Upload
koko
View
41
Download
0
Tags:
Embed Size (px)
DESCRIPTION
Change Management in the Public Sector: Experiences from a Developing Country – Niue. RIAP Training Program on Change Management for HRD Planning in the Public Sector for Managers from the People’s Republic of China Dr Shirley Randell AM. Niue’s Location in the Pacific. Map of Niue. - PowerPoint PPT Presentation
Citation preview
Change Management in thePublic Sector:
Experiences from a Developing Country – Niue
RIAP Training Program on Change Management for HRD Planning in the Public Sector for Managers from the
People’s Republic of China
Dr Shirley Randell AM
Niue’s Location in the Pacific
Map of Niue
Niue: the Rock of the Pacific
• Small, isolated Pacific Island country
• Neighbours are Tonga, 480km NW, Rarotonga, 930km W, Samoa 660km E
• Self governing country in free association with New Zealand
• 1740 people in Niue, 18,000 in NZ
• 260 sq km, coastal road 64 km long
Situation Analysis
• Governance
• Economy
• Population
• Social Issues
• Gender
71%
29%
Government
Other
Figure 1Composition of Gross Domestic Product, Niue, 2000
Niue Contribution to GDP by Industry Group
0
1,000
2,000
3,000
4,000
5,000
6,000
1997 1998 1999 2000Year ended June
$NZ(000)
General Government non-market
Agriculture, Hunting, Fishing andForestryTransport and Communications
Wholesale and Retail trade
Finance, Business Services andReal EstateConstruction
Electricity,Gas and Water
Community and PersonalServicesHotels and Restaurants
Manufacturing
Mining and Quarrying
GDP
0
500
1000
1500
2000
2500
3000
1900
1906
1916
1926
1936
1951
1961
1971
1979
1984
1989
1994
1997
2000
Years
Po
pu
lati
on
Females Males
Figure 2 Niue Population, by Year and Sex
Leaving Niue for Study
Political Endorsement
• Counterparts– Private Secretary to Prime Minister– Manager, HRD Unit
• Premier and Cabinet
• NTDC
• Steering Committee included members of the Opposition
Cabinet
Three Sectors
• Public– Government Departments– Corporations
• Private– Chamber of Commerce– Grassroots Associations
• Civil Society– NGOs– Churches
Methodology
• Literature Review• Consultations
– Key consulting bodies– Key organisations– Individuals
• Site Visits• Data Collection• Distribution of Drafts
Steering Committee
Human Resource Provision
• History of Reviews• History of Training - Public Sector
– Education, Health etc
• Corporations• Private Sector
– Niue Development Bank– Chamber of Commerce
• Civil Society– Churches– NGOs
Funding Agencies
• NZODA
• AusAID
• UNDP, UNESCO, UNICEF
• WHO
• SPC, SPREP, SOPAC
• Pacific Power Associations
• Governments
NZODA Programs
• Vocational Training - $20,000
• Private Sector Training - $15,000
• In-Country Training - $30,000
• Study Awards - $460,000
• Capacity Building - $60,000
Membership of NHRDC
• Secretary of Government (Chairperson)• Representative of Niue Public Service Commission • Director of Education • Representative of the Chamber of Commerce • Representative of the grassroots businesses • Representative of civil society• Representative of civil society• Representative of the donor community
• General Manager, HRDO
NHRD OfficeGeneral Manager
NHRDO
Public Sector HRD Officer
Private Sector HRD Officer
Civil SocietyHRD Officer
Administrative Officer
Financial Officer
Minister for Niue Human Resources Development
NHRDC
NHRDO
Figure 6.4.5 Proposed Structure for the NHRDO
Goal of HRD
• It is recommended that the goal of human resource development in Niue should be to improve Niue’s living standards by building the capacity of Niuean residents committed to life and community on Niue with relevant work and life skills for the public, private and civil society sectors.
Objectives of HRD
• Collect comprehensive HRD data• Identify and analyse education and training needs • Develop policies and appropriate education and
training programs• Identify appropriate delivery systems • Enhance coordination, communication and
cooperation Ensure evaluation, monitoring and accountability mechanisms
• Ensure effective dissemination of information• Ensure fair distribution of resources
Priorities of HRD
• Non-formal education programs
• Work-based TVET
• Attitudes
• Distance education
Functions of HRD
• Policymaking
• Planning and Coordination
• Administration
• Information Gathering and Dissemination
• Monitoring and Evaluation.
• Enforcement of Agreements
HRD Planning Framework
• Data Collection and Analysis• Policies and procedures• Training needs analysis• Delivery systems• HRD plan• Consultation and coordination• Monitoring and evaluation• Information dissemination• Funding allocations.
Recommendations• Infrastructure
– Council– Office
• Goal, Objectives, Priorities
• HRD Planning Framework
• Funding