Prepare and train managers who can lead a group or an organization to success, fundamental purpose of Management Development
Closely linked to the training of personnel, there is a topic of great importance within Human Resources. This topic refers to how managers' performance can be improved so that they can lead a group in the best way; we refer to Management Development.
Some Assumptions
Management Development aims to prepare (by imparting knowledge, changing attitudes or improving skills) in the best way to managers, with the premise of improving the future performance of the entire organization.
It is very important to clarify that Management Development is a powerful tool to prepare employees, and especially managers, to assume higher-level positions, which leads to an increase in the level of managerial talent as well as promotion «from within »In an organization.
To start developing a Management Development system, it is important to determine the managerial needs within an organization, and then verify the managerial talent that is available through the pertinent information that you have of the people who aspire to have a managerial position (performance evaluation, skills, experience, etc.). Finally, the development needs of each person who aspires to the position are analyzed, indicating what they should be trained in and subsequently choosing the one with the best result.
Another topic of particular importance is managerial training in the same job, through important techniques such as:
Job rotation: "Know a little about everything" would be the motto at this point, where an employee is moved from department to department, so that he gains experience in all the operations of an organization, and can discover his preferences regarding A certain position is concerned, as well as its strengths and weaknesses. This point is of utmost importance to a manager because he or she could better understand the needs of others.
However, it should be understood that this rotation should not be generalized for all employees, but only for managers who need training, and should be carried out as the person learns enough to change departments.
Mentoring and replacement method: this refers to the person who will occupy a managerial position working and training together with the other person who is going to replace and this is responsible for the advice and teaching of the person who is going to occupy office. It is very important that the relationship between these two individuals is good so that learning is also good.
Panels of managers in training: at this point, the aim is to provide training and information to mid-level managers about the general procedures of a company and to motivate them to propose solutions to problems or difficult situations that are occurring. The objective is to give experience to these managers to improve uncertain situations at the organizational level.
Action learning: it also has to do with training middle managers where they work to solve problems in departments that are not their own and analyze and discuss proposals and then determine results and achievements.
A small drawback may be the loss of the full-time services of a competent manager at some point while working in other departments.
Management training can take place both inside and outside a job
Having analyzed the development techniques in the workplace, let's see what can be done outside of it.
You can find the case study method, where a manager is presented with a written report of a certain problem and must make a diagnosis and a solution; There are also management games where groups of managers compete with each other in a simulated market situation, making decisions, mostly computerized.
Other off-the-job techniques include manager training seminars and university-related programs, where continuing education programs, individual courses, and degree programs such as master's degrees or majors are found.
Likewise, there are also the interpretation of roles where a manager in training is asked to assume the role of protagonist in an imaginary situation within an organization; Behavioral models where managers are shown the best way to solve a problem are allowed to practice the correct model and learn from possible failures that may arise. Finally, there are internal development centers that, as the name implies, are located in companies to train possible managers.
There is much more about Management Development but that part will be seen in subsequent installments, which will detail how this topic should be planned in the best way so that it is totally successful throughout the company.
