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Management Development Management Development

Management development is the process of systematically improving managerial effectiveness within an organization to achieve goals and strategies. It is important as skills can become outdated without training. Management development programs aim to improve both managerial skills and organizational elements through various on-the-job and off-the-job methods. Effective management development requires commitment from the organization, adequate resources, and evaluation of the programs' contributions to knowledge, skills, abilities, and attitudes.

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Rajesh
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214 views

Management Development Management Development

Management development is the process of systematically improving managerial effectiveness within an organization to achieve goals and strategies. It is important as skills can become outdated without training. Management development programs aim to improve both managerial skills and organizational elements through various on-the-job and off-the-job methods. Effective management development requires commitment from the organization, adequate resources, and evaluation of the programs' contributions to knowledge, skills, abilities, and attitudes.

Uploaded by

Rajesh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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WELCOME

Management
Management
development
development
Thought

An institution that cannot produce


its own managers will die

Peter F Drucker
What is management
development?

Is the process of a conscious and


systematic improvement of
managerial effectiveness within
the organisation,to achieve
organizational goals and
strategies
Need for Management
development programme

 Skills of executives may become


redundant without training and
development
 Change in business environment
 Conglomeration and integration
 Interpersonal skills
MDP Process

Desired output No action to Design an apt


output yes Be taken
generated Management devt team
No
Management skill
Problem
Only need
exists
improvement

how to Both managerial Restructure


overcome
Either
Skills and organizational Which of the two organization
Or Can be improved
the problem? all Elements need elements
improvement easily

Either managerial skill


or organizational elements need improvement

Organizational elements
only need improvement
Objectives of management
development programs

 To overhaul the management machinery


 To improve the performance
 To increase the morale
 To increase versatility
 To keep abreast of the changes and
development
 To create management succession
 To improve thought process and analytical
ability
 To broaden outlook
 To understand the
economical,social,political,technicaland
conceptual issues
Organizing MDP’s

 Who’s responsibility?
 Ensuring the availability of
suitable managers
 Promotion and succession
planning
 Designing reward and
appraisal system
Implementing MDP’s

 Needs analysis
 Action learning
Real work projects
Success of enterprise
ROI
Real action and change
Commitment to action

 Outdoor management development


Stakeholder model

Senior Colleagues
managers Peers mentors

Personnel
specialist
Manager The individual
boss

External bodies
E.g.-Institute of mgt Family,
Govt agencies Friends etc…..
Methods of management
development

On the job methods Off the job methods


 Coaching
 Understudy  Special courses
 Job rotation  Role playing
 Special projects&  Case study
committee assignments
 Conference
 Multiple management
 Management games
 Syndicate methods
 Sensitivity training
 Transactional analysis
 The fish bowl exercise
 Programmed
instruction
Evaluation of MDP

inputs process outputs


Methods of evaluation

 In course and post-course


questionnaires
 Attitude surveys and psychological
tests before and after the event
 Appraisal systems
 Observations by trainers and
others
 Self reports and critical incident
analysis
Contributions of MDP

 Knowledge
 Skills
 Abilities
 Attitude and behavioral patterns
 Experiences
Prerequisites for
effective MDP

 Support of the organization's basic


philosophy of management
 Commitment of the organization to their
laid down objectives
 Adequate resources like time, money and
manpower
 Collaboration and teamwork between time
and staff management
 Effective communication
Needs for MDP

 To increase knowledge and


ability in his present position
in order to improve current
performance
 To increase overall
knowledge
 To improve executive ability
 To develop executives
personal characteristics,
aptitude and attitudes
Measurement aspects

 Learning aptitude
 Oral and written communication
skills
 Human relations
 Awareness of social envt
 Self objectivity
 Resistance to stress
 Capacity for hard work
 Quality of decision making
 Analytical ability
 Organizing and planning ability
 Self objectivity
Change agent

 A change agent is a person who


leads a change project or business
wide initiative by
defining,researching,planning,build
ing business support and carefully
selecting volunteers to be a part
of a change team.
Trainer as a Change
agent

 Professional
 Ambiguous
 Insecure
 risky
Skills required for trainer
and change agent

Trainer Change agent


 Training skills Modeling of behavior
 Modeling behavior Managerial skills
 General education Marketing skills
theory
Strategic planning
 Teaching skills
strategies
Policy-making skills
 Skills with internet
General education
tools for
theory
instruction
 Counseling skills
Change agent
facilitates
 Strategic planning  Conflict resolution
 Assessments  Process analysis and
redesign
 Team building
 Interpersonal
 Goal setting communication
 Group facilitation  HRM
 Leadership  Restructuring
development
 High involvement
 Executive coaching work teams
 Management devt  System design
 Creative problem  Training and devt
solving
 TQM
 Succession planning
 Continuous
improvement
Analyzing and defining
performance problems

 Brain storming
 Storybook technique
 Nominal group technique
 Charting
Skills of an effective
trainer

 Communication skills
 Interpersonal skills
 Group process activity skills
 Performance feedback skills
Knowledge
management

The synergies of organizational and


personal practices that effectively tap
into organize and utilize people’s
competencies,experiences,expertise,skill
s,talents,thoughts,ideas,intuitions,com
mitments,innovations,practices and
imaginations and which people
integrate those as a part of the
information resources of an
organization to achieve goals
Knowledge
management

 Knowledge management is the process


by which the organization generated
wealth from its intellectual or
knowledge based assets.
 Helps us to share ,learn and regenerate
the new knowledge
 Shapes the organizational strategy and
helps the firms in gaining competitive
edge
objectives of
Knowledge management

 Ensure an effective and efficient


development of new knowledge and
improvement of existing knowledge
 Securing of knowledge
 Transfer of knowledge
 Up to date knowledge
 Apply knowledge in the best form at
best location
Difficulties in Knowledge management

 Lack of skills
 Whose responsibility
 Ownership of knowledge and
reluctance to share
 Multilayered organization and lack
of top management’s support

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