RESULTS BY INDICATOR

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1 Outcome 9 - Employers have strong, independent and representative organizations RESULTS BY INDICATOR Indicator Number of national employers organizations that, with ILO support, adopt a strategic plan to increase effectiveness of their management structures and practices. Measurement To be counted as reportable, results must meet the following criteria: 1. A strategic plan for the employers organization is endorsed, as documented in the proceedings of its board or equivalent document. 2. A capacity-building programme is implemented for both managers and staff of the employers organization in line with the strategic plan. Country/ Country Programme Outcome (CPO) Africa Botswana /BWA801: Increase the value of employers' organizations to existing and potential membership Measurement Criteria Result Achieved 1 Botswana Confederation of Commerce, Industry and Manpower (BOCCIM) developed a new strategic plan ( ), which was endorsed by its Board. The organization introduced a new organizational structure in 2011, reviewed job descriptions, and introduced a performance management system to enable the Secretariat to deliver on the objectives of the strategic plan. 2 Staff have been recruited to fill new positions, including the policy advocacy and business development services departments, and a full complement of staff is in place. Staff have been oriented on the delivery of the new strategic plan, but the capacity building is ongoing. ILO Contribution Provided financial and technical support for the strategic planning workshop leading to the development of the new strategic plan and the restructuring of BOCCIM. Shared cost of the review of BOCCIM management system. - Provided training on advocacy, lobbying and membership services through the Turin Centre in August Sponsored BOCCIM participation in Turin Centre workshop on essential macroeconomic concepts for negotiators in tripartite dialogue 1

2 Swaziland/ SWZ801:. United Republic of Tanzania/ TZA 801: Strong and representative employer's organizations influencing economic 1 The Federation of Swaziland Employers and Chamber of Commerce (FSE&CC) developed a new Strategic Plan ( ) in 2009, which was endorsed by its board, and focused on its implementation this biennium. The organization introduced a new organizational structure, reviewed job descriptions and introduced a performance management system to enable the Secretariat to deliver on the objectives of the strategic plan. 2 A capacity-building programme to enable delivery of the strategic plan has been implemented. A new communications strategy was put in place. Staff were recruited to fill new positions for the trade policy, business development service, and communication and marketing departments and a full complement staff is in place. All staff have been oriented on the delivery of the new strategic plan, but capacity building is ongoing. 1 Association of Tanzania Employers (ATE) strategic plan , endorsed in 2010, includes annual revision of its implementation workplan. A stakeholder planning exercise (January 2010). - Trained BOCCIM staff on communication and development of a business agenda (April 2011). Funded and provided technical expertise in the development of the strategic plan in the previous biennium. This biennium, financially and technically supported the restructuring of FSE&CC. - Provided training on essential macroeconomic concepts for negotiators in tripartite dialogue through the Turin Centre (January 2010). - Provided training on advocacy, lobbying and membership services through the Turin Centre (August, 2010) - Provided training on mainstreaming HIV/AIDS Recommendation No. 200 into workplace HIV/AIDS policies through the Turin Centre (April 2011). - Trained FSE&CC staff on communication and development of a business agenda (April 2011). - Trained FSECC staff in train the trainer programme on Expand Your Business and Growth-oriented Women Entrepreneurship (2010). Through the Turin Centre, provided a capacitybuilding programme in the form of 18 months of technical support. This included participation in the strategic planning meeting and provision of 2

3 and social policies Zambia/ ZMB801: 2 involving ATE s partners was conducted in 2010 to monitor and assess strategic plan implementation and to prepare the annual work plan for The exercise was also used to allow all of ATE s partners to meet and agree on how the five strategic plan objectives could be most effectively implemented with support from its partners and to organize and consolidate a member-driven approach. ATE staff capacity-building programme implemented to improve management and delivery of business plans and workplans in support of the strategic plan. 1 A new strategic plan (2011 to 2016) for the Zambia Federation of Employers (ZFE) was developed in 2010 for board approval in November A capacity-building programme for managers and staff of ZFE was conducted in line with the plan. Staff capacity was strengthened on communication, lobbying, the development of membership services, project management and resource mobilization. inputs to conduct the work plan review (December 2010) in order to ensure that ILO support would fit into the existing ATE Strategic Plan and contribute to achievement of the five objectives. Organized joint ATE-Turin Centre monitoring meetings to ensure implementation was in line with the Strategic Plan. Integrated both the ATE Business Agenda and Business Plan for services into the Strategic Plan. Facilitated ATE participation in a Turin Centre workshop on service development (October 2011), which enhanced their capacity to develop business plans for service delivery to their membership. The ATE Business Plan was conceived within the existing Strategic Plan Facilitated workshop for the development of a new strategic plan in Provided technical assistance in finalizing the document. - Through the Turin Centre, provided training on advocacy, lobbying and membership services (August 2010). - Through the Turin Centre, provided training on mainstreaming HIV/AIDS Recommendation No. 200 into workplace HIV/AIDS policies (April 2011). - Trained ZFE staff on communication and development of a business agenda (April 2011). - Trained ZFE staff in project management and resource mobilization. - Provided Expand Your Business training (February 2011). 3

4 Zimbabwe/ ZWE801: Asia-Pacific Lao People s Democratic Republic/ LAO801: Strengthened institutional capacity of employers' organizations 1 EMCOZ strategic plan was reviewed and new strategic plan for was drafted and endorsed by the EMCOZ Board. Promoting the UN Global Compact with regard to the ILO core labour standards is a key area of the strategy. 2 EMCOZ was established as the UN Global Compact Secretariat. As part of the capacitybuilding plan, EMCOZ staff and members were sensitized on the UN Global Compact and ILO core labour standards. Capacity building in policy development strengthened EMCOZ s ability to influence policies and programmes in support of a conducive business environment for enterprise development and growth. EMCOZ capacity building undertaken to develop a business agenda for structured policy advocacy, as mandated by its membership. 1 The Lao National Chamber of Commerce and Industry (LNCCI/BEA) developed and adopted a strategic plan in April Provided technical support for the development of the new Strategic Plan ( ). - Provided support for the 2010 EMCOZ Congress, which contributed elements for the Strategic Plan. - Supported the process leading to the launch of the Zimbabwe Chapter of the UN Global Compact at the EMCOZ Congress. A sensitization workshop was held on implementing the UN Global Compact through the Decent Work Agenda. - Provided technical support and training to EMCOZ to improve their capacity to engage in the labour law reform process and DWCP management processes (ILO training on monitoring and evaluation for social partners). -Through Turin Centre, provided training on advocacy, lobbying and membership services (August 2010) -Through Turin Centre, provided training on mainstreaming HIV/AIDS Recommendation 200 into workplace HIV/AIDS policies (April 2011). - Through Turin Centre, provided training on essential macroeconomic concepts for negotiators in tripartite dialogue (January 2010). - Trained EMCOZ staff on communication and development of a business agenda (April 2011). Provided technical assistance for the development of the strategic plan. 4

5 Fiji/FJI801: Institutional capacity of employers' organizations is strengthened Indonesia/IDN801: Institutional capacity is strengthened Tuvalu/TUV801: Institutional capacity of employers' organizations is strengthened 2 In line with the strategic plan, a capacitybuilding programme was implemented, which strengthened staff capacity in industrial relations and communications. The first draft of a new communications strategy was developed and includes a newsletter, improved contact with the media and website improvements. Following adoption by the board of the strategic plan, provided training for staff and senior officials on communications strategies and techniques. 1 A strategic plan for Fiji Commerce and Provided technical advice on the development of Employers Federation (FCEF) was adopted and the strategic plan. endorsed for implementation by the FCEF Board. 2 In line with the strategic plan, a capacitybuilding programme to build board and staff capacity on good governance was implemented, which led to the adoption of the Governance Charter. 1 A strategic plan for the Employers Association of Indonesia (APINDO) in the provincial Maluku branch was developed and endorsed by the branch Board. 2 In line with the strategic plan, the officials of the provincial APINDO Maluku branch participated in a capacity-building programme to enhance their knowledge and skills on membership strategies for employers organizations. 1 A strategic plan for the Tuvalu National Private Sector Organization (TNPSO) was adopted and endorsed for implementation by the TNPSO Board. 2 In line with the strategic plan, a capacitybuilding programme to build board and staff capacity on good governance was implemented, Supported the training workshop corporate governance and provided technical advice on the development of the Governance Charter. Supported the workshop on strategic planning for the provincial APINDO Maluku branch and provided technical training in membership strategies for employers organizations. Provided technical support and assistance in strategic planning and supported the training workshop on corporate governance. 5

6 Viet Nam/VNM801: Americas Argentina/ ARG801: Capacidad institucional de las organizaciones de empleadores, fortalecida Barbados /BRB801: which led to the adoption of the Governance Charter. 1 The Vietnam Chamber of Commerce and Industry (VCCI/BEA) developed and adopted a strategic plan in In line with the strategic plan, a capacitybuilding programme was implemented that built staff skills in communications and membership management. The first draft of a new communications strategy was developed. 1 The Unión Industrial de Córdoba UIC (Industrial Union of Cordoba) developed its organizational strategic plan, which was endorsed by UIC s board. The plan identifies the organizational vision and specific objectives to be achieved. 2 In connection with the strategic plan, a training programme was implemented for managers, staff and representatives of regional and sectoral employers organizations, which strengthened their capacity to develop and elaborate each component of the strategic and implementation plans. 1 The Barbados Employers' Confederation (BEC) reviewed the findings, conclusions and recommendations arising out of the organizational review exercise completed in April 2010, and subsequently drafted and adopted a strategic plan with vision and mission statements that will guide the operations of the BEC. Supported the development of the strategic plan. Following adoption of the strategic plan, provided training for staff and senior officials on communication strategies and techniques. Provided technical support to the UIC in the process of developing and adopting its strategic plan, including the use of the ILO s guide on strategic planning in Effective Employers Organization toolkit. Provided three training workshops to UIC on the procedures and tools needed to develop and implement a strategic plan Provided support to conduct the organizational review, and technical support and advice throughout the development of the strategic plan. 6

7 Belize / BLZ801: 2 Staff members of the Barbados Employers' Confederation (BEC) have enhanced their capacity in areas related to strategy, leadership and personal development, and developed specialized skills and competencies in line with the strategic plan. At the request of the BEC, In collaboration with the Cave Hill School of Business of the University of the West Indies, Barbados, provided support for the convening of the Third Caribbean Academy for the Management of Employers' Organizations (CAMEO III) in June The programme four staff members and two Officers of the BEC s provides executives and high-level officials of Executive Management Board participated in CAMEO III (2011), a five-day capacity-building programme for employers organizations. national employers' organizations with the knowledge and tools needed to effectively fulfil their mandates. 1 An organizational review of the Belize Chamber Provided the expertise to conduct the of Commerce and Industry (BCCI) was organizational review and is supporting and conducted in January 2010 to better align monitoring the capacity-building plans of the management structures with the achievement of BCCI to ensure they are in line with the strategic organizational objectives and plan of work. In plan. keeping with recommendations made following the organizational review of January 2010, a new organigram and revised three-year strategic plan was adopted, effective May The plan took into consideration the recommendation to centre BCCI s work on four basic units: research, membership, business development and labour advisory services. 2 As a direct follow-up of the organizational review and in support of the implementation of the strategic plan, BCCI representatives were trained to participate more meaningfully in discussions on policy, economic and financial matters, and external trade negotiations. BCCI staff member participated in CAMEO III (2011), a five-day capacity-building programme for employers organizations in June In the new organigram adopted in May 2010, Shared costs (with social partners) of a national workshop on "Key Concepts and Principles in Economics and Finance," (February 2011). In collaboration with the Cave Hill School of Business of the University of the West Indies, Barbados, provided support for the convening of the Third Caribbean Academy for the Management of Employers' Organizations (CAMEO III) (June 2011.) The programme is geared towards providing executives and high- 7

8 Uruguay / URY801: Bolivarian Republic of Venezuela/VEN105: FEDECAMARAS cuenta con Plan Estratégico y Plan de Acción presupuestado y aprobados por su Junta Directiva two additional staff members were appointed to work with the research and labour advisory units, which were highlighted in the strategic plan as focus areas. 1 The Cámara de Autopartes del Uruguay (Chamber of Auto Industry) developed its 2011 organizational strategic plan, which was endorsed by the board. The organizational strategic plan identifies the vision statement and objectives. 2 In connection with the strategic plan, a training programme was implemented for managers/staff to strengthen their capacity to develop the components of the strategic and implementation plans. 1 Plan Estratégico aprobado por en la Asamblea de FEDECAMARAS y notificado a la OIT mediante carta de Octubre level officials of national employers' organizations with the knowledge and tools needed to effectively fulfil their mandates. Provided support to the Chamber in developing and adopting its strategic plan, including use of the guide on strategic planning in the ILO s Effective Employers organization toolkit. Provided three training workshops to UIC on the processes and tools needed to develop and implement a strategic plan. La OIT brindó asistencia técnica en el área de planificación estratégica. Asimismo la OIT diseñó esta actividad en coordinación con FEDECAMARAS y monitoreó de cerca su ejecución. 2 En base al Plan de Acción incluido en el documento de Planificación Estratégica, se aprobó un plan de acción priorizado y presupuestado. Se priorizaron 4 actividades para el Tanto la gerencia como el personal de la organización fueron orientados y entrenados hacia la implementación del plan de acción. La OIT brindó apoyo técnica a esta actividad, inclusive para concretar la priorización. 8

9 Indicator 9.2: Number of national employers organizations that, with ILO support, create or significantly strengthen services to respond to the needs of existing and potential members. Measurement To be counted as reportable, results must meet at least one of the following criteria: 1. A budgeted plan is officially adopted to extend services to current and potential member enterprises of the employers organization. 2. New or improved services are provided by the employers organization, as documented through service records (training, information systems, publications, consulting services). Country/ Country Programme Outcome (CPO) Africa Ghana/GHANA 801: Strengthened institutional capacity of employers' organizations Measurement Criteria Result Achieved 1 The Ghana Employers Association (GEA) revamped its training service offer by developing a business plan whose focus is to increase the number and quality of paying services for members. The Training Business Plan was approved by the Executive Director and piloted in 2011 and aims at developing seven training programmes, such as effective people management, negotiation skills, accounting and finance, among others. Some training courses are already available and in place; others will be launched in A major outcome of the Training Business Plan is the launch and implementation of the New Professional Diploma in Industrial Relations, in collaboration with the Association of Business Executives (UK). The Diploma lasts six months and the first pilot version is currently under implementation (July-December 2011). ILO Contribution Provided a capacity-building programme in the form of 18 months of technical support in the region. With the Turin Centre and the Dutch Employer Cooperation Programme (DECP), facilitated a regional training and capacity building process during which two seminars were conducted on service development and training service delivery. The business plan template was elaborated during the training and then prepared by the GEA as an action plan to bridge theory to practice. Provided continuous technical assistance to the newly recruited/trained staff in their preparation and revision of the Business Plan, including ILO trainers, experts and specialists. Kenya/ KEN801: 1 The Federation of Kenya Employers (FKE) Provided a capacity-building programme in the 9

10 Rwanda/RWA801: Strengthened institutional capacity of employers' organizations expanded its services offer by developing a business plan for training and consultancy services for members and potential members. The business plan was approved by the Executive Director and piloted in As a result of the capacity-building and business planning exercise, the following new paying services (training and consultancy) are operational and available for members and nonmembers: -HR management and recruitment services -Commercial HR assessment centre in place at FKE -Salary survey service -Training service on the impact of the new constitution on Industrial Relations -Negotiation Skills for Collective Bargaining Course 1 The Private Sector Federation (PSF) of Rwanda undertook a major revision of their Business Development Service (BDS) strategy, in order to differentiate the advocacy and BDS roles within the organization (between elected members and BDS trainers/service providers) and to increase PSF outreach at district level. 2 As a result of this process, a new BDS Service Unit was set up, whose strategy (including a BDS campaign) has been adopted and was piloted in one district (Rubavu) in The pilot exercise provided elements for the revision of the national strategy and replication into form of 18 months of technical support in the region. Facilitated a regional training and capacitybuilding process, during which two c seminars were conducted on service development and on training service delivery for employers organizations. The Business Plan template was elaborated during the training and then prepared by the FKE as an action plan to bridge theory to practice. Provided continuous technical assistance to the newly recruited/trained staff in their preparation and revision of the Business Plan, including ILO trainers, experts and specialists. Provided a capacity-building programme in the form of 18 months of technical support in the region. Facilitated a regional training and capacity building process, during which two seminars were conducted on service development and training service delivery for employers organizations. The Business Plan template was elaborated during the training and then prepared by the PSF as and an action plan to bridge theory to practice. Provided technical support (including through 10

11 other districts. Turin Centre) for the recruitment and setting up of a Business Development Service Unit in the PSF (staff recruited and trained). Uganda/ UGA 801: 2 The Federation of Uganda Employers (FUE) has expanded its training services to employers by extending its occupational health and safety workshops (OSH) to the regions to encourage employers to adopt safe work practices to reduce industrial accidents. FUE expanded its training service offer by developing a business plan in line with their existing strategic plan. The training business plan was approved by the Executive Director and piloted in As a result of the capacitybuilding and business planning exercise, the following new or improved training services are operational: Performance management Negotiation skills improvement Provided continuous technical assistance to the newly recruited/trained staff in their preparation and revision of the Business Plan including ILO trainers, experts and specialists. Provided training to the FUE on occupational health and safety. Provided funds and assisted FUE to identify local resource persons to undertake the OSH training. Training material was prepared by the resource persons and training was provided in key regions in Uganda. With the Turin Centre and Dutch Employers Cooperation Programme (DECP), facilitated a regional training and capacity-building process, during which two seminars were conducted on service development and on training service delivery for employers organizations. The Business Plan template was elaborated during the training and then prepared by the employers organization as an action plan to bridge theory to practice. United Republic of Tanzania/TZA 801: Strong and representative employer's organizations influencing 1 The Association of Tanzania Employers (ATE) expanded its training service offer by developing a business plan, in line with their existing strategic plan. The training business plan was Provided continuous technical assistance to the newly recruited/trained staff for the preparation and revision of the Business Plan, including ILO trainers, experts and specialists. Provided a capacity building programme in the form of 18 months of technical support in the region. Facilitated a regional training and capacity- 11

12 economic and social policies Asia-Pacific Cambodia / KHM801: China / CHN801: Fiji / FJI801: Institutional capacity of employers' organizations is strengthened approved by the Executive Director and piloted in As a result of the capacity-building and business planning exercise, the following new or renewed paying training services are operational and available for members and non-members: -Termination and Negotiation Skills for Collective Bargaining -OSH, HIV and AIDS at the workplace -Outstanding Customer Care -Performance Management -Productivity and Competitiveness building process, during which two seminars were conducted on service development and training service delivery for employers organizations. The Business Plan template was elaborated during the training and then prepared by the ATE as an action plan to bridge theory to practice. Provided continuous technical assistance to the newly recruited/trained staff for the preparation and revision of the Business Plan, including ILO trainers, experts and specialists. 2 Cambodian Federation of Employers and Business Provided technical support and advice during Associations (CAMFEBA) developed and published the development of the guide on "Labour a new product, a guide on "Labour Dispute Dispute Resolution for Employers." Resolution for Employers", aimed at improving industrial relations and preventing labour disputes. CAMFEBA also provided training to employers in both Phnom Penh and Seam Reap on labour dispute resolution for employers. 2 China Enterprise Confederation (CEC) introduced a new training service, which provides collective bargaining advice to employers using the knowledge and expertise imparted through the ILO/IOE training course on collective bargaining. 1 A budgeted plan was adopted by the board of the Fiji Commerce and Employers Federation (FCEF) to establish a new industrial relations (IR) service, including recruitment of a new IR staff member. Provided technical and financial assistance to train 30 CEC trainers using a translated version of the ILO/IOE Collective Bargaining Guide for Employers. Supported the employers organization to employers organization exchange programme for the new CEO of FCEF to review the IR services in the Malaysian Employers Federation (MEF) in Malaysia. 12

13 India / IND801: Indonesia / IDN801: 2 Fiji Commerce & Employers Federation (FCEF) has improved its training and consultancy services to members by expanding its offer of training workshops and consultancies to their membership affiliates. A number of topics are covered: international labour standards, maritime issues, sexual and reproductive health, HIV, OSH, waste management and child labour. 2 The Employers Federation of India (EFI) has developed tools to conduct labour law audits in enterprises and two pilot audits have been conducted. The labour law audit is a new service available to members. - All India Organization of Employers (AIOE) has improved its service provision to members by preparing and publishing a Handbook on Labour Laws for use by enterprise managers to enhance legal compliance. The Handbook has been used as a resource material in conducting labour law training workshops. Two training programmes have been conducted. Provided technical assistance in terms of ILO tools, guidelines, technical advice training workshops and study tours, which led to the expansion and more effective delivery of FCEF services and allowed FCEF to reach a balanced number of female and male participants. Provided technical assistance to develop the audit tool and conduct the pilot audits. Provided technical assistance in the preparation, publication and dissemination of the handbook on labour laws among members of the AIOE. To address skills demand in local industries in Provided technical assistance in conducting the Tamil Nadu, the Employers Organization of survey on skills requirements, facilitating Southern India (EFSI) set up a programme to fill partnerships between EFSI and training skills gaps. It partnered with six polytechnic colleges, and advising on skills training courses colleges and developed tailor-made courses for for youth. young men and women. Of the 264 youth who graduated, 90 were immediately employed in EFSI member enterprises, and others set up their own businesses. 2 The Employers Association of Indonesia (APINDO) in Yogyakarta provinces has introduced new Provided technical support in the establishment and expansion of WISE. 13

14 Lao People s Democratic Republic/LAO801: services on Work Improvement for Small Enterprises (WISE). A group of selected trainers are now ready to deliver WISE training to small enterprises in Yogyakarta provinces. 2 A new research service was created in the Lao National Chamber of Commerce and Industry (LNCCI). The first research project was undertaken on the causes of individual disputes. With experts from the Malaysian Employers Federation, provided training to LNCCI staff on survey methodology, creation of questionnaires and interpretation of results. Mongolia/ MNG801: Nepal/ NPL801: 2 The Mongolian Employers Federation (MONEF) is Provided technical advice and conducted offering a new service - OSH Workplace Risk capacity-building workshops on ILO MS 2001 Assessment and use of the ILO Management and risk assessment and WISE. Systems MONEF now provides training and advice to employers to prevent accidents in the workplace. Despite losing many of the WISE trainers that it had following the WISE training, MONEF has increased the number of trainers and numbers of WISE training courses from 14 to 18 per year. MONEF has launched a new Start and Improve Your Business training using two master trainers. Two training sessions have been completed. 2 In November 2010, a training unit on labour law and industrial relations topics was established within the Employers Council of the Federation of Nepalese Chambers of Commerce and Industry (FNCCI). The unit has begun to offer members fee-based training services on labour law and industrial relations. Topics include: disciplinary action and termination of employment, collective bargaining, negotiations, workplace cooperation and communication. In-house tailored training for enterprises on workplace cooperation is also on Provided tools, guidelines, technical advice for two MONEF trainers in a Master Trainers in SIYB methodology course by ILO Manila. Provided technical assistance to establish the training unit in FNCCI and to develop the training materials and the online registration system. 14

15 Philippines / PHL801: Sri Lanka / LKA801: offer through the FNCCI-EC website. Two FNCCI officials have been trained as trainers and an online training registration/confirmation system has also been developed. 2 The Employers Confederation of the Philippines (ECOP) developed and launched a new web site providing expanded information and interactive forums for members, thereby enhancing its service to members. ECOP provides enhanced services to their member organizations in the areas of enterprise competitiveness, corporate social responsibility and in research and advocacy, with a particular focus on child labour, gender equality and breastfeeding, for which web-based advice and training are offered. 2 The Employers Federation of Ceylon (EFC) strengthened its representative capacity and service outreach by entering into a Memorandum of Understanding (MOU) with regional chambers of commerce in the north and south of the country in October (The north is a postconflict region.) This gives the EFC greater access to enterprise in the regions which were formerly not represented by the organization and allows it to provide services in collaboration with the chambers for private sector development. Based on a survey among its membership on employability skills, a new certificate programme/training product on employability skills for youth was launched by the EFC. Survey findings led to the development of an eightmodule training programme aimed at enhancing Provided technical support to enhance, launch and operationalize the ECOP web site. Provided training workshops and advisory services on research, advocacy and networking, and implementation management of demonstration programmes on Corporate Social Responsibility (CSR), specifically on the elimination of child labour and the promotion of exclusive breastfeeding at the workplace. Provided technical support and guidance in finalizing the MOUs with the regional chambers and in conducting training for disabled persons in the northern region. Provided technical support for a workshop on youth employment issues and a follow-up survey on employability skills and competencies in the private sector, and for launching the Human Resources Network. Trained five trainers on information and technology skills. 15

16 Viet Nam /VNM801: Americas employability of young job seekers. To date, one programme was conducted in collaboration with a member company. The training programme has been included in the EFC training offer. The EFC also launched a Human Resources Network (a strategic platform for human resource development) as part of expanding support to members on HRD issues. The EFC is conducting training courses on information and technology skills for visually impaired persons (employability skills) in the District of Vavuniya (northern region). 2 Following the development of a strategic plan in 2009, which included plans to expand employer councils in the provinces, four employer councils were established by the Vietnam Chamber of Commerce and Industry (VCCI) this biennium in Vinh Phuc, Dak Lak, Ha Noi and Bac Ninh. The Ha Noi employer council is focusing on improving industrial relations at the local level, including implementation of collective bargaining agreement strategies in the garment sector. Provided technical assistance on the establishment of the four councils. As part of its service offer, VCCI has included training on forced labour, based on the ILO forced labour guide. The training is being provided by a pool of trainers developed by VCCI with ILO support. VCCI trainers have since provided training to employer members on how to combat forced labour. Translated the guide on forced labour for VCCI, and prepared training materials for a training of trainers workshop. Argentina/ ARG801: 2 1. Unión Industrial Argentina (UIA) provided an 1. Provided technical assistance and guidance 16

17 Capacidad institucional de las organizaciones de empleadores, fortalecida Bolivia/BOL801: Organizaciones Empresariales con extended training service through its affiliate, the Federación de Industriales de la Provincia de Santa Fe (FISFE)/ Federation of Industrial Santa Fe Province, on business lobbying. The first training programme was attended by 25 entrepreneurs, technicians and representatives of government organizations. The training programme was fully financed by UIA and FISFE. 2. The Unión Industrial de Córdoba (UIC) /Industrialists Union of Cordoba established a new service for its membership a program for managers of employer organizations affiliated to the UIC. The objective of the first programme, which consisted of a five-month training programme including 17 workshops, was to enhance the managerial skills of managers of employers organizations in the provinces. Thirty managers participated in the training programme, which is financed by the UIC and the Federación Comercial de Córdoba. 3. The UIC introduced new training courses for industrial SMEs, accessible through UIC s web page. With a user-friendly learning methodology, courses cover management leadership, communication, small business performance, time management, occupational safety and health and the environment. In the first month of operation, 254 users registered for the courses. 2 1.Sistemas de Gestión Integral de Seguridad y Salud en el Trabajo en 20 empresas Pymes to design and develop UIA s training programme on business lobbying. ILO guide, The Effective Employers Organization, was used as training material for the programme. UIA s communication specialist, who facilitated the training programme on lobbying, was trained through workshops within the ILO s PROFOREM programme (Programa de fortalecimiento de la Red Empresarial). 2. Provided assistance and guidance to design and develop UIC s training programme for managers of employers organizations. ILO guide,the Effective Employers Organization, was used as training material for the programme in the province of Cordoba (Argentina). Trained UIC s general manager through workshops within the PROFOREM programme (Programa de fortalecimiento de la Red Empresarial), which provided the knowledge and tools to develop and manage the training programme for managers of provincial employers organizations. 3. Provided advice on the development of the new service for the UIC s SME membership, particularly with respect to the content and subjects addressed by the courses. 1. La OIT participó en el diseño de la actividad conjuntamente con la CEPB, gestionó y 17

18 capacidades y competencias fortalecidas en Gerencia organizacional, habilidades de negociación, comunicación y diseño de servicios Chile /CHL801: implementados por la Confederación de monitoreó su ejecución. La apoyó una asesoría Empresarios Privados de Bolivia (CEPB) con la en Seguridad y Salud en el Trabajo finalidad de establecer este servicio en las OOEE conjuntamente con las empresas. asociadas. La CEPB logró una alianza con la Universidad Católica de Bolivia para darle sustento técnico y de calidad al Programa. Establecimiento de una guía para la implementación de un sistema integrado de SST. 2. La Confederación de Empresarios Privados de 2. L OIT participó en el diseño de la actividad, Bolivia implementó un servicio de inclusión laboral apoyó en misiones y en el monitoreo en la para personas con discapacidad con la finalidad de ejecución de la actividad. La Confederación de mejorar la empleabilidad de estos trabajadores Empresarios Privados de Bolivia contrató para que ofrezcan un aporte efectivo a las profesionales especializados en la materia para empresas donde se emplearán. La CEPB ejecutó el relevamiento de la encuesta y diseño del una encuesta para conocer la oferta laboral para programa de capacitación. las personas discapacitadas en las empresas y las competencias requeridas para estos trabajos. Plan de Capacitación diseñado y en ejecución. Se capacitaron 204 al menos personas con discapacidad en diferentes competencias laborales requeridas por las empresas. Se imprimió una Guía Práctica para sensibilizar y ayudar a las empresas en el tema en la incorporación laboral de personas con discapacidad. 2 Chilean Safety Association (ACHS) developed a Supported ACHS in the signing of a Letter of service based on the development of a new tool: Intent in which both institutions (ILO and Growing Protected: Manual for the protection of adolescent workers" (publication and e-tool-kit). ACHS) committed to establishing a framework for collaboration in the field of prevention and The toolkit is geared to SMEs in Chile and seeks to eradication of child labour and the promotion of promote compliance with legal provisions regarding working conditions of adolescent safe working conditions for adolescents 15 to 17 years of age. This led to the production of workers. It also seeks to prevent the occupational the manual and its electronic version as a 18

19 Colombia /COL801: Organizaciones Empresariales con capacidades y competencias fortalecidas en Gerencia organizacional, habilidades de negociación, comunicación y diseño de servicios Costa Rica/CRI801: accidents and diseases to which adolescent workers could be exposed. The toolkit is available on the ACHS s website and constitutes a new service available to 37,000 member companies, potentially benefitting over 100,000 Chilean adolescent workers. 2 Producto del Taller, la Presidencia de Asociación Nacional de Empresarios de Colombia-ANDI cuenta con un documento con acciones de mejora y sugerencias de nuevos servicios que la institución ha venido implementando con éxito de manera gradual. Se implementaron nuevos mecanismos de comunicación interna, así como un nuevo sistema de Gestión del Conocimiento interno en la ANDI. 2 La Cámara Nacional de Comercio al Detalle (CANACODE) ofrece un servicio de certificación de competencias para el gerenciamiento del pequeño comercio, avalado por el Instituto Nacional de Aprendizaje de Costa Rica (INA). 50 pequeños comerciantes certificados en la mejora de la administración de un comercio. Este servicio ha permitido un incremento en la afiliación de más comercios a la Cámara. 2 Unión Costarricense de Cámaras y Asociaciones de la Empresa Privada (UCCAEP) ofrece un mejor servicio a las Cámaras que la integran en materia de comunicación. De entre ellas, 15 Organizaciones afiliadas a la UCCAEP mejoran su toolkit. La OIT coordino la actividad y participo como facilitador. Asimismo la OIT brindó apoyo técnico en materia de comunicación interna, trabajo en equipo, y pensamiento estratégico. La OIT ofreció asistencia técnica para articular un programa conjunto con organizaciones del estado encargadas de los temas de seguridad pública, cámaras de empresas que venden servicios de seguridad y con medios de comunicación. -Se ha ofrecido un seguimiento técnico detallado y permanente para asegurar la sostenibilidad de los esfuerzos que está impulsando la CANACODE con este programa. La OIT brindó asistencia técnica para el desarrollo de la currícula que se implemente conjuntamente con el Instituto Nacional de Aprendizaje (INA). Con la formación y asistencia técnica de OIT se 19

20 estrategia de comunicación a través de : 45 empresarios capacitados en media training y en el manejo, a nivel institucional, de las redes sociales ;Mejoras en los sitios web; Capacitación e información sobre los medios de comunicación tradicionales. colabora en la mejora del servicio de comunicaciones de la OE y se ayuda a coordinar mejor el mensaje empresarial. Dominican Republic /DOM801: Ecuador/ECU801: Organizaciones Empresariales con capacidades y competencias fortalecidas en Gerencia organizacional, habilidades de negociación, comunicación y diseño de servicios La UCCAEP coordina la estrategia de comunicación del sector empresarial organizado de Costa Rica. Esta estrategia la implementan y es ejecutada por las OOEE afiliadas a la cúpula empresarial. 2 La Confederación Patronal de la República Dominicana (COPARDOM), ofrece a empresas el servicio de asesoría y apoyo para que adopten programas de Salud y Seguridad Ocupacional en cada una de ellas. Este servicio está dirigido a las pequeñas y medianas empresas adheridas a la COPARDOM y de momento ya se han beneficiado 35 empresas, que mejoran su productividad y desarrollan mejores mecanismos de diálogo y participación entre la empresa y los trabajadores. 1 Nueva Estrategia Integral de Comunicación así como plan de acción adoptados por la Cámara de Industrias y Producción de Quito-CIP (Nov. 2010). Producto de su implementación la CIP ha mejorado de forma importante su comunicación con los socios y con las partes interesadas. Posteriormente la CIP ha destinado recursos para campañas de imagen y opinión. Entrena a La OIT participa en el diseño y contenido del Programa que la COPARDOM pone para la consideración de las empresas socias. La OIT diseñó la actividad en conjunto con la CIP. Se monitoreo de cerca la ejecución de la misma. Asimismo la OIT brindó apoyo a través de una empresa especializada en comunicación estratégica para la ejecución de esta actividad. 20

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