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Some Observations and Suggestions on NGO Staff Training

Some Observations and Suggestions on NGO Staff Training. Ms Lois Lam Head, HKCSS Institute 14 Dec 2012. Some Common Requests. One or two workshops A series of training workshops with no specific themes for a number of different groups of target

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Some Observations and Suggestions on NGO Staff Training

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  1. Some Observations and Suggestions on NGO Staff Training Ms Lois Lam Head, HKCSS Institute 14 Dec 2012

  2. Some Common Requests • One or two workshops • A series of training workshops with no specific themes for a number of different groups of target • A series of training workshops with themes and goals for a specific group of target – e.g. Executive Development Program , Training program for a specific organizational change • Overseas visit / overseas trainers • Service development research and consultancy • Corporate management system research and consultancy • Quotations ONLY ….

  3. From Business Plan to Manpower Development Plan - Needs Assessment Input Output Process Training Needs Performance Discrepancy Non-training Needs Source: Adapted from P.N. Blanchard & J.W. Thacker, Effective Training: Systems, Strategies, and Practices, Figure 4.1, Prentice Hall, Upper Saddle River, NJ, 1999, p.129

  4. Direction 50+ Accountability 60+ Coordination and control 30+ External orientation 60+ Leadership 40+ Innovation and learning 30+ Capabilities 40+ Motivation 50+ Culture and climate 50+ Organisational Analysis – McKinsey’s Organisation Health Index – NGO Analysis Outcomes Practices Leadership • Consultative • Authoritative • Supportive • Challenging Capabilities • Talent acquisition • Talent development • Process based • Outsourced leadership Direction • Shared vision • Strategic clarity • Employee involvement Motivation • Open & meaningful values • Inspirational leaders • Career opportunities • Financial incentives • Rewards and recognition Culture and climate • Open & trusting • Internally competitive • Operationally disciplined • Creative and entrepreneurial External orientation • Customer focus • Competitive insights • Business partnerships • Government & community relations Accountability • Role clarity • Performance contracts • Consequence mgm’t • Personal ownership Innovation and learning • Top-down innovation • Bottom-up innovation • Knowledge sharing • Capturing external ideas • The Organizational Health Index characterizes health in terms of specific outcomes • However, it separately measures the practices that contribute to these outcomes, and hence examines the real drivers of health Coordination and control • People performance review • Operational management • Financial management • Professional standards • Risk management SOURCE: McKinsey, NGO Staff Survey 2011

  5. Person Analysis – Competency Modeling & Perceived Training Needs Analysis Source: HKCSS, Joint Business Improvement Project, 2002

  6. Operational Analysis • Secret…..

  7. Selection of Provider – Factors and Perceived Importancy to Individual Source: HKCSS, NGO Training Need Survey 2012, Q8, N:747

  8. The Hong Kong Council of Social Service HKCSS Institute 社聯學院 Lois Lam Tel: 28762489 Lois.lam@hkcss.org.hk Catherine Chow Tel: 28762989 Catherine.chow@hkcss.org.hk Ankie Chang Tel: 28762905 Ankie.chang@hkcss.org.hk Tony Ho Tel: 28762440 Tony.ho@hkcss.org.hk

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