JOINT STAFF DEVELOPMENT PROGRAMME 2016

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1 International Labour Office International Training Centre Human Resources Development Department, ILO and The International Training Centre of the ILO, Turin JOINT STAFF DEVELOPMENT PROGRAMME 2016

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3 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Contents Foreword...1 Management Executive Leadership and Strategic Management Programme...3 Maximizing field office performance: A capacity-building programme for ILO Office Directors...4 New officials ILO e-induction course...5 Orientation workshop for new ILO officials...6 Upgrading skills and technical expertise Global symposium for ILO development cooperation practitioners... 7 E-learning programme on public-private partnerships...8 Tailored skills enhancement workshops in development cooperation... 9 Effective ILO programming...10 Evaluation Manager Certification Programme...11 Green Jobs Certification Programme...12 Training-of-Trainers Certification Programme...13 Training in conducting internal evaluations and self-evaluations of ILO programmes and projects...15 Other courses organized by the Centre of particular relevance for ILO staff Decent work and sustainable development...16 Coping with complexity: Towards more systemic thinking in project cycle management...17 Macroeconomics and modelling for labour market analysis...18 Master in Industrial and Employment Relations...19 Master in Occupational Safety and Health...20 Academy on Social Dialogue and Industrial Relations...21 iii

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5 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Foreword Since 2011, the Human Resources Development Department (HRD) and the International Training Centre of the ILO (the Centre) have worked together to deliver a joint development and training programme for ILO staff. The objective of this learning partnership is to contribute to the overall capacity development services of the ILO and to create greater synergies and efficiencies in the provision of these services by the Centre and the ILO. Over 3,000 ILO officials have attended training programmes organized by the Centre over the period The third edition of the Executive Programme on Leadership and Strategic Management will take place in January 2016, building on the experience and recommendations arising from the 2014 and 2015 editions. The Centre also offers tailored training courses for ILO Field Office Directors and Programme Officers/Assistants in the Regions. These two activities were piloted in 2015 in response to the recommendations of the ILO field operations and structure and technical cooperation review (2013) and have since been further refined in response to feedback from participants. The 2016 catalogue also includes the well-established orientation workshop for new ILO officials, as well as a new e-induction programme. In addition, the Centre plans to organize a global training event for ILO development cooperation practitioners. The 2016 joint staff development programme also offers ILO staff access to multi-step training activities leading towards certification as Green Jobs Advisors and Evaluation Managers. Another newly added certification track is the training-of-trainers programme, targeting technical specialists at Headquarters and in field offices. Beyond the list of joint staff development activities centrally financed by HRD, you are also invited to review the shortlist of standard training courses run by the Centre at the end of this catalogue. These courses are of particular relevance for ILO staff since they relate to topical world-of-work themes, such as the link between the ILO Decent Work Agenda and the 2030 Sustainable Development framework. Fellowships for these courses may be obtained by applying for decentralized staff development funds. Mark Levin Director Human Resources Development Department Giuseppe Casale Director a.i. International Training Centre of the ILO 1

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7 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Management Executive Leadership and Strategic Management Programme In collaboration with the Human Resources Development Department and the UN System Staff College organizational innovation; stimulating effective performance; improving delivery and policy outcomes in a results-based framework; and enhancing service orientation and high-quality advisory services. Target group The objective of this five-day executive training programme held on the campus of the Centre in Turin and delivered by the United Nations System Staff College is to strengthen the delivery capacity of ILO officials. The programme is aimed at ILO officials who have assumed management and leadership roles within the last three to four years, or who have the potential to assume such roles over the next three to five years (normally at P5 level). As a result of attending the programme, participants will be equipped with the essential knowledge to be more effective leaders of the ILO s strategic agenda and better managers of its resources and capacities. During the course, the following leadership topics are addressed: promoting the ILO as an essential global interlocutor on the world of work; influencing international development agendas; motivating and leading collaborative teams on strategic priorities; and promoting transparency, good governance and accountability within the ILO. To strengthen the capacity of participants to manage for effective performance, the following topics are covered: anticipating and managing change and The programme is aimed at ILO officials who have recently assumed management and leadership roles at headquarters or in the regions (normally at D1 or D2 level), or who have the potential to assume such roles over the next three to five years (normally at P5 level). Participants are selected by the ILO to ensure that they meet the relevant criteria and to maintain a balance between headquarters and regions, the genders and technical areas. Staff members from headquarters and field offices are selected for this workshop by the Further information Cost: The workshop fees, full board and lodging in Turin, and bus transport (Geneva-Turin-Geneva) of all participants are covered by HRD centrally managed staff development funds. For HQbased staff, partial DSA for miscellaneous costs in Turin is funded from the department s staff development funds. For field-based staff, travelrelated costs are covered by the staff development funds available at the organizational unit/project level. Depending on available funds, cost-sharing arrangements may be considered. Contact: 3

8 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Maximizing field office performance: A capacity-building programme for ILO Office Directors In collaboration with the Human Resources Development Department ILO Office Directors play a key role in ensuring the delivery of high-quality services to the ILO s constituents through good governance and decision-making. With a view to maximizing field office performance, the objective of the programme is to strengthen the delivery capacity of ILO Office Directors in operational aspects of office management and administration. As a result of attending the training, participants will have gained greater clarity as to what is expected of them in terms of financial and administrative accountability, thus enabling them to effectively fulfil these obligations. The long-term objective is to enhance the management capacity of ILO Field Office Directors in key operational areas, thereby increasing the efficiency and effectiveness of service delivery to the ILO s constituents. The learning activity includes pre-course preparation and a five-day face-to-face training course on the campus of the Centre in Turin. To ensure baseline knowledge of operational aspects of office management and administration, participants are expected to have completed the ILO Internal Governance e-learning Programme prior to the course. The training in Turin will focus on capacity building in relation to key aspects of advanced operational-level management. The programme will take an interactive and participatory approach, utilize real-life scenarios and case studies, and draw on the expertise of subject matter experts from HQ and the field. Target group Participants will be ILO Office Directors, already in post or to be deployed, and will be nominated by the Regional Office in coordination with HRD. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information Cost: The workshop fees and full board and lodging in Turin for all participants are covered by HRD centrally managed staff development funds. Travel-related costs are covered by the staff development funds available at the organizational unit/project level. Contact: 4

9 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 New officials ILO e-induction course The ILO e-induction course provides answers to these and other questions. What is at the heart of the ILO? What are the milestones that have shaped the way we work today? How are decisions taken in the ILO? What are the key areas in which the ILO adds value? Who are our partners and how do we organize ourselves to contribute to the global development agenda? Through this course, new ILO staff will discover more about the ILO, hear a special message from the DG and feel a sense of pride in being part of the ILO family. The course has been developed in collaboration with subject matter experts from the three Portfolios, combining historical knowledge with some of the latest developments. Even staff who are not so new to the Office may learn things they did not know before. This three-hour self-learning programme will guide you through four interactive modules and will be accessible worldwide in three languages (English, French and Spanish) via ILO People, starting in early

10 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Orientation workshop for new ILO officials In collaboration with the Human Resources Development Department Target group Each year a number of new officials join the ranks of the ILO. While they are recruited on the basis of their relevant skills and competencies, their backgrounds are diverse and they have different experiences and understandings of the ILO. This four-day workshop helps new officials settle into the ILO. The objectives are to develop an understanding of the ILO s culture and values, clarify the ILO s objectives, structure and working relationships, and foster a sense of belonging. The workshop has been designed as an interactive event, including a training phase comprising three days on the Turin campus and one day at ILO Headquarters. This is an excellent opportunity to interact with colleagues and engage in networking. The workshop provides participants with information on the history, vision and strategic direction of the ILO. It allows them to explore key areas in which the ILO operates and essential mechanisms for achieving Decent Work. The workshop is aimed at newly appointed officials hired for the first time by the ILO on fixed-term contracts within the last 6-12 months. They are expected to work with the ILO on a longer-term basis (3 years or more) and, given their roles, should benefit from a more global perspective of the ILO s work. Participants are nominated by their respective departments and regions and confirmed by HRD. Directors of departments and field offices will be invited to nominate participants. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information Cost: The workshop fees, full board and lodging in Turin, and bus transport (Geneva- Turin-Geneva) of all participants are covered by HRD centrally managed staff development funds. For HQ-based staff, partial DSA for miscellaneous costs in Turin is funded from the department s staff development funds. For field-based staff, travel-related costs are covered by the staff development funds available at the organizational unit/project level. Depending on the funds available, cost-sharing arrangements may be considered. Contact: 6

11 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Upgrading skills and technical expertise Global symposium for ILO development cooperation practitioners In collaboration with the Department of Partnership and Field Support (PARDEV) and the Human Resources Development Department three in-depth elective learning tracks on partnership modalities and essential matters related to the ILO s internal governance where development cooperation is concerned. Various ILO subject matter experts from Headquarters and the field will act as resource persons. The symposium will be held on the campus of the Turin Centre, in the second half of Target group The symposium will consist of a three-day event for ILO development cooperation practitioners on both regular and extra-budgetary contracts working in the field or at HQ. Participants will gain insight into the ILO s strategic position in the new development cooperation landscape and will enhance their understanding of the ILO s partnership-orientated internal governance and its development cooperation activities. Participants will interact with key players in the international development community promoting the SDGs, including development partners from North and South, the private sector, the UN, domestic development funding providers, workers and employers organizations, development organizations and academia. Plenary forum sessions will be combined with ILO development cooperation practitioners on regular and extra-budgetary contracts working in the field or at HQ. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information The symposium format will be developed in the course of Participation fees and financing arrangements will be advertised once the product is introduced to market. Contact: 7

12 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME E-learning programme on public-private partnerships enables ILO staff at Headquarters and in the field to engage in quality PPPs that bring added value. The package allows for individual selfstudy and face-to-face training of trainers, as well as direct training of participants. A web page with ready-to-use information serves as reference material. Target group PARDEV, in collaboration with the Turin Centre, has developed a flexible learning package on Public-Private Partnerships (PPPs) that is available on the Centre s E-campus. More ILO staff need to become aware of this partnership modality in the ILO strategic context as well as in internal governance matters. The package ILO development cooperation practitioners on regular and extra-budgetary contracts working in the field or at HQ. Prior to engaging in this flexible learning package, participants must have completed the ILO Internal Governance e-learning Programme. Contact: 8

13 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Tailored skills enhancement workshops in development cooperation circumstances of the staff and will have a practical approach, enabling participants to apply their learning in the short term. There will also be follow-up coaching sessions from subject matter experts at PARDEV, the Turin Centre and possibly other relevant units and offices. The training workshops will typically have duration of 4 working days and be held at sub-regional or regional level or, for a specific department or unit, at Headquarters. Regional and field offices, as well as HQ departments, can request - or be offered - a training workshop in areas that are most relevant to their institutional needs and staff demands where development cooperation is concerned. Topics include: resource mobilization and establishing partnerships with specific organizations or funds (e.g. the EC, international financial institutions, domestic funding providers, the private sector, UN funds, etc.); results-based management and value-for-money in development cooperation; programme and project design, implementation and evaluation; and UN Joint Programming at country level. The latter would be delivered in collaboration with the UN System Staff College. These training workshops will be tailored to the working Target group ILO development cooperation practitioners on regular and extra-budgetary contracts working in the field or at HQ. Participants in these workshops must have completed the ILO Internal Governance e-learning Further information Activities will be developed in the course of 2016 in response to demand from requesting units. Costs will be determined on a case-bycase basis, depending on the activity. Contact: 9

14 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Effective ILO programming In collaboration with the Strategic Programming and Management Department (PROGRAM), the Human Resources Development Department and Regional Offices learning phase. During the two-week distancelearning phase, participants will be introduced to recently released key documents related to RBM and DWCPs. During the five-day face-toface learning phase, participants will discuss and practice the use of programming tools and techniques. Target group The training course aims to strengthen the capacity of ILO programme officers/assistants in the regions, by enhancing and deepening their knowledge of Results-Based Management (RBM), programme planning, reporting and resource allocation, as well as the programing principles, products and procedures applied in the ILO. The course also facilitates sharing of knowledge and practical experience, and peer-to-peer learning among the participants. Based on the lessons drawn from the first edition in 2015, the course will address the following issues: a review of the ILO s results-based programming cycle; programming at country level through Decent Work Country Programmes (DWCPs) in the context of the priorities set in the ILO Programme and Budget for and the 2030 Agenda for Sustainable Development; and an introduction to operational tools for supporting the design, implementation, monitoring and reporting of DWCPs, based on the 2015 updated guidebook on this subject. The training course comprises a pre-course distance-learning phase and a face-to-face In 2016, the training course will be tailored to the regional context of the Asia and the Pacific region, where the face-to-face learning phase will take place. As a priority, the programme will target programme officers/assistants who are to be involved in the development of new DWCPs, or the roll-out of new UNDAFs, in Depending on the number of places available, English-speaking candidates from other regions will be considered. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information Cost: Workshop fees (and board and lodging for participants not based in Bangkok) are covered by HRD s central training credits. Travel-related costs are covered by the staff development funds available at the organizational unit/project level. Depending on the funds available, cost-sharing arrangements may be considered. Contact: 10

15 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Evaluation Manager Certification Programme In collaboration with the Evaluation Office held at the Turin Centre, during which participants will be exposed to the technical requirements and the tools and techniques required to successfully manage an evaluation; and a coaching phase, in which participants will be required to return to their posts and, under the guidance of the programme administrator, manage an evaluation using the know-how and the management tools and techniques acquired during the workshop. With the introduction of Results-Based Management in the ILO, evaluation has grown in importance. The ILO Evaluation Office (EVAL) implements the ILO s evaluation policy by independently evaluating ILO strategies, policies and programmes. It also coordinates and provides quality control for a growing number of project evaluations undertaken throughout the organization. The large number of project evaluations (between 50 and 60 a year on average) precludes the staff of EVAL from managing all of them in house. Most project evaluations are therefore managed by ILO staff who volunteer to perform this task in the interest of the organization, with guidance and oversight provided by EVAL. To upgrade the quality of evaluation management and expand the pool of qualified candidates, EVAL has established a development programme to formally certify staff who have volunteered in the past, or who are likely to volunteer in the future, to act as Evaluation Managers. The Evaluation Manager Certification Programme is composed of two phases: a three-day workshop Target group ILO staff working on the evaluation of technical cooperation projects and programmes. EVAL will review the profile of candidates and decide on their selection. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information Cost: The workshop fees, full board and lodging in Turin, and bus transport (Geneva- Turin-Geneva) of all participants are covered by HRD centrally managed staff development funds. For HQ-based staff, partial DSA for miscellaneous costs in Turin is funded from the department s staff development funds. For field-based staff, travel-related costs are covered by the staff development funds available at the organizational unit/project level. Contact: and 11

16 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Green Jobs Certification Programme In collaboration with the Green Jobs Programme The offer is continually being reviewed and updated, partly to give practical effect to the Policy guidelines for a just transition towards environmentally sustainable economies and societies adopted at the ILO Tripartite Meeting of Experts on Sustainable Development, Decent Work and Green Jobs. Target group Concern for sustainable development reverberates in the conclusions adopted by the 102nd International Labour Conference in June 2013 on sustainable development, decent work and green jobs, which indicated a wide range of policy areas in which constituents could take action. The Strategic Action Plan, endorsed by the Governing Body in October 2013, emphasizes the need to gain further knowledge to inform evidence-based policy guidance and country implementation strategies. Against this background, a dedicated staff development track has been made available to better articulate the link between sustainable development, decent work and green jobs across the ILO s strategic objectives and through the most relevant operational programmes. Developed in collaboration with the ILO Green Jobs Programme, the training certification programme was piloted in , building on existing curricula relating to green jobs and courses on sustainable development already in place at the Turin Centre and in the field. Participants will be technical specialists or project staff who are responsible for designing, delivering and evaluating capacity development activities with constituents and other Further Information Cost: All Programme fees are covered by HRD centrally managed staff development funds. For the workshop in Turin, full board and lodging and bus transport (Geneva-Turin-Geneva) are also covered for all participants. For HQ-based staff, partial DSA for miscellaneous costs in Turin is funded from the department s staff development funds. For field-based staff, travelrelated costs for the workshop in Turin are covered by the staff development funds available at the organizational unit/project level. Contact: 12

17 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Training-of-Trainers Certification Programme In collaboration with the Human Resources Development Department gain knowledge of important pedagogical concepts and creative training approaches; acquire a store of participatory methodologies and innovative learning techniques; experience learning within a stimulating environment; investigate the importance of training evaluation and its different levels; and benefit from feedback from peers and lead trainers. ILO officials in the field and at Headquarters are increasingly involved in the design, organization and implementation of training events for ILO constituents and other stakeholders. Training and capacity development is crucial in the vast majority of ILO development cooperation projects and programmes, and in-house capacity is increasingly in demand. Nevertheless, only a limited number of ILO officials have had training-of-trainers opportunities that would turn them into effective facilitators of learning, with a mastery of crucial pedagogical competencies. The newly designed Training-of-Trainers Certification Programme will enable ILO officials to acquire and upgrade training and facilitation skills and techniques. ILO officials will be required to prove their competences through an assessment process which will lead to their certification as ILO Trainers. The assessment and certification processes will both be led by lead trainers from the Centre who have gained a Certificate as Facilitators awarded by the International Association of Facilitators (IAF). ILO officials who participate in the Training-of- Trainers Certification Programme will: examine the training cycle from a capacity development perspective; experiment with learner-centred training design, implementation and evaluation; Format The Programme will comprise four phases. The methodologies and technologies used in each phase will shape the learning process, as well as generating learning opportunities (metalearning). Each participant will play an active role in all phases. A. INDUCTION (two months: February-March): Participants will be briefed about the composition of the group, the competences to be acquired, the contents and methodology of the programme and the assessment strategy. They will also be involved in preparatory reading and study, to ensure a common level of understanding. B. WORKSHOP (three days: April): During three days at the Turin Centre, participants will be exposed to training and facilitation methods and technologies related to the phases of the learning management cycle. Each participant will have the opportunity to (co-)facilitate a microsession. Innovation and creativity will be mainstreamed within the workshop. C. COACHING (three months: May - July): An on-the-job phase during which participants will be coached in the design 13

18 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME and implementation of a training event and in the development of the necessary tools and materials, using the methods and tools acquired during the programme. D. ASSESSMENT and CERTIFICATION (two weeks): Evidence of the participants competences collected in an e-portfolio will be assessed by the lead trainers. Participants who have acquired the required Trainer Competences, will receive the ITCILO Certificate of Achievement, which will recognize them as ILO Trainers. Target group Participants will be technical specialists or project staff who are responsible for designing, delivering and evaluating capacity development activities with constituents and other stakeholders. When applying for the Programme, candidates should already have planned a learning event in which they will participate as trainers. They must be able to work effectively in English, have the capacity to work at a distance, and be able to make the most of innovative IT tools and Further information Cost: All Programme fees are covered by HRD centrally managed staff development funds. For the workshop in Turin, full board and lodging and bus transport (Geneva-Turin-Geneva) are also covered for all participants. For HQ-based staff, partial DSA for miscellaneous costs in Turin is funded from the department s staff development funds. For field-based staff, travelrelated costs for the workshop in Turin are covered by the staff development funds available at the organizational unit/project level. Contact: 14

19 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Training on conducting internal evaluations and self-evaluations of ILO programmes and projects In collaboration with the Evaluation Office of the training, participants will be asked to design a complete evaluation plan to be implemented in a post-workshop phase under EVAL/ITCILO guidance and coaching. The training offer comprises a five-day workshop followed by an online coaching phase. Target group Building on the ILO Evaluation Office (EVAL) s training and certification programme for evaluation managers, this new training course seeks to enhance the capacity of ILO staff to undertake internal project evaluations or project self-evaluations. This training will be aimed at ILO staff who may be responsible for selfevaluations of projects or programmes, and staff who might be called upon to conduct internal evaluations of ILO projects and programmes. The objective of the course is to enhance the quality of these evaluations, improve their utility, and contribute to organizational learning. As part Participants will be technical specialists or project staff who are responsible for designing and delivering evaluations of ILO programmes and projects. In order to be considered, participants must have completed the ILO Internal Governance e-learning Further information The course will be developed in Course fees and financing arrangements will be advertised once the product is introduced to market. 15

20 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Other courses organized by the Centre of particular relevance for ILO staff Decent work and sustainable development The promotion of Decent Work features prominently in the 2030 Agenda for Sustainable Development adopted at the UN Summit on Sustainable Development in September Explicitly linked to Goal 8 of the Sustainable Development Goals, the promotion of Decent Work is also implicitly referenced under many targets linked to the other 16 goals. The aim of the training course is to strengthen the capacity of ILO staff to analyze the link between Decent Work and Sustainable Development, and to formulate and implement strategies and approaches to make Decent Work for All a reality. This course has a two-pronged approach. Firstly, it provides a broad introduction to the Sustainable Development Goals: how these Goals came into being, what lessons were taken into account and the ideas and principles underpinning them; and it locates the issues contained in the ILO s Decent Work Agenda in this framework. Secondly, it examines emerging best practices and how the new agenda will impact work at the regional and country level in terms of realigning with changing national development plans and integrating into the other work streams of UN country teams. The training course combines a tutor-supported distance-learning phase of two weeks with a 3.5- day face-to-face training workshop on-campus in Turin. The distance-learning phase is intended to bring all participants to a similar level of subject comprehension. The face-to-face training phase includes interaction with learning experts from the Centre and from the ILO s MULTILATERALS department responsible for collaboration with the UN system. Contact: 16

21 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Coping with complexity: Towards more systemic thinking in project cycle management This training course reviews recent research findings on complex social systems, and how to factor non-linear cause-effect relationships, emergent behaviour and other patterns into the design of project strategies. The activity was designed in 2015 on the back of a growing acknowledgement among development cooperation practitioners of the shortcomings of the standard project cycle management approach, particularly when applied to institutional capacity building and advocacy projects. The 2016 edition of the course has since been further refined in response to a fast-growing body of evidence from technical cooperation projects worldwide. The objective of the training course is to strengthen the capacity of ILO staff to cope with complexity when designing and implementing capacitybuilding projects and advocacy initiatives. The course comprises a pre-training distance-learning phase and a face-to-face training phase delivered on campus in Turin. During the distance-learning phase, participants review their knowledge of standard project cycle management and identify the strengths and weaknesses of this approach. During the face-to-face training phase, participants are introduced to the dynamics underpinning complex social systems, and how to take these patterns into account when designing and implementing capacity building and advocacy initiatives targeting organizations and social groups. The course provides participants with access to planning and control tools that draw inspiration from social systems management thinking, and offers a platform for exchanging knowledge of emerging good practice. As a direct outcome of the learning effort, participants will have enhanced their knowledge of good practice in systemic project management. In the long term, the expectation is that institutional capacity building projects will have a greater impact on development. Contact: 17

22 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Macroeconomics and modelling for labour market analysis to this demand, aiming to contribute to better macroeconomic modelling and employment forecasting of labour market performance. The objective of the learning activity is to understand macro-econometric models and be able to interpret the results obtained from such models, with a view to providing evidence-based policy advice to ILO constituents. The methodology includes formal lectures and practical activities based on group work and case studies. Developing realistic models of labour markets to gain greater insight into the links between macroeconomic policies, financial markets and labour markets has become a matter of urgent need in both academic and policy circles. As the leading multilateral organization on employment and labour market issues, the ILO has come under increasing pressure to provide evidencebased policy guidance to speed up the recovery of labour markets from the distress caused by the recent global economic and financial crisis. The five-day course, which will be held on campus in Turin, has been designed in response The course contents comprise an introduction to the concepts, structures and basic assumptions of the most prominent macro-econometric models and modelling techniques; a review of the relative strengths and weaknesses of competing models of growth and employment, in terms of simulation and forecasting of labour market outcomes; and the application of macroeconomic modelling and forecasting in formulating robust policies for better labour market outcomes. Contact: 18

23 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Master in Industrial and Employment Relations In a fast-changing environment in which governments, workers and employers organizations are having to continuously adapt their strategies, a better understanding of the contemporary trends and challenges in industrial and employment relationships in different parts of the world is a compelling need. The Centre, in partnership with the University of Turin (Italy), is offering a Master in Industrial and Employment Relations. This one-year programme, to be held in English and launched in the academic year , comprises a distance-learning phase, a faceto face residential phase at the Turin Centre, and a second distance-learning phase for the preparation of the Master s thesis. This Master Programme aims at developing specialized multidisciplinary knowledge in the field of industrial and employment relations from a comparative viewpoint. It will provide participants with a deep theoretical and practical understanding of industrial and employment relations systems in the world, by looking into recent changes and trends in the major economic and geographical areas. It will also provide a range of learning situations in which participants can enhance their analytical and problem-solving skills. The programme combines the sound academic background of the University of Turin with the international training experience of the Centre. An international approach has been applied to the content and methodology, as well as to the composition of the faculty. At the end of the Master Programme, participants will be able to describe industrial and employment relations systems using a comparative approach; apply tools and methodologies for effective labour-management relations at different levels of the economy from individual enterprises to the national and international level; and advise governments and employers and workers representatives on industrial and employment relations issues. Contact: 19

24 2016 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME Master in Occupational Safety and Health physics, chemistry and engineering), the social sciences (behaviour, motivation and communication) and management principles and concepts. Public and private sector organizations throughout the world are increasingly concerned with improving occupational safety and health (OSH). In both developed and developing countries, the rapid pace of technological change, combined with the persistence of unsafe or environmentally threatening working conditions, has served to focus attention on the need to create a safe, healthy working environment and to promote a new safety culture in the workplace. Organizations increasingly seek OSH professionals who can catalyze these processes, and it is not always easy to find professionals with the right skills. Becoming a safety and health professional requires multidisciplinary training. The OSH profession calls for a broad-based educational background combined with specialized knowledge of the physical sciences (medicine, The University of Turin (Italy), in partnership with the ILO, the Centre and the International Commission of Occupational Health, is therefore offering a Master course in Occupational Safety and Health. This one-year programme, to be held in English, comprises an Internetbased distance-learning phase, a face-to-face residential period on the Centre s campus in Turin, and a second distance-learning phase in preparation for the dissertation. The programme combines the advantages of academic learning with the international training experience in OSH of the organizing partners. An international approach has been applied to the contents and methodology development, as well as to the composition of the training team. This programme involves participants from both developing and developed countries, who will thus have an opportunity to share their different experiences. It also provides a range of learning situations in which participants can enhance their analytical and problem-solving skills. Contact: 20

25 ILO/ITC ILO JOINT STAFF DEVELOPMENT PROGRAMME 2016 Academy on Social Dialogue and Industrial Relations The Academy on Social Dialogue and Industrial Relations provides a unique introduction to the latest trends and developments in tripartite social dialogue mechanisms, collective bargaining and dispute resolution systems. Participants can personalize their two-week course by choosing from several elective modules, and will benefit from an innovative and dynamic learning environment. Contact: 21

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28 International Training Centre of the International Labour Organization, 2016 Design and printing by the International Training Centre of the ILO, Turin Italy Made of paper awarded the European Union Eco-label, reg.nr FI/11/1, supplied by UPM.

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