1. PIA 2501 F rom Planning to Human Resources- Part I 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

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. 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.)

16. Patronage, But…

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. Shift of Focus

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

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

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”

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

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

27. Higher Education: The Great Faith Leap

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

29. Differences: Child to Adult

30. Terms Human Resource Development  Social Development  Health  Education  Communities and Networks

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

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

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

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

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

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

42. PIA 2501 TEN MINUTE BREAK

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

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

46. 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

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

48. Field Agents and Training

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

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

52. Graduate School of Public and International Affairs

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

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

57. 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

58. 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

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

60. 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

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

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

63. From the University of Utah to Iraq Jim Mayfield

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

65. Forthcoming Books- Next 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

66. Week Nine: Where Do We Stand?