ROAD MAP PENGEMBANGAN KAPASITAS

PEGAWAI LEMBAGA ADMINISTRASI

NEGARA DAN APARATUR NEGARA

Sri Handayani

PUSAT PROMOSI INOVASI DAN PENGEMBANGAN KAPASITAS

22 October 2014

CAPACITY BUILDING DEFINITION

Capacity: the ability or power of an organization to apply its skills, assets and resources to achieve its goals.

ƒCapacity Building: an on-going evidence-driven process to improve the ability of an individual, team, organization, network, sector or community to create measurable and sustainable results

Organizational Capacity Building: the strengthening of internal organizational structures, systems and processes, management, leadership, governance and overall staff capacity to enhance organizational, team and individual performance.

PRINCIPLES CAPACITY BUILDING

Principles in the design, implementation and monitoring of organizational capacity building initiatives and programs is critical to successful capacity building processes and sustainable results : Ownership and Leadership

Demand-driven Technical Support

Participation

Context-specific

Evidence-based capacity building practices: (approach, tool, and methodologies)

Results-oriented capacity building (develop and used indicator to measures)

Learning and knowledge exchange

FRAME WORK DATA AND INFORMATION CAPACITY AND INTEGRITY

PERSONAL AND TEAM

KAPASITAS

PERSONAL

VISI DAN MISI

LAN

KAPASITAS

PERSONAL KAPASITAS UNIT

KERJA

(KEBUTUHAN

ORGANISASI)

GAP KAPASITAS

SHARE VALUES

PENGEMBANGAN

KAPASITAS

INCREASING

PERFORMANCE

ORGANIZATIONAL

PROGRAM ROAD MAP

EXISTING CONDITION OBJECTIVES

FUNCTIONAL NEED

HIGH IMPACT BUSINESS PROCSSES

ORG & COMPLEXITY DRIVERS

TRAINING & KAJIAN (OUTPUT)

FUTURE CONDITION TARGET KINERJA

REKOMENDASI AWAL

GUIDING PRINCIPLES

GAP ANALYSIS ORGANIZATIONAL INITIATIVE

FUNCTIONAL INITIATIVE

ARCHITECTURAL IMPERATIVES

PROCESS INITIATIVES

TECHNOLOGY INITIATIVES

OPTIMIZATION

PLANNING PROGRAM ROAD MAP PROCESS WILL BE FOCUS ON PLACING

BUSINESS OBJECTIVES, INITIATIVES, AND PROJECT ON THE ROAD MAP.

COMPETENCE

Definition

People’s ability, alone or in organization, to solve situational and

targeted tasks

Learning gives new Competence, attitude, and knowledge controls our

actions

Competence mapping connection between what the company needs,

and what worker can perform and eventually detect a gap.

Competence Gap ( the companies and institutional Gap) existing

knowledge in the organization and needed knowledge.

Gap has come into being because demanding and only institutional that

adapt to these higher demand will survive.

GAP ANALYSIS

Strategi-strategi

dan Rencana

Pengembangan

Kapasitas

GAP

Analysis

Evaluation/Continuing Improvement

Vision / Values

Existing Condition

Bussiness plan

PERSONAL GAP ANALYSIS

Evaluate different dimensions self assessment

Repeat evaluate again alignment with vision, mission department;

Evaluate the Organizational’s current capabilities;

Resulting gap analysis alignment with vision, mission organization.

ORGANIZING COMPETENCE DEVELOPMENT

Competence alignment with COMPANY’S goal

and strategic planning

Core competence of company

Arrange program for development

competence

Individual/personal to make following question

(what kind of competence is valuable for me;

both in the context of the challenges of the

company and for the general development of

society; and obtain the ”asked for” competence

and how can I implement in the practical

working?)

Mapping competence: individual perspective, the

business perspective, the challenging world

perspective, collaboration, learning in network.

POTENTIAL GAPS

MITIGASI RISK “GAP COMPETENCIES”

Methode mapping competence : Created procedure for personal interviews collect data from worker; check information with public

demands change regulation; customer satisfaction, and impact global environment;

Discussed all aspects about day to day management of company and development for the future strategic created action plan; preparing company meeting to meet public oriented to increasing customer satisfaction;

Discuss competence with board management 4 aspects be evaluate (problem insight, type of knowledge base, organizational conditions for learning, positive, and negative relations, important methods for learning in the chosen process;

Report back to the company how the process has effected the competence generally and how identified initiative s have adapted.

Another method : Organizing the work of mapping look at the strategy of the company, describe to make master get

success;

Mapping critical competence areas describe future demands, gap between the worker current competence and future demand;

Mapping current competence and find each worker job content and current demand to skills;

Identifying gap between current status and critical competence areas. clarifying company regularly , worker wants and ambition related company ‘s need;

Make a priority list shoeing next and related budget and measure criteria;

Establishing procedures systematic and continuing supervision;

Make sure that increasing competence really contributes to better day to day management of the company;

Make sure increasing competence makes the company more ready for future demands.

COLLABORATION Collaborative and learning and collaborative work

tools : E-mail

FGD

World wide web

Chat

Desktop videoconference

Share documents

Lack in competence following areas IT, using collaborative tools

Future Methods training based on in-house training. Company discover training needs to address identified

competence gap;

Continually focus on improvement areas company undertake regular self assessments or independent external institutions

GAP ANALYSIS AND ACTION PLAN REPORT

Model action plan for mitigate gap competence