1 Development Planning and Administration MPA 403 Lecture

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Development Planning and Administration MPA – 403 Lecture 32 FACILITATOR Prof. Dr. Mohammad Majid

Development Planning and Administration MPA – 403 Lecture 32 FACILITATOR Prof. Dr. Mohammad Majid Mahmood Bagram 2

Review of Development Planning and Administration 3

Review of Development Planning and Administration 3

Significance – Development Planning & Administration § In recent decades the world has witnessed

Significance – Development Planning & Administration § In recent decades the world has witnessed a much faster pace of economic growth, social advancement and expansion in international trade than at any previous time in history. 4

Significance – Development Planning & Administration § The efforts of governments, private investors and

Significance – Development Planning & Administration § The efforts of governments, private investors and rural and urban communities have been significant in sustaining this development drive. 5

Significance – Development Planning & Administration § Yet gaps remain between rich and poor

Significance – Development Planning & Administration § Yet gaps remain between rich and poor nations, as well as between regions and people within the same country. § In many cases, disparities between rich and poor are growing. § So while some countries and individuals race ahead in an increasingly globalised world, some lag behind. 6

Solutions to Poverty q. Development of new & upgrading of existing industrial estates q.

Solutions to Poverty q. Development of new & upgrading of existing industrial estates q. Creating productive opportunities q. Empowering the poor q. Improving public sector governance q. Reaching the ultra-poor

Solutions to Poverty • Revise Constitution to give provinces control over resources • Revise

Solutions to Poverty • Revise Constitution to give provinces control over resources • Revise NFC Award (National Finance Commission Award, is the distribution of financial resources among the provinces of Pakistan by the Federal Government on annual basis) as per backwardness, revenue collection • Fiscal & administrative decentralization • Focused education, & technical training & development programs

Functions of HRD • Training & Development • Organizational Development • Career Management

Functions of HRD • Training & Development • Organizational Development • Career Management

Understanding Crisis § Crisis can affect all segments of society – businesses, hospitals, educational

Understanding Crisis § Crisis can affect all segments of society – businesses, hospitals, educational institutions, families, and are caused by a wide range of reasons. § The crisis definitions can vary greatly, three elements are common to most definitions of crisis: 1. threat 2. surprise, & 3. short decision time.

Crisis • Year after year, thousands of organizations close their doors due to the

Crisis • Year after year, thousands of organizations close their doors due to the effect of crises that are not managed well. • Organizations with the “it won’t happen to me” mentality face severe crises. • Putting energy, focus and expense into preparing for a crisis is often unattractive. • Crisis interrupts the operations where management is unprepared to deal with it.

Types of Crisis Natural (cataclysmic) events – uncontrollable natural events, health disasters, earthquakes, floods,

Types of Crisis Natural (cataclysmic) events – uncontrollable natural events, health disasters, earthquakes, floods, fire, disastrous accidents, environmental pollutions. Technology breakdowns – data loss, security breaches, out-of-date equipment. Economic and market forces – market swings, investment bubbles.

Types of Crisis Personal Crisis - e. g. failing exams, divorce, being unemployed, etc.

Types of Crisis Personal Crisis - e. g. failing exams, divorce, being unemployed, etc. Confrontation Crisis – e. g. disputes. Misconduct Crisis - e. g. harassment, corruption, fraud, false invoicing Business-related crisis – sudden death of a crucial leader, serious breach of law, vendor fails to deliver critical supplies Acts of Malevolence – e. g. terrorism, kidnapping

Filtering and Ranking of Issues

Filtering and Ranking of Issues

Stages of Crisis Management Like most human events, crisis can be described in terms

Stages of Crisis Management Like most human events, crisis can be described in terms of stages, or relatively identifiable sequences of events and reactions. Mitroff’s Crisis Management Model Avoiding Preparing to Recognizing Containing manage crisis Resolving crisis Learning from crisis

Biological Rhythms You may have heard of the term biological rhythms. This term refers

Biological Rhythms You may have heard of the term biological rhythms. This term refers to the times of day when your energy levels are at their highest and when you can accomplish your most important work.

Keep your balance Physical Intellectual Social Career Emotional Spiritual

Keep your balance Physical Intellectual Social Career Emotional Spiritual

Risk Management has a vital role in development planning and administration. 18

Risk Management has a vital role in development planning and administration. 18

Corporate Social Responsibility & Ethics in Development Planning & Administration

Corporate Social Responsibility & Ethics in Development Planning & Administration

Arguments for CSR v. Not just profits! v. Power vs. Responsibility v. Stake holder

Arguments for CSR v. Not just profits! v. Power vs. Responsibility v. Stake holder relations

Arguments against CSR v. From the shareholder point of view v. Hindrance in maximizing

Arguments against CSR v. From the shareholder point of view v. Hindrance in maximizing profits

In development Planning & Administration, those who can see the deepest into the past

In development Planning & Administration, those who can see the deepest into the past can also see farthest into the future”

Career Planning & Motivation of Employees: concepts & challenges

Career Planning & Motivation of Employees: concepts & challenges

Individual Career Planning Organizational Career Planning Enhanced Individual and Organizational Performance

Individual Career Planning Organizational Career Planning Enhanced Individual and Organizational Performance

The 21 st Century Success Factors Get Noticed Be Remembered Make a Name for

The 21 st Century Success Factors Get Noticed Be Remembered Make a Name for Yourself

In career planning, the primary goal of a leader is to motivate employees. To

In career planning, the primary goal of a leader is to motivate employees. To accomplish this goal, it is imperative that the leader fully understands how people are motivated. Otherwise, the organization will never be as good as it could be. 26

Human Resource Success Factors • Attracting and hiring the best employees • Equipping employees

Human Resource Success Factors • Attracting and hiring the best employees • Equipping employees with the skills needed to excel • Compensating employees fairly • Motivating employees to reach their full potential

Human Resource Challenges • Employees are struggling to balance their home and work lives

Human Resource Challenges • Employees are struggling to balance their home and work lives • Managers are challenged to manage and communicate with employees around the globe • A diverse and multicultural workforce requires better workplace communication and training • Technology is impacting decision making, communication, and business operations • Human Resource Laws are dictating many aspects of the employee-employer relationship 28

Human Resource Planning The process of anticipating an organization’s future human resource needs and

Human Resource Planning The process of anticipating an organization’s future human resource needs and then developing action plans for fulfilling identified needs.

The Human Resource Planning Process Strategic Planning Human Resources Planning Forecasting Human Resource Requirements

The Human Resource Planning Process Strategic Planning Human Resources Planning Forecasting Human Resource Requirements Demand = Supply No Action 30 Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Shortage of Workers Restricted Hiring, Reduced Hours, Early Retirement, Layoff Recruitment Selection

HR Critical Findings One Out of Every Three People Plan on Leaving in the

HR Critical Findings One Out of Every Three People Plan on Leaving in the Next Two Years Hay Group, USA 31

Defining HR Retention q The extent to which an employee is committed to his

Defining HR Retention q The extent to which an employee is committed to his work and his organization, and q the extent to which this commitment impacts his performance and intent to stay with the organization. ” 32

Defining HR Retention is the total of the behaviour employees espouse in the organisation

Defining HR Retention is the total of the behaviour employees espouse in the organisation which primarily should be characterised by: • • Belief in the organisation Drive to work and make things better Respect and support for others Desire to learn new skills 33

High-Turnover to High Retention “Here Today, Here Tomorrow” Ø Transforming your workforce from High-Turnover

High-Turnover to High Retention “Here Today, Here Tomorrow” Ø Transforming your workforce from High-Turnover to High Retention. Ø To do this we need first to look at the main reasons for; Why Do People Stay? 34

Monitoring vs. Evaluation (M&E) Monitoring Evaluation Continuous: day-to-day Periodic: important milestones Documents progress In-depth

Monitoring vs. Evaluation (M&E) Monitoring Evaluation Continuous: day-to-day Periodic: important milestones Documents progress In-depth analysis of achievements Focuses on inputs and outputs Focuses on outcomes and impacts Alerts managers to problems Provides managers with strategy and policy options External analysis 35 Self-assessment

 21 st Century Project Manager Elements of Competency Talent - basis for performance

21 st Century Project Manager Elements of Competency Talent - basis for performance Knowledge - information necessary to perform Skills - tools to utilize talent & knowledge Experience - understanding how to perform efficiently and effectively • Motivation - ambition to perform successfully • • 36

Why Delegate? – – – Globalization, Information technology explosion, Increased mergers, Heightened competition, and

Why Delegate? – – – Globalization, Information technology explosion, Increased mergers, Heightened competition, and Higher expectations of nearly every customer it just isn't possible to still be that one person in control of everything. Bringing in others to manage is an absolute necessity for survival now. – You must perform only "essential activities" that give the company its competitive advantage. – Learn to do less and manage more. – The delegation task is in finding the right persons and giving them the right work. 37

People Dynamics of Change 1. People feel awkward 2. People first think about what

People Dynamics of Change 1. People feel awkward 2. People first think about what they have to give up 3. People feel alone 4. People can only handle so much change at one time PROVIDE INFORMATION EMPHASIZE WHAT WILL BE GAINED BRING PEOPLE TOGETHER INTRODUCE CHANGE INCREMENTALLY 5. People are at different levels of readiness ACKNOWLEDGE DIFFERENCES 6. People often are concerned about resources at the beginning of change PROVIDE INFORMATION ABOUT RESOURCES 38

Physical Exercise, Nutrition Stress Management Mental Learning, reading, writing, and teaching. Social/Emotional Making social

Physical Exercise, Nutrition Stress Management Mental Learning, reading, writing, and teaching. Social/Emotional Making social and meaningful connections with others. Spiritual Value Clarification & Commitment

Human Maintenance The Physical You: food, water, exercise The Mental You: learning and education

Human Maintenance The Physical You: food, water, exercise The Mental You: learning and education The Social/Emotional You: relationships The Spiritual You: beliefs and values

Relationship Between Pay Equity & Motivation My Input/ Output Ratio Comparis on Person’s Input/

Relationship Between Pay Equity & Motivation My Input/ Output Ratio Comparis on Person’s Input/ output ratio My Input/ Output Ratio Comparison Person’s Input/ output ratio INEQUITY (feelings of being Underpaid) (Feeling of being paid fairly (Feelings of being Overpaid) -Harold Koontz

Factors Effecting Compensation Policy INTERNAL FACTORS EXTERNAL FACTORS Compensation strategy of organization Conditions of

Factors Effecting Compensation Policy INTERNAL FACTORS EXTERNAL FACTORS Compensation strategy of organization Conditions of the labor market Worth of job Employee’s relative worth Employer’s ability to pay WAGE MIX Area wage rates Cost of living Collective bargaining Legal requirements -Patton

 "Communication is really all anyone ever gets paid for ultimately. . . and

"Communication is really all anyone ever gets paid for ultimately. . . and if you cannot effectively communicate. . . you will PAY. . . not get paid. . . " -- Doug Firebaugh

SKILLS OF GOOD PLANNERS & ADMINISTRATORS Speak and Write Clearly Listen Actively Give Feedback

SKILLS OF GOOD PLANNERS & ADMINISTRATORS Speak and Write Clearly Listen Actively Give Feedback Make Eye Contact Avoid Interrupting Respect the Views of Others Ask Questions Use Appropriate Body Language

Impact of Personality & Diversity on Effective Planning & Administration

Impact of Personality & Diversity on Effective Planning & Administration

Development Planning and Administration comes alive when employees are involved in setting goals and

Development Planning and Administration comes alive when employees are involved in setting goals and determining the means to reach them 46

Thank you for your kind attention! FACILITATOR Prof. Dr. Mohammad Majid Mahmood Bagram 47

Thank you for your kind attention! FACILITATOR Prof. Dr. Mohammad Majid Mahmood Bagram 47