Transcript Change Management in the Public Sector: Experiences from a

Change Management in the
Public Sector:
Experiences from a Developing
Country – Niue
RIAP Training Program on Change
Management for HRD Planning in the
Public Sector for Managers from the
People’s Republic of China
Dr Shirley Randell AM
Niue’s Location in the Pacific
Map of Niue
Niue: the Rock of the Pacific
• Small, isolated Pacific Island country
• Neighbours are Tonga, 480km NW,
Rarotonga, 930km W, Samoa 660km E
• Self governing country in free association
with New Zealand
• 1740 people in Niue, 18,000 in NZ
• 260 sq km, coastal road 64 km long
Situation Analysis
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Governance
Economy
Population
Social Issues
Gender
29%
71%
Government
Other
Figure 1 Composition of Gross Domestic Product, Niue, 2000
Niue Contribution to GDP by Industry Group
$NZ(000)
6,000
General Government non-market
5,000
Agriculture, Hunting, Fishing and
Forestry
Transport and Communications
4,000
Wholesale and Retail trade
3,000
Finance, Business Services and
Real Estate
Construction
2,000
Electricity,Gas and Water
1,000
Community and Personal
Services
Hotels and Restaurants
Manufacturing
0
1997
1998
1999
2000
Year ended June
GDP
Mining and Quarrying
Figure 2
Niue Population, by Year and Sex
3000
2000
1500
1000
500
Years
Females
Males
2000
1997
1994
1989
1984
1979
1971
1961
1951
1936
1926
1916
1906
0
1900
Population
2500
Leaving Niue for Study
Political Endorsement
• Counterparts
– Private Secretary to Prime Minister
– Manager, HRD Unit
• Premier and Cabinet
• NTDC
• Steering Committee included
members of the Opposition
Cabinet
Three Sectors
• Public
– Government Departments
– Corporations
• Private
– Chamber of Commerce
– Grassroots Associations
• Civil Society
– NGOs
– Churches
Methodology
• Literature Review
• Consultations
– Key consulting bodies
– Key organisations
– Individuals
• Site Visits
• Data Collection
• Distribution of Drafts
Steering Committee
Human Resource Provision
• History of Reviews
• History of Training - Public Sector
– Education, Health etc
• Corporations
• Private Sector
– Niue Development Bank
– Chamber of Commerce
• Civil Society
– Churches
– NGOs
Funding Agencies
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NZODA
AusAID
UNDP, UNESCO, UNICEF
WHO
SPC, SPREP, SOPAC
Pacific Power Associations
Governments
NZODA Programs
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Vocational Training - $20,000
Private Sector Training - $15,000
In-Country Training - $30,000
Study Awards - $460,000
Capacity Building - $60,000
Membership of NHRDC
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Secretary of Government (Chairperson)
Representative of Niue Public Service Commission
Director of Education
Representative of the Chamber of Commerce
Representative of the grassroots businesses
Representative of civil society
Representative of civil society
Representative of the donor community
• General Manager, HRDO
Minister for Niue Human Resources Development
NHRDC
NHRD Office
General Manager
NHRDO
Public Sector
HRD Officer
Administrative
Officer
Civil Society
HRD Officer
NHRDO
Private Sector
HRD Officer
Financial Officer
Figure 6.4.5 Proposed Structure for the NHRDO
Goal of HRD
• It is recommended that the goal of
human resource development in Niue
should be to improve Niue’s living
standards by building the capacity of
Niuean residents committed to life
and community on Niue with relevant
work and life skills for the public,
private and civil society sectors.
Objectives of HRD
• Collect comprehensive HRD data
• Identify and analyse education and training needs
• Develop policies and appropriate education and
training programs
• Identify appropriate delivery systems
• Enhance coordination, communication and
cooperation Ensure evaluation, monitoring and
accountability mechanisms
• Ensure effective dissemination of information
• Ensure fair distribution of resources
Priorities of HRD
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Non-formal education programs
Work-based TVET
Attitudes
Distance education
Functions of HRD
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Policymaking
Planning and Coordination
Administration
Information
Gathering
Dissemination
• Monitoring and Evaluation.
• Enforcement of Agreements
and
HRD Planning Framework
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Data Collection and Analysis
Policies and procedures
Training needs analysis
Delivery systems
HRD plan
Consultation and coordination
Monitoring and evaluation
Information dissemination
Funding allocations.
Recommendations
• Infrastructure
– Council
– Office
• Goal, Objectives, Priorities
• HRD Planning Framework
• Funding