DoLIDAR HRD Policies and Strategies

Under the component of institutional capacity building, MLD/DOLIDAR is engaged in the process of Human Resource Development/Management (HRD/M) since its establishment in 1996. HRD efforts have been focused to local infrastructures development through various projects, department and the ministry itself. In this process HRD policy, training needs assessment, training plan and HRD implementation strategies have become the acute need of DoLIDAR.
Human Resource Development is the framework for helping employees and stakeholders develop their personal and organizational skills, knowledge, attitude and abilities. HRD includes various opportunities such as employee training, employee career development, performance development and management, core skill coaching, successor planning, further study assistance, experiential learning through visits and observation, mentoring to support various aspects of the professional development. The focus of HRD is to develop most superior workforce with basic skills and mastery of skills so that the project work can be accomplished in time with quality work and satisfy the investors and user/customers. In order to satisfy the organization and customers, high-performance work systems is essential. The high-performance work systems have shown how skills and training are key component in increasing organizational/institutional performance specially when linked with complementary HRM practices.
Background
In May, 2005, strengthening of core capacities of human resources were planned under RAIDP supported ISAP Sub-Program. Four key outputs were planned for HRD/M with overall objective of effective outcome oriented HRD and HRM policies in DoLIDAR:
• Improved DOLIDAR staff performance assessment and management processes implemented;
• Sustainable core skills and RAIDP driven training and HRD programs conducted;
• DOLIDAR- specific Senior Management Development program implemented;
• Effective process for "manpower utilization and effectiveness" review is in place.
All these four components were detailed with key outputs, short term key actions and medium term key actions. In March 2007, this framework was further detailed adding two columns of supporting project and priority by Institutional Strengthening Action Plan.