Human Capacity Development (HCD) is defined as: developing the will, skills, capabilities and human resource management systems to enable people to respond effectively. At Bonview Consulting Group, our goal is to increase Institution and human capacity development by offering services and training to public-sector institutions and nongovernmental organizations to improve HRM systems and practices.
BCG has played a leadership role in the emerging global discussion of Institution and Human Capacity Development (HCD). The HCD Framework is a comprehensive strategy to increase human capacity by linking the realms of policy, the formal service sector, and the community. An organization seeking to establish a successful HCD strategy must look at the interplay between the four components of the HCD Framework characterized by support for employees, results-driven, values-based, representative, learning and the encouragement of initiative.
A1. Mission and Vision
A2. Managing for Results
A3. Values and Ethics
A4. Efficiency Relationships
B. Productive Work Force
B1. Service Delivery
B2. Clarity of Responsibilities
B3. Organization of Work
B4. Time Management
C. Enabling Work Environment
C1. Diversity and Respect foe the Individual
C2. Effective Communication
C3. Work Safety
C5. Building Positive Relationship
C6. Ethics and Integrity
D. Sustainable Work Environment
“We need to get the right type and number of people in the right place providing the right services for the right people”
D1. Knowledge Management
D2. Strategic Thinking
D3. Performance Management
D4. Monitoring and Evaluation
D5. Reward and Recognition
Two Areas of Focus
1. Service Delivery
Human Capacity Development Methodology
BCG utilizes a mix of Quantitative and qualitative tools to achieve effective human capacity development.
The methodology includes the following;
Developing the human and institutional capacity of organizations is pivotal to sustainable development impact. The transfer of managerial and technical skills enhances the ability of local counterparts to overcome complex development challenges and implement a process for long-term reform.
2.1 Consultation and key informant interviews with organization’s management on capacity development needs.
2.2 Capacity development needs assessment to identify main areas of training to be addressed.
2.3 Baseline survey of knowledge, attitudes, perceptions and practices (KAPP) of staff in core areas of capacity development.
2.4 Development of a core competency framework for different levels of staff.
2.5 Development of training and resource plan based on the core competencies.
2.6 Development and translation of training materials.
2.7 Development of a monitoring and evaluation framework for capacity development.
2.8 Implementation of training and resource plan.
2.9 Evaluation of capacity development.
2.10 Case studies and best practices presentations.
2.11 Group exercises and presentations.
BCG’s capacity building model is based on country-specific needs and the philosophy of applying business expertise to transfer managerial and technical leadership skills.
BCG pairs its international staff with host country staff to author personal development plans that assess capacity, set goals and monitor progress. Human capacity building encompasses a broad-based strategy to enhance a nation’s workforce by linking policy, institutions and
communities. BCG builds local capacity across all sectors of small and medium enterprises.