Abstract

Capacity development has become an embedded component of the aid package offered by international organisations responding to humanitarian crises. The effectiveness of capacity development is, however, rarely monitored or examined. What is more, the local context and the learning preferences of trainees appear often to be overlooked. Yet, the informal construction sector is thriving throughout the world. Using a case study of Nepal, where construction and post-earthquake reconstruction projects are largely delivered by the informal construction sector, this paper analyses, therefore, how and whether informal construction workers successfully develop capacity and utilise trainings to create more disaster-resilient buildings. It goes on to assess how one can draw on the learning preferences of Nepalese construction workers to improve the effectiveness and the sustainability of capacity development initiatives. Lastly, the paper highlights that training programmes informed by the context and the preferred learning style of disaster-affected communities promote and sustain capacity development efforts.

Highlights

  • Introduction3,751 disasters were recorded over the course of the past decade, affecting more than two billion people and causing USD 1,658 billion in damage (not including wars or conflict-related famines) (IFRC, 2018)

  • 3,751 disasters were recorded over the course of the past decade, affecting more than two billion people and causing USD 1,658 billion in damage (IFRC, 2018)

  • It does not seek to examine the extensive theories of workplace learning, but rather to identify the broad aspects that manifest among Nepalese informal construction workers, demonstrated through a participatory game created as a part of this study

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Summary

Introduction

3,751 disasters were recorded over the course of the past decade, affecting more than two billion people and causing USD 1,658 billion in damage (not including wars or conflict-related famines) (IFRC, 2018). The theoretical resources employed have outstripped standard concepts such as vocational education and learning, on-the-job training, and skill and competency acquisition by individuals, and incorporate more complex, multi-layered considerations, including adult learning, relations, communication, meaning-making, and identity formation (Hager, 2011). Both individual and social learning are important dimensions of workplace learning.

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