Management Development

Programs

What is Management Development?

MANAGEMENT OR EXECUTIVE DEVELOPMENT IS AN EDUCATIONAL PROCESS UTILISING A SYSTEMATIC AND ORGANISED PROCEDURE BY WHICH MANAGERIAL PERSONNEL LEARN CONCECPTUAL AND THEORETICAL KNOWLEDGE FOR GENERAL PURPOSES.

OBJECTIVES OF MANAGEMENT DEVELOPMENT

TO IMPROVE THE EXISTING PERFORMANCE OF MANAGERS

TO SUSTAIN BETTER PERFORMANCE OF MANAGERS

TO PROVIDE OPPORTUNITIES TO EXECUTIVES TO FULFILL THEIR CAREER ASPIRATIONS

TO REPLACE RETIRING EXECUTIVES BY HIGHLY COMPETENT PROFFESIONALS

TO ENSURE THAT THE MANAGERIAL RESOURCES OF THE ORGANISATION ARE UTILISED OPTIMALLY

IDENTIFICATION OF DEVELOPMENTAL NEEDS INVENTORY OF

MANAGERIAL TALENT

APPRAISAL OF PRESENT MANAGERIAL TALENT

PLANNING OF INDIVIDUAL DEVELOPMENT PROGRAM

ESTABLISHMENT OF DEVELOPMENT PROGRAM

EVALUATION OF THE PROGRAM

STAGES IN THE

ORGANISATION OF A

MANAGEMENT

DEVELOPMENT PROGRAM

ON THE JOB • COACHING• MENTORING• UNDERSTUDY• JOB OR POSITION

ROTATION

OFF THE JOB• ROLE PLAYING• SENSITIVITY TRAINING• CONFERENCE

TRAINING• SEMINAR

METHODS OF MANAGEMENT DEVELOPMENT

VARIOUS TECHNIQUES OF MANAGEMENT DEVELOPMENT MAYBE CLASSIFIED INTO TWO MAJOR CATEGORIES:-

ON THE JOBON THE JOB TECHNIQUE IS USED TO INCREASE THE ABILITY OF THE EXECUTIVES TO WORK WHILE PERFORMING THEIR DUTIES. THEY AIM AT EXPOSING THE TRAINEES TO THE REAL WORK SITUATION.

Coaching UNDER THIS METHOD, THE IMMEDIATE SUPERIOR GUIDES THE SUBORDDINATE ABOUT VARIOUS WAYS AND METHODS AND SKILLS TO DO JOB. HERE, IT IS IMPORTANT TO NOTE THAT THE SUPERIOR ONLY GUIDES AND DOES NOT TEACH, ALTHOUGH HE EXTENDS HIS ASSISTANCE WHENEVER NEEDED. PERIODIC FEEDBACK AND EVALUATION ARE ALSO THE PART OF COACHING ACTIVITIES.

MENTORINGMENTORING IS CONSIDERED AS A PROCESS WHEREBY A SENIOR EXECUTIVE ACTS AS A FRIEND,PHILOSOPHER AND GUIDE TO A JUNIOR EXECUTIVE AND PROVIDES HIM THE SUPPORT THAT THE LATTER NEEDS. THE SUPORT MAY TAKE THE FORM OF EMOTIONAL SUPPORT, COACHING, COUNSELLING AND GUIDANCE. THE SENIOR MANAGER MAY ALSO PROVIDE SUCH SUPPORT KNOWN AS ‘MENTOR’.

UNDERSTUDYIN CASE OF UNDERSTUDY, AN EXECUTIVE IS DEVELOPED TO PERFROM TO WORK OR FILL THE POSITION OF HIS SUPERIOR. HE IS A TRAINEE WHO AT A FUTURE TIME WILL ASSUME THE DUTIES AND RESPONSIBILITIES OF THE POSITION CURRENTLY HELD BY HIS IMMEDIATE SUPERIOR WHEN THE LATTER SEPARATES FROM THE JOB BECAUSE OF TRANSFER, PROMOTION,RESIGNATION,RETIREMENT Etc.

JOB OR POSITION ROTATION

JOB ROTATION CONSISTS OF SYSTEMATIC AND CO-ORDINATED EFFORT TO TRANSFER AND EXECUTIVE FROM ON TO JOB AND PLANT TO PLANT. THE EXECUTIVE IS GIVEN ALL THE NORMAL DUTIES AND RESPONSIBILITIES WHICH GO ALONG WITH THE JOB TO WHICH HE IS TRANSFERRED. THIS METHOD BRAODENS THE OUTLOOK OF THE EXECUTIVE IN AS MUCH AS HE COMES TO APPRECIATE THE PROBLEMS FACED BY THE OTHER FUNCTIONAL MANAGER, PLANTS,DEPARTMENTS Etc.

OFF THE JOB

OFF THE OD METHODS IS USED TO IMPROVE GENERAL BEHAVIOURAL AND DECISION MAKING SKILLS OF THE EXECUTIVE PLUS IT DOES’NT CONTAIN HEAVY DOSE OF REFERENCE TO PARTICILAR JOB.

ROLE PLAYING MAY BE DESCRIBED AS A TECHNIQUE OF CREATING A LIFE SITUATION,USUALLY ONE INVOLVING CONFLICT BETWEEN PEOPLE,AND THEN HAVING PERSONS IN A GROUP PLAY THE PARTS OF SPECIFIC PERSONLITIES.IN INDUSTRIES, IT IS PRIMARILY USED AS A TECHNIQUE FOR MODIFYING ATTITUDES AND INTERPERSONAL SKILLLS.TYPICALLLY, THE SITUATION IS STRUCTURED BY SETTING FORTH THE FACTS OF THE SITUATION, THE EVENT THAT LED UPTO PRESENT SITUATION AND OTHER RELEVANT INFORMATION. THE INDIVIDUALS ARE THEN DESIGNATED TO PLAY THE ROLES OF PERSONS IN THE SITUATION DESCRIBED.

ROLE PLAYING

SENSITIVITY OR T-GROUP TRAINING IS AN IMPORTANT TECHNIQUE OF “LABORATORY TRAINING”. THE MAIN OBEJCTIVE OF SENSTIVITY TRAINING IS THE DEVELOPMENT OF AWARENESS AMD SENSTIVITY TO ONE’S OWN BEHAVIOURAL PATTERNS THROUGH INTERACTIONS WIT THE OTHERS.THE SENSITIVITY TRAINING PROGRAM IS ABSOLUTELY UNSTRUCTURED. THE TRAINER INITIALLY EXPLAINS THE TECHNIQUE TO PARTICIPATE AND INFORMS THEM THAT THE PURPOSE IS TO INCREASE THEIR AWARENESS ABOUT THEMSELVES AND OTHERS AND TO KNOW EACH OTHER’S FEELING AND REACTIONS IN A GROUP SETTING.

CONFERENCE

A CONFERENCE IS A GROUP MEETING CONDUCTED ACCORDING TO AN ORGANISED PLAN IN WHICH THE

MEMBERS SEEK TO DEVELOP KNOWLEDGE AND UNDERSTANDING OF A TOPIC BY PARTICIPATION IN DISCUSSION. IT IS AN EFFECTIVE TRAINING DEVICE

FOR PERSONS IN THE POSITIONS OF BOTH CONFERENCE MEMBER AND CONFERENCE

LEADER.AS A MEMBER, A PERSON CAN LEARN FROM OTHERS BY COMPARING HIS OPINIONS WITH THOSE

OF OTHERS. HE LEARNS TO RESPECT THE VIEWPOINTS OF OTHERS AND ALSO REALISES THAT THERE IS MORE THAN ONE WORKABLE APPROACH

TO ANY ISSUE.

“IN-BASKET” TRAINING

THIS TECHNIQE EMPHASISES THE NEED FOR SKILLS IN DECISION MAKING AND ABILITY TO DIFFRENTIATE BETWEEN RELEVANT AND IRRELEVANT INFORMATIONS. THE TRAINEE IS PRESENTED WITH A SITUATION WHERE HE MUST TAKE OVER FOR A MANAGER WHO IS ABSENT. HE IS PROVIDED WITH AN IN-BASKET FULL OF MATERIALS ITH WHICH HE MUST DEAL. THESE MATERIALS MAY BE NOTES OF PHONE CALLS, MOTES OF MEETINGS, COMPLAINTS TO HANDLE Etc.

Deepika MishraAssitant Professor, University Of Delhi