HRDP Concept » Background  · 

Background Information for the ASEM HRD Programme

The Human Resource Development Progrmme includes the strengthening of indiviuals and the aims at the improvement of procedural, organizational and intra-institutional capabilities of institutions and organizations in charge of development.

The HRDP is part of the Capacity Building of India's institutions that aims to enable agents to competently execute their duties and tasks. Such competency should deliver measurable results. The tools for capacity building are traning, exposure activities and learning by doing (traning events).

Human Resource Development aims at the improvement of the work effectiveness of people and organizations.

Competencies are a measure of a persons potential.
Competencies reflect what a person can do but not necessary what a person will do.

Job requirements:
The work to be done depends on people who have an appropriate attitude and adequate knowledge and skills. To carry out a specific function in a field the person in charge must execute a variety of activities and accept the corresponding responsibility.
The performance of an individual can be measured by the results of that person's effort. When a person is assigned new functions, new requirements emerge and new tasks have to be taken up. Our capacity building tools provide the skills and the knowledge to meet the expected results.

The work and organizational environment:
The work environment is of equal importance to personal competence. The working context of a person is therefore an important part of the Training Needs Assessment and influences what a person has to be able to do.

The working environment depends on the pattern of 5 “WARES”:

HARDware is the infrastructure and material facilities,
SOFTware is the human capacities, professional performance and the social conditions,
ORGware is the structure of the organization and the management,
FINware is the financial means and the financial equipment and
ECOware is the ecological surrounding (incl. healthiness of the work place, attractiveness etc.).


Tacit knowledge (as opposed to formal or explicit knowledge) is knowledge that is difficult to transfer to another person by means of writing it down or verbalising it.


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