1. PIA 2501 Training and Education for Development

2. Training vs. Education Education: Pre-Service  Basic Education  Higher Education Training: In-Service

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

4. Terms Human Resource Development  Social Development  Health  Education

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

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

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

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

9. Approaches to Training Formal Training  Lectures  Case Studies  Simulation

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

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

12. 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

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

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

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

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

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

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

19. PIA 2501 TEN MINUTE BREAK

20. 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

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

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

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

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

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

26. 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. 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

28. 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 not complex systems and knowledge

29. Temptations of “Bridging” Training Extent to which the administrative culture reflects a high degree of paternalism One needs flexible people, with flexible minds

30. Temptations of Bridging Training The new administrators in Transitional states First vs. second generation: The bridging generation can block the next generations

31. Problem of Bounded Knowledge The Concept Need for gradual retirement of existing Administrators and a staggered bridge

32. 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

33. Education and Training: Education:  Entry Requirements The MPA style degree?  The role of University programs

34. Education and Training  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 Chicken and Egg Redeux

35. 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)

36. Training and Education 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

37. 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

38. 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

39. Discussion: Civil Service Training in Eritrea- Picard Each group prepare a five minute critique Break into groups 20-30 minutes