1. PIA 2501 CAPACITY BUILDING- From Social Planning to Human Resources
HRD: Training and Education for Development

2. The “Chicken and Egg” Question
Human Resource Development versus Economic and Social Change
Which comes first?

3. Thus the Issue: (Since 1976)

4. 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

6. Human Resource Development
Recruitment
Discipline/Termination
Motivation
Education and Training

7. Of these Recruitment The Only Game in Town Getting good people
Capacity

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

10. 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

11. The Debate

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

13. 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

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

15. Patronage, But…

16. 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.)

17. 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?

18. HRD
Shift of Focus
Motivation

19. HRD: The Transformation
Motivation:
Theory x vs. Theory y 19

20. Motivation Theory X: Basic Needs: Money Time in Motion
Frederick Taylor, Taylorism and Scientific Management 20

21. Frederick W. Taylor and the Hawthorne Factory Floor

22. Motivation Theory Y Hawthorne Experiments- Chicago
Need to feel Human and part of social system
Consulting, Sensitivity Training, “Suggestion Boxes” 22

23. Maslow’s Hierarchy of Needs
The Full Hierarchy
Abraham Maslow

24. 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 24

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

26. Higher Education: The Great Faith Leap

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

28. Differences: Child to Adult

29. Terms Human Resource Development Social Development Health Education
Social Capital
Communities and Networks

30. PROGRESS? Millennium Development Goals VIDEO
The Public Relations Image

31. Discussion: How Realistic?

32. Terms Professional and Management Development (Logical Inference)
Long term disjointed learning process
Individual absorbs education and training through out his/her career
Overseas, University Education and Training Courses

33. 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
Behavior

34. Professional Education Models
Public Management, Policy and
Non-Profit Management follow Business School Models

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

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

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

41. Approaches to Training
Formal Training
Lectures
Case Studies
Simulation

42. Approaches to Training
On-the job Training
Coaching
Mentoring
Job Rotation

43. Coaching or Mentoring?

45. Learning Cycle Abstract Generalization Concrete Experiences
Observation
And
Reflection
Active
Experimentation
Abstract Generalization

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

47. Field Agents and Training

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

49. Sources of Training International Institutes and Universities
Local Universities
Government Institutes
Private Institutes
Regional Institutes/Third Country Training
ISSUE: OVERSEAS EDUCATION

51. Graduate School of Public and International Affairs

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

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

56. 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 56

58. Base Line HR 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 58

59. Human Resource Development
Project vs. program management planning
Implementation, institutional capacity and assessment
Focus of HRD Efforts

61. 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

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

63. Human Resource Development: Who Pays
International Involvement: Scholarships, Training, Institutional Development
Part of Donor Activities: Technical Assistance and Training

64. Training for Development

65. Training for Development
A View from India

66. NEXT WEEK: During the Cold War

67. DISCUSSION Where Do We Stand?