STANDARDS

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Resources and Clerical Support • The LSP shall be totally responsible for securing marketing collaterals associated with the conduct of the HR/OD intervention regardless of geographic location/venue of the intervention including shipment. • Arrange for the provision of study room/area, equipment and library as well as other learning resources necessary for the learning • Ensure clerical/administrative support is available for instructors and participants • Ensure meal and snack breaks are agreed with the participants. Meals must be provided for formal coaching and mentoring sessions. • Ensure that the supplies and materials essential to the learning of the participants are available to them, particularly when given individual assignments, which they will accomplish after the day’s session/activities. • All equipment, books, reference and presentation materials procured and used during the HR/OD implementation will be turned over to the partner organisation through the Facility. The LSP will be responsible for any shipment of these items to the partner organization. 52
HR/OD intervention Assessment and Review • Conduct a pre and post competency assessment focusing on the competencies indicated in the Workplace Development Objectives (WDO) and using a 4-point scale tool. The pre-assessment results will serve as the baseline. The LSP will input the result in the online M and E system. – • Ensure the provision for managing learning sessions, i.e., individual and group reflections, drawing out significant insights/learning. • Arrange for sessions at the end of each day/week to get feedback from participants - problems/extra needs, etc. • Ensure availability of the Team Leader together with the activity facilitator/Project Coordinator at all times to answer queries and deal with any problems that may arise. Alert assigned HROD Adviser/Associate immediately if a situation becomes unmanageable • Develop and conduct session/training evaluation, particularly on the performance of the nominated team (e.g., course leader, facilitator, M& E specialist, resource persons, specialists, coaches and welfare coordina- 53
Page 1: STANDARDS for Delivering HR/OD Inte
Page 5 and 6: CONTENTS PAHRODF PHILOSOPHY AND APP
Page 7: PAHRODF PHILOSOPHY & APPROACH
Page 10 and 11: • WLP is applied to create immedi
Page 12 and 13: • Coaching is not the same as con
Page 14 and 15: Partnership Philosophy • The LSP
Page 16 and 17: HRODF-funded interventions are desi
Page 18 and 19: Other Cross-Cutting Themes Anti-cor
Page 20 and 21: The Action Plans - REAP and SAP All
Page 22 and 23: Action Plans. This means presentati
Page 24 and 25: The yearly and cumulative assessmen
Page 27: ADMIN & LOGISTICS
Page 30 and 31: • Report to PAHRODF (through conc
Page 32 and 33: and process owners in the process o
Page 34 and 35: flight bookings for the conduct of
Page 36 and 37: support of the succeeding coaching/
Page 38 and 39: Payment of Stipends* • Stipends/p
Page 40 and 41: Insurance • Travel insurance will
Page 42 and 43: Social Program and Activities, Past
Page 45 and 46: OPENING/CLOSING CEREMONY The LSP wi
Page 47 and 48: Event Branding Checklist • Backdr
Page 49: HR/OD INTERVENTION CONDUCT
Page 54 and 55: tor). The suggested evaluation crit
Page 57 and 58: PUBLICITY & RECOGNITION “Branding
Page 59 and 60: The Australian Government has sever
Page 61 and 62: TEXT All HR/OD interventions should
Page 63 and 64: oo »» HRODF seminar tote bags »
Page 65 and 66: Photos • PAHRODF believes that ev
Page 67: oo oo oo Initiating/Introducing the
Page 71 and 72: REPORTING FORMS AND PROCEDURES Acti
Page 73 and 74: engagement including the evaluation
Page 75 and 76: • Uploading of Files in the KM Po

STANDARDS

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