Capitalize and utilize knowledge

Capitalize and utilize knowledge
Integrating learning in the Programme Cycle Management

Empowering human resources means:

managing learning in the organization,

generating a healthy communication climate

building up a team spirit amongst employees at various levels.

On the basis of the lessons learned output of the M&E actions we can

empower the country programme teams and partners by increasing their knowledge and understanding on programme quality, impact, accountability and learning and assisting them in developing and prioritising work plans and processes to this end.

How do we integrate learning into our Programme Cycle Management?

Through moments of reflection, or sharing thoughts, questions and ideas with colleagues or beneficiaries in more informal discussions. Learning might happen as part of structured processes such as formal evaluations, or reporting requirements, or in more informal ways, for example through a conversation between a programme officer and partner on the trip back from visiting the programme.
Steps you can take to promote learning include:

·       Be in touch with others working on similar issues;

·       Make time to meet with colleagues, partners or programme participants, or to research programmes working on similar issues;

·       Encourage others to share and discuss different ideas and perspectives;

·       Regularly question your own assumptions;

·       Build time to reflect on the programme into your work plan;

·       Ensure that programmes or projects are flexible enough to respond or be adapted as a result of learning;

·      Share lessons learnt with others – for example document good practice in a short succinct manner, with details of how success was achieved.

The Programme Manager:

Helps teams to increase their knowledge and understanding on various aspects of project quality
monitors and evaluates whether projects are within programme and strategy frameworks
supports project managers, teams and partners in integrating quality into the processes and components of project management

The Programme Quality Advisor:

Advises the Programme Manager on how to improve the quality of her/his programmes
Works with programme and project managers to establish systematic and structured systems that improve accountability and learning
Evaluates projects and programmes and advises managers on future priorities and strategies for enhancing the quality and impact of work.

Like the process of planting, harvesting and then ploughing nourishment from past harvests back into the soil, we should constantly be gaining learning from our experiences and building it into new programmes. For Oxfam's efforts to overcome poverty to be effective, we must constantly increase our knowledge and understanding of how to best achieve positive change in complex, changing, and unpredictable environments. Learning from our experience, and from the experiences of others, is key to improving the quality of our development practice and helping more people to overcome poverty.
We are often so busy doing and reacting that we don’t take the time to stop and reflect on what we are doing, why we are doing it, or how well it is being done until we reach a period of formal evaluation. Without ongoing learning, periodic evaluations can be time-consuming and difficult. By the time they come around we have missed important opportunities for learning, and for using this learning to adapt the programme and increase its impact.

Learning helps to make development work more effective by:

·       Challenging us to think differently, question our assumptions, and see things from a new perspective;

·       Helping us to develop a shared understanding about how we think development work can contribute to overcoming poverty;

·       Helping us to identify what is working well and why so that we can continue and increase effective projects and programmes;

·       Identifying gaps and highlighting what is not working well so that we can avoid repeating mistakes;

·       Increasing our ability to respond to new and unpredictable challenges and opportunities in changing working environments;

·       Encouraging us to look beyond our day-to-day programme activities, to regularly consider the larger question of what impact we are having on people’s lives;

·       Helping us assess how well resources are being used and how we might use them more effectively;

·       Increasing the motivation and satisfaction of those we work with in what they do by valuing their experience and opinions;

·       Encouraging us to set realistic time frames for realising our desired impact;

·      Playing a part in building trust, respect and openness in relationships both within organisations, partners, and other stakeholders.

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What is Knowledge management?

Characteristics of a "learning organization"

The Knowledge-Based Organization: Managing Its Human Resour<<<<<ces

Training and Knowledge Management

Training as a Communication Strategy

Testing and Evaluation of Training

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Theory of Knowledge

Scenario del KM

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