1. PIA 2501 F rom 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

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

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”

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

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

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  Communities and Networks

35. Terms 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

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

48. Coaching or Mentoring?

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

51. 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

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

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

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. 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

73. From the University of Utah to Iraq Jim Mayfield

74. V.S. Naipaul http://www.youtube.com/watch?v=MAQswLNMW-I

75. Week Nine: Where Do We Stand?