Management Development Program

WHAT IS MANAGEMENT DEVELOPMENT?

It is a systematic process of growth and development by which managers develop their abilities to manage.

ROLE OF THE ORGANIZATION

To establish the programs & development opportunities.

Not just lectures, case studies, readings, job rotations.

To provide conditions that accelerate the growth.

INDIVIDUAL CONTRIBUTION

“We can take the horse to the water but we cannot make it drink.”

BASIC REQUISITES TO MDP

Top management should accept the responsibility.Management Development is essentially a “line job”. It involves both, the person and the boss.Every manager must accept direct responsibility and give a high priority for developing managers under his control.Must be geared to the needs of the company and the individual.“Promotion from within” is a necessary incentive for managers to grow.Should have a realistic time table in accordance with the need of the company.

ESSENTIAL INGREDIENTS

Analysis of organizational present and future developmental needs.Appraisal of present management talent.Inventory of management manpower.Planning of individual development program.Establishment of development program.Evaluation of program.

BENEFITS OF MDP

MDP : A MUST HAVE

Why focus on Management Development?

Managers get a lot of training.

Managers are accountable for success

Managers’ jobs are complex.

1. Managers get a lot of training

Management Development and executive leadership – one of the most frequent type of training provided.Important across every industry.Management training is more important as organizations increase in size.Whether large or small, and regardless of industry, management training is seen as a vital part of improving organizational performance.

2. Managers are accountable for success

Changing business environment puts in more demand on managersResponsibilities of the managers of the new millennium A shrinking skilled labour pool. More technologically sophisticated systems A more diverse workforce M & As, downsizing and fast paced changes.

Ensure that all systems and resources are appropriately integrated so that the organization can achieve its objectives.

3. Managers’ Jobs are Complex

Nature of managerial effectiveness difficult to ascertain.Typically, a manager’s effectiveness is determined by how well his unit meets its objectives.Understand the context in which the manager and the unit operate.Organizational Analysis is doneOperational Analysis is done.Identifying manager’s developmental needs is complex and ambiguous.

MANAGEMENT DEVELOPMENT IMPLICATIONS

Understanding Context

Self-Awareness & Diagnostic Skills

Managerial Person Analysis

1. Understanding Context

The clarification of the organization's situationIts strategy for coping with the situationHow the various units fit into the strategyHow the training program relates to these things?

2. Self-Awareness & Diagnostic Skills

Managers must understand how their own characteristics influence the activities within their units and their

relationship with other units. They must be able to create the appropriate match between their behavior and:The structure/design of the unit

The characteristics of the subordinates

Self-awareness & diagnostic skills are the basic requirements for managerial adaptability to changing conditions.

3. Managerial Person Analysis

It is important to know whether the managers possess the required KSA. The most popular method is 360-degree feedback. The responses collected through questionnaire

are analysed and graphed to provide feedback to the manager.

MANAGEMENT DEVELOPMENT PROGRAMS: TYPES

1. Conceptual

2. Technical

1. Conceptual

Management business games, simulations and case studies

On- the Job Training

Decision Making

Managerial Roles

2. Technical/ Professional Skills Training

Degree and certification programs

Workshops and seminars

Questions to be kept in mind

Do the program outcomes meet an identified need?Will the learning that results from training be supported on the job?Will the individual receive any personal benefit from the training?What is the cost/benefit approach compared to alternative approaches?

Management Development

Programs

in

Different Organizations

TAS : The Tata Group's Managerial Development Programme for young managers.

Known as Tata Administrative Service, conceived by J.R.D. Tata in 1950’s.emphasizes structured orientation through classroom inputs and field visits.A seven-week rural assignment exposes the trainees to community work and rural India.Include three business stints of 15 weeks duration in sales and marketing, manufacturing and operations, and corporate strategy, finance and human resources.

InfosysManagement Development Center

Software Development Center Global Education Center Infosys Leadership Institute (ILI)

The total capacity for students, learners, faculty, et al on campus is 6000.ILI headed by Mr. K. G. Ramachandran, CMD of B.H.E.L 40 specialist professionalsILI’s main objective: to develop managerial abilities, on-boarding and develop leaders. 3 Pillars of ILI: Learning Managers, Leaders Teach and Line Partnership. “On-boarding” is an intensive, 14-week program that addresses orientation of new recruits on soft skills. “Developing Managerial Abilities” programs are titled Consulting Skills, Pravesh, Maestro, Ambassador and Diplomat. These consist of modules that are structured around Hygiene as well as Functional areas.

AIMA

AIMA has conducted in-house business simulation exercise at TATA Power, TISCO, RIL, Aditya Birla Group, NTPC, CESC, ONGC, IOCL, HPCL, ESSAR, BSES, JEUSCO, MUL, Hero Honda and many more.

Now more and more organisations are planning to make it a regular feature in their in-house training programs.

National Student Management Games (SMG) are now held in association with INFOSYS who is the title sponsor for these games.

Wipro

Management development is now high priority for companies on fast-track growth. Wipro believes in growth from within -They have a philosophy now for many decades that if they have an internal person who is 60 per cent ready for the job, they are willing to bet on that person rather than look outside." Soft skills such as communication skills, presentations skills Wipro has put in place programmes for management development: The Future Managers' Program and the Global Managers' Program.Wipro has different programmes catering to different life-cycle stages of the manager:

The New Leaders' Program is for the first-time leader Wipro Leaders' Program (WLP) for the mid-level leader The Business Leaders' Program for a General Manager moving

into a business role, and a Strategic Leaders' Program for top management.

Cognizant Technologies

MDP is used as an appropriate managerial intervention for an executive's growth. They do not have a menu system for the executives to choose from; instead, they design an appropriate curriculum as per the needs of the executive.

Cognizant has tied up with IIM Bangalore, which has customised programmes to suit its business needs. The two-week residential programme is for middle and senior managers.

Senior executives at Cognizant undergo leadership programmes at Stanford and Harvard.

Others

Organisations such as L'Oreal, Procter & Gamble, Goldman Sachs and GE have recognized one of the key factors to

excel in attracting and retaining high-caliber employees in today’s competitive labour market using an appealing management development programme (MDP).

PCMM Model

•PCMM is an evolutionary framework.

•It guides the organization in selecting high-priority improvement actions based on the current maturity level of their people practices.

The World Is Adopting People CMM

PCMM adopted by a leader in the HOSPITALITY SECTOR – Club MahindraPCMM adopted by pioneers in AVIATION SECTOR – BoeingPCMM adopted by a leading BANK – Bank MuscatPCMM adopted by forward looking TELECOM ORGANIZATIONS – Erricson, Nokia, Alcatel.PCMM adopted by leaders in SOFTWARE and IT SERVICES – Accenture, CSC, Infosys.PCMM adopted by leading BPOs – HCL BPO, Tata BPO

WHY???

Based on the best current practices in fields such as human resources, knowledge management, and organizational development, the PCMM guides organizations in improving their processes for managing and developing their workforces.

Benefits Of PCMM

Talent Management

Training throughout increased from 68% to 84%.

Drop in attrition from 17% to 11% per Quarter.