Steps in the Organization of a Management Development Program

The following are the important steps in the organization of a management development program:

Analysis of organizational development needs: After deciding to launch a management development program a close and critical examination of the present and future development needs of the organization has to be made. We should know how many and what type of managers are required to meet the present and future requirements.

A comparison of the already existing talents with those that are required to meet the projected needs will help the top management to take a policy decision as to whether it wishes to fill those positions from within the organizations or from outside sources.

Appraisal of present management talents: In order to make the above suggested comparison, a qualitative assessment of the existing executive talents should be made and an estimate of their potential for development should be added to that. Only then can it compare with the projected required talents.

Inventory of management manpower: this is prepared to have a complete set of information about each executive in each position. For each members of the executive team, a card is prepared listing such data as name age, length of service, education, work experience, health record, psychological test results and performance appraisal data etc. The selection of individuals for a management development program is made on the basis of the kind of background they possess. Such information, when analyzed discloses the strengths as well as weaknesses or deficiencies of managers in certain functions relating to the future needs of the organization.

Planning of individual development program: Guided by the results of the performance appraisals that indicate the strengths and weaknesses of each of the executives this activity of planning of individual development program can be performed.

Establishment of development programs: It is the duty of the HR department to establish development opportunities. The HR department has to identify the existing levels of skills, knowledge etc of various executives and compare them with their respective job requirements. Thus, it identifies development needs and requirements and establishes specific development programs, like leadership courses, management games, sensitivity training etc.

Evaluation of results: executive development programs consume a lot of time, money and effort. It is therefore, essential to find out whether the program has been on track or not. Program evaluation will cover the areas where changes need to be undertaken so that the participants would find the same relevant and useful or enriching their knowledge and experience in future. Opinion surveys, tests, interviews, observation of trainee reactions, rating of the various components of training etc would be used to evaluate executive development programs.

Methods / Techniques of management development programs:

Management development programs help in acquiring and developing different types of managerial skills and knowledge. Different types of techniques are used to acquire and develop various types of managerial skills and knowledge. They are

Methods of Developing

Decision making skills

1) in basket
2) Business game
3) Case study

Interpersonal skills

1) Role play
2) Sensitivity training
3) Behavior Modeling

Job knowledge
1) On the job experiences
2) Coaching
3) Understudy

Organizational knowledge
1) Job rotation
2) Multiple management

General knowledge

1) Special courses
2) Special meetings
3) Specific readings

Specific individuals

1) Special projects
2) Committee assignments

Decision making skills:

The main job of manager is to make both strategic and routine decisions, his ability to take effective decisions can be enhanced by developing decision making skills through various techniques.

Source: HRM

  • Rodric Leyds

    Thanks is was help.  However a discussion on each development matter would have been more helpful