Dear All,
I am preparing a document/note on capability building. The concept is just to enhance the organization's capability in a broader approach. Can anyone help me out on this? Please share a template or document.
Regards,
Bishnu
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I am preparing a document/note on capability building. The concept is just to enhance the organization's capability in a broader approach. Can anyone help me out on this? Please share a template or document.
Regards,
Bishnu
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Dear Bishnu,
You could have given a little more information. Are you a student or a professional? If the latter, what is your designation and why are you doing this exercise? Is it your initiative or has your management told you to do so? What is the nature of your industry?
Building capability has various components. Do you wish to build human capability? Then you need to prepare a career plan and succession plan for the employees.
Building market capabilities or physical capabilities would depend on your financial capability, or plainly put, it is called profit. So, first, check your pockets. Without deep pockets, no capability can be built!
Thanks,
Dinesh V Divekar
From India, Bangalore
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8218You could have given a little more information. Are you a student or a professional? If the latter, what is your designation and why are you doing this exercise? Is it your initiative or has your management told you to do so? What is the nature of your industry?
Building capability has various components. Do you wish to build human capability? Then you need to prepare a career plan and succession plan for the employees.
Building market capabilities or physical capabilities would depend on your financial capability, or plainly put, it is called profit. So, first, check your pockets. Without deep pockets, no capability can be built!
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dear Bishnu,
Dinesh Divekar has raised apt questions. Hence, I will make a general comment to help other bloggers pose questions in the right way.
Whenever we raise questions, to assist experts and other bloggers in providing precise answers without stabbing in the dark, we need to clearly state our role, the organization we work for, etc. Additionally, we should take the initiative to search the web first and clearly and concisely state our knowledge on the topic to avoid being accused of depending on spoon-feeding. For instance, I searched the web and found many links on the topic of Organisational Capability. A short piece at [url] <http://www2.bc.edu> and a long article at [url] <http://www.iareg.org/fileadmin/iareg/media/papers/WP_IAREG_1.2c.pdf>.
Now Bishnu, if you do not mind, could you kindly explain how you will utilize the material found in the two links to address the question you raised?
From United Kingdom
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Dinesh Divekar has raised apt questions. Hence, I will make a general comment to help other bloggers pose questions in the right way.
Whenever we raise questions, to assist experts and other bloggers in providing precise answers without stabbing in the dark, we need to clearly state our role, the organization we work for, etc. Additionally, we should take the initiative to search the web first and clearly and concisely state our knowledge on the topic to avoid being accused of depending on spoon-feeding. For instance, I searched the web and found many links on the topic of Organisational Capability. A short piece at [url] <http://www2.bc.edu> and a long article at [url] <http://www.iareg.org/fileadmin/iareg/media/papers/WP_IAREG_1.2c.pdf>.
Now Bishnu, if you do not mind, could you kindly explain how you will utilize the material found in the two links to address the question you raised?
From United Kingdom
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Dear Mr. Dinesh,
Thank you for responding. Yes, you are right. I am working in a manufacturing company as an HR Manager. I spent 5 years in the factory and recently, I have been transferred to the corporate office where I have been given an assignment to enhance people's capability by introducing proper systems/policies. Traditionally, input to develop the training calendar is taken from the Performance Appraisal, which is done once a year at the end of the financial year.
In this context, to give a broader approach to enhancing people's capabilities, I have proposed a five-pillar approach, which is detailed in the attached document. I feel that it appears more theoretical, and I believe it should be more practical. Is it a good idea to use a template for each approach? If so, how should the template be structured? I would appreciate some insights on this matter.
Thank you.
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Thank you for responding. Yes, you are right. I am working in a manufacturing company as an HR Manager. I spent 5 years in the factory and recently, I have been transferred to the corporate office where I have been given an assignment to enhance people's capability by introducing proper systems/policies. Traditionally, input to develop the training calendar is taken from the Performance Appraisal, which is done once a year at the end of the financial year.
In this context, to give a broader approach to enhancing people's capabilities, I have proposed a five-pillar approach, which is detailed in the attached document. I feel that it appears more theoretical, and I believe it should be more practical. Is it a good idea to use a template for each approach? If so, how should the template be structured? I would appreciate some insights on this matter.
Thank you.
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Capability Building.doc
5 Things to do after a team building program.pdf