MANAGEMENT

DEVELOPMENT
PROGRAME
by: Anavi, Gayatri, Hargun,
Naiyya, Rachael and Sanna
 LIST OF CONTENTS
Definition
Importance
Components
Challenges
Methods of Management
Case study
 Definition
t p r o g r a m (M D P ) is a
e m e nt d e v e lo p m en
A manag e s s p ro fe s sio nals
m t h a t h e lp s b u s in
training prog ra in g o f
e , a n d u nd e r s t a n d
ls , k n o w le dg
improve their skil o p rio rit iz e ta s ks a n d
t h e m a n a g e r t
business and helps v o lv e tr a in in g , le ar nin g
t p u t. T h is w ill in
get the desired ou to im pr o v e th e ir w a y o f
le s m an ag e r s
process that enab ria l t a s k s
m a n a g e
performing
 Components
Management development programs involve range
of components to enhance skills, knowledge, and
effectiveness which are as follows;

(A) Skills and knowledge. Management development programs

help employees improve their skills and knowledge in a variety of
areas, including:

(i) Communication: Managers need to be able to communicate clearly and

efficiently, and provide constructive feedback.
(ii) Problem-solving: Managers need to be able to identify and analyze problems,
and propose effective solutions.

(iii) Decision-making: Managers need to be able to make good decisions and

communicate them effectively.
(iv) Adaptability: Managers need to be able to adapt quickly to changes in the
business landscape.

(v) Emotional intelligence: Managers need to be able to manage their emotions

and the emotions of others.
 Components
Management development programs involve range
of components to enhance skills, knowledge, and
effectiveness which are as follows;

(B) Company knowledge. Management development programs

may teach managers about the company's business model,
structure, scope, internal policies, and labor laws.

(C) Management theories. Management development

programs may teach managers about different
management theories.

(D)Training Development. Management development programs

may include training in areas such as scheduling, supervising
individual performance, team motivation, interviewing,
recruitment, and termination.
(E) On-the-job experiences. Management development
programs may include on-the-job experiences to help managers
gain self-knowledge, enhance existing abilities, or obtain new
skills.
 METHODS
On the job off the job other
Workshops and Seminars: Managers
Job Rotation: Managers are moved attend short-term programs or
conferences focused on specific skills. 360-Degree Feedback:
across different departments or Managers receive feedback
roles to gain a broader Case Study Method: Real-world from peers, subordinates,
understanding of the organization, business cases are analyzed and and supervisors, helping
discussed to help managers develop them identify areas for
Coaching and Mentoring:Senior skills.
managers or experts provide improvement and work on
guidance, feedback, and advice to Role Playing: Managers act out their personal development.
help managers improve their scenarios to practice communication,
performance and develop leadership negotiation, conflict resolution, and Outdoor/Adventure
qualities. decision-making in a controlled Learning:
environment. Activities like team-building
Action Learning: Managers work on
real business problems in teams, Simulation Exercises: Simulations exercises, outdoor
analyze them, and propose solutions. replicate real business environments leadership programs, or
where managers make decisions and problem-solving tasks
Job Enrichment: Managers are given deal with consequences, aimed at improving
more responsibilities and decision- teamwork, leadership, and
making power in their current roles Executive Development Programs: interpersonal skills.
to develop their leadership and Comprehensive programs tailored for
management skills. senior managers or executives,
focusing on strategic leadership,
Project Assignments: Assigning innovation, and global business trends.
managers to special projects helps
them develop strategic thinking, E-Learning and Online Courses:
leadership, and cross-functional Digital platforms offering flexibility and
collaboration skills. a wide range of management
development content, allowing
managers to learn at their own pace.
 IMPORTANCE
Management development programs (MDPs) are important because they
help organizations and employees in many ways, including:

Developing talent: MDPs Retaining talent: MDPs can help

help organizations grow organizations retain talent and
their own management reduce
talent, rather than hiring employee turnover.
from outside.
Improving decision-
making: MDPs can help
improve decision-making
across an
Increasing
productivity: MDPs can
help increase
productivity.
 IMPORTANCE
Management development programs (MDPs) are important because they
help organizations and employees in many ways, including:
Improving communication:
MDPs can help improve Standing out from the competition:
Organizations that invest in MDPs
communication may be able to stand out from
throughout an competitors when
organization. attracting new hires.
Upskilling employees: MDPs help
employees gain new skills and
knowledge
that can improve performance
and engagement.

Training for diversity tolerance: MDPs can Creating a better understanding of

help employees learn to be sensitive the
to and work with diverse personalities. role of a manager: MDPs can help
MDPs can involve structured activities employees develop a better
such as workshops, seminars, coaching understanding
sessions, and on-the-job training. of their role as a manager.
 BENEFITS

Improved Performance
Improved Managerial Increased Employee
a management training program
Skills Engagement triggers self-reflection for managers
based on what to re-learn or what
Improved Managerial Skills Having these engagements could skills to unlearn to
Managers would learn to increase the employee's positive become better professionals. And
work smarter, delegate duties to sentiments toward the company. Well-
other team members, This, turn, leads to higher trained and experienced managers are
and manage their time productivity, job satisfaction, and more likely to create a positive work
effectively. employee retention. environment and foster a culture of
engagement, leading to a cycle of
increased productivity and higher
profitability.

Greater Organizational Agility Enhanced Leadership

With practical change in management Acquiring leadership skills early enough
training programs, managers can deliver optimal boosts confidence and creates a
results even in short periods, and companies will
thrive. Workplaces with best-in-class management wholesome work environment that
and training courses and programs impart allows employees to understand their
knowledge to their managers through different
approaches, which helps organizations remain roles clearly, inspire and motivate their
competitive and grow. teams.
 CHALLENGES
Identifing
Engagement cultural
and barriers
relevant skills motivation
Organizations often Keeping participants Company culture
struggle to determine engaged and plays a significant
which skills are relevant motivated throughout role in the success of
to their current and the program is critical. MDPs. In
future needs. Many may view MDPs organizations with a
The business landscape is as a checkbox activity rigid hierarchy or a
rapidly changing, and rather than an lack of openness to
what was relevant change,
yesterday may not be opportunity for
today. growth, resulting in implementing new
Companies must low participation and concepts learned in
continuously evaluate enthusiasm. MDPs may be met
and adapt their MDPs to Developing a culture with resistance.
ensure alignment with that promotes Leadership must
emerging industry trends, continuous learning is foster a culture that
technologies, and essential to values learning and
workforce demands. counteract this development.
mindset.
 CHALLENGES

sustainability and conclusion

measurement of continuous
effectiveness assessment Overcoming the
challenges associated
Measuring the impact of Once an MDP is with management
MDPs can be difficult. development programs
implemented, is crucial for
Organizations often maintaining its relevancy
struggle to define clear organizations aiming to
and sustainability can be cultivate future leaders.
metrics for success, challenging. By recognizing these
leading to ambiguous Continuous obstacles and actively
assessments of improvement must be a working to address them,
program effectiveness. priority, necessitating organizations can create
Without proper regular updates based effective, engaging, and
evaluation, it becomes relevant development
challenging to justify on feedback and
changing organizational programs that
continued investment in contribute to both
development needs. individual and
programs. organizational success.
 CASE Study
In 2011, Sanjay Kathuria, a professional manager, joined as the Chief Executive Officer (CEO)
of Bright General Insurance Company, which was, at that time the largest general insurance
company in the country. During the next four years, however, while its business increased, it
did not grow as fast at its major competitors, and the company dropped from first to fifth
place in terms of volume of business.
This naturally perturbed Sanjay Kathuria as it did the Board of Directors of the company.
Finally, after
deliberations, the Board of Directors concluded that the lack of leadership in the sales of
both fire and
marine policies was the major cause of the company's comparative slow progress. It was
also generally believed that the two directors in charge of sales in these two major areas of
business were competent executives and leaders but the regional and district managers
working under them were lacking in leading their sales-force.
The CMD called the two directors responsible for fire and marine policies, and asked them
to ensure strong leadership at the regional and district levels or else quit their jobs. As the
two directors left the meeting with the CMD, one Director told the other, "Now, just how do
we make people leaders? How can we be sure whether or not a person is a leader? You
know this is a tough job."
THANK
YOU!