Beruflich Dokumente
Kultur Dokumente
topics to be covered
Management Development Management Development Technique Human Resource Development Function Training And Development Performance Appraisal Career Development
MANAGEMENT DEVELOPMENT
MANAGEMENT DEVELOPMENT
Management Development is the process by which Managers acquire not only skills and competencies in their present jobs but also capabilities for future managerial tasks of increasing difficulties and scope.
Behavioral Change
Self Development
Continuous Process
To introduce change in the organization by developing executives into change agent or facilitators. To provide opportunities to the managers for their career advancement. To prevent obsolescence of executives by providing them opportunities for updating their knowledge and skills.
Develop an organizational work culture where: superior-subordinate relationships, team work and collaboration among different units are strong and contribute to the professional well-being, motivation and pride.
Functions
Conducting job analysis (determining the nature of each employee's job) Planning labor needs and recruiting job candidates
Selecting job candidates Orienting and training new employees Managing Wages and Salaries (how to compensate employees) Providing incentives and benefits Appraising performance and Communicating (interviewing, counseling, disciplining)
Functions (Cont.)
Training and developing
TYPES OF TRAINING
Induction Or Orientation Training. Job Training. Apprenticeship Training. Internship Training. Refresher Training Or Retraining. Training For Promotion.
In-Basket Technique
It provides trainees with a log of written text or information and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator.
IN BASKET TECHNIQUE
In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role. The trainee is then given the log of materials that make up the in-basket and asked to respond to materials within a particular time period.
After all the trainees complete in-basket, a discussion with the trainer takes place.
In this discussion the trainee describes the justification for the decisions. The trainer then provides feedback, reinforcing decisions made suitably or encouraging the trainee to increase alternatives for those made unsuitably.
METHOD of TRAINING
On the Job Training Off the Job Training Vestibule Training
BENEFITS of TRAINING
Increase Confidence. Develop New Skills. Quick Promotion. Higher Earning. Increase Safety.
PERFORMANCE APPRAISAL
METHODS OF APPRAISAL
Numerous methods have been devised to measure the quantity and quality of employees job performance. Each of the methods discussed could be effective for some purposes, for some organizations. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or of a particular type or employees. Broadly, all the approaches to appraisal can be classified into
Past-oriented methods Future-oriented methods
PAST-ORIENTED METHODS
Rating scales Checklists Forced choice method Critical incident method Field review method Performance tests and observations Annual confidential reports Essay method Cost accounting approach Comparative evaluation approach
FUTURE-ORIENTED METHODS
Management by objective 360-Degree appraisal Psychological appraisals Assessment centers
CAREER DEVELOPMENT
WHAT IS A CAREER?
A career is a persons chosen profession or occupation. The general course or progression of your working life or your professional achievement. A career may include several jobs.
CAREER STAGES
Exploration. Establishment. Mid Career. Late Career. Decline.
CAREER DEVELOPMENT
Career development is a set of activities undertaken by the individual employees and the organization to meet career aspirations and job requirement. The most important requirement of career development is that every employee must accept his/her responsibility for development.