Management Development Training
Management Development is described as the process from which the managers learn and improve their skills & knowledge not only to benefit themselves but also their employing organizations.
Earlier training programmes in industrial organisations were mostly concentrated on improved performance in a particular job. They were intended to emphasise on learning whatever skill and knowledge necessary for the satisfactory performance of the job. Training were for the most part job holders in rank and file-positions. With the passage of time organisations are growing and the complexity in the work is also increasing. Now the role of the mangers is not as easy as it was earlier. The term manager has been used to mean people at different levels of hierarchy. All those persons who have authority over the others and are responsible for their activities and for the operation of an enterprise are managers. They have not only to deal with the staff but also with other outsiders etc.. and have a decided influence on the organisation. Even the corporate chairman, departmental head, personnel administrator, planner or coordinator is. in fact a manager, although many of them do not supervise others but are on the board of management. So the title of manager cannot be standardized. It is their actions which are significant. Even a worker may be considered a manager, some times.
So a manager is the dynamic life-giving element in any concern. His caliber and performance will largely determine the success of any enterprise. If any concern wants to expand, it must attempt to improve the quality of managers, it should introduce imaginative and systematic development schemes for them. So it can be said that due to the increasing role and its complexities and importance a new word like management development came into existence. Because the term training seemed inappropriate.
Management Development is a systematic process of training and growth by which managerial personnel gain and apply skill, knowledge, altitude and insights to manage the work in their organisation effectively and efficiently. In other words.
"Management Development is an educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and technical knowledge for general purpose."
Management Development has become very important in today’s competitive environment. According to a survey, those companies that align their management development with tactical planning are more competitive than the companies who are not. It has also been indicated that 80% of the companies report MDP, compared with 90% that provide executive leadership training. For most of the companies 37% of the training budgets go to management development and learning programs. Therefore, it is important to consider management development as an important part of organizational competitiveness.
Training & Development
Some of the reasons behind the management development training programs are:
It is managements’ responsibility of ensuring the success of the organization.
It is the management who deal with people of different background, culture, language, etc.
Mergers and acquisitions, downsizing, etc. are all under management’s control.
It is managements’ responsibility to ensure that the employees obtain the required KSAs to perform the tasks.
It is managements’ responsibility to ensure that right people is hired for the right job, at the right time for the right place.
Manager’s job is complex i.e. for the managers understanding the training need is not easy because his training need is determined by how well his department is meeting its objective and goal.
It is the management who makes decisions on the basis of judgment and intuition.
It is the management that understand the organization, its vision, mission, ethics, values, strategies, capabilities, and how his organization fits into the industry, and how his behavior will influence people outside the organization.
Therefore, managers must be able to get the required knowledge, skills, and attitudes (KSAs) to meet the challenges as soon as they arise.
The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.
Objectives of Management Development
The objective of management development is. in general, to improve the quality of managers/executives performance now and in future. Some main objectives of the management development ore as under:
To develop managers/executives for better performance on their present job or assignment
To provide a steady source of competent persons at different levels so as to meet the future requirements of the organisation.
To enable the managers to understand the problems of the business organisation in so far as they arise out of its policies and system of control.
To create conditions and a climate which contribute to the growth process.
To replace elderly executives, who have risen from low ranks, by highly competent and academically qualified professionals.
To increase morale of the managers.
To acquire knowledge about the problems of human relations.
To create the second line of defense in the organization so as to meet the emergencies.
To broaden the outlook of the various levels of management especially top management regarding their role, position and responsibilities.
To help the top management to understand the economic, technical and institutional forces in order to solve business problems.
To increase the versatility of the managers
To stimulate creativity in the thoughts of the managers.
To create a sense of inter-departmental coordination among managers.
To indicate how to apply to practical problems the knowledge of the physical and social aspects of business problems and management.
So we can say that management development is an educational process utilizing a systematic and organized procedure by which management personnel learn conceptual and theoretical knowledge for general purpose. These purpose are
(iii) Human Resource Planning
(v) Obsolescence prevention, and
(vi) Personnel growth.
Management development method is further divided into two parts:
4 Ways to Improve Employee Development at Your Company
Whether you are an online brand or a retail company with local storefronts, proper employee management can make or break your company. While stable income and employment benefits are big reasons why employees stay with certain companies, modern employment trends suggest that trends are changing in 2020.
According to Forbes, 61% of employees are burned out on the job due to poor management, excessive obligations and a lack of professional development opportunities. Employees who are better engaged showcase 21% greater profitability, 41% reduction in absences as well as 59% less turnover compared to their burned out colleagues.
We can safely conclude that HR management and employee development lie at the core of the issue, prompting a deeper discussion on the topic. With that, how can you find ways to improve employee development at your company and what benefits can you gain from doing so in 2020?
Benefits of Improving your Employee Development
Let’s start with basics in order to get a better understanding of how you can benefit from proper employee development. Every business is driven by profit, and employees are your front-line defense in regards to generating revenue. It’s essential that your employees are at peak performance, so that your clients are satisfied and that your brand reputation is of trust and professionalism. Unfortunately, failing to provide adequate development to your employees will result in high turnover, poor performance and loss of trust in your brand.
Nathan Riley, HR manager and content writer at Trust My Paper said that: “The way you treat your employees behind closed doors will reflect in the way they treat your stakeholders. You don’t need to invest large amounts of money into your employee development – start with showing empathy, feedback and listen to their complaints. Find a common ground with your employees and adapt your development opportunities to their specific needs – only then will you achieve success in retaining talent.”
Some of the main benefits you stand to gain if you improve your employee development processes include:
Increased productivity, communication and quality of work across the company
Improved retention rates and leadership grooming possibilities
Improved client satisfaction and positive word of mouth among stakeholders
Increased positivity, mutual respect and teamwork in the company culture
Improved quality of employee feedback and creative future development ideas
Ways to Improve Employee Development at your Company
Personalized HR Coaching
The best way to start paying more attention to employee development at your company is to refer to coaching. Every employee on your staff is an individual with personal wants, goals and aspirations. As such, you should take time to discover what they are as soon as possible.
You can implement active listening and have your HR interview different employees in a casual manner. Make it clear that the purpose of discussion is to find out how your company can help improve professional development channels for everyone. While it may seem insignificant, this will show great care and attention from your company toward the employees who work for you. Start small and move on to bigger changes once you have a solid idea of what your employees want and need professionally.
Professional Training Opportunities
Depending on the industry you operate in, professional training can take many forms based on previous employee feedback. You can choose to train your employees by hiring third-party agencies which specialize in hard skills related to your niche (programming, business management, etc.) Alternatively, online platforms such as Udemy and Lynda allow for a plethora of cloud-based training in a variety of fields based on your needs.
Personalization should find its way into professional development. Writing tools such as Evernote, Subjecto, as well as Hemingway Editor, can be used to edit and format professional training plans for different departments. This will give your HR managers the opportunity to adapt training to each team to improve employee development across the company in equal measure.
Cross-Department Soft Skills Development
Regardless of how large or small your company may be, it’s important to encourage employees to collaborate as often as possible. Soft skills play a major role in employee development, so it’s good practice to place your staff in cross-department project teams and let them cooperate.
Make sure that project leads are people with experience in leading teams or senior staff members which can act as intermediaries between staff members. Expect that these teams will go through team dynamics phases before they settle in and develop new skills in groups. Once the employee development program settles in however, you can rest assured that staff members will exhibit handy new soft skills for everyone’s long-term benefit.
Personal Development Avenues
Lastly, personal development will always be high on the list of priorities of your staff members. After all, everyone wants what’s best for them and their wellbeing first and foremost. In that regard, you can extend an olive’s branch to your employees by investing resources into personal development opportunities.
Your HR department can organize coaching meetings, seminars or team building trips for your staff to enjoy. Likewise, you can work with a local gym, health clinic or other similar businesses to offer discounts or free sessions for your employees. Book clubs, movie nights or sports games between employees can also be highly beneficial for the overall mood and company culture. While these employee development channels aren’t strictly professional, they will do wonders for your staff’s mental health and productivity. In Summary There is no formula to the secret of your employees’ career development – open a communication channel to your staff and listen closely. Different companies will naturally exhibit different patterns of behavior and development aspirations, so make sure to detect your staff’s needs early on. A company is only as successful and profitable as its staff is satisfied with the levels of engagement they receive from the top. Cater to their professional and personal development expectations and your company as a whole will flourish as a result.