Capacity Building

What happen when there is change in ?OrganizationPolicyPeopleTechnology

There emerges need to learn…..or…..consequences…

“Learning” and “Training”Is there difference …..

Need sTNAAnalysis of organization Analysis of jobAnalysis of Task

DesignThere are constraints ….Implementing…..Assess

The process where by individuals acquire ksa( behaviour) through LE

ReflectionStudyInstruction

Writing objectivesEvaluating entry behaviourLearning eventPerformance assessment

K Facts – Laws of Demand and SupplyProcedure – Purchase Procedure, Accounting

ProcedureConcepts – Consumption, Production, Cost, RevenueMeta cognition.

UAAS E

The best objectives are written so that they are clear-cut and easy to understand. The use of certain "action" words to describe the action or task to be observed or evaluated is vital in developing good objectives. The use of certain types of words should be avoided because their meanings are open to a wide range of interpretations.

Words To Avoid Using In an Objectiveto learnto respectto masterto really

appreciateto understandto knowto appreciate

Words To Use In an Objective to adjust to administer to align to analyze to ascertain To assemble to calculate to calibrate to Change to charge to check to clean to compare to complete to compute to connect to construct

to process to reassemble to recite to regulate to relate to remove to repair to repeat to replace to restore to select to service to set to show to signal to state to store to test

Clause 17 Of RTE.

Here is change in policy……Discipline ……without punishment…..

Its an area where we need to build capacity ….TNA suggests ….

New policy impacts….

For TNAOne suggested method is -Appreciative

InquiryIts different yet useful…Its supportive and challenging simultaneously

;Support and challenge are conflicting ideas.Support;-accept /affirm where they are

/appreciate what they have /build on it.Challenge :-thinking out of box/envisioning

better future/asking for better and different.

Have clear vision what you want- appreciate what you have-ignite and imagine what might be …….

Sustaining that vision …is challenge and training has a role to play…..

building on existing strengths…….needs continuous inquiry what works and what does not.. What works ..train more and more….

Four steps of appreciative inquiry;-Appreciating best of what is Exploring ideals of what might be Agreeing on what should be Innovating what can be

4 D cycle Discover DreamDialogueDeliver

AppreciationAnticipation Participation Innovation Translation

Beyond appreciative InquiryThere is SEARCH STRATEGY by Weibord

1987Organization learning Theory (Senge 1990)Action learning (Noel 1998) Transformational developmentFinding common ground 1992These are some approaches in