Human Resources Management

Projects

Start date End date Title of the project Continent Country Country
2002 2006 Assistance technique auprès de l’Algérienne des Eaux (ADE) Africa, Mediterranean - Middle East Algérie DZ

Context

At the core of IOWater's assignments, capacity building and vocational training are the pillars of the development of stakeholders in the Drinking Water Supply and Sanitation sector, whether in France, in Europe or internationally.

Developing a capacity building project means investing in human resources. This involves increasing the staffs’ capacities, and therefore their performance ... that is to say, improving the service provided to users.

 

Some examples of projects

Many French and international clients rely on IOWater for designing and developing research and study pilot projects such as EDF's National Laboratory for Hydraulics and the Environment, training centers for Lydec (Casablanca) and ONEP (Rabat) in Morocco, the Jeddah Training Center in Saudi Arabia, the Cemcas training center (Mexico) in Mexico and the training centers of Algiers Water Company (Algiers) and of the National Sanitation Agency in Algeria.

Evaluation assignments for operating departments have enabled them to draw up a training plan, develop a training reference framework, or acquire educational units adapted to their needs. We can mention our interventions with SIAAP, but also internationally, with SOMAGEP (Mali), ONEA (Burkina Faso), PWA (Palestine), the Water and Habitat service of the International Committee of the Red Cross (ICRC), but also in Senegal, Haiti, Morocco, Central African Republic, Algeria, Oman, Switzerland, Belgium, etc.

 

IOWater skills and know-how

For a training program to be effective, the capacity building project must be managed as a project in its own right. In particular, it is necessary to have an accurate assessment of the existing skills, necessary reinforcement needs, or of the existing local capacities for training.

Skills management is based on an inventory and a relevant analysis of the collective, individual, current and future training needs of the beneficiaries:

  • Prior analysis: identifies areas for improvement;
  • Ability references: describe the abilities required in terms of the staff’s knowledge, skills and know-how, taking into account the technological and regulatory changes and the management’s objectives;
  • Job references: describe each job through its activities, assignments and tasks to be performed;
  • Training references: identify quantitatively and qualitatively the training required;
  • Training plan: structures the training project and organizes the implementation of training courses;
  • Assessment framework: describes the assessment of the skills acquired at the end of the training sessions;
  • Skills Certification: IOWater offers its clients to certify the skills acquired during the training sessions through its subsidiary "Water and Environment Certification".