ORGANISATIONL UNDERSTANDING

COHESION FOUNDATION TRUST

Faculty Guide:
Prof Nivedita Kothiyal
Archana Singh(24042)
About the Organization
 Set up in 1996 by a team of
professionals, alumni from IIM, IRMA,
TISS, NIIT etc.
 Multi-disciplinary Team with diverse
development experience - community
organization; project finance &
management services; project
management including planning,
monitoring & evaluation; Capacity
building, Empowerment processes,
Advocacy works etc.
 Started as a Public Trust, was
formally registered during the year
Mission
 Cohesion, guided by transparency
and accountability, is committed
to sustainable socio-economic
development of the vulnerable in
under-serviced areas with a
special focus on women.
Vision
 “We see ourselves as an
organizational team committed to
striving for a World in which people
and the natural environment are in
harmony with each other, a World in
which people, men and women, are in
harmony with each other, a World in
which all have enough to meet their
genuine emotional and physical needs,
and a World in which the diversity of
humankind is celebrated.”
Values and Principles
 Accountability and Transparency
 Mutual Trust and Openness
 Sensitivity
 Professionalism
 Equity
 Participation/ Team Work
Areas of Intervention
 Rural development
 Empowerment of women
 Disaster preparedness
 Rehabilitation
 Emergency relief
Activities
 Support to the NGOs and other development
organizations (Health, NRM, HRM, Savings and
Credits, Infrastructure Development).
 Capacity building of different stakeholders
 Implementing projects of various scales
 Develops and implements gender and poverty
focused participatory approaches for rural
development.
 Relief and assistance to the needy victims during
natural and man-made calamities
 Provides training and organize seminars and
workshops.
Main Projects
 Swashakti
 WLRP
 Concern :livelihood program
 CARE:Rain Roof Water Harvesting
Structures
 WASMO:sanitation and Health
 Prawah:Drinking Water Project
Organization Structure
 Head Office / Field Offices divided according to
clusters
 Functional Division (at head office)
 Project Based Approach for implementation (field
level-teams)
 Existing Organization Structure (Adopted in
2003)
 Decision Making, Planning and Control –
Democratic and Participatory
 Formalization Low – aspiring for high
 Proposed organization structure
Resources
 Physical – Property(12Lakhs), field office
–rented, 2 Balero, 16 bikes etc. (17 lakhs)
 Human – 39 total, (6 technical)
 Technical – 8 computers and 1 laptop, fax
m/c at all offices,(17 lakhs)
 Subtle – member of ABHIYAN,
PRAVAH, SETU, DPRG (coordinator),
and Board Members, Recognition and
Goodwill among villagers and funding
agencies
Resources
 Financial – donor – Oxfam,CONCERN-
Worldwide, Swa-Shakti etc.
 Planning to establish a corpus through
donations and consultancy
Funds From Donors

CARE
CONCERN
4%3% 3%
8% 33% OXFAM
WLRP-Rajkot
22% SHN
27% UNDP
Sw-Sh
Systems and Processes
 Human Resource Planning
 Planning of projects for the year and
then projection of staff
requirements for implementing the
plan.
 A list of staff requirement /
redeployment/ retraining is drawn
up.
 Close observation in the field, Surplus staff
is always maintained
Contd….
 Recruitment
 Steps :
 Identifying and attracting the right candidates.
 Campus Placement, Reference, Advertisements
 Screening, Interview and Selection – Gender
Emphasis
 Orientation

 Probation

 Confirmation
Contd..
 Human Resource Development
 Emphasis on Competence Building and
Development
 Training and Development
 Encourages staff for exposure visits to field,
and participating in workshops and seminars
as representatives,
 Academic courses
Contd
 Appraisal
 By periodical performance appraisals (PPAD)
 Annual Increments + Merit Reward + Promotion
 Gender Policy
 Articulate,
 Strives for equal opportunities and space for women
and men
 Maternity and Paternity Leaves, Crèche facility
 Flexible timings and tasks
Observations
 Technical people at Rapar Office
 Flux in the organization
 Changes in the organization structure
 Proposed orientation towards consultancy