perspective involving reflection, feedback and emergent development of objectives.

  8. Systems thinking perspective

  9. Features of the new Facility • PAHRODF will also include a greater emphasis on better use of awards with senior managers. • It also recognises the desirability of other short-term mechanisms and opening up to training programs that are both shorter and longer than the 12 month awards in Australia, along with twinning arrangements and sandwich courses which will help to broaden participation.

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