Management development refers to the methods and activities designed to improve the skills of managers. It prepares the managers to handle future responsibilities and challenging tasks. A development program emphasizes the development of interpersonal skills and managerial skills like planning, organizing, leading, communicating, decision making gogoanime and motivating.
The manager is exposed to the latest technologies, tools, and techniques that help in improving his or her performance. The role of a manager includes planning, resource allocation, monitoring employee performance and resolving employee grievances.
Objectives Of Management Development
The main objectives of management development are improving the performance of the managers, identifying and developing talented employees, motivating the managers to perform their best to achieve organizational goals, improving the logical and analytical skills of the employees, updating managers about the latest developments, encouraging creative thinking and improving human relations skills.
Management Development Process
The first step is a review of the organizational objectives which help in determining the development needs of managers. The second step consists of an evaluation of management resources. An inventory is prepared with the help of the information collected from human resource planning. The inventory is then matched with the future needs of the organization to identify the areas for management development. The purpose of a management development program is to change the attitudes of managers and help them in gaining managerial skills.
Requirements For A Successful Management Development Program
Management development should be identified as an important activity in the organization. It should match the needs of the organization. Managers should take full responsibility for developing their subordinates and invest time in their development.
Methods Of Management Development
The two methods used in developing the managers are on-the-job development methods and off-the-job development methods.
On-The-Job Development Methods
Coaching, multiple management, understudy assignments, and job rotation are the common on-the-job development methods used in organizations.
The coach explains the trainee about the work which he or she has to do and the way of doing it. If the trainee commits any mistakes then the trainer or coach must rectify it. The work of the coach involves observing, analyzing and improving the performance of the trainees. The coach also guides the employees in job-related areas.
In this method, junior managers are given the chance to participate in board meetings. This allows learning about various organizational problems and future strategies. With the help of this development program, junior managers can interact with the senior managers and improve their knowledge about the organization.
In this method, a trainee manager is selected by the senior manager for training. The training prepares the trainee to handle the responsibilities of the senior manager either temporarily or permanently.
In this method, the manager is supposed to shift from one job to another to develop diversified skills and knowledge. Job rotation helps in improving inter-departmental cooperation. It helps the manager to collect new information and develop new creative ideas. An organization should not practice short term job rotation as it does not help in meaningful skill development. Such frequent rotation can also demotivate the employees and result in low productivity.
Off-The-Job Development Methods
The techniques involved in off-the-job development methods are conferences, sensitivity training, lectures, and transactional analysis and simulation exercises.
- Sensitivity Training
- Transactional Exercises
- Simulation Exercises
- Case Study
- Business Games
Conferences help in the sharing of ideas and knowledge among the trainees. Participants can express their ideas openly. The conference leader should encourage all the members to actively participate in the program. This method is also used to analyze a problem from different viewpoints.
The main purpose of sensitive training is to develop relationships among the group members. A group of 10-15 employees participates in this training. To initiate interaction among group members, a case study is given to them. After the discussion is over, group members are supposed to discuss the attitudes, behavior, and reaction of each participant. In this method, group members are allowed to analyze their behavior and performance. They are also allowed to openly discuss the behavior of other participants.
Benefits Of Sensitive Training
Employees learn to be sensitive to others. They can learn about their emotions and weaknesses. Conflicts can be reduced as everyone is allowed to speak openly.
It is an easy technique to teach trainees about the principles and concepts. Lectures help in the development of the analytical and conceptual skills of the manager. This technique can be used for a large number of people.
The basic theory of this technique is that the personality of an individual consists of three ego states- the parent, the child and the adult ego states. These states are not concerned with age but with different aspects of an individual ego. The parent ego state is determined by a feeling of authority and superiority. A person in the child ego state is either manipulative or obedient. The adult ego state is rational and objective. According to the transactional analysis theory, the child and parent ego states react instantly to situations. But the adult ego state processes data logically and then reacts to situations.
Case study, role-playing, and business games Pubg Pc Download are some of the simulation exercises.
The case study helps the trainee to understand the real problems as it is based on the actual experiences of organizations. It improves the analytical skills, problem-solving skills, judgmental skills, and decision-making skills of managers.
In this method, participants are supposed to play roles to find solutions for a problem. A participant can understand people and business situations better with the help of this method.
In this method, the trainees are divided into different teams and are required to play the role of competing firms in a simulated market. Each team member is supposed to play a simulated role within the firm. The work of teams is to react to the decisions of their competitors and develop new strategies to stay ahead of the competition.