Your SlideShare is downloading. ×
0
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Introduction to PAHRODF
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Introduction to PAHRODF

1,156

Published on

A presentation on PAHRODF for Learning Service Providers (LSPs)

A presentation on PAHRODF for Learning Service Providers (LSPs)

Published in: Business, Education
1 Comment
0 Likes
Statistics
Notes
  • IM VERY MUCH THANKFUL TO PAHRODF AND TO MY PROVINCIAL GOVERNOR FOR BEING ONE OF THE ICSP SCHOLAR
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Be the first to like this

No Downloads
Views
Total Views
1,156
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
23
Comments
1
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.  
  • 2. What is PAHRODF? <ul><li>is 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). </li></ul><ul><li>The program of assistance in this new Facility, follows and builds on PAHRDF which ended on 30 September 2010 </li></ul>
  • 3. Goal <ul><li>to enhance the effectiveness of selected programs and reform agenda under the Australia-Philippines Development Assistance Strategy. </li></ul>
  • 4. PAHRODF’s Objectives <ul><li>To develop or strengthen HRD, HRM, planning, management, administration competencies and organisational capacities of targeted individuals, organisations and groups of organisations and support systems for service delivery </li></ul>
  • 5. PAHRODF’s Objectives <ul><li>to enable targeted individuals and organisations to make better use of HRD, HRM, planning, management, administration and support systems for service delivery competencies and organisational capacities </li></ul>
  • 6. PAHRODF’s Objectives <ul><li>to enable these individuals and organisations to 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 </li></ul>
  • 7. Components <ul><li>Strategic Planning </li></ul><ul><ul><li>Strategy paper and research agenda </li></ul></ul><ul><ul><li>Targeting criteria for KPOs/SPOs </li></ul></ul><ul><li>HR/OD Interventions </li></ul><ul><ul><li>Australia Awards </li></ul></ul><ul><ul><li>Short term training interventions </li></ul></ul><ul><ul><li>Twinning </li></ul></ul><ul><ul><li>Management of Learning Service Providers </li></ul></ul><ul><li>Research, Knowledge Synthesis, Management and Diffusion </li></ul>
  • 8. Components
  • 9. Development Assistance Strategy Reforms (Sectoral Performance Indicators) Organization Outcomes (Governance and Organizational Effectiveness) HR/OD Outputs, including enabling environment (Sustainability Attributes) Capacity Requirements of DAS Programs Organization Assessment HR/OD Workplace Development Objectives Selection and Delivery of HR/OD modes Immediate application of learning Theory of Change HR/OD Process E-Business/ Online Structures and Systems Millennium Development Goals Medium Term Philippine Development Plan Monitoring and Evaluation <ul><ul><li>Knowledge </li></ul></ul><ul><ul><li>Management </li></ul></ul>Facility Management Component 1 Component 2 Component 3
  • 10. Features of the new Facility (based on lessons learned) <ul><li>PAHRODF design is based on a shift in orientation from a primary focus on individual capacities to a more explicit emphasis on organisational (and to a more limited extent) systems capacities as they relate to organisational outcomes </li></ul>
  • 11. Features of the new Facility <ul><li>PAHRODF situates development of individual competencies in the context of broader organisational development strategies. It also signals the need for investments to be based on a sound understanding of the drivers of organisational change, the need for a reasonable degree of flexibility given the complex nature of organisational change and the need to remain open to emerging requirements and opportunities. </li></ul>
  • 12. Features of the new Facility <ul><li>The link between Facility activities and the DAS – support provided by the Facility will be clearly linked to change agendas agreed to under the DAS. The design directly links the goal of the Facility to that of the other AusAID programs putting it in a support role in relation to those programs. </li></ul>
  • 13. Features of the new Facility <ul><li>The Facility will have primary focus on strengthening capacity of institutions in HR/OD related areas (e.g. HRD, HRM, organisational change) and only a secondary focus on strengthening technical competencies (e.g. related to service delivery in areas such as basic education, economic growth, infrastructure). </li></ul>
  • 14. Features of the new Facility <ul><li>The PAHRODF design includes a separate component on knowledge synthesis and dissemination as one of the core functions of the Facility. This reflects the importance of research, analysis and reflection to good practice, sustainability, achieving multiplier effects and positions PAHRODF to contribute in a more pro-active manner to policy dialogue processes on HR/OD issues </li></ul>
  • 15. Features of the new Facility <ul><li>PAHRODF recognises the importance of supporting institutionalisation of HRD functions in participating organisations as a way of driving organisational change. </li></ul>
  • 16. Features of the new Facility <ul><li>It recognises the 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). </li></ul>
  • 17. Features of the new Facility <ul><li>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’ perspective5 involving reflection, feedback and emergent development of objectives. </li></ul>
  • 18. Features of the new Facility <ul><li>PAHRODF will also include a greater emphasis on better use of awards with senior managers. </li></ul><ul><li>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. </li></ul>
  • 19. Features of the new Facility <ul><li>PAHRODF will introduce new measures to make the alumni association attractive to scholars and to create incentives for individuals and organisations to partner with PAHRODF to contribute to multiplier effects and to strengthen knowledge networks. </li></ul>

×