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Management Development Plan: Presented By: Priya Arya

Priya Arya's management development plan outlines various methods for developing managers. It defines management development as preparing individuals to effectively manage others and work organizations. The plan discusses the need for management development to improve thought processes and solve business problems. It then describes several on-the-job methods like coaching, job rotation, and committee assignments. It also outlines off-the-job methods such as lectures, case studies, role playing, and management games to develop managers outside of their regular duties.

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Priya Pri Arya
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110 views9 pages

Management Development Plan: Presented By: Priya Arya

Priya Arya's management development plan outlines various methods for developing managers. It defines management development as preparing individuals to effectively manage others and work organizations. The plan discusses the need for management development to improve thought processes and solve business problems. It then describes several on-the-job methods like coaching, job rotation, and committee assignments. It also outlines off-the-job methods such as lectures, case studies, role playing, and management games to develop managers outside of their regular duties.

Uploaded by

Priya Pri Arya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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MANAGEMENT DEVELOPMENT

PLAN

Presented by:
Priya arya
MEANING
Management development programme is a systematic process of management training
and growth by which individuals (aspiring to rise on the ladder of management) gain and
apply knowledge, skills, insights, and attitudes to manage managers, workers and work
organizations effectively.

 Management development, therefore, means any planned, guided or directed activity


undertaken by a manager.
 To consciously prepare himself for assuming higher and more important managerial
duties.
 Training programmes such as case studies, lectures, role playing, readings, job rotation
and so on.
 Self-development is an important component of any management development
programme.
NEED OF MANAGEMENT GAMES

 All development is self- development


 To improve thought processes and analytical ability
  To understand economic, technical and institutional forces in order to solve
business problems
  Placed managers could grow as per expectations and could meet both the needs of the
organization as well as their own needs
 qualified employees to manage complex, sophisticated and dynamic business
METHODS OF MANAGEMENT DEVELOPMENT GAMES

1.On the jobs methods


a. Coaching : Coaching is a form of development in which an experienced person, called
a coach, supports a learner or client in achieving a specific personal or professional goal
by providing training and guidance.
Example: Leadership, Delegated authority etc.
b. Job rotation : Job Rotation is a management approach where employees are
shifted between two or more assignments or jobs at regular intervals of time
in order to expose them to all verticals of an organization.
Example: Banks

c. Under assignment: In this method, a superior gives training to a subordinate as


his understudy like an assistant to a manager or director (in a film). The
subordinate learns through experience and observation by participating in
handling day to day problems. Basic purpose is to prepare subordinate for
assuming the full responsibilities and duties.

d. Committee assignment : Under the committee assignment, group of trainees are


given and asked to solve an actual organizational problem. The trainees solve the
problem jointly .It develops team work.
Example : NGOs
2. Off-the job methods These methods include:

a. Lecture : The lecture is a traditional and direct method of instruction. The


instructor organizes the material and gives it to a group of trainees in the
form of a talk.

b. Case Studies: It is a written description of an actual situation in the past in same


organization or somewhere else and trainees are supposed to analyze and give
their conclusions in writing. 

c. Group discussion: a form of systematic and purposeful oral process


characterized by the formal and structured exchange of views on a particular
topic, issue, problem or situation for developing information and
understanding essential for decision making or problem solving.
d. Transactional analysis : Transactional Analysis provides trainees with a realistic
and useful method for analyzing and understanding the behavior of others. In
every social interaction, there is a motivation provided by one person and a
reaction to that motivation given by another person..

e. Role playing : During a role play, the trainees assume roles and act out situations
connected to the learning concepts. There are no written lines to be said and,
naturally, no rehearsals. The role players have to quickly respond to the situation
that is ever changing and to react to it as they would in the real one.

f. Management games : This form of training is based on an artificial environment


that simulates the real situation in the management of the organization, whether
it's planning, decision making, control, communications or management itself.
g. Sensitivity training : Sensitivity training is a type of group training that focuses on
helping organizational members to develop a better awareness of group dynamics
and their roles in the group. The goal of the training is focused on individual
growth.

h. In-basket methods : In basket training is a training method to acquaint employees


about their job where a number of problems are kept in the "in basket " (usually
kept on the desk of the employee).

i. Organizational development : The process involves helping companies to increase


their productivity or value via change in leadership, power, policies, job redesign or
control. Organizational development will help companies of any size reach their
strategic goals
Conclusion
In conclusion, it is not easy to conduct a successful management
development plan as it needs a lot of effort from the company to
create an effective programme. The most effective plan to users must
be those able to maintain interest, effective, teach a concept and
enjoyable. Beside that it should also be develop based on the
company’s business environment and strategy.

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