- The document discusses the efficacy of self-help groups (SHGs) formed by Mary Joy Development Association in Ethiopia.
- It analyzes the services provided, modus operandi, and costs/benefits of the SHG model used by the association over three years from 2012-2014.
- Key findings show that the SHG model resulted in a total net benefit of over 13 million ETB, equivalent to a net benefit of 3,244 ETB per SHG member on average.
This document provides demographic information from a survey of 1,013 career service professionals conducted in late 2011. It includes details on:
- Respondent demographics like location, gender, age, education level and area of study
- Career path details such as entry point into the field, years of experience, job function and employer
- Training and professional development priorities and budgets
- Research activities, topics of interest and dissemination methods
The survey gathered extensive information to develop a profile of career service professionals and gain insights into their training, research and service evaluation activities.
This document discusses the fragmentation of the modern workforce. It begins by outlining Charles Handy's "shamrock" organizational model and how the workforce has evolved beyond traditional full-time employment. It then examines trends like the rise of contingent workers, freelancers, online platforms, and flexible working arrangements. The implications of this fragmented workforce are discussed, such as the need for new policies and the opportunities it presents for intermediaries and the recruitment industry.
CERIC is examining the actual and anticipated impact of COVID-19 on career services across Canada as we move into a recovery period. This survey is intended to gather vital intelligence around shifting conditions and provide a snapshot of the emergent state of the career development field in Canada and, importantly, how career services are being reimagined.
Naomi Alboim - Planning for the Future: Immigration and Labour Market TrendsMaytree
Immigration policy in Canada is complex and is driven by both federal and provincial interests. Naomi Alboim, a leading expert in the field, will shed light on current trends in Canadian immigration, share insights on foreign qualification recognition, and suggest potential new directions for mentoring.
In presentation made at the annual ALLIES conference, immigrant integration expert, Naomi Alboim describes the shifting trends in immigration and labour markets and the implication of these shifts for employers, service providers, and policy makers.
The survey found that most organizations have HR responsible for implementing diversity initiatives, with HR and senior leadership also leading these efforts. Few organizations use internal diversity groups, though larger organizations are more likely to. While the percentage of organizations with dedicated diversity staff increased slightly over time, it remains low overall. Most organizations have policies addressing sexual orientation discrimination but fewer address gender identity. Larger organizations are more likely than smaller ones to have diversity programs like staff, training budgets, and trainings.
This document summarizes the findings of an audit conducted by the Canadian Immigrant Integration Program (CIITE) on employment services provided to skilled immigrants by Ontario colleges. The audit found that while colleges collaborate with community organizations, partnerships could be strengthened. It also found that skilled immigrants desire active employment support but often receive services misaligned with their qualifications. The audit resulted in 27 recommendations to improve employment services, such as ensuring programs provide meaningful career support and developing cultural competence training.
This document provides demographic information from a survey of 1,013 career service professionals conducted in late 2011. It includes details on:
- Respondent demographics like location, gender, age, education level and area of study
- Career path details such as entry point into the field, years of experience, job function and employer
- Training and professional development priorities and budgets
- Research activities, topics of interest and dissemination methods
The survey gathered extensive information to develop a profile of career service professionals and gain insights into their training, research and service evaluation activities.
This document discusses the fragmentation of the modern workforce. It begins by outlining Charles Handy's "shamrock" organizational model and how the workforce has evolved beyond traditional full-time employment. It then examines trends like the rise of contingent workers, freelancers, online platforms, and flexible working arrangements. The implications of this fragmented workforce are discussed, such as the need for new policies and the opportunities it presents for intermediaries and the recruitment industry.
CERIC is examining the actual and anticipated impact of COVID-19 on career services across Canada as we move into a recovery period. This survey is intended to gather vital intelligence around shifting conditions and provide a snapshot of the emergent state of the career development field in Canada and, importantly, how career services are being reimagined.
Naomi Alboim - Planning for the Future: Immigration and Labour Market TrendsMaytree
Immigration policy in Canada is complex and is driven by both federal and provincial interests. Naomi Alboim, a leading expert in the field, will shed light on current trends in Canadian immigration, share insights on foreign qualification recognition, and suggest potential new directions for mentoring.
In presentation made at the annual ALLIES conference, immigrant integration expert, Naomi Alboim describes the shifting trends in immigration and labour markets and the implication of these shifts for employers, service providers, and policy makers.
The survey found that most organizations have HR responsible for implementing diversity initiatives, with HR and senior leadership also leading these efforts. Few organizations use internal diversity groups, though larger organizations are more likely to. While the percentage of organizations with dedicated diversity staff increased slightly over time, it remains low overall. Most organizations have policies addressing sexual orientation discrimination but fewer address gender identity. Larger organizations are more likely than smaller ones to have diversity programs like staff, training budgets, and trainings.
This document summarizes the findings of an audit conducted by the Canadian Immigrant Integration Program (CIITE) on employment services provided to skilled immigrants by Ontario colleges. The audit found that while colleges collaborate with community organizations, partnerships could be strengthened. It also found that skilled immigrants desire active employment support but often receive services misaligned with their qualifications. The audit resulted in 27 recommendations to improve employment services, such as ensuring programs provide meaningful career support and developing cultural competence training.
The document discusses the accelerating pace of technology adoption and how automation will impact jobs. It notes that young workers and those with only high school diplomas will be most affected. However, new jobs will also be created. The majority of new jobs in Europe in recent years came from companies less than 5 years old. Fast growing companies led by women are also creating many new jobs. However, many university graduates still lack skills needed by employers. Internships are seen as more important than grades alone. The document proposes partnerships between educators and employers to provide students with meaningful work experiences through programs that connect schools with local businesses.
This document provides an overview and analysis of Reputation Institute's 2013 Country RepTrak study. Some key findings include:
- Canada, Sweden, and Switzerland had the best reputations among the 50 countries studied. Greece, Pakistan, and Nigeria had the worst reputations.
- A country's reputation is based on perceptions of its advanced economy, appealing environment, and effective government. Countries with strong reputations balanced across these dimensions.
- Countries with better reputations saw greater levels of support in areas like tourism, foreign investment, and trade. Reputation impacts a country's ability to attract talent and do business internationally.
Diversity in the boardroom domestic and international perspectivesKevin Carter
This document summarizes a webcast on diversity in corporate boardrooms from domestic and international perspectives. It discusses quotas for gender diversity on boards in various countries. Key findings include the percentage of women on boards ranging from 3.4-34.3% across countries. It also reviews a study finding 18% of US board positions and 8% of top executive positions held by women, with lower percentages for minorities. The document outlines SEC disclosure requirements on board diversity policies and considerations for companies on overseeing diversity.
1. Districts face challenges accurately reporting per-pupil spending at the school level due to centrally reported costs and shared services. They will need to assess accounting practices and potentially reallocate some central costs.
2. Variation in per-pupil spending across schools is often driven by factors like student need, school programs, and size rather than inequity. Districts must analyze drivers of differences to understand resource allocation.
3. Financial reporting alone does not capture issues like teacher quality that influence equity. Districts should consider broader metrics and strategies to address non-funding factors affecting student outcomes.
This document summarizes the findings of a survey by the Society for Human Resource Management (SHRM) on recruiting and skills gaps in California. Some of the key findings include:
- About half of California organizations reported difficulty recruiting for full-time positions in the past year, most commonly due to candidates lacking technical skills, work experience, or competition from other employers.
- The most difficult positions to fill were scientists, engineers, managers, IT specialists, and medical professionals. California organizations found it more difficult to recruit educators than the rest of the U.S.
- Common skills gaps among candidates were in writing, computer skills, English language proficiency, critical thinking, and professionalism/work ethic.
The document discusses a live projects plan for the Warwick PPE Society. It identifies 4 key areas of focus: competitors, membership, activities/services, and marketing/communication. For each area, it outlines objectives, proposed activities, and deliverables. It then provides a proposed GANTT chart and requests sign off from PPE executives. The document also includes an analysis of competitors, proposed questionnaire for members, suggestions for new events and promotions, and ideas for rebranding and improving marketing materials.
This document provides an overview and analysis of Back on My Feet (BoMF), a nonprofit organization that helps homeless individuals gain employment and housing through a running program. It discusses BoMF's model and impact, identifying that while over 70% of members improve their self-efficacy, most secure only entry-level jobs paying around $11/hour. To help members achieve self-sufficiency, the document recommends BoMF partner with training programs in fast-growing industries like healthcare, leisure/hospitality, and middle-skills jobs projected to increase. The student group analyzed each BoMF chapter city to identify partnership opportunities in these industries for skills development and higher-paying career opportunities.
1) The IEG has found mixed evidence on what youth employment programs work based on its review of evaluations. While some interventions like formal TVET and wage subsidies show promise, evidence is limited, especially in low-income countries.
2) In its evaluation of the World Bank Group's support for youth employment, the IEG found that the Bank's approach has been supply-focused and evidence of impact is scant. Comprehensive approaches targeting demand-side and rural areas are needed.
3) Key lessons are that a multi-sectoral, comprehensive approach is more effective than isolated interventions, and better diagnostics are required to inform strategic, evidence-based youth employment programs especially for low-income youth in
The document is the 2014 annual report of CEFoRD (Center for Empowering Children and Youth Rights Development). It summarizes CEFoRD's activities in 2014, including implementing 4 projects focused on governance, youth participation, and children's rights. It provides an overview of CEFoRD's organizational focus on issues like governance, child protection, and gender-based violence. The report also describes CEFoRD's efforts to strengthen its organizational capacity through trainings and hiring consultants. Overall, it outlines CEFoRD's programming and achievements in 2014.
Golden Bridges Strategic Planning March 2009guest0e741e
The document discusses the strategic planning and agenda for a social organization in China. It outlines phases for internal development, benchmarking pilot ideas, launching events, and spreading solutions to other NGOs. It proposes developing a membership platform to provide access to socially meaningful events and opportunities to support NGOs, gain visibility, and build legitimacy. Metrics, pilot events, marketing strategy, and pricing considerations for corporate and individual memberships are discussed.
This document summarizes challenges and solutions for measuring outcomes of youth workforce development projects. It discusses indicator frameworks for measuring outputs and outcomes of activities like training, mentoring, loans and employment. Case studies from Partner Microcredit Foundation and Education Development Center highlight challenges in tracking employment, businesses and impact over time. Small group discussions focused on selecting appropriate indicators and evaluating two specific projects. The document emphasizes the importance of measuring outcomes beyond just employment.
Entrepreneurship programs in developing countries often have mixed results. A meta-analysis of 37 impact evaluations of such programs was conducted to identify what types of interventions are most effective. The analysis found that comprehensive programs combining training and financing had larger positive impacts on labor market outcomes and income. Training programs were more effective at improving business skills, while financing programs improved business performance. Younger populations and those in lower-income countries benefited the most. Vocational training and programs delivered by NGOs also tended to have larger effects. Improving final outcomes like earnings takes more time compared to intermediate outcomes like skills and knowledge.
The document discusses monitoring and evaluation (M&E) of a regional integration and social inclusion program. It outlines the goals of assessing the program's impact, particularly on regional integration and social inclusion. Participants discuss defining these concepts and sharing ideas for evaluating the program's value added and improving M&E in the future.
Over the course of 2017-2019, the Ye! Community undertook a series of activities in partnership with Mastercard
Foundation. This impact report details the project activities and its outcomes.
CERIC 2015 Survey of Career Service Professionals, Government SectorCERIC
The 2015 CERIC Survey of Career Service Professionals – recently completed by more than 1,000 professionals in the field across Canada – provides a demographic snapshot (education, experience, salary) as well as examining professional development needs and research trends. The online survey took place October 19-November 20, 2015.
Survey results help CERIC, and the field at large, to better understand the interests and challenges of Canada’s career service community, including:
- How career professionals are enhancing their career competency and mobility
- What the issue are keeping career professionals up at night
- How the public perception of the value of career development is evolving
This document presents a draft working aid on common outcome indicators (COI) in vocational skills development (VSD) projects for the Swiss Agency for Development and Cooperation (SDC). It describes the development process, which included participation from SDC and partner organizations. The working aid includes COI definitions, operationalization, and tools for four domains: gainful employment, systemic change, training relevance, and outreach/scale. The document recommends using the working aid to strengthen results monitoring and reporting while allowing flexibility, and plans to finalize it by the end of 2013.
SYL - Sderot Young Leaders is an organization who tries to Catalize Community Change in Sderot, Israel.
Watch this presentation and help us (to) help you (to) help others :)
Presentation: Human Development Challenges in Southern Africa – What is the B...HFG Project
USAID’s Health Finance and Governance (HFG) project and Abt Associates hosted a briefing on Wednesday, April 26th, featuring the World Bank’s Paolo Belli, Program Leader for Human Development in the Southern Africa Country Management Unit. Dr. Belli presented on the main challenges in human development in the Southern Africa subregion, specifically: poverty, inequality, youth unemployment, and education and health service delivery challenges. He also presented on the World Bank’s strategic directions in the subregion and some of the Bank’s landmark engagements in the human development sectors (health, education, social protection, and unemployment).
Human Development Challenges in Southern Africa – What is the Bank doing?HFG Project
USAID’s Health Finance and Governance (HFG) project and Abt Associates webinar hosted featuring the World Bank’s Paolo Belli, Program Leader for Human Development in the Southern Africa Country Management Unit.
Dr. Belli presents on the main challenges in human development in the Southern Africa subregion, specifically: poverty, inequality, youth unemployment, and education and health service delivery challenges. He also presents on the World Bank’s strategic directions in the subregion and some of the Bank’s landmark engagements in the human development sectors (health, education, social protection, and unemployment).
Monitoring and Evaluation Proposal for the Jordanian Ministry of Social Devel...Janae Bushman
This document proposes training NGOs in Jordan in monitoring and evaluation to build their management capacity. It would help NGOs produce results-based data for funding proposals, become more effective service providers, and increase transparency. The training would have 3 phases: building support for data collection, providing skills training, and using data for accountability and expanding programs. The goal is to strengthen NGOs as partners for sustainable development and poverty reduction in Jordan.
The document discusses the accelerating pace of technology adoption and how automation will impact jobs. It notes that young workers and those with only high school diplomas will be most affected. However, new jobs will also be created. The majority of new jobs in Europe in recent years came from companies less than 5 years old. Fast growing companies led by women are also creating many new jobs. However, many university graduates still lack skills needed by employers. Internships are seen as more important than grades alone. The document proposes partnerships between educators and employers to provide students with meaningful work experiences through programs that connect schools with local businesses.
This document provides an overview and analysis of Reputation Institute's 2013 Country RepTrak study. Some key findings include:
- Canada, Sweden, and Switzerland had the best reputations among the 50 countries studied. Greece, Pakistan, and Nigeria had the worst reputations.
- A country's reputation is based on perceptions of its advanced economy, appealing environment, and effective government. Countries with strong reputations balanced across these dimensions.
- Countries with better reputations saw greater levels of support in areas like tourism, foreign investment, and trade. Reputation impacts a country's ability to attract talent and do business internationally.
Diversity in the boardroom domestic and international perspectivesKevin Carter
This document summarizes a webcast on diversity in corporate boardrooms from domestic and international perspectives. It discusses quotas for gender diversity on boards in various countries. Key findings include the percentage of women on boards ranging from 3.4-34.3% across countries. It also reviews a study finding 18% of US board positions and 8% of top executive positions held by women, with lower percentages for minorities. The document outlines SEC disclosure requirements on board diversity policies and considerations for companies on overseeing diversity.
1. Districts face challenges accurately reporting per-pupil spending at the school level due to centrally reported costs and shared services. They will need to assess accounting practices and potentially reallocate some central costs.
2. Variation in per-pupil spending across schools is often driven by factors like student need, school programs, and size rather than inequity. Districts must analyze drivers of differences to understand resource allocation.
3. Financial reporting alone does not capture issues like teacher quality that influence equity. Districts should consider broader metrics and strategies to address non-funding factors affecting student outcomes.
This document summarizes the findings of a survey by the Society for Human Resource Management (SHRM) on recruiting and skills gaps in California. Some of the key findings include:
- About half of California organizations reported difficulty recruiting for full-time positions in the past year, most commonly due to candidates lacking technical skills, work experience, or competition from other employers.
- The most difficult positions to fill were scientists, engineers, managers, IT specialists, and medical professionals. California organizations found it more difficult to recruit educators than the rest of the U.S.
- Common skills gaps among candidates were in writing, computer skills, English language proficiency, critical thinking, and professionalism/work ethic.
The document discusses a live projects plan for the Warwick PPE Society. It identifies 4 key areas of focus: competitors, membership, activities/services, and marketing/communication. For each area, it outlines objectives, proposed activities, and deliverables. It then provides a proposed GANTT chart and requests sign off from PPE executives. The document also includes an analysis of competitors, proposed questionnaire for members, suggestions for new events and promotions, and ideas for rebranding and improving marketing materials.
This document provides an overview and analysis of Back on My Feet (BoMF), a nonprofit organization that helps homeless individuals gain employment and housing through a running program. It discusses BoMF's model and impact, identifying that while over 70% of members improve their self-efficacy, most secure only entry-level jobs paying around $11/hour. To help members achieve self-sufficiency, the document recommends BoMF partner with training programs in fast-growing industries like healthcare, leisure/hospitality, and middle-skills jobs projected to increase. The student group analyzed each BoMF chapter city to identify partnership opportunities in these industries for skills development and higher-paying career opportunities.
1) The IEG has found mixed evidence on what youth employment programs work based on its review of evaluations. While some interventions like formal TVET and wage subsidies show promise, evidence is limited, especially in low-income countries.
2) In its evaluation of the World Bank Group's support for youth employment, the IEG found that the Bank's approach has been supply-focused and evidence of impact is scant. Comprehensive approaches targeting demand-side and rural areas are needed.
3) Key lessons are that a multi-sectoral, comprehensive approach is more effective than isolated interventions, and better diagnostics are required to inform strategic, evidence-based youth employment programs especially for low-income youth in
The document is the 2014 annual report of CEFoRD (Center for Empowering Children and Youth Rights Development). It summarizes CEFoRD's activities in 2014, including implementing 4 projects focused on governance, youth participation, and children's rights. It provides an overview of CEFoRD's organizational focus on issues like governance, child protection, and gender-based violence. The report also describes CEFoRD's efforts to strengthen its organizational capacity through trainings and hiring consultants. Overall, it outlines CEFoRD's programming and achievements in 2014.
Golden Bridges Strategic Planning March 2009guest0e741e
The document discusses the strategic planning and agenda for a social organization in China. It outlines phases for internal development, benchmarking pilot ideas, launching events, and spreading solutions to other NGOs. It proposes developing a membership platform to provide access to socially meaningful events and opportunities to support NGOs, gain visibility, and build legitimacy. Metrics, pilot events, marketing strategy, and pricing considerations for corporate and individual memberships are discussed.
This document summarizes challenges and solutions for measuring outcomes of youth workforce development projects. It discusses indicator frameworks for measuring outputs and outcomes of activities like training, mentoring, loans and employment. Case studies from Partner Microcredit Foundation and Education Development Center highlight challenges in tracking employment, businesses and impact over time. Small group discussions focused on selecting appropriate indicators and evaluating two specific projects. The document emphasizes the importance of measuring outcomes beyond just employment.
Entrepreneurship programs in developing countries often have mixed results. A meta-analysis of 37 impact evaluations of such programs was conducted to identify what types of interventions are most effective. The analysis found that comprehensive programs combining training and financing had larger positive impacts on labor market outcomes and income. Training programs were more effective at improving business skills, while financing programs improved business performance. Younger populations and those in lower-income countries benefited the most. Vocational training and programs delivered by NGOs also tended to have larger effects. Improving final outcomes like earnings takes more time compared to intermediate outcomes like skills and knowledge.
The document discusses monitoring and evaluation (M&E) of a regional integration and social inclusion program. It outlines the goals of assessing the program's impact, particularly on regional integration and social inclusion. Participants discuss defining these concepts and sharing ideas for evaluating the program's value added and improving M&E in the future.
Over the course of 2017-2019, the Ye! Community undertook a series of activities in partnership with Mastercard
Foundation. This impact report details the project activities and its outcomes.
CERIC 2015 Survey of Career Service Professionals, Government SectorCERIC
The 2015 CERIC Survey of Career Service Professionals – recently completed by more than 1,000 professionals in the field across Canada – provides a demographic snapshot (education, experience, salary) as well as examining professional development needs and research trends. The online survey took place October 19-November 20, 2015.
Survey results help CERIC, and the field at large, to better understand the interests and challenges of Canada’s career service community, including:
- How career professionals are enhancing their career competency and mobility
- What the issue are keeping career professionals up at night
- How the public perception of the value of career development is evolving
This document presents a draft working aid on common outcome indicators (COI) in vocational skills development (VSD) projects for the Swiss Agency for Development and Cooperation (SDC). It describes the development process, which included participation from SDC and partner organizations. The working aid includes COI definitions, operationalization, and tools for four domains: gainful employment, systemic change, training relevance, and outreach/scale. The document recommends using the working aid to strengthen results monitoring and reporting while allowing flexibility, and plans to finalize it by the end of 2013.
SYL - Sderot Young Leaders is an organization who tries to Catalize Community Change in Sderot, Israel.
Watch this presentation and help us (to) help you (to) help others :)
Presentation: Human Development Challenges in Southern Africa – What is the B...HFG Project
USAID’s Health Finance and Governance (HFG) project and Abt Associates hosted a briefing on Wednesday, April 26th, featuring the World Bank’s Paolo Belli, Program Leader for Human Development in the Southern Africa Country Management Unit. Dr. Belli presented on the main challenges in human development in the Southern Africa subregion, specifically: poverty, inequality, youth unemployment, and education and health service delivery challenges. He also presented on the World Bank’s strategic directions in the subregion and some of the Bank’s landmark engagements in the human development sectors (health, education, social protection, and unemployment).
Human Development Challenges in Southern Africa – What is the Bank doing?HFG Project
USAID’s Health Finance and Governance (HFG) project and Abt Associates webinar hosted featuring the World Bank’s Paolo Belli, Program Leader for Human Development in the Southern Africa Country Management Unit.
Dr. Belli presents on the main challenges in human development in the Southern Africa subregion, specifically: poverty, inequality, youth unemployment, and education and health service delivery challenges. He also presents on the World Bank’s strategic directions in the subregion and some of the Bank’s landmark engagements in the human development sectors (health, education, social protection, and unemployment).
Monitoring and Evaluation Proposal for the Jordanian Ministry of Social Devel...Janae Bushman
This document proposes training NGOs in Jordan in monitoring and evaluation to build their management capacity. It would help NGOs produce results-based data for funding proposals, become more effective service providers, and increase transparency. The training would have 3 phases: building support for data collection, providing skills training, and using data for accountability and expanding programs. The goal is to strengthen NGOs as partners for sustainable development and poverty reduction in Jordan.
CERIC 2015 Survey of Career Service Professionals, Private SectorCERIC
The 2015 CERIC Survey of Career Service Professionals – recently completed by more than 1,000 professionals in the field across Canada – provides a demographic snapshot (education, experience, salary) as well as examining professional development needs and research trends. The online survey took place October 19-November 20, 2015.
Survey results help CERIC, and the field at large, to better understand the interests and challenges of Canada’s career service community, including:
- How career professionals are enhancing their career competency and mobility
- What the issue are keeping career professionals up at night
- How the public perception of the value of career development is evolving
2014.02.21 grw youth economic empowerment. gender. lobby Plan Youth NL
This document summarizes the agenda for Meeting 2 of Girls Rights Watch 2014 on economic empowerment. The agenda includes:
- Discussing key takeaways from the previous meeting
- Reporting any relevant events that occurred in the interim
- A Skype conversation with youth in Indonesia
- A presentation on youth economic empowerment and gender issues
- A break
- A presentation on Plan International's corporate lobbying efforts
- An outlook on upcoming events
It provides details on the scheduled presentations and discussions.
The document discusses a training for CEOs and leaders on empowering women and promoting gender equality. It provides biographies of the two trainers, Ester Eomois and Leena Kivisild. The training will cover analyzing women's representation in leadership, learning from best practices in Europe, and empowering CEOs to implement gender equality policies and programs. Attendees will develop personal action plans to promote gender equality in their own organizations. An example is provided of initiatives by Saint-Gobain, a global construction company, to increase gender diversity through their diversity action plan and strategic priorities.
This document provides guidance on promoting and operationalizing self-help groups (SHGs) in Madhya Pradesh, India. It discusses the key components of the SHG model including group formation processes, maintenance systems, monitoring, and indicators of group health. The document outlines stages of group formation, roles and functions of SHGs, and processes for meetings, savings, and lending. It emphasizes building the capacity of community resource persons and SHG members through training.
CERIC 2015 Survey of Career Service Professionals, Secondary Education SectorCERIC
The 2015 CERIC Survey of Career Service Professionals – recently completed by more than 1,000 professionals in the field across Canada – provides a demographic snapshot (education, experience, salary) as well as examining professional development needs and research trends. The online survey took place October 19-November 20, 2015.
Survey results help CERIC, and the field at large, to better understand the interests and challenges of Canada’s career service community, including:
- How career professionals are enhancing their career competency and mobility
- What the issue are keeping career professionals up at night
- How the public perception of the value of career development is evolving
The survey aimed to evaluate stakeholder satisfaction with the Youth Employment Network's (YEN) services and identify areas for improvement. 55% of survey recipients responded. Respondents were generally positive, though suggested improving definitions of services, support for lead countries, and youth participation. Highest response rates came from NGOs in Sub-Saharan Africa involved with YEN's Youth-to-Youth Fund, indicating this is an important stakeholder group that relies on YEN's financial and technical support. The survey results will help YEN enhance effectiveness and better serve stakeholders.
Similar to Efficacy of SHG Model Of Mary Joy Development Association in SNNPRS, Ethiopia (20)
The document summarizes the major findings of a participatory action research study conducted in November 2015 with 72 street children and youth in Hawassa, Ethiopia. The research explored the participants' views on street life, community, and social services. Key findings included that most participants desired to leave street life but faced stigma from communities. Participants preferred rehabilitation services from the Drop-In and Rehabilitation Center but identified challenges like lack of information. The report concludes more support is needed for street children from communities and expanding successful programs. It recommends improving awareness of challenges faced by street children and expanding services and reintegration opportunities.
Informal cooperatives play an important role in sustainable livelihood development in Ethiopia. The document analyzes a case study of self-help groups (SHGs) established by an NGO in 12 towns to promote sustainable development. Over 260 SHGs were formed with over 6,700 members. The groups save regularly and provide loans to members, who have started small businesses. To date, the groups have over $5.8 million in capital. The intervention has improved members' self-esteem, social networks, and economic opportunities through business loans. Continued support for informal cooperatives is recommended to further promote livelihood development in local communities.
The document summarizes existing tender practices in Ethiopia. It discusses the different types of tenders used - open tendering, two-stage tendering, and restricted tendering. For each type, it outlines the key steps that must be followed in the tendering process according to Ethiopia's procurement manual, including preparing bidding documents, evaluating bids, and selecting suppliers. The purpose of having standardized tender practices is to simplify the process for procuring entities and bidders, and help ensure public funds are used appropriately.
- Che Guevara was an Argentine revolutionary who helped overturn capitalism in Latin America and spread revolution abroad. He was motivated by his experiences witnessing poverty in South America to pursue Marxist ideals through armed struggle.
- As a leader, he displayed traits like emotional stability, dominance, conscientiousness, and self-assurance. He was also highly energetic, socially bold, and charismatic.
- Guevara failed to meet his objectives to spread revolution to Congo, Bolivia, and Mozambique, demonstrating the limitations of applying his leadership style outside of socialist countries and conditions ripe for revolution.
The document discusses management by exception in cooperatives. It explains that management by exception involves managers only intervening when actual results differ from planned results, allowing them to focus on more important strategic issues. In cooperatives, day-to-day management is delegated to hired managers while boards of directors and members evaluate performance and intervene when needed. Management by exception is well-suited for cooperatives as it allows owners to focus on expansion rather than routine tasks, delegating daily operations but monitoring for deviations from plans.
This document summarizes a seminar paper on self-help groups and informal cooperatives. It defines self-help groups as voluntary, unregistered groups of 10-20 people that come together to save money and provide mutual aid. The paper reviews the history and concepts behind self-help groups, including their origins in microfinance programs in Bangladesh and India. It describes the typical structure of self-help groups and their functions, including savings, loans, record keeping, and capacity building. The paper concludes that self-help groups are an informal type of cooperative that allows members to voluntarily form and manage institutions to serve their needs.
The Antyodaya Saral Haryana Portal is a pioneering initiative by the Government of Haryana aimed at providing citizens with seamless access to a wide range of government services
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Indira awas yojana housing scheme renamed as PMAYnarinav14
Indira Awas Yojana (IAY) played a significant role in addressing rural housing needs in India. It emerged as a comprehensive program for affordable housing solutions in rural areas, predating the government’s broader focus on mass housing initiatives.
This report explores the significance of border towns and spaces for strengthening responses to young people on the move. In particular it explores the linkages of young people to local service centres with the aim of further developing service, protection, and support strategies for migrant children in border areas across the region. The report is based on a small-scale fieldwork study in the border towns of Chipata and Katete in Zambia conducted in July 2023. Border towns and spaces provide a rich source of information about issues related to the informal or irregular movement of young people across borders, including smuggling and trafficking. They can help build a picture of the nature and scope of the type of movement young migrants undertake and also the forms of protection available to them. Border towns and spaces also provide a lens through which we can better understand the vulnerabilities of young people on the move and, critically, the strategies they use to navigate challenges and access support.
The findings in this report highlight some of the key factors shaping the experiences and vulnerabilities of young people on the move – particularly their proximity to border spaces and how this affects the risks that they face. The report describes strategies that young people on the move employ to remain below the radar of visibility to state and non-state actors due to fear of arrest, detention, and deportation while also trying to keep themselves safe and access support in border towns. These strategies of (in)visibility provide a way to protect themselves yet at the same time also heighten some of the risks young people face as their vulnerabilities are not always recognised by those who could offer support.
In this report we show that the realities and challenges of life and migration in this region and in Zambia need to be better understood for support to be strengthened and tuned to meet the specific needs of young people on the move. This includes understanding the role of state and non-state stakeholders, the impact of laws and policies and, critically, the experiences of the young people themselves. We provide recommendations for immediate action, recommendations for programming to support young people on the move in the two towns that would reduce risk for young people in this area, and recommendations for longer term policy advocacy.
Bharat Mata - History of Indian culture.pdfBharat Mata
Bharat Mata Channel is an initiative towards keeping the culture of this country alive. Our effort is to spread the knowledge of Indian history, culture, religion and Vedas to the masses.
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
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2024: The FAR - Federal Acquisition Regulations, Part 40
Efficacy of SHG Model Of Mary Joy Development Association in SNNPRS, Ethiopia
1. Company
LOGO
Ihr Logo
EFFICACY OF SHG MODEL OF MARY JOY
DEVELOPMENT ASSOCIATION IN SNNPRS,
ETHIOPIA
The Department of Cooperative,
College of Business and Economics,
School of Graduate Studies
Hawassa University
Hawassa, Ethiopia
Thursday, June 18, 2015
Presented by:
Eyob Muhdin Ahmed
Coopw /027/05
2. Your Logo
Despite positive long-run growth and development ever revealed, Ethiopia
has been faced by different socio-economic problems since decades ago until
now;
United Nations Development programme (2014), like other African country,
poverty is still the major problem in Ethiopia though it continues to decline;
And still 29.6% of the population in 2011 lived below absolute poverty line
(World Bank, 2014);
NGOs have been utilizing SHG model as a means of alleviating poverty and
promoting sustainable of socio-economic development of marginalized
community groups in Ethiopia.
It is hoped that the result or findings from this study will contribute to ...
Presented by: Eyob Muhdin, Coopw/027/05
Introduction
3. Your Logo
SHG model addresses and recognizes the potential of the poor sectors of the population
(Kindernothilfe, 2008);
SHG lead poor population sector to develop strengths and skills they are often not aware of or
which they have been unable to develop themselves;
SHG Model is an extremely efficient one, as the ratio of target group reached to cost is lower than
that of a lot of other forms of livelihood development strategies (Ibid);
NGOs have been involved in socio-economic development program using SHG model as an
approach and have been playing a pivotal role in poverty alleviation movement in Ethiopia;
However, the contribution of most NGOs involved with poverty alleviation and socio-economic
development program in Ethiopia using the model has not been measured in detail yet;
Hence, there is a lack of comprehensive information or data on the overall performance of SHG
model so far utilized by NGO in Ethiopia; So dose for Mary Joy Development Association;
Thus, as an effort for filling up the above mentioned gaps, this research has been conducted to
assess the efficacy of SHG Model used by Mary Joy Development Association on socio-economic
development of targeted community.
Presented by: Eyob Muhdin, Coopw/027/05
Statement of the Problem
4. Your Logo
Presented by: Eyob Muhdin, Coopw/027/05
Objectives of the Study
ObJ2:To analyze the modus operandi and its
applicability of Mary Joy Development Association
for SHGs in the study area
ObJ4:To assess the contribution of
SHGs formed by Mary Joy
Development Association towards
the community in the study area
ObJ3:To examine the
efficiency of SHGs formed
by Mary Joy Development
Association on socio-
economic development of its
members
ObJ1:To assess
the services
provided by
Mary Joy
Development
Association to
the SHGs and
members in the
study area
To assess the efficacy of
SHGs formed by Mary Joy
Development Association
on socio-economic
development of the
members and non-members
in two zones of SNNPRS
named Sidama and Gedeo
Zone.
ObJ5:To identify the factors
influencing the effectiveness of
SHGs more in the study area
5. Your Logo
Study Areas
Source: SNNPRS, Bureau of Finance and Economic Development, 2014
Presented by: Eyob Muhdin, Coopw/027/05
Methodology
6. Your Logo
Sampling Techniques
A multistage random sampling technique was used
Presented by: Eyob Muhdin, Coopw/027/05
Representative SHGs
members Selected Random Sampling
Then
Sample SHGs members drawn proportion
to their stratum size
Purposive
Sampling
Then
32 SHGs selected Stratified Sampling
Study areas: SNNPRS; Sidama and Gedeo Zone
7 towns selected Purposive Sampling
Methodology
The study has also considered
non-members
96 non-SHGs members have been
selected purposively
3:1 non-SHG members to SHG
ratio was used while selecting the
non-SHGs member.
7. Your Logo
Distribution of Sample SHGs Members and Non-SHGs Members by Geographic Location
Presented by: Eyob Muhdin, Coopw/027/05
No Sample Study Areas
Number
of
SHGs
Number of
SHG
Members
(N=Population)
Number of
sample
SHG
members (n)
Number of
Sample
non-SHG
members
1 Hawassa town 6 100 41 18
2 Aletawondo town 3 51 21 9
3 Yirgalem town 4 51 21 12
4 Leku town 3 56 23 9
5 Dilla town 11 117 48 33
6 Bule town 2 56 23 6
7 Wonago town 3 5 2 9
6 Total [SHGs members and
non-SHGs members] 32 436 179 96
Source: Mary Joy Development Association, 2014
Methodology
8. Your Logo
Sample Size:
N=436
n=179
The following formula was used :
Where,
n = size of the sample (number of members surveyed)
N = number of members in SHG established before three years ago (436)
e = Acceptable error (+/- 0.0564, for this case)
p = Standard deviation of the universe (0.5 in this case)
z = Standard variate (1.96 at 95% confidence level, for this case)
Presented by: Eyob Muhdin, Coopw/027/05
𝑛 =
𝑧2.𝑁.𝛿 𝑝
2
𝑁−1 𝑒2+𝑧2 𝛿 𝑝
2
Methodology
𝑛 = 1.962∗436∗0.52
436−1 ∗0.05642+1.962 ∗0.52 = 179
9. Your Logo
Data Sources and Method of Data Collection
Both primary and secondary data source used
Primary data have been collected from members and non-members
Secondary data have been gathered from different records of SHGs and project :
Budget,
Physical plan,
Reports,
Project implementation and training manuals and,
Different accounting statements, records and memorandum of understandings of SHGs formed.
The following data gathering tools were used:
Pre-tested questionnaires
Document review
The survey/study was conducted from 09 August, 2014 to 10 September, 2014.
Presented by: Eyob Muhdin, Coopw/027/05
Methodology
10. Your Logo
Methods of Data Analysis
SPSS version 20 application software and Ms-Excel sheet was used
Descriptive statistics:
Mean, standard deviation, percentages, frequency, charts, and graphs
Inferential statistics:
Paired student t-test statistics and Pearson correlation coefficients
In addition, the following methods of analysis have been used:
Poverty Indices Analysis
Incidence of Poverty (Headcount Index)
Depth of Poverty (Poverty Gap)
Poverty Severity (Squared Poverty Gap)
Cost-Benefit Analysis of Efficiency
Descriptive Methods of Efficiency Evaluation
Expert judgment and,
Specific evaluation questions
Factor Analysis.
Presented by: Eyob Muhdin, Coopw/027/05
Methodology
11. Your Logo
Presented by: Eyob Muhdin, Coopw/027/05
Social factors/Variable:
Similarity of social class
Members’ cohesion
Economic factors/Variables:
Capital owned by the group
Amount of loan to be dispersed
Level of business skill by members
External fund
Inflation
Geographical factors/Variables:
Distance between member’s house
& gathering place
Institutional factors/Variables:
Level of trust on micro finance
institutions
Support from government
Support from NGOs
Group factors/Variables:
Size of the member
Leadership style of the group
Level of absenteeism
Level of conflict of interest
Availability of groups rules &
regulations
Autonomy of the group
Effectiveness of SHGs
Source: Researcher, 2014
Conceptual Frame Work of Factors Determining the
Effectiveness of SHGs
12. Your Logo
Socio-Economic Characteristics of Respondents
Major Findings
Respondents
Level of
Education
Respondents
Marital
StatusSex
Source: Own survey data, 2014
Male: 10.6%
Female: 89.4%
Male: 28.1%
Female: 71.9%
Members Non-members
Respondents
Illiterate: 31.8%
Literate: 68.2 %
Members Non-members
Illiterate: 14.6%
Literate: 85.4 %
Married: 63.7%
Widowed: 26.3%
Members Non-members
Married: 41.7%
Widowed: 20.8
%
Househ
old Size
[Mean]
SHG
members
4.43
52% of sample
SHGs members
have a household
size of 4-6
13. Your Logo
Age Composition of the Respondents
Presented by: Eyob Muhdin, Coopw/027/05
1
152
5
21
10
71
2
13
0
20
40
60
80
100
120
140
160
15 to 24 25 to 54 55 to 64 65 to 75
NumberofRespondent
Age catagory
SHG members
Non-SHG members
Source: Own survey data, 2014
Major Findings
14. Your Logo
Heads of SHG Members’ Family
Presented by: Eyob Muhdin, Coopw/027/05
Source: Own survey data, 2014
Husband Elder male children Elder female children Wife Other
Number 98 1 4 75 1
Percent 55% 1% 2% 42% 1%
98
1
4
75
155% 1% 2% 42% 1%
0
20
40
60
80
100
120
NumberofSHGMembers
Major Findings
15. Your Logo
Types of Service Provided to SHGs Members by Mary
Joy Development Association
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Skill Building Services type:
Trainings such as CSSG formation and SPM
Financial Grant Supports type:
1500 ETB as a financial support (matching fund)
Technical and Material Supports:
• Guidance, Mentoring and Coaching
• Minutes-writing books, pass-books, ledgers
writing books, attendance sheets , etc.
Networking and Referral:
Linkage with
• Omo micro finance institutions and with
Micro
• Small scale Enterprises development offices
16. Your Logo
Modus Operandi and Its Applicability of Mary Joy Development
Association for SHGs in the Study Areas
56.4% of sample SHG members - SHG formed by SHG members with little support of
MJDA
87.7% of sample SHG members- Decision are made based on SHG Rules and
Regulation
65.9% of sample SHG members- Practice of updating rules and regulations made
Occasionally
Undertaking Regular Meeting by SHGs: 59.2% - Every week; 31.8% - Every month
Leadership Practice within SHGs: 96.6% - Members elect leaders occasionally (73.2%)
97% - took loan average amount 1,860.89 ETB (a minimum of 500.00 ETB and a
maximum of 8,000.00 ETB) of which 52.51%- one time , 88.8% -Save weekly, 70.9% -
deposit in MFI
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
17. Your Logo
Cost-Benefit Analysis Summary
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Cost Benefit Analysis
S.N Descriptions
Amount in ETB Total
Net benefit in ETB
[Total]
Net benefit per SHG member
in ETB
[4030 members]
2012 2013 2014
Costs:
Total PV
Benefits
13,074,233.42
PV
Benefits/me
mber
3,244.231
Training Cost 375,859.73 851,904.00 305,229.16
2
Matching Grant 654,000.00 1,065,000.00
Total PV
Costs 3,308,088.64
PV
Costs/mem
ber
820.87
3
Actual staffs’ Salaries
(100% Level of Effort) 106,560.00
NET
BENEFIT
9,766,144.78
NET
BENEFIT/
MEMBERS
2,423.36
4 Actual local Transport
Cost for Animators
144,000.00
Total Costs (Future Value) 1,029,859.73 851,904.00 1,620,789.16
Cost to Benefit
Ratio at Individual
level:
1: 3.95
Total Costs (Present Value) 1,029,859.73 810,642.31 1,467,586.61 3,308,088.64
Benefits :
3 Reported average net income
of SHG members on 09/09/
2014
14,439,063.24
Total Benefits (Future Value) 14,439,063.24
Total Benefits (Present Value)
13,074,233.42 13,074,233.42
Present Value Discount Rate ;Ethiopia (National Banks of Ethiopia, 2014) 5%
Source: Own survey data, 2014
Efficiency of SHGs
18. Your Logo
Descriptive Analysis of Efficiency for SHG Model
Social Impacts :
Economic Impacts :
From this, it can be conclude that the SHG model of MJDA efficient.
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Pre-SHG period Post- SHG period
54.2% - used to talk sometimes 78.8% - freely talk
63.1% - never been interacted with outsiders 81.4% - interacting with the outsiders
30.7% - never experience family violence 45.8% - never experience family violence
Pre-SHG period Post- SHG period
50.3%- self-employed 87.2% - self-employed
682.23 ETB - average monthly income 1,336.85 ETB - average monthly income
688.26 ETB - average monthly expenditure 1,056.49 ETB - average monthly expenditure
59.2% - below national poverty 28.5% - below national poverty
Source: Own survey data, 2014
19. Your Logo
Socio Impacts:
SHGs benefited the SHGs members socially through:
Increasing the communication level,
Increasing the frequency of members’ interaction with outsiders and
Reducing family violence.
For instance:
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Socio-Economic Impacts of SHGs on Members
19.0%
54.2%26.8%
0.0
20.0
40.0
60.0
Freely talk
Sometimes talkHesitate to talk
Pre-SHG communication level of members
Percentage of SHG members
78.8%
20.7%
.6%
0.0
20.0
40.0
60.0
80.0
Freely talk
Sometimes talkHesitate to talk
Post-SHG communication level of members
Percentage of SHG members
Source: Own survey data, 2014
20. Your Logo
59.2%
Economic Impacts:
SHGs formed SHG member benefited economically through:
Creating employment opportunities, ( from 50.3% to 87.2%)
Increasing members’ income ( From 682.23 ETB to 1,336.85 ETB )
Improving expenditure Patter C:UserscocDesktopchange in Expenditure pattern.pdf
Increasing saving pattern (72.1% - never save during Pre- SHG period, but all SHG members started to save now)
Reducing Poverty level of SHG members.
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
28.5%
Post-SHG period
Pre-SHG period
Source: Own survey data, 2014
Reduced
By
30.7%
Number of SHG members
below poverty line
21. Your Logo
Economic Impacts:
The total amounts of income the respondents (whose income is below national poverty line) have and the national
poverty line has decreased by 11%
But, paradoxically, the following findings on Changing in poverty level are found too:
Presented by: Eyob Muhdin, Coopw/027/05
23
0
18
5
44
16
0
10
0
4
0
18 18
1
0
5
10
15
20
25
30
35
40
45
50
Hawassa Leku Yirgalem Aletawondo Dila Bule Wonago
NumberofSHGmemersbelowpovertline
Study Areas
Pre-SHG Post- SHG
Major Findings
Source: Own survey data, 2014
22. Your Logo
Socio Contributions
The SHGs brought positive social change through:
Increasing number of people who are participating in advocacy activities (Example: environmental protection,
property rights and access for public goods) ;
Increasing number of people who are participating in faith based organizations;
Increasing number of people participating on election process;
Improving friendly relationship of the community;
Improving community attitude about gender equality;
Increasing women participation on outdoor activities of different community issues;
Creating swift access for information transmission;
Increasing the level of knowledge on family planning;
Increasing participation on charity work in the community;
Increasing participation of community members on environmental sanitation and protection movement;
Increasing the sanitation of SHG members’ household;
Improving the child care and support mechanism in the community and
Increase in community cooperation and mobilization schemes on different socio-economic aspects.
C:UserscocDesktopTypes of Social Contributions.pdf
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Socio-Economic Contribution of SHGs to the Nearby Community in the
Study Area
Source: Own survey data, 2014
23. Your Logo
Economic Contributions:
The SHGs contributed the community economically via:
Creating access for information on business development services
Improving the saving culture of the community
Decreasing the number of unemployed community members,
Increasing the number of people participating in Equb
Increasing the economic status of women in the community
Increase in access for amenities among SHGs members’ family (water, electricity,
health and care, education and food and nutrition).
C:UserscocDesktopEconomic Contribution of SHGs.pdf
In general, it can be able to infer that the SHGs formed in the study areas have been
contributing to the community both economically and socially through:
Improving the aesthetic value of SHGs members and their families in particulars and
wide community level as a whole.
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Source: Own survey data, 2014
24. Your Logo
Factors Influencing Effectiveness of SHGs
The correlation between Seventeen variables C:UserscocDesktop17 Variables assumed to be
influential factors on SHG effectivness.pdf checked for significance using Pearson correlation
coefficient analysis procedures.
Fifteen variables: found significant and correlated moderately, except two variables: Availability
of Rules and Regulations and Autonomy of SHGs.
Suitability Inspection:
KMO statistical value = 0.652
Bartlett inspection significant level value of 0.000 < 0.005;
The data for each of variables included are suitable for factor analysis.
Extraction of common factors:
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Component
Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
Total %
of Variance
Cumulative % Total %
of Variance
%
Cumulative
1 3.078 (20.517) (20.517) 2.631 (17.541) (17.541)
2 2.498 (16.651) (37.168) 2.207 (14.716) (32.257)
3 1.846 (12.304) (49.472) 1.999 (13.325) (45.582)
4 1.261 (8.404) (57.876) 1.844 (12.294) (57.876)
Extraction Method: Principal Component Analysis.
Source: Own survey data, 2014
25. Your Logo
Four factors are extracted
Their loading is found to be greater than the eigenvalues of ‘one’
The variance contribution rate: 17.541%, 14.716%, 13.325% and 12.294%;
The total cumulative variance contribution rate are: 17.541%, 32.257%, 45.582% and 57.876%,
respectively.
Thus, the effectiveness of SHGs could be explained effectively by the four “Principal Component”
or “Common Factors” in accordance with their level of contributions.
Giving Common Factors a Name:
Based on their factor loading the four factors have been given a name accordingly below:
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Source: Own survey data, 2014
26. Your Logo
Rotated Component Matrix
F1= Group Factor,
F2=Institutional Factor,
F3= Social Factor and
F4= Economic Factor
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
Source: Own survey data, 2014
Variables
Component/Common
Factors
F1 F2 F3 F4
Level of agreement on "members are from similar social class -.053 .708 -.202 -.305
Level of members cohesion in SHG a respondent participating .018 -.115 .732 .139
Amount of capital owned by SHG respondent participating .804 .060 -.023 -.139
Amount of loan agreed to be disbursed .014 .597 -.490 -.157
Level of business skills a respondent believed that s/he has .269 -.008 .344 .576
Fund accessed from external source by the group -.695 -.134 -.417 -.187
Level challenge faced as a result of Inflation .055 -.668 -.048 .158
Distance from members gathering place and their home .106 -.224 .093 .526
Level of trust respondent has on local microfinance Institutions -.091 -.104 .093 .621
Perceived level of support from local government -.088 .802 .186 .202
Perceived level of support from MJDA -.188 .030 -.031 .670
Number of members of SHG where respondent participating .843 -.190 .085 -.206
Perceived leadership style the SHG followed -.034 .044 .731 .109
Experience of respondent being absent from SHG meeting .542 -.310 -.402 .285
Frequency of conflict of interest among SHG experienced .596 -.168 -.363 .095
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 7 iterations.
27. Your Logo
Calculating the comprehensive evaluation score:
Finding the respective weighted average scores under each common factor named using the proportion of the
variance contribution of each common factor (F1, F2, F3, & F4) to the cumulative variance contribution of the four
common factors via the following regression function:
𝑊 = (𝟎. 𝟏𝟕𝟓𝟒𝟏𝐹1 + 0.14716𝐹2 + 0.13325𝐹3 + 0.12294𝐹4)/0.57876
In this case, it is assumed the higher the coefficient of each common factor, the most strongly influential factor on
the effectiveness of SHGs would be (Xiao, 2012)
F1 (Group Factors) are the main influential factor on “effectiveness of SHGs” than others;
Accordingly, under Group Factor Category, “Number of members of SHG where respondent participating”,
is the most influential variable on the effectiveness of SHG
Presented by: Eyob Muhdin, Coopw/027/05
Major Findings
28. Your Logo
Conclusions
The services provided by MJDA enhance the capacity of SHGs and their respective
members
The rules and regulations of SHGs are well applied and followed by the SHGs and their
members
The SHG model used by MJDA has brought positive socio-economic development
both on SHG members and the community at large
The SHG model addressed female community member whom they are under
economically productive age group and have an average household size of 4.43
more
The SHG model used by MJDA is efficient in terms cost of implementing the
program and the benefit it brought up on the SHG members
The effectiveness of SHG is more influenced by “Group Factor”( Number of
SHG members) that other
Presented by: Eyob Muhdin, Coopw/027/05
Conclusion& Recommendations
29. Your Logo
Recommendations
Mary Joy Development Association need to devote on more
financial resources and increase the amount of matching fund
provided
The organization need to invest more in business and financial
literacy trainings such as Entrepreneurship to SHGs members
The organization need also give due consideration in selecting its
beneficiaries for its SHG program
The organization and other like-minded organizations need to give
due attention on group factors specially minimum and maximum
number of SHGs while they are forming SHGs.
Presented by: Eyob Muhdin, Coopw/027/05
Conclusion& Recommendations
31. Your Logo
References
Factor Analysis:
Xiao, H. C. a. X., 2012. The Application of SPSS Factor Analysis in the,
Changsha, China: Department of Economics and Management, Changsha
University of Science and Technology.
Beaumont, R., 2012. An introduction to Principal Component Analysis &
Factor Analysis, London: Robin Beaumont.
CBA:
Venton, C. C., 2013. Partnerships for change: a cost benefit analysis of Self
Help Groups in Ethiopia, Teddington: Tear fund Horn of Africa Regional
Office.
Poverty Analysis:
Röder, K., 2004. Poverty analysis with SPSS. Beira, Mozambique: NA.
Presented by: Eyob Muhdin, Coopw/027/05
32. Your Logo
Poverty Indices Analysis
`
Cost-Benefit Analysis of Efficiency
PV(NB)= 𝑛=𝑗
0
𝐹𝑉𝐵 𝑇
1
(1+𝑖) 𝑛 − 𝐹𝑉𝐶 𝑇
1
(1+𝑖) 𝑛
Factor Analysis Model
Presented by: Eyob Muhdin, Coopw/027/05
Methodology
Where, n is the population, y is the per capita consumption, z is
the poverty line, and α is a not negative parameter.
Where, PV(NB) is the net benefit
converted into present value, FVBT is the
total benefit, and FVCT is the total cost
incurred while implementing the SHG
project, і is the national interest rate set by
national bank of Ethiopia, and n is the
time.
Where, Xi (i=1,2,3,….m) is measured variable, aij (i=1,2,3,…m
and j=1,2,3,…n) is factor loading, Fi (i=1,2,3,…n) is common
factor, and ei (i=1,2,3,…m) is specific factor.
.
Analysis Model and Formulae used
33. Your Logo
Factor Analysis Steps followed:
1. Inspection to measure suitable for the factor analysis using Bartlett Test of Sphericity and
KMO (Kaiser-Meyer-Olkin)
2. Extraction of common factors through standardizing the original variable data, and
calculating their correlation matrix, and analyzing the correlation between the variables.
3. Rotation method to have variable factors preferably interpreted that is rotating.
4. Calculating the factor variable scores
5. The final step is calculating the comprehensive evaluation score and looking the
cumulative effect of each variable using the following formula:
Where, ∂i is for the weight of each factor which is equal to the contribution of each
common factor to the total variance contribution of p common factors, namely
In this particular case study, ∂i is the degree of influence the common factors.
Accordingly, in our case the higher the common factor named i.e. the higher ∂i`, the
most strongly influential factor on the effectiveness of SHGs would be.
Presented by: Eyob Muhdin, Coopw/027/05
Methodology