Organization development is an educational process by which human resources are continuously identified, allocated, and expanded in ways that make these resources more available to the organization and, therefore, improve the organization’s problem-solving capabilities. (Sherwood, 1972). Its goal is to create self-renewing, self-correcting systems of people who learn to organize themselves in a variety of ways according to the nature of their tasks and who continue to expand the choices available to members of the organization as it copes with the changing demands of a changing environment. Organization development typically invloves: a long-range effort to introduce planned change; a diagnosis that is shared by the members of an organization; the entire organization or a coherent system or part thereof; increasing organizational effectiveness and enhancing organizational choice and self-renewal; and use of various strategies to intervene into the ongoing activities of the organization in order to facilitate learning and to make choices about alternative ways to proceed.
ANTTARC works with organizations’ leadership and management to develop and conduct a customized assessment to clarify and build consensus about strengths and areas of vulnerability, followed by a process to develop a realistic, appropriate plan and guide for organizational improvements and change.
ANTTARC provides training and consulting on organizational management to different types of organizations: newly established and mature organizations; small and big organizations; civil society and public sector organizations. It is based on a holistic approach and focuses on different aspects of management aiming at better performance of individuals, units, and organization as a whole. Main topics include management basics (planning, decision making, organizing at work, leading, and human resource development), team building and work, communication and conflict resolution, human resources management, office management and time management, meeting management, and financial management.
ANTTARC’s customizes its support relating to project cycle management to clients—civil society organizations, local government units, and central institutions. In the frame of the Decentralization and Local Development Programme (dldp), ANTTARC has developed the “Project Cycle Management with Inter-LGU Focus” manual.
The best approach is to combine training workshops with follow up coaching to finalize the project documents as well as monitor and evaluate the project activities and report on effectiveness, efficiency, relevance, and impact of the intervention. Training workshops are based on learning-by-doing approach. Participants identify project ideas and develop concrete proposals going through different steps of project planning and monitoring. Coaching includes on-site as well as help desk services.
ANTARC develops customized evaluation processes that combine proven evaluation approaches customized for authenticity and relevance to the client’s projects/programs, to illustrate value and impact, for the purposes of informing project/program design and future development as well as to share information more effectively with organization’s leadership, donors, and stakeholders.
We believe that strategic planning is the key for successful and sustainable organizations. ANTTARC’s approach to strategic planning involves a participatory process of internal and external stakeholders. Through environmental assessment and strategic thinking, ambitious and realistic guides for organizations’ leadership and management in achieving visionary and operational goals are generated. ANTTARC facilitates strategic planning of civil society and public sector organizations.
ANTTARC provide training services to civil society, public, and business organizations. Training focuses on organizational development and management, project development and management, policy formulation and implementation, advocacy and lobbying, gender equality, training of trainers/ consultants, etc. Training methodology is based on the adult learning theory. Different training methods such as lecturette, structured discussions, brainstorming, small group work, learning by doing, participants’ presentation, case study, role play, demonstration, etc. are extensively used to ensure active participation of the trainees, achievement of training objectives, and participants’ satisfaction with the training activity. Any training intervention is preceded by assessment of potential participants’ training needs. Using a combination of informal and formal methods, training content and process are continuously evaluated during the training sessions as well as at the end of the training in order to measure effectiveness and follow up as well as participants’ satisfaction.