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

2. Danielle’s Discussion

3. Prelude:
Millennium Development Goals
VIDEO

4. Discussion: How Realistic?

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

6. Thus the Issue: (Since 1976)

7. 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

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

10. Of these Recruitment
The Only Game in Town

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

13. 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

14. The Debate

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

16. 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

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

18. Patronage, But…

19. 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.)

20. 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?

21. Shift of Focus

22. HRD: The Transformation
Motivation:
Theory x vs. Theory y 22

23. Motivation Theory X: Basic Needs: Money Time in Motion
Frederick Taylor, Taylorism and Scientific Management 23

24. Frederick W. Taylor and the Hawthorne Factory Floor

25. Motivation Theory Y Hawthorne Experiments- Chicago
Need to feel Human and part of social system
Consulting, Sensitivity Training, “Suggestion Boxes” 25

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

27. 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 27

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

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

31. Higher Education: The Great Faith Leap

32. Differences: Child to Adult

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

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

36. Professional Education Models
Public Management and
Non-Profit Management follow Business School Models

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

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

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

43. Approaches to Training
Formal Training
Lectures
Case Studies
Simulation

45. The Politics of Education?

46. PIA 2501
TEN MINUTE BREAK 46

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

48. Coaching or Mentoring?

50. Learning Cycle
Abstract Generalization

51. On-the Job Behavioral Influences

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

53. Field Agents and Training

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

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

57. Graduate School of Public and International Affairs

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

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

62. 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 62

64. 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 64

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

67. 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

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

69. During the Cold War

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

71. Training for Development

72. Training for Development
A View from India

73. Books of the Week

74. Week Nine: Where Do We Stand?