Download - PIA 2501 F rom Planning to Human Resources- Part I HRD: Training and Education for Development
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?