Bourgeois, I. (2015). Application of an organizational evaluation capacity self-assessment instrument to different organizations: Similarities and lessons learned. Evaluation and Program Planning, 50, 47-55. [This study discusses the evaluation of the organizational capacity in three different organizations. An instrument for assessing the organizational capacity has been developed, by the authors for evaluating the organizational capacity of the organizations. This paper would be highly relevant for our research study, as it would also guide us to establish and develop the assessment process and sequence flow for evaluating organizational capacity].

Chapagain, C. P. (2004). HRM Capacity Building Through Appreciative Inquiry Approach In Achieving Developmental Goals. Human Resource Management Madison University, USA. [This article emphasizes on the obsolete mode of problems faced by the small and large organizations, by showing the lack of human resources and organizational development interventions. It tells us about the self-importance of human resources and their tendency to be within the static comfort zone, as the bases of organizational capacity building, betterment of the human society, hopes and appreciative paths. This paper would be important for our study, as it would help us to determine what the organizations are missing in building capacity and agility internally.]

Christens, B. (2015). Exploring relationships among organizational capacity, collaboration, and network change. Psychosocial Intervention, 24(3), 125-131. [This paper highlights the relationship of collaborative activities such as strategic alliances and partnerships in the capacity of the organizations. This article has explored this relationship in detail and ithighlights that, how the structure of the collaboration network of an organization can affect upon the capacity building of that organization. This paper would be highly important for our research, because it would help us to determine the most important collaborative strategies, for creating the desired organizational advantage.]

Estrada, I. (2013). Multi-partner alliance teams for product innovation: The role of human resource management fit. Organization &Management, 15(2). [This paper shows how teams should work towards capacity building in the multi partner alliances. It further explains that alliances and partnerships all can be only successful in an organization if there is creativity, learning and innovation to success for the joint development of the products. Such a climate can only be created with forming alliances and partnerships and aligning them with the HR capacity of the organization. This paper would be highly relevant to our research, because it would highlight the importance of the factors influencing the success of alliances and partnerships.]

  1. (2013). Root Change’s Organizational Capacity Assessment.Facilitator’s Handbook. [This handbook highlights the root changes in the organizational capacity assessment. The root change peer partners and the root change team has implemented the OCA methodology with the CBOs, NGOs and the municipal governments in around 30 countries of the world. The OCA methodology is a comprehensive approach for developing and building the organization capacity for achieving the objectives of development, learning and organizational change. This handbook would be highly important for our research project, because it would let us to know about the root changes in assessment of organizational capacity, and what approach is currently adopted by profit and nonprofit organizations.]

Jan, R. C. (2017). Organizational Strategies for Building Capacity in Evidence-Based Oncology Nursing Practice: A Case Report of an Australian Tertiary Cancer Center. Nursing Clinics of North America, 52(1), 149-158. [This paper highlights the strategies for building organizational capacity. The paper highlights that infrastructure and strong internal environment, are two key factors for developing the organizational capacity strategies. This paper would be highly relevant for our research study, as it would also guide us regarding the common strategies for building organizational capacity and how to evaluate them. ]

Johnson, K. (2004). Building capacity and sustainable prevention innovations: a sustainability-planning model. Evaluation and Program Planning, 27, 135-149. [This paper emphasizes on sustainability and the associated planning model for sustainability innovations. The model has assumed a 5-step process and addresses all those factors that, are considered to be inhibiting the efforts of sustaining an innovation for capacity building. This paper would be important for our research project, because we would get to know about the most important factors for creating an assessment framework and assessment process for HRM capacity building. One of the important factors concerning the capacity of the prevention systems of organizations, is the support for sustainable innovations, as we get to know from this paper in detail.]

Khan, D. M. (2014). HR as a Strategic Partner: A Critical Review. International Journal of Human Resource Studies, 4(1). doi:Doi:10.5296/ijhrs.v4i1.5129.[This paper highlight the importance of HR, and how HR is becoming a strategic partner in the organizations. It highlights the key roles of HR of an organization that, are strategic role, business partner role and the administrative role. The review of the HR of an organization and studying it as a strategic partner, we would be able to recognize the importance of HR in capacity building and capacity development of an organization. Therefore, this paper would be highly relevant to our research study.]……………………………………….

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Posted on June 13, 2017 in Case Solutions

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