human resource development vs. development management a survey of issues
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Human Resource Development vs.
Development Management
A Survey of Issues
The “Chicken and Egg” Question
Human Resource Development versus Economic and Social Change
Which comes first?
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
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
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)
The Transformation
Management Systems: Definitions and Types Routine administration Praetorian administration Scaffolding Administration Development mobilization Administration
non-routine
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
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
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
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
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
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
Human Resource Development
Recruitment
Discipline
Motivation
Education and Training
Recruitment: Three Models
Patronage and Political Appointments
Education (merit) Recruitment
By what standards?
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
Representation
“Representative Bureaucracy”
Affirmative Action
Ethnic Arithmatic
“Africanization” or “Malaysianization”
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
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
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?
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
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
The Transformation
Motivation:
Theory x vs. Theory y
Motivation
Theory X:
Basic Needs: Money
Time in Motion
Frederick Taylor, Taylorism and Scientific Management
Motivation
Theory Y
Hawthorne Experiments- Chicago
Need to feel Human and part of social system
Consulting, Sensitivity Training, “Suggestion Boxes”
(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
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
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
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
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
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
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)
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
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
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
Discussion
1. What have you been reading lately?
2. What should your colleagues be reading?
Discussion: Next Week
Civil Service Training in Eritrea- Picard
Each group prepare a five minute critique
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