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Effective Training Strategies for Urban Development Institutions: Assessment and Strategy Development

This presentation outlines the importance of tailored training programs for urban development at federal, regional, and local levels. It covers the attributes and necessity of training, steps for program development, objectives of the study, methodology, major findings, conclusion, and the way forward. Key findings include performance gaps, training needs prioritization, staff profiles, goal importance versus performance, major problems faced by institutions, expressed training needs, and urgency of training. The conclusion emphasizes the need for skill development to address performance issues and suggests a strategy development plan.

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Effective Training Strategies for Urban Development Institutions: Assessment and Strategy Development

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  1. Training Need Assessment And Startegy Development For Urban Development Institutions At Federal, Regional And Local LevelsUDCBO/MMPDP and ECSCOctober 2003

  2. Outline of the presentation 1. Introduction 2. Objectives of the study 3. Methodology 4. Major findings 5. Conclusion 6. The way forward

  3. 1. Introduction1.1 Attributes of Training • Training: • Specifc • Tailor made • Direct benefits • Focuses on skill development • Shorter • Education is general and geared towards knowledge. It requires longer duration.

  4. 1.2 Why is Training Needed? Performance Gaps • Goal • Improve performance • Upgrade skills • Cope up with development challenges TRAINING • Dynamic world • Policy and strategy • Reforms • Technology • State-of-the art

  5. Determine Training Needs Specify Training Objectives Determine Contents/Methods Identify Trainees/Trainers Develop Training Budget Contracting and Conducting Training Evaluation 1.3 Steps for developing a training program

  6. 2. Objectives of the study • Identify and prioritise the training needs of Heads, Professionals, Technicians and Support staff of Urban development institutions • Prepare a comprehensive training plan • Assess the capacity of relevant training institutions and their programs • Recommend strategy and modes for training

  7. 3. Methodology 3.1 Surveyed Institutions FEDERAL ---------- MoFA, UDCBO, NUPI REGIONAL--------- (Tigray, Amhara, Oromiya, South, Harar, Diredawa, Addis Ababa) ZONAL ---------------- ( 2 zones from each major region) MUNICIPALITY ---- (Four municipalities per region- One from each Grade) TRAINING Inst. -----(Gov. and private universities/inst., DLCs, RMIs and TVTCs)

  8. 3.2 Sample Zones and municipalities Region Grade

  9. 3.3 Data Collection Sampling units Organizational Departmental and Indvidual levels Instruments: Structured questonnaires Focus group discussion Secondary data sources

  10. Structured Questionnaires Focus group Organizational Departmental Individual 3.4 Data Analysis: Training needs prioritisation Prioritized Training Needs (1st Priority, 2nd Priority, 3rd Priority)

  11. 4. Major Findings 4.1 Staffs’ Educational Profile

  12. V. Low V. High GAP 4.2Goal’s importance vs Performance (a) Grade 1 Municipalities

  13. V. Low V. High Goal’s importance vs Performance... (b) Grade 2 Municipalities

  14. Goal’s importance vs Performance... V. Low V. High (c) Grade 3 Municipalities

  15. V. Low V. High Goal’s importance vs Performance... (d) Grade 4 Municipalities

  16. 4.4 Intentions of municipalities to include new goals

  17. 4.5 Major Problems Regional urban development institutions • Lack of skilled manpower • Low level of performance • Weakness in implementation of master plan • Misuse of existing resources • Weak implementation of action plans • Too long and inefficient service delivery

  18. Major problems... Municipalities Poor infrastructure and public facilities Proliferation of unplanned developments Widespread unemployment Degrading natural environment Weak service delivery Weakness in coordinating activities Low level of public participation

  19. 4.4 Expressed Training Needs 1st Priority Training Needs of Managers/ Heads

  20. Expressed Training Needs.... 1st Priority Training Needs of Professionals

  21. Expressed Training Needs.... 1st Priority Training Needs of Technicians

  22. Expressed Training Needs.... 1st Priority Training Needs of Support staff

  23. 5. Urgency of Training... Less urgent Very urgent

  24. Less urgent Very urgent Urgency of Training...

  25. Less urgent Very urgent Urgency of Training...

  26. Less urgent Very urgent Urgency of Training

  27. 5. Conclusion Lack of skilled manpower is one of the major factors responsible for low level of performance and obsereved problems The different target groups should get appropriate trainings urgently Training programs that takes into account the expressed training needs, training options, and the profile of target groups have to be developed

  28. 6. The way forward....... Strategy development that comprises: Proposing training programs for each target group Identifying modules for each program, state objectives, contents and methods Preparing training and budget plans

  29. Thank you!!!

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