1. Human Resource Development vs. Development Management A Survey of Issues

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

3. Which Comes First? The Administrative Challenge It is very hard to change public sector structures NGOs are easier but It takes five years to educate a manager

4. Human Resource Development Background The Problem Nature of the “promote socio- economic change bureaucracy” Can it? Legacy: The nature of the stratified Civil Service Segregated or class based systems Elitist Generalist, legal or technical Extractive? Law and Order

5. Human Resource Development Role of the state in economic development Nature of the mixed economy Management of public corporations Role of regulation trust busting Reputation of the African economic model Asian, European and Latin American comparisons (South Africa as a NIC)

6. The Transformation Management Systems: Definitions and Types Routine administration Praetorian administration Scaffolding Administration Development mobilization Administration non-routine

7. Human Resource Development, Development Management, Planning and Policy The nature of the state decision-making process: planning (and = Planning vs. budgets) Privatization--administration and contracts Deconcentration vs devolution national vs. local National Regional Local

8. Human Resource Development- Issue Institutional Development, The Weberian model- Fit of existing institutions for development Mass of Regulations, routines and the hierarchy: SOPs Absence of judgment, discretion and creativity How suitable for Development

9. Human Resource Development Background The civil service "spirit”; problems of morale Pattern of indigenization, localization and equal access Replacement of long service, old regime or expatriates with inexperienced, untrained, often "clerical" assistants or politicos with no professional skills

10. Human Resource Development Background The civil service "spirit”; problems of morale  Role of the graduates  Issue of equating authority with age  Experience vs. the young's feeling of blockage from rapid promotion next generation of University

11. Sensitivity to Expatriates Sensitivity to continuing influence of foreign “expatriates” in technical assistance and international organizations Symbols of Colonialism or Dependence Expatriate mentality and tendency to outside of the formal chain of command

12. Human Resource Development Background Issues Negative image of Government Administration Need to shift from law and order administration to development values Willingness to accept non-governmental and civil society organizations Question: Use of bureaucracy development to mobilize people for economic change and provide for socio-activist, "organic" civil service, not a hierarchical, mechanistic one

13. Human Resource Development Recruitment Discipline Motivation Education and Training

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

15. 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

16. Representation “Representative Bureaucracy” Affirmative Action Ethnic Arithmatic “Africanization” or “Malaysianization”

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

18. 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

19. HRD: The Transformation Issues of discipline, termination The life sinecure and problems of dead wood The role of participation in the HRD Development process Public and private sector professional associations, political parties, and trade unions Grass Roots and Bottom Up Planning The public vs. the NGO and the private sectors: who wins the HRD struggle?

20. Human Resource Development, Development Management, Planning and Policy Public administration vs. development administration Potential for development administration The role of NGOs and PVOs social movements, unions and cooperatives Project vs. program management planning Implementation, institutional capacity and assessment Focus of HRD Efforts

21. Human Resource Development, Development Management, Planning and Policy International Involvement: Scholarships, Training, Institutional Development International involvement Institutions, Debt and Failure Investment, Loans, Debt and the role of technical assistance (and Dealing with donors) Special requirements for rural development Problems of urban bias

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

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

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

25. (Theory z) Maslov’s Hierarchy of Needs 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

26. Education and Training: Knowledge Base The problem of: bounded knowledge no short cuts to education The key to the short-term experience: designer training Organizational Development Public Sector Higher Education System

27. Temptations of “Bridging” Training Short 3-6 Week Training Program, in-country or overseas Can substitute for the Experience of a University Education Training best focused on skills

28. Temptations of “Bridging” Training Extent to which the administrative culture reflects a high degree of paternalism One needs flexible people, with flexible minds The new administrators in Transitional states First vs. second generation: The bridging generation can block the next generations

29. Problem of Bounded Knowledge The time factor Professional and technical skills and "the art of management" Administrative culture Issue of debate and discussion within the public service (problem of conformity) Criticism of tunnel vision Mentality of the old nuts and bolts mechanisms within the context of a centralized state

30. Education and Training: Education: Entry Requirements The MPA style degree? The role of University programs The Prospects and Limits of training: Problems of management skills Basic Techniques and Processes (e.g. Computers and Quantitative Skills) How much Consciousness Raising? Development Management vs. Management Development The debate over Human Resource Development

31. Education and Training: Education in Public Management, Personnel, Financial Management, Management Information Systems ( Masters Degree as a Professional Degree ) Public Policy Analysis and Issue Areas Public Administration Political Institutions and Processes Macro and Micro Economics Development Policy and Management (NGOs)

32. Problem of Bounded Knowledge Need for gradual retirement of existing Administrators and a staggered bridge The role of overseas training and education: Problems of technical assistance Role of donors and the policy process Donor provision of planners and administrators The attractiveness of Bridging Training The Brain Drain Issue

33. 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

34. 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

35. Discussion 1. What have you been reading lately? 2. What should your colleagues be reading?

36. Discussion: Next Week Civil Service Training in Eritrea- Picard Each group prepare a five minute critique