management development
Management development
Management development is related to the development and growth of the employees in an organisation through a systematic process. This development is future-oriented and prepares managers for a career of valuable contribution to the organisation.
Objectives of Management development:
• Improving the performance of the managers.
• Enabling the senior managers to have an overall perspective about the organisation and also equipping them with the necessary skills to handle various situations.
Management Development Methods:
• On-the-job development methods
• Off-the-job development methods
On-the-job development methods:
a) Coaching – Coaching involves one manager playing an active role in guiding another manager. The coach/trainer teaches the trainee rectifies his mistakes.
b) Job rotation – Job rotations play an important role in developing the skill set of a manager.
c) Understudy assignments – In this method, a senior manager selects and trains a trainee manager from among his/her subordinates, who at a future time will be capable of handling the senior manager’s responsibilities.
d) Multiple management – This technique enables junior managers to participate in board and committee meetings, which are normally attended only by senior and top level managers.
Off-the-job development methods:
a) Simulation exercises – The popularly used simulation exercises are:
• Case study: In this method, trainees study, analyse and discuss the case, identify the hidden problem and try to get an appropriate solution.
• Business games: In this method, the trainees are divided into different groups and teams. They play the roles of competing firms in a simulated market.
• Role play: In this method, participants enact roles to solve problems that are common in real life.
• Incidental method: This method aims to develop the intellectual ability, practical judgment and social awareness of the employees.
• In basket method: In this method, the
Management development is related to the development and growth of the employees in an organisation through a systematic process. This development is future-oriented and prepares managers for a career of valuable contribution to the organisation.
Objectives of Management development:
• Improving the performance of the managers.
• Enabling the senior managers to have an overall perspective about the organisation and also equipping them with the necessary skills to handle various situations.
Management Development Methods:
• On-the-job development methods
• Off-the-job development methods
On-the-job development methods:
a) Coaching – Coaching involves one manager playing an active role in guiding another manager. The coach/trainer teaches the trainee rectifies his mistakes.
b) Job rotation – Job rotations play an important role in developing the skill set of a manager.
c) Understudy assignments – In this method, a senior manager selects and trains a trainee manager from among his/her subordinates, who at a future time will be capable of handling the senior manager’s responsibilities.
d) Multiple management – This technique enables junior managers to participate in board and committee meetings, which are normally attended only by senior and top level managers.
Off-the-job development methods:
a) Simulation exercises – The popularly used simulation exercises are:
• Case study: In this method, trainees study, analyse and discuss the case, identify the hidden problem and try to get an appropriate solution.
• Business games: In this method, the trainees are divided into different groups and teams. They play the roles of competing firms in a simulated market.
• Role play: In this method, participants enact roles to solve problems that are common in real life.
• Incidental method: This method aims to develop the intellectual ability, practical judgment and social awareness of the employees.
• In basket method: In this method, the