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Techniques of Management Development

The document discusses techniques for management development that can be used both on and off the job. On-the-job techniques include coaching, job rotation, under study, and multiple management. Off-the-job techniques involve case studies, role playing, simulations, and lectures. The most widely used on-the-job techniques are coaching, where a supervisor teaches a trainee new skills, and job rotation, which gives employees experience in different roles to broaden their skills and outlook.

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27 views13 pages

Techniques of Management Development

The document discusses techniques for management development that can be used both on and off the job. On-the-job techniques include coaching, job rotation, under study, and multiple management. Off-the-job techniques involve case studies, role playing, simulations, and lectures. The most widely used on-the-job techniques are coaching, where a supervisor teaches a trainee new skills, and job rotation, which gives employees experience in different roles to broaden their skills and outlook.

Uploaded by

mohammed_aejazuddin
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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TECHNIQUES OF MANAGEMENT

DEVELOPMENT
The following are some of the
important
on-the-job &
off-the-job technique
of management development.
ON-THE-JOB TECHNIQUE
*most widely used

*Since the location is not an artificial one as the classroom,


it may interest the trainee.

*The success of these techniques depends on the immediate supervisor.

*Useful for certain groups like scientific & technical personnel.

*Though the cost of the training initially appears to be low


they may turn out to be high when wastages of all kinds are considered.
The important on-the-job techniques are

a) Coaching
b) Job rotation
c) Under study
d) Multiple management
a)COACHING:

In coaching the trainee is placed under a


particular supervisor who acts as an instructor
& teaches job knowledge & skills to the trainee.
He tells him what he want him to do, how it can
be done & follows up while it is being done
& corrects errors.
b) JOB ROTATION

The transferring of executives from job to job & from


department to department in a systematic manner is
called job rotation.
The idea behind this is to give him the
required diversified skills & a broader outlook, which
are very important at senior management levels. It is
up to the management to provide a variety of job
experiences for those who have the potential for high
ranks before they are promoted.
C) UNDER STUDY:

An under study is a person who is in training to


assume at a future time ,the full responsibility
of the position currently held by the supervisor.

This method supplies the organization


a person with as much competence as the
supervisor to fill his post which may fall vacant
because of promotion, retirement or transfer.
d) MULTIPLE MANAGEMENT :

Multiple management is a system in which


permanent advisory committees of managers
study problems of the company & make
recommendation to higher management. It is
also called as junior board of executives system.
These committees discuss the actual problems
& different alternative solutions after which the
decisions are taken.
OFF-THE-JOB TECHNIQUE

Because of the fact that on-the-job


techniques have their own limitations,
these off-the-job techniques are
considered important to fill those gaps.
:
The following are some of the important off-the-job
techniques:

a) The case study


b) Incident method
c) Role playing
d) In basket method
e) Business game
f) Sensitivity training
g) Simulation
h) Grid training
i) Conferences
j) Lectures
a) The case study

Cases are prepared on the basis of actual business


situations that happened in various organizations.

The trainees are given cases for discussing


& deciding upon the cases. Then they are asked to
identify the apparent & hidden problems for which
they have to suggest solutions.
b) Incident method

This method was developed by Paul pigors.Incidents are


prepared on the bases of actual situations which happened
in different organizations .Each employee in the training
group is asked to study the incident & to make short term
decisions in the role of a person who has to cope with the
incident in the actual situation. Later the group studies &
discusses the incident & takes decision relating to incident,
based on the group interaction & decisions taken by each
member. Thus, this method is similar to a combination of
case method & in basket method.

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