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.
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Nature derived management system. Strategic management cycle in education. Related Books Free with a 30 day trial from Scribd. Five Minds for the Future Howard Gardner. The Human Factor: Using aviation principles to boost organisational performance, reduce error and get the best from your people Graham Miller. Related Audiobooks Free with a 30 day trial from Scribd.
Individuals are given the freedom to solve a problem according to their understanding and technique they think best. This lets them to attempt varied approaches to solve various issues and problems.
This approach recognizes that individuals learn best from experience so that the process is structured. The organization itself develops a training program for the managers. The advantage here is, that they get trained under your eyes, and they do not need to be provided training externally. It also helps in breaking the communication barriers between the old and new employees. On- the job training is the most common internal training program where in the manager learns while doing the work itself.
It is a technique in which an employee is moved between two or more jobs at regular intervals in a planned manner. This helps the manager in learning the aspects, roles and responsibilities of all the jobs, and ultimately of all the employees that are going to be working under him. Your own vendors and clients are invited in to provide training. You can select from the many trainers, costs, locations and programs. You can choose the one that can train your managers on skills and techniques that you find useful and can make a difference to your organization.
It is a method allowing managers and businesses to have an improved understanding of their requirements and also in establishing feasible objectives. The aim here is to reduce the costs and improve overall performance. Skip to content What is management? What is development?
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