CAPACITY BUILDING

 CAPACITY BUILDING

Preamble:

Capacity building is a positive effort of improving the functional capabilities of  individuals / groups / community. The process relates to enhancing awareness, expertise and work skills in defined territories. Despite being of value to large sections of the society, the success in capacity building rests with the success of the individual in the mission.

Our calling the process a mission is on the principle that it is an on-going effort with no terminus whatsoever. Being a limitless process, it should occur as a fine-tuning exercise while updating every facet of its composition. At this juncture, all youth desirous of building their capacity should recognize that they are ushering in a long term attempt with far reaching benefits to selves.

These include enhancing the capacity, moulding the character and refining the personality. These are interlocutory as ‘inclusive’ parameters determining the acceptability of a person.

If well achieved, the capacity so built offers the best criterion for assessment of competitors seeking positions or employment. Therefore, any effort to build capacity must begin forthwith and proceed along carefully chosen methodologies without digression.

Too often it will reveal itself that refining is integral to the process, if one desires the best advantage. In an ambience of taut competition, acquired Degrees and Titles prove worthy only if the competitor shows confidence of empowerment.

Candidates – timid and lacking self-assurance, do not convince the selectors unless the former show some promise. Often the ‘timidity’ referred to here is the outcome of the inability to communicate. On the contrary, dispositions of assurance emerge to the fore if the person is confident of detail and delivery.

The person’s limitations get amplified if [s]he is more qualified. In the present endeavour, capacity building must address all such issues that foist a status of convincing confidence on the individual. 

Regularity of updating creates a mental framework that would promote tendencies of scaling heights.

In order that we resolve the relevance of the suggested measures, some questions are useful. Amongst Graduates and the Post-graduates –to be, the questions we raise are:

               1 Are we qualified?    2 Are we educated?  3 Are we equipped?

The most common answer anticipated is   Y E S. 

But, it is subjective since the value of ‘YES’ is variable in terms of how much of it is correct. 

The validity of “YES” turns subjective, as the ‘common YES’ does not reflect any common capacity. Most employment agencies /selection processes try to convince themselves of the CAPACITY of the competitor from how well the person reacts / interacts. Under the circumstances, the need and the mode of capacity building merit serious consideration.

It stands to reason to identify the domains that call for intervention, essential tools and techniques in capacity building so as to render value addition to the personality. The effect should be one in which the confidence of self in handling situations must vividly present itself without suggesting arrogance or impertinence. The aspirant should bear in mind that the effort has to be scientific and legal in its very structure, that it receives the intended support from all those who lend a helping hand to the process. 

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