Project Activities

    Events

    2016-09-28

     
    Workshop – Methodology for Training Needs Assessment and Training Programme
    10 March 2015
    The objectives of the workshop were to enable participants to:
     Understand how training fits into the overall HRD process.
     Carry out a training needs assessment for the respective ministries.
     Prioritise the training needs and draft a TNA report.
     Prepare training objectives. 
     Decide on the most appropriate training method and select the optimum training provider (“quality” and cost-effectiveness) for each module.
     Prepare an annual training plan for the respective ministries.
     
    The topics presented and discussed:
     Overview of HRD
     Overview of Training Operations
     Purpose of Training Needs Assessment (TNA) and Training Programme Design
    Training Needs Assessment (TNA)
    Definition of Training Objectives
    Training Method
    Training Programme
     Training Plan
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
    Workshop - Methodology for Training Programme Implementation and Training Impact Assessment
    12 March 2015
    The objectives of the workshop:
     Source of Training to secure optimum quality and cost-effectiveness
     Implement the training plan
     State the purpose of Training Impact Assessment (TIA)
     Explain how TIA can be used to measure and ultimately improve performance 
     Describe Kirkpatrick’s Training Impact Assessment Levels 
     Measure the “quality”, quantity of training
     Describe and implement an appropriate Training Impact Assessment methodology for the Lebanese Civil Service 
     Show how the results of the TIA may be used to improve the training provided
     
    The topics presented and discussed:
     TRAINING PROGRAMME IMPLEMENTATION
    o Sourcing the Training
    o Implementing the Training Plan
    TRAINING IMPACT ASSESSMENT
    oTraining for Performance
    oPerformance Management
    o Cost of Training
    oMonitoring and Evaluation
    oTraining Impact Assessment
    -    Introduction to Kirkpatrick’s Training Impact Assessment Level
    METHODOLOGY FOR TRAINING IMPACT ASSESSMENT
    oLevel 1: Trainees’ Reaction to the Training
    oTrainer’s Reaction to the Training
    oLevel 3/4 Assessment: The Impact of the Training on Performance
    o What use is made of the information we gather?
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
    Workshop - International Trends in Human Resources Management and Practices, Challenges for the HRM Systems and Practices in the Lebanese Public Administration
    28 – 29 April 2015
    The objectives of the workshop:
     To review HR international trends (institutional frameworks and systems) 
     To discuss challenges facing the Lebanese public administration in the area of human resources management and development
     
    The topics presented and discussed:
     The organisation of HR management in public administrations, institutional approach in different countries and ways of organisation of the system (centralised vs decentralised)
     HR management practices – recruitment, performance appraisal, training, promotions, etc.
     Trends for the future years in HR management in public administration
     Challenges in the area of human resources management and development in the Lebanese public administration
     Conclusions and recommendations
     
    The workshop has been organised under the auspices of the Minister of State of Administrative Reform there were presents:
    o The Minister of State for Administrative Reform
    o The President of the Civil Service Board
    o The General Directors of the involved Ministries
    o The President and the General Director of ENA
    o The Representative of EU Delegation responsible for the project
    o The Contract and Technical Managers of the project
    o The Task Forces of the four Ministries 
    o Selected staff from OMSAR, CSB and the four ministries in charge with HRM matters
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
    Workshop - Performance Appraisal System Presentation
    01 October 2015
    The objectives of the workshop:
     Present and explain the new performance appraisal system
     
    The topics presented and discussed:
     The originality of the new system 
    o Competency base
    o Key Performance Indicators
     Implementation of the new system
    o Appraiser & appraisee
    o Appraisal cycle
     Goals & impact of the new system
    o Performance 
    o Training 
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
     
    Workshop - Recruitment system / job description competency approach
    16 December 2015
    The objectives of the workshop:
     How to develop a competency based Job description
     Test the Job description as an effective tool of the recruitment process
     
    The topics presented and discussed:
     Write a competency-based effective Job Description that describes the general purpose, essential duties, experience and training, skills and competencies required.
     Editing Duties and Responsibilities together with their Objectives and Performance Indicators.
     Categorizing Authorities and Responsibilities
     Identifying Qualifications and Competencies including Knowledge, Skills and Attitudes.
     Job description and the correlation with the recruitment process mapping.
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
     
    Workshop - Performance Appraisal system implementation
    17 December 2015
    The objectives of the workshop:
     Recall the principles of the new performance appraisal system
     Test the proposed performance appraisal tools
     
    The topics presented and discussed:
     Performance appraisal system versus Job Description
     Competency framework
     KPIs and Job description
     Performance evaluation sheet
     Communication and interview skills
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
     
    Workshop - Job description and Recruitment Process
    28 January 2016
    The objectives of the workshop:
     How to develop a competency based Job description
     Test the Job description as an effective tool of the recruitment process
     
    The topics presented and discussed:
     Write a competency-based effective Job Description that describes the general purpose, essential duties, experience and training, skills and competencies required.
     Editing Duties and Responsibilities together with their Objectives and Performance Indicators.
     Categorizing Authorities and Responsibilities
     Identifying Qualifications and Competencies including Knowledge, Skills and Attitudes.
     Job description and the correlation with the recruitment process mapping
     
    The event took place at Crowne Plaza Beirut-Hamra Street, Beirut, Lebanon. 
     
    Workshop - Advancement Upgrading and Promotion Approach
    29 January 2016
    The objectives of the workshop:
     How to develop an annual review process for advancement and promotion
     Evaluating training activities and yearly achievement as an effective tool of the promotion process
     
    The topics presented and discussed:
     The methodology of the annual review of the Merit and Promotion Process, the general purpose, essential duties, experience and training, skills and competencies, objectives achieved as required.
     The performance appraisal objectives and the training and development process together with their performance indicators analysis.
     Job description and the correlation with the advancement and promotion process mapping
     
    The event took place at Crowne Plaza Beirut-Hamra Street, Beirut, Lebanon. 
     
     
    Workshop - Introduction to Psychometric Testing in Recruitment
    12 May 2016
    The objectives of the workshop:
     To introduce participants to the concept and theory of Psychometric Testing in Recruitment
     To familiarize participants with the key principles of Psychometric Testing and types of Tests
     To provide participants with knowledge of the process and the benefits of using Psychometric Testing in Recruitment
     
    The topics presented and discussed:
     What is an Employment Test
     What is a Psychometric Test
     Reasons for using Psychometric Tests in Recruitment 
     What types of Psychometric Tests exist
     Which are the main Psychometric Testing developing companies
     Practice - Examples of Psychometric Tests and actual questions
     Procedures in Establishing and Administering a Psychometric Test
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon.
     
    Training Session - Project Management
    15 September 2014
    The objectives of the Training session:
     Define projects, project management, and project managers 
     Illustrate project cycle 
     Describe the triple constraint Cost Quality and Time
     Perform a project needs assessment and write goals, requirements, and deliverables 
     Build key project documents plan by estimating time, costs, and resources 
     Monitor and maintain the project
     
    The topics presented and discussed:
     Critical project phases
     Role & responsibilities 
     SMART Objectives
     
    The event took place at the Ministry of Industry, Badaro - Sami Soleh Aven. Facing Adlieh, Beirut, Lebanon. 
     
    Training Session - Project Management
    30 October 2014
    The objectives of the Training session:
     Define projects, project management, and project managers 
     Illustrate project cycle 
     Describe the triple constraint Cost Quality and Time
     Perform a project needs assessment and write goals, requirements, and deliverables 
     Build key project documents plan by estimating time, costs, and resources 
     Monitor and maintain the project
     
    The topics presented and discussed:
     Critical project phases
     Role & responsibilities 
     SMART Objectives
     
    The event took place at the Ministry of Industry, Badaro - Sami Soleh Aven. Facing Adlieh, Beirut, Lebanon. 
     
     
    Training Session - Public Administration Management: Quality and Efficient Project Management 
    19 November 2014
    The objectives of the Training session:
     Total Quality Management (TQM): understand and apply principals of TQM in public administration
     Project management: Illustrate project cycle with emphasis on planning and time management 
     Communication skills: communicate efficiently at the workplace, with colleagues and superiors, and with other administration and public
     
    The topics presented and discussed:
     Quality:  Benefits and Challenges
     Project management: Planning & Tools
     
    The event took place at the Civil Service Board (CSB) Verdun, Beirut, Lebanon. 
     
     
     
    Training Session - Performance Appraisal - CSB
    28 January 2015
    The objectives of the Training session:
     Have a clearly understanding about the main characteristics of the proposed interventions regarding the appraisal system
     Give feedback and input on the customization of the proposals based on their experience of the Lebanese administration
     Support the further development of the proposed system and act as “angels” of change
     
    The topics presented and discussed:
     Performance management key issues
     The major characteristics (rationale, architecture, main interventions, innovations, new tools, examples etc.) of the proposed system
     Discussion over the notion of competency framework
     An update on recent developments oh HR trends worldwide
     
    The event took place at the Civil Service Board (CSB) Verdun, Beirut, Lebanon. 
     
     
    Training Session - Fund Raising and Negotiation (MoSA)
    17 February 2015
    The objectives of the Training session:
     Major donors interests and way through
     Design and organization of donors program and projects
     Donors project cycle and approach
     Positioning of different stakeholders (public and private) in donor programming
     Understand the basic types of negotiations, the phases of negotiations, and the skills   needed for successful negotiating
     Understand and apply basic negotiating concepts: WATNA, BATNA, WAP, and ZOPA
     Identify what information to share and what to keep to yourself
     Apply strategies for identifying mutual gain
     
    The event took place at the Crowne Plaza Hotel, Hamra- Beirut, Lebanon.
     
     
    Study Visit to Greece - Exchange information on reform policies developed during the last years regarding the HRM systems in the Greek Public Administration
    17 – 22 May 2015
    The objectives of the Study Visit:
     To present the latest HRM reform trends in the Greek civil service
     To compare and contrast with the current HR processes in the Lebanese civil service and with the ongoing HR reform attempts
     To learn lessons from the Greek experience and explore the possibilities of replication or avoidance 
     To examine the sustainability of reforms in HRM area
     
    The topics presented and discussed:
     HRM policies in the public sector
     Recruitment (all types of employment in the public sector)
     Induction programs 
     Long life training of public employees
     Performance appraisal
     Practical aspects of implementation of HRM policies
     
    The authorities met:
     Supreme Council for Civil Personnel Selection (ASEP)
     Management Organisation Unit of Development Programs (MOU)
     The National Centre for Public Administration and Local Government (EKDDA)
     Board of Inspectors of Public Administration (S.E.E.D.D.)
     
    Results:
     Transfer of know-how on HRM issues from the Greek experience (process of reforms under unstable conditions, accumulated reform experience in the last five years)
     Networking with the Greek Public Authorities dealing with HRM issues
     Exchange of experience between the Lebanese and Greek Public Authorities
     MoU between ENA Lebanon and the Greek National School of Public Administration
     
    The event took place in Athens, Greece, at the premises of the Greek Authorities.
     
     
    Training Session - Performance Appraisal System Presentation
    21-22 October 2015
    The objectives of the Training session:
     Present and explain the new Performance Management System
     Present and discuss the new Performance Appraisal form
     
    The topics presented and discussed:
     Relation between Performance Appraisal & Organizational Goals & Strategy
     Performance Management
     Competencies 
     Performance Management
     The Performance Appraisal Form
     
    The event took place at Radisson SAS Hotel, Ain el Mreisseh, Beirut, Lebanon. 
     
     
    Working Session – Overview the Recruitment System
    8 September 2015
    The objectives of the Training session:
     Overview the examination and testing regulation (recruitment system) as elaborated by the consultant
     Review and adopt the recommendations
     
    The topics presented and discussed:
     The existing recruitment system
     The new recruitment procedures presented step by step
     The recommended changes
     
    The event took place at the Civil Service Board (CSB) Verdun, Beirut, Lebanon.
    Study Visit to Belgium - Exchange information on reform policies developed during the last 15 years regarding the HRM systems in the Belgian Federal Public Administration
    11 – 16 April 2016
    The objectives of the Study Visit:
     To present the organisation and operation of the Federal Public Service Personnel and Organisation
     To understand how the Belgian system operates in terms of legal framework development, strategic planning at national and regional level, recruitment, performance appraisal, personnel development and communication.
     To compare and contrast with the current HR processes in the Lebanese civil service and with the ongoing HR reform attempts
     To learn lessons from the Belgian experience and explore the possibilities of replication or avoidance
     
    The topics presented and discussed:
     HRM policies in the public administration
     Recruitment (all types of employment in the public sector)
     Performance appraisal
     Personnel development
     Training programs 
     Communication
     Electronic Human Resources Management
     Practical aspects of implementation of HRM policies
     
    The authorities met:
     Federal Public Service Personnel and Organisation: 
    o DG OPD - Organisation and Personnel Development,
    o DG HRC - Human Resources and Career,
    o SELOR - Selection agency for the administration,
    o TIFA Training Institute of the Federal Administration 
    o DG COMM-KM - Internal Communication and Knowledge Management
    o DG eHR - electronic Human Resources management
     
    Results:
     Transfer of know-how on HRM issues from the experience of Belgium federal administration (process of reforms, challenges, impact of reforms)
     Networking with the Belgian Public Authorities dealing with HRM issues
     Exchange of experience between the Lebanese and Belgian Public Authorities
     
    The event took place in Brussels, Belgium, at the premises of the Belgian Authorities.
     



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