KENYA INSTITUTE OF MONITORING AND EVALUATION STUDIES An institution Accredited by NATIONAL INDUSTRIAL TRAINING AUTHORITY-NITA

Transcription

1 7 KENYA INSTITUTE OF MONITORING AND EVALUATION STUDIES An institution Accredited by NATIONAL INDUSTRIAL TRAINING AUTHORITY-NITA Presents MONITORING AND EVALUATION OF THE HUMAN RESOURCE FUNCTION Overview of the Course Monitoring is a continuing function that aims primarily to provide the management and main stakeholders of an ongoing intervention with early indications of progress, or lack thereof, in the achievement of results. Evaluation on its part is the systematic and objective assessment of an ongoing or completed intervention, program, or policy, and its design, implementation and results. Human Resource Management is critical towards attainment of an organization s overall strategy. Human capital is becoming a major source of competitive advantage, this calls for effective management of human resource for optimal productivity. Further, human capital is quite significant, it accounts for a high percentage of recurrent expenditure which calls for prudent management. Combining the two fields Human Resource (HR) and Monitoring & Evaluation (M&E) gives the HR function the necessary tools to track and judge the fitness for purpose of the performance of HR function Monitoring and evaluation of the human resource function helps ascertain whether the HR function conforms to the departmental plans and the overall strategy of the organization. It also helps determine the extent to which the human resource function meets the set objectives and provides guidelines for preventive and corrective action. Monitoring and evaluating the HR function supports the HR s struggle to attract, retain, develop and motivate the finest talent available. The how of conducting an evaluation is very crucial in determining the type of results to be achieved. This course will expose the learner to the introduction of monitoring and evaluation in relation to human resource management, different approaches and methods of conducting evaluation of the human resource function and the benefits of monitoring and evaluation of the HR function. It also covers appraisal techniques, dealing with employee reactions, evaluation timing and human resource evaluation standards. Transforming Humanity Through Quality Programmes 1

2 Course Objective By the end of this course, the learner should be able to: i. Demonstrate an understanding of monitoring and evaluation in the human resource ii. iii. iv. context Appreciate the role of value driven evaluations Demonstrate an understanding of modes of monitoring and evaluation in relation to HR function Discuss the benefits of evaluation v. Create a database of lessons learnt while evaluating human resources; vi. vii. viii. Explain employee appraisal techniques Share lessons learnt for knowledge creation Understand the results chain Course Content Outline Introduction to Monitoring and Evaluation, - Definition of Monitoring and evaluation - Basic ingredients for monitoring and evaluation - Characteristics of quality evaluations - Complementing roles of monitoring and evaluation - Rationale for HR monitoring and evaluation - Who should perform monitoring and evaluation - Power of measuring results Evaluation Perspectives - The idea of evaluation perspective - The Balanced Scorecard of Kaplan and Norton - Programme performance perspective - Financial perspective - Governance perspective - Human Resource Management (HRM) perspective - Ethics perspective - The perspectives adopted by other countries Values - The value basis of monitoring and evaluation - Deriving standards of performance from values - The values and principles governing public administration - The Eight Principles of Batho Pele - Other concepts/ principles expressing some dimension of public service performance Transforming Humanity Through Quality Programmes 2

3 The Context of Monitoring and Evaluation - The Context of the Developmental State - Location of M&E in the policy process - Location of M&E in the planning process - The Government-wide M&E System - Important institutions with a role in M&E - Departments at the centre of government on the national level Human Resource Evaluation Standards, Evaluation standards; - Quality, - Timeliness, - Integrity, - Cost leadership and - Transparency HR EVALUATION STANDARDS - Utility standards - Feasibility standards - Propriety Standards - Accuracy standards Monitoring and evaluation techniques, approaches Criteria/ methods of evaluation Quantitative Criteria - Organizational level criteria - Employee behavior - HR Service level outcomes Qualitative Criteria - Reaction from the users of the HR services - Service Level Agreements - Employee Satisfaction Surveys - Benchmarking Relating HR with M&E - Tools used - Utilization of results - Approaches and modes - objectives of HR and M&E Communication in monitoring and evaluation - Role played by communication - Communication tools applicable - Timing of the communication Transforming Humanity Through Quality Programmes 3

4 Emerging Issues and Best Practices in M&E of HR - Sharing of lessons learnt - Monitoring and evaluation best practices Factors contributing to failure monitoring and evaluation of the HR Function Lessons learnt - Importance of lessons learned - Qualities of lessons learned - Each participant to share on lessons learned from HR evaluations form their work Who should attend? Boards of Directors, Chief Executive Officers, County Public Service Boards, County Assembly Service Boards, Human Resource Managers, Supervisors, Line Managers, Monitoring and Evaluation Officers, Administrators, Performance Management Officers, Officers in; Ministries, Commissions, Parastatals, State Agencies, Non Governmental Organizations involved in, or responsible for dealing employees Expected outcome Learners who go through the program are expected to; Demonstrate an understanding of monitoring and evaluation in the human resource context Appreciate the role of value driven evaluations Demonstrate an understanding of modes of monitoring and evaluation in relation to HR function Discuss the benefits of evaluation Create a database of lessons learnt while evaluating human resources; Explain employee appraisal techniques Share lessons learnt for knowledge creation Understand the results chain DURATION: 2 Days VENUE: Hotel Waterbuck, Nakuru Town Nakuru County DATE: December 2 nd and 3 rd 2015 CHARGES: only 20,000/= Catering for meals (Tea snacks and Lunch) and Certification Bank Details: Account name: Kenya Institute of Monitoring and Evaluation Studies, Account No: , Bank of Africa, Nakuru Branch Or M-PESA Pay bill number: Steps to follow when paying via Mpesa Transforming Humanity Through Quality Programmes 4

5 - Scroll down to MPESA on the phone, Select Lipa ns MPESA from MPESA menu, Select pay Bill, Enter the business Number (897660), Enter the account (Workshop), Enter amount, Enter the MPESA Pin and press ok. - A summary page appears showing the details - Sms the summary page details from Safaricom to and an official receipt will be prepared. TRAINING SCHEDULE DAY ONE Time Task 8:30 9:00am - Arrivals - Registration - Climate setting 9:00-10: 30am - Introductions - Introduction to monitoring and evaluation 10:30-11:00am Health break 11:00-1:00pm - Evaluation Perspectives - Value driven evaluations 1:00-2:00pm Health break 2:00-5:00 pm - The Context of Monitoring and Evaluation - HR Evaluation standards DAY TWO Time Task 8:30 10:30am Evaluation criteria application to staff appraisal -- Monitoring and evaluation techniques, approaches 10:30-11:00am Health break 11:00-1:00pm 1:00-2:00pm - Relating HR with M&E - Emerging issues in HR and M&E - Best Practices in M&E related with HR function Health break 2:00-4:30 pm - Sharing lessons learnt - Way forward - Evaluation of the Course Transforming Humanity Through Quality Programmes 5