PIA 2501 From Planning to Human Resources Part

PIA 2501 From Planning to Human Resources- Part I HRD: Training and Education for Development

Danielle’s Discussion

Prelude: n Millennium Development Goals n VIDEO

Discussion: How Realistic?

The “Chicken and Egg” Question n Human Resource Development versus Economic and Social Change n 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 n Recruitment n Discipline/Termination n Motivation n Education and Training

Of these Recruitment n The Only Game in Town

Recruitment: Three Models n Patronage and Political Appointments vs. n Representation vs. n Education (merit) Recruitment n By what standards?

Recruitment n Representation vs. merit ¡ Problem of the visible positions and the use of language ¡ Professional Services: foreign service, military, police, technicalprofessional cadres each represent a separate set of issues

The Debate

Representation n “Representative Bureaucracy” n Affirmative Action n Ethnic Arithmetic n “Africanization” or Malaysianization”

The Transformation n 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: n Representation-merit vs. representation, continued n There are both political and economic demands made during and after a transition

Patronage, But…

Recruitment n Political, Merit and Representation Issues are all legitimate n The key issue: Can bureaucratic structures be used to promote socioeconomic change and if so how should they be trained n What is the legitimate role for political set aside jobs (Schedule Two in U. S. )

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

n Shift of Focus

HRD: The Transformation Motivation: Theory x vs. Theory y

Motivation q Theory X: q Basic Needs: Money q Time in Motion q Frederick Taylor, Taylorism and Scientific Management

Frederick W. Taylor and the Hawthorne Factory Floor

Motivation n Theory Y n Hawthorne Experiments- Chicago n Need to feel Human and part of social system n Consulting, Sensitivity Training, “Suggestion Boxes”

Maslow’s Hierarchy of Needs n n 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 Egohighest level

HRD Focus: Training vs. Education n n Education: Pre-Service ¡ Basic Education ¡ Higher Education Training: In-Service

Training vs. Education n Pedagogy- Childhood Learning n Andragogy- Adult Centered Learning as Training n Knowledge vs. Skills

Higher Education: The Great Faith Leap

Differences: Child to Adult

Terms n Human Resource Development ¡ Social Development ¡ Health ¡ Education ¡ Communities and Networks

Terms n 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 n Public Management and Non-Profit Management follow Business School Models

Terms n Management Education ¡ Classroom orient education ¡ Focus on cognitive learning and knowledge acquisition ¡ Not immediately applicable

Terms n Management Training ¡ Skills oriented ¡ Job-Specific and organizationally related ¡ Aimed at increasing individual’s ability to do his or her job

Training Methods n Designer Training vs. Off the shelf n Facilitator vs. Trainer n Participatory vs. Lectures

Approaches to Training n Formal Training ¡ Lectures ¡ Case Studies ¡ Simulation

The Politics of Education?

PIA 2501 n TEN MINUTE BREAK

Approaches to Training n On-the job Training ¡ Coaching ¡ Mentoring ¡ Job Rotation

Coaching or Mentoring?

Learning Cycle Active Experimentation Concrete Experiences Abstract Generalization Observation And Reflection

On-the Job Behavioral Influences Physical -climate -office -Food Personal Characteristics -Intelligence -Culture Biological, etc Environmental And Interpersonal -Colleagues -Superiors -Subordinates, etc. Behavior Characteristics Social -Educational -Ideology -Social and Religious Norms

Approaches to Training n Action Training/Organizational Development (OD) ¡ Field Analysis ¡ Process Observation ¡ Problem Diagnosis

Field Agents and Training

Approaches to Training n Non-Formal Training ¡ Support Groups ¡ Professional Associations ¡ Study Circles ¡ Travel and site Visits

Sources of Training n International Institutes and Universities n Local Universities n Government Institutes n Private Institutes n Regional Institutes/Third Country Training

Graduate School of Public and International Affairs

Problems n International Boondoggles n Local Universities- Educate rather than train n The NIPA (National Institute of Public Administration) Problem. Dead End

Problems n Bridging Training- Limited n Nuts and Bolts and Tunnel Vision n Paper Collection n Bounded Knowledge

The Transformation n Human Resource development planning: The Importance of a BASE LINE planning n Rule of Thumb: The Wider the target the less precise the planning n 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 n Project vs. program management planning ¡ Implementation, institutional capacity and assessment ¡ Focus of HRD Efforts

Human Resource Development, Development Management, Planning and Policy n The Focus of Education n Public administration vs. development administration ¡ n Potential for development administration The role of NGOs and PVOs social movements, unions and cooperatives

Problems n Expatriate Consultants- Lack Knowledge n All trainers- Rote Training, Off the Shelf n Ethnocentric Skills (U. S. or U. K. ) dominate n Francophone or Spanish- Secondary

During the Cold War

Human Resource Development: Who Pays n International Involvement: Scholarships, Training, Institutional Development n 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, n Unbelievers Secular vs. Religious Views of the World

From the University of Utah to Iraq n Jim Mayfield

V. S. Naipaul http: //www. youtube. com/watch? v=MAQsw. LNMW-I

Week Nine: Where Do We Stand?