أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Capacity Building or Capability Building is a planned intervention aimed at maximizing contribution of human talent to the organization across roles and levels. Such initiatives are tied to organizational objectives, leadership requirements and talent management. Several companies assign this to their Organizational Development department, while others task their HR departments with the same.
PS: Thanks for inviting me to answer this thread!
It is a process of developing and strengthening the skills, abilities, instincts, processes and resources that organizations need to survive, adapt, and thrive in the fast-changing world with the pace of the changing world. Its the duty of every department head to forecast future needs in his department and to convince heads to work on that. eg Nokia is vanished because they did not realize that coming era is of android.
Capacity Building is broader concept and includes the following
1. Process simplification in the bureaucracy to do work in shorter time
2. Establishing SOP /manuals for doing the work as per laid down procedure and making it sustainable through imparting training and monitoring
3. Enhancing skill of people /office staff for preparation, implementation and monitoring of development projects
4. Enhancing skills of the existing technicians for effective operation and maintenance of certain equipment and machinery
5. Improvement of logistical capacity for storage/transportation/ movement
6. Improvement in financial operation so that cost of financing is reduced and return on investment is higher
capacity building refers to the process of changing attitudes and behaviors-imparting knowledge and developing skills while maximizing the benefits of participation, knowledge exchange and ownership. At the institutional level it focuses on the overall organizational performance and functioning capabilities, as well as the ability of an organization to adapt to change. It aims to develop the institution as a total system, including individuals groups and the organization itself.
Traditionally, interventions at the systemic level were simply termed institutional strengthening. This reflected a concern with human resource development as well as assisting in the emergence and improvement of organizations. However, capacity development further emphasizes the overall policy framework in which individuals and organizations operate and interact with the external environment, as well as the formal and informal relationships of institutions. Capacity is not the mere existence of potential but rather existing potential must be harnessed and utilized to identify and solve problems in order to be considered as capacity.
I agree with our specialist @Ali Ahmad
Thank you for the invite and it is an interesting question...
In the global context, capacity refers to the ability of individuals and institutions to make and implement decisions and perform functions in an effective, efficient and sustainable manner.
The Human Resources department plays an important part in Capacity building as it budgets out resources for various programs and trainings that benefit the individuals in a company to achieve their goals.
To begin with, capacity building as a concept is closely related to education, training and human resource development.
Community 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."
Capacity building is a broad term that encompasses "actions that improve non-profit effectiveness", in terms of organizational and financial stability, program quality, and growth.
Capacity development is the process through which individuals, organizations and societies obtain, strengthen and maintain the capabilities to set and achieve their own development objectives over time. Capacity is about growth: growth of the individual in knowledge, skills and experience.
Capacity building enables non-profit organizations and their leaders to develop competencies and skills that can make them more effective and sustainable, thus increasing the potential for charitable nonprofits to enrich lives and solve society's most intractable problems
An example:
The projects analyzed in SAFE SEAS aim at building capacity for maritime security.
In a strictly “institutional” sense, capacity building refers to the process of optimising the skills of
individuals and institutional support of one or more organisations.
On the basis of this definition and in respect of the spirit of the Cotonou Agreement, one can define capacity building as the process aiming to facilitate, in conjunction with the stakeholders, a consolidation of their capacities at an individual, organisational and sectoral level to allow them to evolve and adapt to the new contextual requirements and fulfil their role within a governance structure.
This model is based on six principles:
The principle of pragmatism: it is important to build on what already exists; that is to say that it is imperative that there is a core of competence that can be built upon and not an ideal to be attained. The principle of means- capacity building cannot be considered a goal in itself – and processes – capacity building needs time to have an impact.
The principle of participation: capacity building must be undertaken with the direct participation of the persons or organisations involved.
The principle of multi dimensionality: capacity building can, and should by default be applied to three different levels for a systemic perspective: the individual level, the organisational level and the relational and institutional level.
The principle of the environment, firstly as a conditioning factor (positive or negative) on the possibilities for capacity building of stakeholders and, secondly, as an element that one can aspire to transform (the aforementioned institutional level).
The principle of flexibility and the adaptation capacity in different contexts: there is no“magic formula” or “blue print” for capacity building. The different current approaches are the product of a plethora of strategies, methods and resources focused on changing mentalities such as the development of certain technical skills and the exchange of knowledge and skills.
Thanks for invitation,
Agree with the answer of Mr Obaid Ur Rahan.
..............................FOLLOWER................................................
In my opinion capacity building is to realign resources at their best through training, awareness, and motivation. It could be implemented through coordinated effort by HR and HODs across the board.
Capacity building or capacity development is the process by which individuals and organizations obtain, improve, and retain the skills, knowledge, tools, equipment and other resources needed to do their jobs competently or to a greater capacity. Capacity building and capacity development are often used interchangeably
