IDSC Successful Model for an Egyptian Think Tank

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IDSC Successful Model for an Egyptian Think Tank
Capacity Building is the Key
Presented by Magued Osman, Ph.D IDSC Chairman
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Table of Contents

• IDSC at a Glance
• Why Capacity Building?
• IDSC-inWent Capacity Building Program
• Sharing Experiences

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IDSC Successful Model for an Egyptian Think Tank
IDSC at a Glance
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IDSCs most significant human capacity building
programs
Information and Decision Support Center
The Information and Decision Support Center
(IDSC) Acting as the Think Tankits mission is
to impartially support the government decisions
through advice on best policy scenario mix and
analytical research to improve the socio-economic
well-being of the Egyptian society.
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IDSC Successful Model for an Egyptian Think Tank
Why Capacity Building?
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Definition

• Capacity building is defined as the
  "process of developing and strengthening the
  skills, instincts, abilities, processes and
  resources that organizations and communities need
  to survive, adapt, and thrive in the
  fast-changing world."

Ann Philbin Capacity Building in Social Justice
Organizations-Ford Foundation, 1996
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Change How?
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Capacity Building Versus Training

• Capacity Building is much more than
  training and it includes the following
• Human Resources Development Upgrading.
• Organizational Development.
• Institutional and Legal Framework Development.

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IDSC Successful Model for an Egyptian Think Tank
IDSC-inWent Capacity Building Program
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IDSCs most significant human capacity building
programs
IDSCs most Significant Human Capacity Building
Programs
IDSC (Egypt)-inWent ( Germany) Capacity Building
Program
A National 4-year Capacity Building Program for
IDSC Staff as well as Public Officials from
Ministries The main purpose is to build
capacities of public officials to be capable of
supporting decision making process in Egypt.
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Objective Improving Strategic Competencies of
Public Officials
Training on Self-Management, Business
Communication, Team Work and Strategic Management
Organizational Development of the Human Resources
Department
Establishing a Recruitment, Training
Development, Performance Management and
Administration System
In Egypt and Germany
Training Program with a Duration of 3 to 4
months
Becoming an Internal and External Capacity
Building Provider -Training of Trainers (TOT)
For Junior Management Level Middle Management
Level Senior Management Level
Learning from Successful International Benchmark
Institutions
Top Management and Participants
commitments Training Needs of IDSC Staff
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IDSC Successful Model for an Egyptian Think Tank
IDSC-inWent Capacity Building Program- Human
Resources Development
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Human Resources DevelopmentTraining Fields

• Self-Management.
• Business Communication.
• Teamwork.
• Change Management.
• Strategic Management.
• Scenario Development.
• Study Tour to Germany (study visits to similar
  organizations).

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Human Resources DevelopmentTraining Methods

• Blended Learning.
• Role Plays.
• Making Use of New Learning Techniques.
• Online Coaching.
• Coaching via Learning Sets.
• Working with Real Projects.

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Sustainable Training Characteristics
To gain the knowledge
To apply this knowledge
To make it a daily routine.
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IDSC (Egypt)-inWent (Germany) Capacity Building
Program
2 Study trips to Germany
4 Training programs for Juniors
Egyptian Ministries Employees
3 Training programs for MiddleSenior Management
1Training-of-Trainers program
Total number of trainees 130
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Objective Improving Strategic Competencies of
Public Officials
Training on Self-Management, Business
Communication, Team Work and Strategic Management
Organizational Development of the Human Resources
Department
Establishing a Recruitment, Training
Development, Performance Management and
Administration System
In Egypt and Germany
Training Program with a Duration of 3 to 4
months
Becoming an Internal and External Capacity
Building Provider -Training of Trainers (TOT)
For Junior Management Level Middle Management
Level Senior Management Level
Learning from Successful International Benchmark
Institutions
Top Management and Participants
commitments Training Needs of IDSC Staff
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IDSC Successful Model for an Egyptian Think Tank
IDSC-inWent Capacity Building- Organizational
Development
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Human Resources DevelopmentOrganizational
Development

• A series of planning workshops was targeted at
  the Human Resources Department (HRD) with the
  following objectives
• Status quo analysis of the HRD Department-
  strengths, opportunities and gaps.
• Systematic use of best international practices.
• Establishing a modern recruitment, training
  development, performance management and
  administration system.

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Human Resources DevelopmentOrganizational
Development
Cont.

• Progress in 2008 Building up the training unit.
• Revising and updating work procedures inside the
  training unit.
• Recruiting integrating new members into the
  unit.
• Reviewing and updating training portfolio.

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IDSC Successful Model for an Egyptian Think Tank
Sharing Experiences
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Sharing Experiences

• Capacity building is important but linking it to
  organization development is a must (to apply a
  holistic approach).
• Leadership commitment is key element for success.
• Concrete training needs assessment as a
  perquisite for a sound and effective training.

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Sharing Experiences
Cont.

• Training should be accompanied with change
  management, and learning by doing.
• Training methodologies are as important as the
  content (The How/ The What).
• Measuring the training impact follow up is
  essential for achieving sustainable success.

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Sharing Experiences
Cont.

• Networking either within the organization or with
  peer organizations maximizes the strength of
  capacity building initiatives.
• Ensuring the sustainability of the project is a
  challenge that needs to be addressed from the
  beginning.

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First, have a definite, clear practical ideal a
goal, and objective. Second, have the necessary
means to achieve your ends wisdom, money,
materials, and methods. Third, adjust all your
means to that end.
Aristotle quotes (Ancient Greek Philosopher,
Scientist and Physician, 384 BC-322 BC)
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Thank you for your attention