Internal Capacity Development

Professional development of individuals is slightly different from capacity development. Within a strategic-oriented HRM, capacity development aims to strengthen core competencies of individuals, as they relate to the goals of an organization. Within a people-based HRM, capacity development could target the personal and professional goals of individuals. A values-based HRM balances the two emphases and in that sense, capacity development has the goal of working toward individual goals, which align with the values and mission of the organization.

Another version of internal capacity development is called organizational capacity building, coined by Allan Kaplan. This is accomplished by five steps, according to Kaplan: developing a conceptual framework, establishing an organizational attitude, developing a vision and strategy, developing an organizational structure, and acquiring skills and resources. This version is more like strategic planning, followed by a capacity building phase. For the purposes of values-based HRM, internal capacity development should balance the skills and needs of individuals with the strengths and weaknesses of organizations.

As far as strategies go, the most common method of internal capacity development is training. However, it's important to note that training is not the only way of building capacity. The list below comes from research by Beryl Levinger:

• Convening stakeholders
  
• Networking
  
• Partnering
  
• Teambuilding
  
• Realigning and restructuring
  
• Fact-finding
  
• Group problem solving
  
• Mentoring and pairing
  
• Modeling and demonstrating
  
• Piloting and small-scale experimentation
  
• Consulting
  
• Planning
  
• Training
  
• Materials and manual development or distribution
  
• Documenting
  
• Conferencing
  
• Adapting or adopting validated best practices