Change Management in the Public Sector: Experiences from a Developing Country – Niue

Change Management in thePublic 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

• Governance

• Economy

• Population

• Social Issues

• Gender

71%

29%

Government

Other

Figure 1Composition of Gross Domestic Product, Niue, 2000

Niue Contribution to GDP by Industry Group

0

1,000

2,000

3,000

4,000

5,000

6,000

1997 1998 1999 2000Year ended June

$NZ(000)

General Government non-market

Agriculture, Hunting, Fishing andForestryTransport and Communications

Wholesale and Retail trade

Finance, Business Services andReal EstateConstruction

Electricity,Gas and Water

Community and PersonalServicesHotels and Restaurants

Manufacturing

Mining and Quarrying

GDP

0

500

1000

1500

2000

2500

3000

1900

1906

1916

1926

1936

1951

1961

1971

1979

1984

1989

1994

1997

2000

Years

Po

pu

lati

on

Females Males

Figure 2 Niue Population, by Year and Sex

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

• NZODA

• AusAID

• UNDP, UNESCO, UNICEF

• WHO

• SPC, SPREP, SOPAC

• Pacific Power Associations

• Governments

NZODA Programs

• 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

• 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

NHRD OfficeGeneral Manager

NHRDO 

Public Sector HRD Officer

Private Sector HRD Officer

Civil SocietyHRD Officer

Administrative Officer

Financial Officer

Minister for Niue Human Resources Development

NHRDC

NHRDO

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

• Non-formal education programs

• Work-based TVET

• Attitudes

• Distance education

Functions of HRD

• Policymaking

• Planning and Coordination

• Administration

• Information Gathering and Dissemination

• Monitoring and Evaluation.

• Enforcement of Agreements

HRD Planning Framework

• 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