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How to design a programme of management Development ?
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(i) Looking at organisational Objectives—The first step in management development programme is to identify the organisation's objectives. The objectives tell "Where we are going" and will develop a framework from which the executive needs can be determined.
(ii) Ascertaining Development Needs—Next step is ascertaining development needs which requires forecast its needs for present and future growth. This is based upon a comprehensive job analysis with particular reference to the kind of management work performed, the kind of executives needed and the kind of education, experience, Training, special knowledge, skills personal traits, etc, required for such work.
(iii) Appraisal of present Management talents—Appraisal of present management talent is made with a view to determining qualitatively the type of personnel available within an organisation itself. The performance of a management individual is compared with the standard expected of him. His personal traits are also analysed so that a value judgment may be made of his potential for advancement.
(iv) Management power Inventory-Now a management power inventory is prepared for the purpose of getting complete information about each management individual's bio-data and educational qualifications the results of tests and performance appraisal. From these it can be known that several capable executives are available for training for higher positions. An analysis of the information will bring to the attention of the management the potential obsolescence of some of the present executives, the inexperience or shortage of managers in certain functions and skill deficiencies relative to the future needs of the organisation.
(v) Individual Development Programme—The planning of individual development programmes in undertaken to meet the needs of different individuals, keeping in view the differences in the attitudes and behaviour, and in their physical, intellectual and emotional qualities. The weak and strong points of an individual are known from his performance appraisal reports and on this basis, training programme are framed and launched.
(vi) Establishment of training and Development Programmes—This job is done by the personnel department. A comprehensive and well-conceived programme is prepared, containing concentrated brief courses in different fields viz. human relations, decision making, leadership etc.
(vii) Evaluating Development Programmes-Evalution of training is any attempt to obtain information (feedback) on the effects of a training programme and assess the value of training. The most important means of evaluating development programmes are observation, ratings, trainee surveys, trainee interview sets.
