Resource Person;

Name: Arbab Talib

Designation: Programme Officer

Organization: Innovative Development Organization

Contact: +92 (81) 2834642- 0333-7872577,

Address: House # 69 (A) Chaman Housing Scheme Air-port Road Quetta.

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INTRODUCTION:

INNOVATIVE DEVELOPMENT ORGANIZATION

IDO (Innovative Development Organization) is a “non-for-profit”, non-political,

non-ethnical, non-governmental registered organization. IDO has been working in
Balochistan since 1999 in the field of Governance, Health, Gender and Development,
Education and Information & Communication Technologies for Development (ICTD). IDO
was registered in 2003 under the voluntary social welfare agencies (Registration and
Control) ordinance 1961 (XL VI of 1961). IDO believes in contributing towards building
the civil society institutions marginalized groups for a better social political change to
empower the masses. IDO has a group of sound volunteer professionals in its Board who
give direction to mainstream the activities towards sustainable development.

IDO has developed partnerships and associations with public and private sector
organizations to complement and supplement each others strengths and resources for
achieving the common goals. IDO’s strength lies in its highly qualified, experienced and
dedicated team with ability to adapt innovative approaches towards achieving sustainable
development.

IDO has strong linkages with major NGOs and funding agencies working in
Pakistan. It has undertaken initiatives in most of the districts in Balochistan through
collaboration with local CBOs and activists.

TYPES OF SERVICES PROVIDED BY THE IDO:

• Community mobilization;
• Orientation about CCBs;
• Training of female CCBs;
• Training Gov,t official and creating general awareness;
• Capacity building of Community Development on CCBs functioning;
• Experience sharing;

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THE PROCESS OF TRAINING NEEDS ASSESSMENT

A Training Needs Assessment is the process of separating the job tasks into those
for which training is needed and those for it is not and then developing an Individual
Training Plan for accomplishing the needed training. The first step of a successful training
is to determine that a training need exists through a process known as need assessment.
Needs assessment involves three basic steps organizational analysis, personal analysis and
the task analysis. Various methods including observation, interview’s and survey or
questionnaires are use to conduct a need assessment.

A task analysis should identify employees are actually doing and what they should
be doing on the job. Task analysis by breaking the jobs into duties and tasks. Use more
those two methods for collecting task information to increase the validity of the analysis.
For task analysis to be useful, information needs to be collected from subject-matter
experts (SMEs). SMEs include job incumbent, managers and employees familiar to the
jobs. In deciding how to evaluate tasks, the focus should be on the tasks necessary to
accomplish the company’s goals and objectives.

We first must perform a fact finding (job analysis) to determine what the valid job
tasks. We can then analyze the target population to define what the attitudes, knowledge,
skills and abilities and so on that they already have and identify what the training needs are.
Also, if we find that most new employees already have some of the job requirements, for
example they have good reading skills; we may decide to make that a job prerequisite. The
process of collecting of training what, when, how and for whom. The needs assessment
methods of conducting need assessment is superior to the other multiple methods are
usually used. The methods vary in the type of the information as well as the level of detail
of information. The advantage of questionnaires is that information can be collected from a
large number of persons. Also questionnaires allow many employees to participate in the
need assessment process.

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TRAINING NEEDS ASSESMENT PROCESS IN IDO;

In IDO before start any task they train their employees for that particular project.
It also has no rules and regulation for the training process. It is task oriented base
training. By initial the training donor conducts orientation about that particular project or
proposal to IDO. Donor also provides security for that particular area of the projects. IDO
conduct workshops seminars and developing communication skills of students. Recently
IDO start training of 5000 school teachers in balochistan three districts (Quetta, Mastung
and Qilla-abdullah).

IDO specialize in corporate training for adults. IDO analyze the information and
documents supplied by our customers to design tailored training programs. In general,
they use your data (documents, information, etc.) to design our training course material
for greater efficiency. Their training programs are customer-specific and cater for all
requirements - intensive / extensive courses, one-to-one / group sessions, beginner /
intermediate / experienced levels. It also offers short or long training courses, for
individuals or groups, for all of staff.

For Every Project of IDO establish team, or different projects they have different
teams. IDO train people creating general awareness about health issues like aids, malaria
and other seasonal diseases. IDO also conduct training session on different social issues
like conduct orientation about CCB’s and capacity building about community
development. Through this the efficiency of the employees will increases. By increasing
this service will get better and the society will be benefited.

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CONCLUSIONS:

I would like to say that IDO conduct the task oriented training. By training the
employees the employees enhance their efficiency and self assessment. They also provide
training to the Gov,t officials and elected members of CCBs and UC members. IDO do link
with private and public sector organizations. Through it’s the effectiveness of local
government system. It also conducts workshop and seminar for developing the people
communication skills. By training the school teachers their method and efficiency will
change toward the innovative system of education. Through training their weakness will be
removed and through this they can overcome their weakness by utilizing their strength.

I also recommend that they should spread their area in training and development by
involving the students and the other factor of the society. Traditionally, needs assessment
has involved identifying knowledge, skills abilities, and task. However, a current trend in
training is for needs assessment to focus on competencies. A competence refers to areas of
personal capabilities that enables employees to successful perform their jobs by achieving
outcomes or accomplishing tasks. A competency model identifies the competences
necessary for each job as well as skills, values, or personal attitude and characteristics.