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Informe de lecciones aprendidas
Ceremonia de cierre
Estructura
Un tutor generalista coordinando los especialistas por cada 10 empresas
(2)
Emparejamiento de mentores con aprendices (WSMEs): el emparejamiento debe basarse en la alineación de expectativas y objetivos, expectativas de compromiso de tiempo, experiencias, obsequios personales y género.
Validación sistémica de los resultados de las brechas
(3)
Suministrarle a cada mentor la caracterización de las empresas a cargo apara la alineación. El mentor se reune para validar expectativas.
Capacitación práctica. proceso de órdenes de pedido, necesidades de flujo de efectivo
Taller Quick-off:
Monitoring and tracking to ensure a at least one monthly interactions between mentors and mentees and monitor progress against objectives. This includes a collection of baselines, mid-line, and end-line data from all participants and share the results with IFC. M&E data will include indicators that are relevant to IFC’s S2E monitoring and evaluation programIncluye la presentaci´pn de la metodología de monitoreo y evaluación
2 horas de mentoría a la semana. 11 semanas durante 16 semanas. cada mes 1 informe de MS y el informe final de cierre.
Coordinación 1
Mentor 1
Informe final
Reunion 12
Reunion 11
Reunion 10
Reunion 9
Informe mes 2
Reunion 8
Reunion 7
Reunion 6
Reunion 5
Informe mes 1
Reunion 4
Reunion 3
Reunion 2
Reunion 1
Mentoring quick-off: introduce mentors and mentees and provide the methodology to follow and opportunities to answer comments and questions. During the introduction, the objective of the mentoring process must be clear as well as the expected number of sessions and outcomes of the mentoring process.
Taller Quick-off
Informe lecciones aprendidas taller Quick-off
Adecuación logística taller Quick-off
Ejecución del taller Quick-off
Convocatoria Quick-off:
(2)
Emparejamiento de mentores con aprendices (WSMEs): el emparejamiento debe basarse en la alineación de expectativas y objetivos, expectativas de compromiso de tiempo, experiencias, obsequios personales y género.
(3)
Informe 1 lecciones aprendidas expectativas
Taller 2 alineación expectativas
Informe 2 lecciones aprendidas expectativas
Ejecución del taller 2
Taller 1 alineación expectativas
Adecuación logística taller 1
Ejecución del taller 1
Impresión de materiales
Convocatoria de alineación de expectativas
Convocatoria taller 2
Convocatoria taller 1
Reclutar e incorporar mentores y WSMEs, incluida la entrega de cualquier capacitación que los mentores y/o aprendices necesiten completar antes de que comience la mentoría.
Capacitación
Suministrarle a cada mentor la caracterización de las empresas a cargo apara la alineación. El mentor se reune para validar expectativas
Informe lecciones aprendidas capacitación
Evaluación capacitación
Taller metodología y reportes mentores
Taller 2 metodología y reportes mentores
Taller 1 metodología y reportes mentores
Asignación de empresas al mentor
Impresión de materiales
Selección y contratación
Contratación
Notificación selección
Entrevista
Elaboración de informe
Sistematización
Convocatoria
Informe lecciones aprendidas
Ejecución convocatoria
Plan de comunicación convocatoria
Definición términos de la convocatoria
Phase 1: Design (November - December 2024) (2 months)
This phase will focus on defining the methodological and operational details and the scope of the program. During this phase, the Firm will implement the following activities:
(1)
Develop the mentoring methodology and areas of focus:
a.
Determine delivery methods (in-person, virtual), the length of the program, the hours of mentoring that beneficiaries will receive, the number of sessions and timing of the sessions, the sessions’ methodology (1-1 sessions, peer sessions, etc.). NOTE: IFC envisions a mentoring program that has a duration of up to 4 months.
b.
Define the content/focus areas of mentoring to be included in the program, based on WSMEs' challenges to access private sector procurement. It should include both business and personal development focus areas.
(2)
Define the recruitment and onboarding process for mentors and mentees (WSMEs):
Mentors:
a.
Define the mentor profile.
b.
Define the mechanisms to identify mentors that fit the profile (e.g. professional networks, employees of corporate buyers, women entrepreneurs, etc.).
c.
Define mentor recruitment and onboarding process (develop application/enrollment form, recruitment strategy, selection and onboarding, and development of training/guides needed to ensure successful mentoring delivery). Training for mentors must be expedited and focused on the explanation of the mentoring methodology, roadmap, expected results, etc.
d.
Elaborate key messages and communications around recruitment and selection, including leaflets or any materials needed to identify, recruit, and onboard mentors.
Mentees/WSMEs:
a.
IFC, with support from the Firm, will define the criteria to select the WSMEs that will participate in the mentoring program. IFC will lead the activities related to the WSME selection process amongst the WSMEs that complete the bootcamps. Criteria to select WSMEs include but are not limited to economic activities with high potential demand from corporate buyers (based on the S2E Colombia market study); location near corporate buyer’s production/business centers; previous experience with corporate procurement; and willingness to engage in mentoring.
b.
Develop the application form for WSME registration and definition of the business and personal development areas of focus during the mentoring process. This will allow for effective matchmaking and the mentor to focus on relevant issues during the process. Define WSME invitation and onboarding processes, including the development of any training and guides for WSMEs.
c.
Define the matchmaking process.
(2)
Define the recruitment and onboarding process for mentors and mentees (WSMEs):
Mentors:
a.
Define the mentor profile.
b.
Define the mechanisms to identify mentors that fit the profile (e.g. professional networks, employees of corporate buyers, women entrepreneurs, etc.).
c.
Define mentor recruitment and onboarding process (develop application/enrollment form, recruitment strategy, selection and onboarding, and development of training/guides needed to ensure successful mentoring delivery). Training for mentors must be expedited and focused on the explanation of the mentoring methodology, roadmap, expected results, etc.
d.
Elaborate key messages and communications around recruitment and selection, including leaflets or any materials needed to identify, recruit, and onboard mentors.
Mentees/WSMEs:
a.
IFC, with support from the Firm, will define the criteria to select the WSMEs that will participate in the mentoring program. IFC will lead the activities related to the WSME selection process amongst the WSMEs that complete the bootcamps. Criteria to select WSMEs include but are not limited to economic activities with high potential demand from corporate buyers (based on the S2E Colombia market study); location near corporate buyer’s production/business centers; previous experience with corporate procurement; and willingness to engage in mentoring.
b.
Develop the application form for WSME registration and definition of the business and personal development areas of focus during the mentoring process. This will allow for effective matchmaking and the mentor to focus on relevant issues during the process. Define WSME invitation and onboarding processes, including the development of any training and guides for WSMEs.
c.
Define the matchmaking process.
(3)
Define monitoring and evaluation framework (M&E):
a.
Define with IFC team the mechanisms to track progress (outputs, outcomes and impact), based on recommendations from IFC and M&E data to be collected. M&E data will include indicators that are relevant to IFC’s S2E monitoring and evaluation program.
Diseño de instrumentos para recolecciónd de información
Diseño de indicadores
Mentors:
a.
Define the mentor profile.
b.
Define the mechanisms to identify mentors that fit the profile (e.g. professional networks, employees of corporate buyers, women entrepreneurs, etc.).
c.
Define mentor recruitment and onboarding process (develop application/enrollment form, recruitment strategy, selection and onboarding, and development of training/guides needed to ensure successful mentoring delivery). Training for mentors must be expedited and focused on the explanation of the mentoring methodology, roadmap, expected results, etc.
d.
Elaborate key messages and communications around recruitment and selection, including leaflets or any materials needed to identify, recruit, and onboard mentors
Vinculación de mentores
Diseño metodologia entrenamiento
Diseño taller socialización mentores y aprendices
Desarrollo de metodologías
Diseño sistema selección y vinculación
Propuesta entrevistas
propuesta convocatoria
Diseño estrategia de reclutamiento
Incluye los mensajes claves y los mecanismos de comunicación requerido para identificar, reclutar
Desarrollo instrumentos para vinculación
Definición fuentes de reclutamiento
Definición del perfil
(1)
Develop the mentoring methodology and areas of focus:
a.
Determine delivery methods (in-person, virtual), the length of the program, the hours of mentoring that beneficiaries will receive, the number of sessions and timing of the sessions, the sessions’ methodology (1-1 sessions, peer sessions, etc.). NOTE: IFC envisions a mentoring program that has a duration of up to 4 months.
b.
Define the content/focus areas of mentoring to be included in the program, based on WSMEs' challenges to access private sector procurement. It should include both business and personal development focus areas.
Determine delivery methods (in-person, virtual), the length of the program, the hours of mentoring that beneficiaries will receive, the number of sessions and timing of the sessions, the sessions’ methodology (1-1 sessions, peer sessions, etc.). NOTE: IFC envisions a mentoring program that has a duration of up to 4 months.
b.
Define the content/focus areas of mentoring to be included in the program, based on WSMEs' challenges to access private sector procurement. It should include both business and personal development focus area
Diseño de la estructura organizacional para la ejecución de la mentoría
Diseño base de datos mentor-aprendiz-empresa SWME-empresa Buyer
Diseño de contenidos mentoría
Incluye la identificación de puntos críticos y el diseño de estrategias financieras para atender las necesidades de capital.
Diseño de videos para capacitación de aprendices. Diseño contenidos en la plataforma BS. Guias y creación de comunidad académica. Blogs entre empresarias de la ola. Ruta de aprendizaje personalizada.Rúbrica
Diseño plan personalizado par cada empresa y asignación de recursos
Priorización de áreas de mejora
Establecimiento de metas
Elaboración informe de brechas
Empresa/ Buyer
Caracterización de necesidades, expectativas y especificaciones técnicas de las empresas Buyer y los criterios de selección de sus proveedores
Empresas SMWE/ emprendedoras
Incluye la caracterización de aspectos personales y técnicos. : toma de decisiones, uso de los ingresos. Incluye expectativas.
Una especie de NUD. Aquí podria ingresar el tutor generalista
