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    MRCB Batch 3 - Module 2 Pax

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    Lizalorena Bagsaomanalang
    The document discusses developing an organizational development plan (ODP) to address employee learning and development needs. It describes identifying learning needs through performance evaluations, interviews, and feedback. The ODP should engage employees and recommend trainings to equip them for their jobs. Benefits include eliminating competency gaps, focusing on priority needs, and increasing employee engagement and productivity. The ODP helps uphold equity by investing in all employee development. Sustained efforts are needed to encourage employee participation in and ownership of their development plans.

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    MRCB Batch 3 - Module 2 Pax

    Uploaded by

    Lizalorena Bagsaomanalang
    39 views22 pages
    The document discusses developing an organizational development plan (ODP) to address employee learning and development needs. It describes identifying learning needs through performance evaluations, interviews, and feedback. The ODP should engage employees and recommend trainings to equip them for their jobs. Benefits include eliminating competency gaps, focusing on priority needs, and increasing employee engagement and productivity. The ODP helps uphold equity by investing in all employee development. Sustained efforts are needed to encourage employee participation in and ownership of their development plans.

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    The document discusses developing an organizational development plan (ODP) to address employee learning and development needs. It describes identifying learning needs through performance evaluations, interviews, and feedback. The ODP should engage employees and recommend trainings to equip them for their jobs. Benefits include eliminating competency gaps, focusing on priority needs, and increasing employee engagement and productivity. The ODP helps uphold equity by investing in all employee development. Sustained efforts are needed to encourage employee participation in and ownership of their development plans.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    39 views22 pages

    MRCB Batch 3 - Module 2 Pax

    Uploaded by

    Lizalorena Bagsaomanalang
    The document discusses developing an organizational development plan (ODP) to address employee learning and development needs. It describes identifying learning needs through performance evaluations, interviews, and feedback. The ODP should engage employees and recommend trainings to equip them for their jobs. Benefits include eliminating competency gaps, focusing on priority needs, and increasing employee engagement and productivity. The ODP helps uphold equity by investing in all employee development. Sustained efforts are needed to encourage employee participation in and ownership of their development plans.

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    of 22

    CSI-PCD-003 v.

    02

    Good afternoon, everyone!


    Manager’s Role in Capacity Building
    Session 2
    PRAYER

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    CSI-PCD-003 v.02

    Session 2
    Module 2: L&D Process and L&D Needs
    CSI. Shaping the Servant-Hero towards Public Service Excellence.
    The benefits and application of ODP:

    Identify staffs’ individual learning needs by evaluating staff


    performance against organizational expectations, doing face-to-
    face interviews and gathering peer or client feedback

    Engage employees in all processes such as listening to their


    suggestions and maintaining constant communication to know
    their career goals and challenges

    Recommend the use of the ODP to the management, HR Office


    and other concerned offices to address performance
    requirements of positions and look for trainings that will better
    equip employees in their jobs, including budget allocation and
    HR’s mapping out of ODP
    CSI. Shaping the Servant-Hero towards Public Service Excellence.
    Insights on the benefits and application of ODP:

    The ODP presents opportunities for the rest of our colleagues,


    starting with our direct reports, to develop their skills and acquire
    the necessary competencies that all of our agencies need to
    respond and function effectively in an ever-changing world.

    The ODP helps in eliminating competency gaps, aligning to


    performance requirements, focusing on priority learning needs,
    equal opportunities for development, and increasing employee
    engagement.

    Because people are valued, concrete benefits are created such as


    a more enabling workplace, greater productivity, better service
    delivery, and ultimately, a higher client or customer satisfaction.

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Insights on the benefits and application of ODP:

    Through the ODP, agencies are able to uphold the principle of


    equity by investing in the development of both their managers
    and supervisors on one hand, and their rank and file on the other,
    instead of almost entirely on the former. The ODP enables overall
    growth and development to take place as much as possible
    according to the needs of every employee, which must be in step
    no less with the demands of the workplace. Such a plan also
    ensures the continuity of service delivery from the old to the new
    or younger employees.

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Insights on the benefits and application of ODP:

    There is a need to spread ODP benefits by making the


    employees a part of both its formulation, and subsequently,
    its implementation. People need to be challenged to invest
    their time and effort, as well as expertise and talents, to
    likewise own and nurture the plan.

    Challenging people though to play an active part in their


    own development has its share of risks. At first they may
    come across as passive or lacking in confidence, not to
    mention in interest and drive. That is why once an initiative
    is started, efforts to bring about personal and professional
    growth must likewise be sustained.

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Insights on the benefits and application of ODP:

    Having an ODP means essentially changing our mindsets


    and attitudes by doing what we can in empowering our
    employees so that they can perform better, feel genuinely
    valued, and exceed themselves in the process.

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Learning Objective:
    • Describe the L&D Process and L&D Needs

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    The L&D Process

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    The L&D Process

    Prepare L&D
    Identify/Validate
    Plan Learning Needs

    Evaluate Source L&D


    Providers
    Articulate
    Finalize the Plan Objectives

    L&D L&D
    PROCESS PLANNING
    PROCESS

    Implement
    Monitor L&D Plan Schedule Approaches Select Approaches

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    The L&D Needs

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    The L&D Needs
    COMPETENCIES FACTORS ACCOMPLISHMENTS

    Environment TARGETS
    Need Improvement
    Technology-Enabled
    Competition
    Benchmarked
    Higher Responsibility
    Career Development
    Competency for
    Achieved
    Development
    Culture Development
    Core Shared Values
    Design/ Innovation
    Technical/ Functional Competency Gap

    Not Achieved
    Hindrances

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Identifying Learning Needs

    • Key Performance Indicators

    • Regular Coaching

    • 360-Degree Feedback

    • Observation

    • Benchmarking

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Identifying Root Causes

    DEFECTS
    EQUIPME
    PROCESS PEOPLE /
    NT PROBLE
    2 4 6
    M

    1 3 5
    ENVIRON METHOD MANAGE
    MENT S MENT
    ISHIKAWA / FiSHBONE Diagram

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    PEOPLE
    SLOW TURNAROUND TIME

    MULTI-TASKING

    INCREASI
    NUMBER
    CUSTOME
    COMPLAIN
    What competency gaps do these
    observations suggest?
    CSI. Shaping the Servant-Hero towards Public Service Excellence.
    PROCESS
    SLOW TURNAROUND TIME

    What can be done to improve the


    process?
    CSI. Shaping the Servant-Hero towards Public Service Excellence.
    Where do delays and
    errors happen?

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    Assigned Individual Activity
    Drafting the Rationale for the L&D Plan

    1. What are the identified competency gaps in the


    office?
    2. Why is there a need to address these gaps?

    Google Form link will be sent via email.


    Submission: On or before 12:00nn of February 17, 2021

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    CLOSING Prayer

    CSI. Shaping the Servant-Hero towards Public Service Excellence.


    CSI-PCD-003 v.02

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