1. From Planning to Human Resources HRD: Training for Development
PIA 2501
From Planning to Human Resources
HRD: Training for Development

2. Prologue
The Ethics of Foreign Aid

3. Higher Education: The Great Faith Leap

4. FROM PLANNING TO HUMAN RESOURCE DEVELOPMENT Part II: Building Capacity4

5. Human Resource Development
Behavior Modification vs. Socialization

6. Behavior Modification through HRD
Focus of Discussion Last Week

7. Development Planning as Socialization: Today’s Focus
Primary—Family; before school
Secondary--Primary and Secondary Education
Tertiary--Adult (including Higher education and On the Job)
Problem: Social Engineering 7

8. Primary Socialization in Lithuania?

9. Development Planning and Social Change: Overall Assumption
Classical Assumption
Role of the government agent is:
ACT AS A CHANGE AGENT
and Provide necessary stimulation to society to ensure social change
Key: Focus is on Human Behavior 9

10. Young Pioneers Kazakh S.S.R.

11. Development Planning and Human Capacity: Assumptions
Development Planning as a Concept
State will serve as engine of development
Goal will be to change society, economy and political structures
Controversy not over physical planning but social change and economic behavior 11

12. Social Development Assumptions
Assumes that there can be state managed social mobilization
Basic premise: planning is setting of priorities for use of scarce resources through use of rational rather than political processes for family support, education and health 12

13. The Assumption: Development Planning as Socialization
Planned socialization includes secondary and tertiary socialization, but not primary socialization
Eg. Social Engineering
Why is Primary Socialization so powerful?: Discussion?
The Assumption: Development Planning as Socialization 13

14. Traditional Gender Roles in Peru

15. Strong Leadership to Change Social Patterns?
President Paul Kagame of Rwanda: Visionary or Dictator?

16. Development and Social Planning
“The Devil is in the Details” Not in ideology
An Old Philosopher 16

17. Problem: The Lack of Administrative Skills
Human Development depends upon “administrative capacity”
Institutional arrangements for planning, planning agencies, management systems and processes that are innovative
Human behavior is complex. It involves:
Networks,
Organizations and
Institutions
Technology 17

19. Technology Plays a Role

20. The Implementation Problem
Major responsibility for implementation lies with Planning official at the local level
Development change occurs because of planned action
Assumes political and administrative leadership have made decision to effect improvement in the social system
Local level capacity often non-existent 20

21. Farmers at a crop planning meeting at an extension service stations in Haryana, India.

22. Discussion
Assess the idea of forced social engineering 22

23. Differences: Child to Adult

24. Terms Human Resource Development Social Development Health Education
Social Capital
Communities and Networks

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

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

28. Terms Management Education Classroom oriented education
Focus on cognitive learning and knowledge acquisition
Not immediately applicable

30. 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

34. Approaches to Training
Formal Training
Lectures
Case Studies
Simulation

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

37. Coaching or Mentoring?

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

40. On-the Job Behavioral Influences
Physical
-climate
-office
-Food
Personal
Characteristics
-Intelligence
-Culture
Biological, etc
Environmental
And Interpersonal
-Colleagues
-Superiors
-Subordinates, etc.
Social
-Educational
-Ideology
-Social and Religious
Norms
Behavior

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

42. Field Agents and Training

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

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

46. Graduate School of Public and International Affairs

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

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

51. 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 51

53. 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 53

54. Human Resource Development
Impact vs. Process Evaluation
Project vs. program management planning
Implementation, institutional capacity and assessment
Focus of HRD Efforts

56. 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

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

58. During the Cold War

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

60. Training for Development

61. Training for Development
A View from India

62. DISCUSSION Where Do We Stand?