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PIA 2501

PIA 2501. HRD: Training and Education for Development. The “Chicken and Egg” Question. Human Resource Development versus Economic and Social Change Which comes first?. Thus the Issue: (Since 1976). Which Comes First?. The Administrative Challenge/capacity

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PIA 2501

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  1. PIA 2501 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

  5. Human Resource Development Recruitment Discipline/Termination Motivation Education and Training

  6. Of these Recruitment The Only Game in Town

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

  8. 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

  9. The Debate

  10. Representation “Representative Bureaucracy” Affirmative Action Ethnic Arithmetic “Africanization” or Malaysianization”

  11. 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

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

  13. 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.)

  14. Patronage, But…

  15. 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?

  16. Shift of Focus

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

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

  19. Frederick W. Taylor and the Hawthorne Factory Floor

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

  21. 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

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

  23. HRD Focus: Training vs. Education • Education: Pre-Service • Basic Education • Higher Education • Training: In-Service

  24. Higher Education:The Great Faith Leap

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

  26. Differences: Child to Adult

  27. Terms • Human Resource Development • Social Development • Health • Education • Communities and Networks

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

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

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

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

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

  33. Approaches to Training • Formal Training • Lectures • Case Studies • Simulation

  34. Approaches to Training • On-the job Training • Coaching • Mentoring • Job Rotation

  35. Learning Cycle Abstract Generalization

  36. On-the Job Behavioral Influences

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

  38. Field Agents and Training

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

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

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