劳工文件 改善成果领域一: 改善能力发展的落实 中英

Rene Zhang
Rene Zhang

发布于2019-11-15 09:38来源:原创 0 评论 1 点赞

成果领域1: 改善能力发展的落实

Results Area 1: Improved delivery of capacity development

 

加强系列能力发展工具和方法

Consolidating the portfolio of tools and methods for capacity development

 

 

有效的能力发展必须立足于对受益方通过协商进程确定的组织需要和优先事项的深入了解。这种能力发展还需考虑到国际劳工组织三方成员运作的环境的动态特点,并且顾及对三方成员机构优先事项所做的灵活调整。在考虑到这些因素的情况下, 能够通过采取共同诊断的做法,随后共同规划执行工作,以及确保在个体和扶持环境方面将组织战略与能力发展相联系,实现规模效益。此种共同做法的拟定还需要进一步开展构思工作,这项工作可基于现有方法,尤其是工人活动局和雇主活动局,国际劳工组织技术部和实地办事处,以及国际劳工组织都灵国际培训中心已经使用的方法。

Effective capacity development must be grounded in an in-depth understanding of the recipients’ organizational needs and priorities, established through a process of consultation. It also has to account for the dynamic character of environments in which the ILO constituents operate and allow for flexible adjustments in constituents’ institutional priorities. Taking these factors into account, benefits of scale can be achieved through a common approach to diagnostic methods, subsequent joint planning of implementation, and ensuring linkages of organizational strategies with capacity development at the individual and enabling environment level. The development of such a common approach in turn requires further conceptual work that can build on existing methods, in particular those already in use by the Bureau for Workers’ Activities (ACTRAV), the Bureau for Employers’ Activities (ACT/EMP), the ILO’s technical policy departments and field offices, and the International Training Centre of the ILO in Turin (ITC-ILO).

 

劳工局将对在评估、规划、监测和评价发展能力方面使用的已有工具和方法进行审查,侧重支持和提倡方法的多样性。在确定最佳做法基础上,劳工局将制定国际劳工组织总体指导意见,这种指导意见通过三个能力发展层面中每个层面的一种变革理论,在区分技术能力和职能能力的前提下,将这三个层面联系在一起。将特别注重可以很容易适合特定受众的创新做法和方法。

 

The Office will undertake a review of the already existing tools and methods used in assessing, planning, implementing, monitoring and evaluating capacity development, with a particular focus on methodologies that embrace and promote diversity. On the basis of identification of the best practices, the Office will develop overall ILO guidance that links the three levels of capacity development through a theory of change for each of these levels, distinguishing between technical and functional capacities. Particular attention will be given to innovative approaches and methodologies that can be easily adapted to specific audiences.

 

劳工局将逐步改进了解和记录三方成员能力发展需要的方法,并设法使实地办事处和总部各部门更加易于获取此种知识。工人活动局和雇主活动局将利用两个机构现有的确定优先事项系统和网络技术专业人员,牵头开展构想工作和改进工人和雇主机构优先事项评估工作的落实。关于劳动行政管理, 现有的评估/审计系统将得到改进,以便在确定能力发展需要和制定联合行动计划方面发挥重要作用。经改进的能力需要诊断系统将包含有关国际劳工组织三方成员技术和职能优先事项的组成部分,同时处理以下问题:哪些组成部分将更有助于三方成员最大限度地从现有政策空间获得益处,并确保切实参与广泛的国家政策进程和框架,包括联系联合国国家工作队和联合国发展援助框架进行参与。

The Office will move towards an improved method of understanding and recording the capacity development needs of its tripartite constituents and making such knowledge more accessible to field offices and HQ departments. ACTRAV and ACT/EMP will lead the conceptual work and operational implementation of the improved assessments of workers’ and employers’ institutional priorities, building on their current priority-setting systems and the network technical specialists of the two bureaux. For labour administrations, the existing system of assessments/audits will be improved to play an important role in defining capacity development needs and designing joint plans of action. The improved system of capacity needs diagnostics will include components concerning both the technical and functional priorities of ILO tripartite constituents, addressing which would help them maximize the benefits from the available policy space and ensure meaningful participation in broader national policy processes and frameworks, including in the context of the UN Country Teams (UNCTs) and UNDAFs.

 

在这个构想工作基础上,现有的旨在指导能力发展工作的能力资料和材料将得到更新,以便处理高级别评估提出的建议,并使这些资料和材料与国际劳工组织的总体做法相一致。将在新的资料和材料使用方面为国际劳工组织工作人员提供培训和协助。

 

On the basis of this conceptual work, the currently available capacity resources and materials which aim to guide capacity development efforts will be updated to address the recommendations of the HLE and to align them with the ILO’s overall approach. ILO staff will be trained and assisted in the use of the new resources and materials.

 

进一步重视国际劳工组织业务的所有阶段的机构能力发展

Strengthening the focus on institutional capacity development at all stages of ILO operations

 

机构能力发展将逐步纳入体面劳动国别计划的总体计划制定和报告周期,重点是考虑到国际劳工组织跨部门政策驱动因素和多样性关切。体面劳动国别计划的修改进程将以国际劳工组织成果管理内部工作队的工作,包括从仍在执行的四个体面劳动国别计划试验项目中吸取的教益为基础,并将考虑到国际劳工组织新的能力发展指导意见的拟定。体面劳动国别计划机制也将需要适应正在进行的联合国发展系统的改革以及新生代联合国国家工作队的形势。 在未执行体面劳动国别计划的国家,机构能力发展需要将纳入现有的优先事项确定和三方协商进程。

 

Institutional capacity development will be gradually integrated into the overall programming and reporting cycle of the DWCPs, with emphasis on incorporating the ILO’s cross-cutting policy drivers and the concern for diversity. The DWCP revision process will build on the work of the ILO internal task force on results-based management (RBM), including the lessons learned from the four ongoing DWCP pilots, and will take into account the development of new ILO guidance on capacity development. The DWCP mechanism which will also need to be adapted to the context resulting from the ongoing reform of the UNDS and the new generation of UNCTs.   In countries without an active DWCP, institutional capacity development needs will be integrated into the existing processes for priority setting and tripartite consultation.

 

将通过更好地利用需求初步诊断分析方法和能力发展计划,进一步重视发展合作中的机构能力发展 。将对劳工局的指导意见做恰当调整,以便进一步强调在干预设计阶段与三方成员的初步协商,以及监测机构能力的长期变化。

 

The focus on institutional capacity development in development cooperation   will be strengthened by making better use of initial diagnostics of needs, and implementation of capacity development plans. Office guidance will be adjusted in a way that places greater emphasis on initial consultation with constituents at the design stage of interventions and on the monitoring of long-term changes in institutional capacities.

 

在技术政策领域,能力发展活动的选择和组合将取决于《国际劳工组织计划和预算》述及的总体结果,以及联合国发展援助框架和体面劳动国别计划中确定的特定结果,同时,对长期机构能力的重视得到加强。此外,结果协调小组在确保将机构能力建设和培训的共同、一致的方针纳入项目、体面劳动国别计划和国别计划结果方面的作用将得到加强。为加强计划拟定进程,结果协调小组将与雇主活动局和工人活动局密切协作,以便确保国际劳工组织政策咨询方面的能力发展组成部分的设计、发起和交付,以工人和雇主组织表达的能力发展优先事项为基础。在劳动行政管理制度方面,结果协调小组将借助更新的方法评估能力发展需要。将尤其重视加强社会对话体系和机构。将利用成果管理工作队将于2019年开发的机构检测更新系统持续跟踪能力发展工作的产出和结果。

 

In technical policy areas, the choice and combination of capacity development activities will depend on the global outcomes specified in the ILO Programme and Budget and the context-specific outcomes defined in UNDAFs and DWCPs, with a strengthened focus on long-term institutional capacities. In addition, the role of outcome coordination teams (OCTs) in ensuring that common and consistent approaches to institutional capacity building and training are built into projects, DWCPs and Country Programme Outcomes (CPOs) will be reinforced. To enhance the planning process, OCTs will work closely with ACT/EMP and ACTRAV to ensure that the design, inception and delivery of capacity development components in ILO policy advice is grounded in the capacity development priorities expressed by workers’ and employers’ organizations. For labour administration systems, the OCTs will rely on the updated methodology for assessing capacity development needs. Particular emphasis will be laid on the strengthening of social dialogue systems and institutions. Outputs and outcomes of capacity development efforts will be systematically tracked through the improved institutional monitoring system to be developed by the RBM task force in 2019.

 

按照高级别评估提出的建议,将进一步改进国际劳工组织的评价指导方针,以便在成果框架评估中更加突出能力发展。今后,评估工作将更加明确地评价各级能力发展行动。改进评估做法,以反映国际劳工组织的特定任务以及当前的国际劳工组织《评价战略》确定的战略和集群评估的使用,将为能力发展中长期成效的评估奠定基础。这将包括开发和使用一些特定工具以衡量能力发展成果和事后分析结果。

 

In line with the recommendations of the HLE, the ILO’s evaluation guidelines will be further refined to make capacity development more explicit in evaluations of results frameworks. Evaluations will henceforth more explicitly assess capacity development interventions at all levels. Revised evaluation approaches to reflect the ILO’s specific mandate and the use of strategic and clustered evaluations, as identified in the current ILO Evaluation Strategy, will provide a basis for the assessment of the medium and long-term effects of capacity development. This will include the development and use of specific tools to measure capacity development results and ex-post analysis.

 

加强国际劳工组织工作人员能力

Strengthening ILO staff capacities

 

 

劳工局还将加强自身工作人员的机构能力发展能力,包括加深对社会伙伴和劳动行政管理部门的特定机构作用和职能的了解。国际劳工组织都灵国际培训中心将与人力资源开发部、多边合作部、雇主活动局和工人活动局、联合国发展业务协调厅,以及联合国系统职员学院协商,开发关于联合国系统能力发展共同做法及其在国际劳工组织能力发展工作中的应用的工作人员培训课程。这个课程将在一个区域进行试点,以国际劳工组织负责开发能力发展项目的工作人员为对象,随后推广到其他领域。工人活动局、雇主活动局和综合政策部门将参与开展国际劳工组织人员培训工作,包括培养工作人员的性别主流能力。培训课程的内容将吸收成果领域1(a) 概述的国际劳工组织机构能力发展做法构想工作的结果。

 

The Office will also strengthen the institutional capacity development competencies of its own staff, including understanding of the specific institutional roles and functions of the social partners and labour administrations. In consultation with the Human Resources Development Department (HRD), the Multilateral Cooperation Department (MULTILATERALS), ACT/EMP and ACTRAV, the UN Development Operations Coordination Office (UNDOCO), and the United Nations System Staff College (UNSSC), the ITC-ILO will develop a staff training course on the common capacity development approach of the UN system and its application to the capacity development work of the ILO. The course will be piloted in one of the regions, targeted at ILO staff tasked with the development of capacity development projects, and subsequently rolled out to other regions. ACTRAV, ACT/EMP and Policy Portfolio departments will be involved in the development of ILO staff training, including building their gender mainstreaming capacities. The content of the training courses will incorporate the outcomes of the conceptual work on the ILO’s approach to institutional capacity development, outlined in Results Area 1(a).


相关标签:

  • 机构
  • 计划
  • 结果
  • 领域
  • 成果

发布你的看法