PIA 2501

From Planning to Human Resources- Part I

HRD: Training and Education for Development

Danielle’s Discussion

Prelude:

Millennium Development Goals

VIDEO

Discussion: How Realistic?

The “Chicken and Egg” Question

Human Resource Development versus Economic and Social Change

Which comes first?

Thus the Issue: (Since 1976)

Which Comes First?

The Administrative Challenge/capacity

It is very hard to change public sector structures or NGO focus

NGOs are easier but

It takes five years to educate a manager

Human Resource Development

Recruitment

Discipline/Termination

Motivation

Education and Training

Of these Recruitment

The Only Game in Town

Recruitment: Three Models

Patronage and Political Appointments vs.

Representation vs.

Education (merit) Recruitment

By what standards?

Recruitment

Representation vs. merit

Problem of the visible positions and the use of language

Professional Services: foreign service, military, police, technical-professional cadres each represent a separate set of issues

The Debate

Representation

“Representative Bureaucracy”

Affirmative Action

Ethnic Arithmetic

“Africanization” or Malaysianization”

The Transformation

Affirmative Action and the Representation Model

Active vs. Passive change

Inducements to move people to the private sector

Contracting Out as an inducement model

Recruitment:

Representation-merit vs. representation, continued

There are both political and economic demands made during and after a transition

Patronage, But…

Recruitment

Political, Merit and Representation Issues are all legitimate

The key issue: Can bureaucratic structures be used to promote socio-economic change and if so how should they be trained

What is the legitimate role for political set aside jobs (Schedule Two in U.S.)

HRD: The Transformation (1) Issues of discipline, termination

The life sinecure and problems of dead wood

(2) The role of participation in the HRD Development process: Self-discipline

Public and private sector professional associations, political parties, and trade unions

Grass Roots and Bottom Up Planning

3) The public vs. the NGO and the private sectors: who wins the HRD struggle?

Shift of

Focus

HRD: The Transformation

Motivation:

Theory x vs. Theory y

Motivation

Theory X:

Basic Needs: Money

Time in Motion

Frederick Taylor, Taylorism and Scientific Management

Frederick W. Taylor and the Hawthorne Factory Floor

Motivation Theory Y

Hawthorne Experiments- Chicago

Need to feel Human and part of social system

Consulting, Sensitivity Training, “Suggestion Boxes”

Maslow’s Hierarchy of Needs

Abraham Maslow The Full Hierarchy

Maslov’s Hierarchy of Needs (Theory z)

First Level: Survival Needs--poverty culture and political uncertainty-Violation of the social contract

Second level: Non-economic motivations- Social and egocentric

Third Level: Self-actualization Ego-highest level

HRD Focus: Training vs. Education

Education: Pre-Service

Basic Education

Higher Education

Training: In-Service

Training vs. Education

Pedagogy- Childhood Learning

Andragogy- Adult Centered Learning as Training

Knowledge vs. Skills

Higher Education:The Great Faith Leap

Differences: Child to Adult

Terms

Human Resource Development

Social Development

Health

Education

Communities and Networks

Terms Management Development

Long term disjointed learning process

Individual absorbs education and training through out his/her career

Overseas, University Education and Training Courses

Professional Education Models

Public Management and

Non-Profit Management follow Business School Models

Terms

Management Education

Classroom orient education

Focus on cognitive learning and knowledge acquisition

Not immediately applicable

Terms

Management Training

Skills oriented

Job-Specific and organizationally related

Aimed at increasing individual’s ability to do his or her job

Training Methods

Designer Training vs. Off the shelf

Facilitator vs. Trainer

Participatory vs. Lectures

Approaches to Training

Formal Training

Lectures

Case Studies

Simulation

The Politics of Education?

PIA 2501

TEN MINUTE BREAK

Approaches to Training

On-the job Training

Coaching

Mentoring

Job Rotation

Coaching or Mentoring?

Learning Cycle

Concrete Experiences

Observation And

Reflection

Active Experimentation

Abstract Generalization

On-the Job Behavioral Influences

Physical-climate-office-Food

Personal Characteristics

-Intelligence-Culture

Biological, etc

Environmental And Interpersonal

-Colleagues-Superiors

-Subordinates, etc.

Social-Educational

-Ideology-Social and Religious

Norms

BehaviorCharacteristics

Approaches to Training

Action Training/Organizational Development (OD)

Field Analysis

Process Observation

Problem Diagnosis

Field Agents and Training

Approaches to Training

Non-Formal Training

Support Groups

Professional Associations

Study Circles

Travel and site Visits

Sources of Training

International Institutes and Universities

Local Universities

Government Institutes

Private Institutes

Regional Institutes/Third Country Training

Graduate School of Public and International Affairs

Problems

International Boondoggles

Local Universities- Educate rather than train

The NIPA (National Institute of Public Administration) Problem- Dead End

Problems

Bridging Training- Limited

Nuts and Bolts and Tunnel Vision

Paper Collection

Bounded Knowledge

The Transformation

Human Resource development planning: The Importance of a BASE LINE planning

Rule of Thumb: The Wider the target the less precise the planning

Key to Impact Assessment

Base Line Planning

Macro-planning- Country Wide Sectoral Planning-single sector, eg.

agriculture Functional Planning- engineers Sub-national Planning- local level Institutional planning or

organizational- single unit Skills analysis- focus on individual

Human Resource Development

Project vs. program management planning

Implementation, institutional capacity and assessment

Focus of HRD Efforts

Human Resource Development, Development Management, Planning and Policy

The Focus of Education

Public administration vs. development administration

Potential for development administration

The role of NGOs and PVOs social movements, unions and cooperatives

Problems

Expatriate Consultants- Lack Knowledge

All trainers- Rote Training, Off the Shelf

Ethnocentric Skills (U.S. or U.K.) dominate

Francophone or Spanish- Secondary

During the Cold War

Human Resource Development: Who Pays

International Involvement: Scholarships, Training, Institutional Development

Part of Donor Activities: Technical Assistance and Training

Training for Development

Books of the Week.

V.S. Naipaul, Among the Believers

Jim Mayfield, Go to the People

China vs. Indonesia

Believers, Unbelievers

Secular vs. Religious Views of the World

From the University of Utah to Iraq

Jim Mayfield

V.S. Naipaul

http://www.youtube.com/watch?v=MAQswLNMW-I

Week Nine: Where Do We Stand?