WELCOME
Management
Management
development
development
Thought
An institution that cannot produce
its own managers will die
Peter F Drucker
What is management
development?
Is the process of a conscious and
systematic improvement of
managerial effectiveness within
the organisation,to achieve
organizational goals and
strategies
Need for Management
development programme
Skills of executives may become
redundant without training and
development
Change in business environment
Conglomeration and integration
Interpersonal skills
MDP Process
Desired output No action to Design an apt
output yes Be taken
generated Management devt team
No
Management skill
Problem
Only need
exists
improvement
how to Both managerial Restructure
overcome
Either
Skills and organizational Which of the two organization
Or Can be improved
the problem? all Elements need elements
improvement easily
Either managerial skill
or organizational elements need improvement
Organizational elements
only need improvement
Objectives of management
development programs
To overhaul the management machinery
To improve the performance
To increase the morale
To increase versatility
To keep abreast of the changes and
development
To create management succession
To improve thought process and analytical
ability
To broaden outlook
To understand the
economical,social,political,technicaland
conceptual issues
Organizing MDP’s
Who’s responsibility?
Ensuring the availability of
suitable managers
Promotion and succession
planning
Designing reward and
appraisal system
Implementing MDP’s
Needs analysis
Action learning
Real work projects
Success of enterprise
ROI
Real action and change
Commitment to action
Outdoor management development
Stakeholder model
Senior Colleagues
managers Peers mentors
Personnel
specialist
Manager The individual
boss
External bodies
E.g.-Institute of mgt Family,
Govt agencies Friends etc…..
Methods of management
development
On the job methods Off the job methods
Coaching
Understudy Special courses
Job rotation Role playing
Special projects& Case study
committee assignments
Conference
Multiple management
Management games
Syndicate methods
Sensitivity training
Transactional analysis
The fish bowl exercise
Programmed
instruction
Evaluation of MDP
inputs process outputs
Methods of evaluation
In course and post-course
questionnaires
Attitude surveys and psychological
tests before and after the event
Appraisal systems
Observations by trainers and
others
Self reports and critical incident
analysis
Contributions of MDP
Knowledge
Skills
Abilities
Attitude and behavioral patterns
Experiences
Prerequisites for
effective MDP
Support of the organization's basic
philosophy of management
Commitment of the organization to their
laid down objectives
Adequate resources like time, money and
manpower
Collaboration and teamwork between time
and staff management
Effective communication
Needs for MDP
To increase knowledge and
ability in his present position
in order to improve current
performance
To increase overall
knowledge
To improve executive ability
To develop executives
personal characteristics,
aptitude and attitudes
Measurement aspects
Learning aptitude
Oral and written communication
skills
Human relations
Awareness of social envt
Self objectivity
Resistance to stress
Capacity for hard work
Quality of decision making
Analytical ability
Organizing and planning ability
Self objectivity
Change agent
A change agent is a person who
leads a change project or business
wide initiative by
defining,researching,planning,build
ing business support and carefully
selecting volunteers to be a part
of a change team.
Trainer as a Change
agent
Professional
Ambiguous
Insecure
risky
Skills required for trainer
and change agent
Trainer Change agent
Training skills Modeling of behavior
Modeling behavior Managerial skills
General education Marketing skills
theory
Strategic planning
Teaching skills
strategies
Policy-making skills
Skills with internet
General education
tools for
theory
instruction
Counseling skills
Change agent
facilitates
Strategic planning Conflict resolution
Assessments Process analysis and
redesign
Team building
Interpersonal
Goal setting communication
Group facilitation HRM
Leadership Restructuring
development
High involvement
Executive coaching work teams
Management devt System design
Creative problem Training and devt
solving
TQM
Succession planning
Continuous
improvement
Analyzing and defining
performance problems
Brain storming
Storybook technique
Nominal group technique
Charting
Skills of an effective
trainer
Communication skills
Interpersonal skills
Group process activity skills
Performance feedback skills
Knowledge
management
The synergies of organizational and
personal practices that effectively tap
into organize and utilize people’s
competencies,experiences,expertise,skill
s,talents,thoughts,ideas,intuitions,com
mitments,innovations,practices and
imaginations and which people
integrate those as a part of the
information resources of an
organization to achieve goals
Knowledge
management
Knowledge management is the process
by which the organization generated
wealth from its intellectual or
knowledge based assets.
Helps us to share ,learn and regenerate
the new knowledge
Shapes the organizational strategy and
helps the firms in gaining competitive
edge
objectives of
Knowledge management
Ensure an effective and efficient
development of new knowledge and
improvement of existing knowledge
Securing of knowledge
Transfer of knowledge
Up to date knowledge
Apply knowledge in the best form at
best location
Difficulties in Knowledge management
Lack of skills
Whose responsibility
Ownership of knowledge and
reluctance to share
Multilayered organization and lack
of top management’s support
