The Egyptian Cabinet
Information and Decision Support Center
IDSC… Successful Model for an
Capacity Building is the Key…
Egyptian Think Tank
Presented by:
Magued Osman, Ph.D
IDSC Chairman
Table of Contents
IDSC at a Glance
Why Capacity Building?
IDSC-inWent Capacity Building Program
Sharing Experiences
IDSC… Successful Model for an
IDSC at a Glance
Egyptian Think Tank
IDSC’s most significant human capacity
Information and Decision Support Center
building programs
The Information and Decision Support Center (IDSC)
Acting as the Think Tank…its 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.
IDSC… Successful Model for an
Why Capacity Building?
Egyptian Think Tank
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 fastchanging world."
Ann Philbin
Capacity Building in Social Justice
Organizations-Ford Foundation,
1996
Change: How?
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.
IDSC…
Successful
Model
for an
IDSC-inWent
Capacity
Building
Egyptian
Think Tank
Program
IDSC’s
Capacity
IDSC’smost
mostSignificant
significant Human
human capacity
Building
Programs
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….
Objective: Improving Strategic
Competencies of Public
Officials
Training on Self-Management,
Business Communication, Team
Work and Strategic Management
In Egypt and Germany
Training Program with a Duration
of 3 to 4 months
For:
Junior Management Level
Middle Management Level
Senior Management Level
Organizational Development of the
Human Resources Department
Establishing a Recruitment, Training
& Development, Performance
Management and Administration
System
Becoming an Internal and External
Capacity Building Provider
-Training of Trainers (TOT)
Learning from Successful
International Benchmark Institutions
Top Management and Participants’ commitments
Training Needs of IDSC Staff
IDSC… Successful
ModelProgramfor an
IDSC-inWent
Capacity Building
Human
Resources
Development
Egyptian
Think
Tank
Human Resources Development–Training
Fields
Self-Management.
Business Communication.
Teamwork.
Change Management.
Strategic Management.
Scenario Development.
Study Tour to Germany (study visits to similar
organizations).
Human Resources Development–Training
Methods
Blended Learning.
Role Plays.
Making Use of New Learning Techniques.
Online Coaching.
Coaching via Learning Sets.
Working with Real Projects.
Sustainable Training Characteristics
To gain the knowledge
To apply this
knowledge
To make it a daily
routine.
IDSC (Egypt)-inWent (Germany) Capacity
Building Program
2 Study trips to
Germany
Egyptian
Ministries
Employees
4 Training programs for
Juniors
3 Training programs for
Middle–Senior
Management
1Training-of-Trainers
program
Total number of trainees
130
IDSC
Employees
Objective: Improving Strategic
Competencies of Public
Officials
Training on Self-Management,
Business Communication, Team
Work and Strategic Management
In Egypt and Germany
Training Program with a Duration
of 3 to 4 months
For:
Junior Management Level
Middle Management Level
Senior Management Level
Organizational Development of the
Human Resources Department
Establishing a Recruitment, Training
& Development, Performance
Management and Administration
System
Becoming an Internal and External
Capacity Building Provider
-Training of Trainers (TOT)
Learning from Successful
International Benchmark Institutions
Top Management and Participants’ commitments
Training Needs of IDSC Staff
IDSC…
Successful
Model
for an
IDSC-inWent
Capacity
BuildingEgyptian Think
Tank
Organizational
Development
Human Resources Development–
Organizational Development
A series of planning workshops was targeted at
the Human Resources Department (HRD) with
the following objectives:
Status quo analysis of the HRD Departmentstrengths, opportunities and gaps.
Systematic use of best international practices.
Establishing a modern recruitment, training &
development, performance management and
administration system.
Human Resources Development–
Organizational 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.
IDSC… Successful Model for an
Sharing Experiences
Egyptian Think Tank
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
perquisite for a sound and effective training.
as
a
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.
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.
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)
Thank you for your attention…