Philippines Australia Human Resource and Organisational Development Facility

What is PAHRODF?  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).  The program of assistance in this new Facility, follows and builds on PAHRDF which ended on 30 September 2010

Philippines Australia Human Resource and Organisational Development Facility Administration competencies Organisational capacities *************************** Indiv, Orgs, Groups of Orgs HRM Planning Manag ement HRD Service Delivery PAHRODF’s Objectives To develop To strengthen To enable – 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

Philippines Australia Human Resource and Organisational Development Facility PAHRODF’s Objectives 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

Philippines Australia Human Resource and Organisational Development Facility PAHRODF’s Objectives 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

Philippines Australia Human Resource and Organisational Development Facility Components 1.Strategic Planning  Strategy paper and research agenda  Targeting criteria for KPOs/SPOs  Organisational Assessment  3-year HR/OD Plans 2.HR/OD Interventions  Australia Awards (scholarships)  Short term HR/OD interventions  Twinning  Management of Learning Service Providers

Philippines Australia Human Resource and Organisational Development Facility Components 2. Research, Knowledge Synthesis, Management and Diffusion  Conduct of researches  Develop knowledge products  Sharing of lessons  Optimise opportunities for diffusion of HR/OD practices and other lessons

Philippines Australia Human Resource and Organisational Development Facility Development Assistance Strategy Reforms 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 Medium Term Philippine Development Plan Monitoring and EvaluationKnowledge Management Facility Management Component 1 Component 2 Component 3

Philippines Australia Human Resource and Organisational Development Facility Features of the new Facility 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).

Philippines Australia Human Resource and Organisational Development Facility Features of the new Facility 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’ perspective involving reflection, feedback and emergent development of objectives.

Philippines Australia Human Resource and Organisational Development Facility Systems thinking perspective ReflectionFeedback Emergent Development Objectives

Philippines Australia Human Resource and Organisational Development Facility Features of the new Facility PAHRODF will also include a greater emphasis on better use of awards with senior managers. 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.