![Welcome
to
Implementing
Management
Development
Program
Dyah Pramanik,
MM
TRAINING
AND
DEVELOPING
EMPLOYEES
Implementing
Management
Development
Program
Dyah Pramanik,
MM
[ ]
Copyright © 2011 PearsonEducation, Inc.
publishing as Prentice Hall](https://image.slidesharecdn.com/topic51dimplementingmanagementdevelopmentprogramtraininganddevelopingemployees-rev-161121061153/85/Topic5-1-d_implementing_managementdevelopmentprogram_traininganddevelopingemployees-rev-1-320.jpg)
Topic5 1 d_implementing_managementdevelopmentprogram_traininganddevelopingemployees-rev
- 1. Welcome to Implementing Management Development Program Dyah Pramanik, MM TRAINING AND DEVELOPING EMPLOYEES Implementing Management Development Program Dyah Pramanik, MM [ ] Copyright © 2011 PearsonEducation, Inc. publishing as Prentice Hall
- 2. 8–2 PPT 5_1_d TRAINING AND DEVELOPING EMPLOYEES: Implementing Management Development Program
- 3. 8–3 LEARNING OUTCOMES 1. List and briefly discuss four management development programs.
- 4. 8–4 Implementing Management Development Programs Assessing the company’s strategic needs Developing the managers and future managers Appraising managers’ current performance Long-Term Focus of Management Development
- 5. 8–5 Succession Planning 1 Begin management development Review firm’s management skills inventory Steps in the Succession Planning Process Anticipate management needs Create replacement charts 2 3 4
- 6. 8–6 Management Development Techniques Job rotation Coaching and understudy Managerial On-the-Job Training Action learning
- 7. 8–7 University-related programs Management games Off-the-Job Management Training and Development Techniques The case study method Outside seminars Executive coaches Behavior modeling Role playing Corporate universities Other Management Training Techniques
- 8. 8–8 FIGURE 8–6 Typical Role in a Role-Playing Exercise Walt Marshall—Supervisor of Repair Crew You are the head of a crew of telephone maintenance workers, each of whom drives a small service truck to and from the various jobs. Every so often you get a new truck to exchange for an old one, and you have the problem of deciding which of your crew members you should give the new truck. Often there are hard feelings, since each seems to feel entitled to the new truck, so you have a tough time being fair. As a matter of fact, it usually turns out that whatever you decide is considered wrong by most of the crew. You now have to face the issue again because a new truck has just been allocated to you for assignment. In order to handle this problem you have decided to put the decision up to the crew. You will tell them about the new truck and will put the problem in terms of what would be the fairest way to assign the truck. Do not take a position yourself, because you want to do what they think is most fair.
- 9. 8–9 Behavior Modeling 1 Encourage transfer of training to job Have trainees role play using behaviors Behavior Modeling Training Model the effective behaviors Provide social reinforcement and feedback 2 3 4
- 10. 8–10 K E Y T E R M S § employee orientation § training § negligent training § task analysis § competency model § performance analysis § on-the-job training (OJT) § apprenticeship training § job instruction training (JIT) § programmed learning § electronic performance support systems (EPSS) § job aid § virtual classroom § lifelong learning § management development § job rotation § action learning § case study method § management game § role playing § behavior modeling § in-house development center § executive coach § organizational development § controlled experimentation --------------------------------------------------------------------------------------
- 11. 8–11 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2011 PearsonEducation, Inc. publishing as Prentice Hall