What is management development

Management development is the management improve, efficiency and skills function. Management development requires to achieve an organizational success. The effective management to the advantage of both individuals and organizations performance. So therefore, management development can have a direct economic advantage for the firms.

Definition

According to Robbins, “Management development is more future- oriented, and more concerned with education, than is employee training or assisting a person to became a better performer.”

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According to R. W. Griffin, “Management development refers to teaching managers and professionals the skills needed for both present and future jobs.”

According to Skinner, “Management development refers to the process of educating and developing selected personnel, so that they have the knowledge, skills, attitudes, and understanding needed to manage in future positions.”

According to Weihrich , “Manager development refers to long term, future –oriented programs and the progress a person makes in learning how to manage.”

Importance of management development

• To achieve objective
  

• Adaption with changes
  

• Introduce new method
  

• Develop efficiency
  

• Versatility
  

• Attain job satisfaction
  

• Proper utilization of resources
  

• Research and development
  

• Develop talented executive
  

• Establish cordial labor management relationship
  

• Obsolescence management
  

Process of management development program

• Analysis of organization frame-work and objectives
  

• Develop program planning
  

• Analysis of current management resources inventory
  

• Determination of individual development needs
  

• Making the main development program
  

• Appraisal of individual progress
  

• Comparative analysis of program
  

• Final evaluation of program
  

Method of management development 

On the job developing method

• Under study method
  

• Action learning project
  

• Job rotation
  

• Coaching method
  

• Committee assignments
  

• Appointment as an assistant
  

• Selected readings    
  

Off the job development methods

• Transactional analysis
  

• Special course
  

• Special project
  

• Special meeting
  

• Lecture
  

• University courses
  

• Business tour
  

• Seminar, workshop and conference
  

Skill requires for manager development

• Human relation skill
  

• Technical skill
  

• Organizational skill
  

• Diagnostic or decision skill
  

• Communication skill
  

• Information communication technology skill
  

• Analytical skill
  

• General knowledge
  

What do you meant by Training ?

Training is the process of working experience in that it seeks a relatively permanent changing human behavior, attitudes, knowledge, and motivation. Present employees to improve ability to perform at a high level. Training is continuous process it changing in an individual that will improve by which a person can be contributed to the achieving organizational goals. So that, Training is the most effective employee changing the behavior, attitudes, knowledge, and motivate the achievement organization goals.

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Definition

According to Gary Dessler, “Training refers to the methods used to give new or present employees the skills they need to perform their jobs.”

According to Robert Kreitner, “Training is the process of changing employee’s behavior and attitudes through some type of guided experience.”

According to Prof. R. W. Griffin, “Training usually refers to teaching operational or technical employees how to do job for which they were hired.”

Objective

The training program will be changing employees is expected outcome activities where clarity objective achieves the organization. The training is very extensive a variety of objectives. Its significant objectives are points below:

• Acquaintance with the organization
• Increasing of efficiency
• To activate the employee
• Make quittance  with  work
• Effectively directing
• Preventing wastage and loss
• Reducing dissatisfaction and labor turnover
• Development of new thinking
• Adjustment with the working environment
• Establishing cordial labor management relationship
• Optimum utilization of resources

Various types

There are employees, improving different types of training. The following forms of training process are found:

On the job training

• Apprenticeship training
• Job rotation
• Job instruction training
• Internship
• Coaching
• Observation method

Off the job training

• Lecture method training
• Discussion method
• Seminar, workshop and conference method
• Management game
• Incident method
• Sensitivity training
• Role playing method

Internal and external training for manager development

There are types of internal and external training achieving the organization. Management development is attitude, knowledge, and motivation increasing of internal and external training. The following are management development of training:

Internal method 

• Understudy method
• Indicating sequence of promotion
• Appointment as an assistant
• Delegating temporary responsibility 
• Nomination as committee member   

External method

• Incident method
• Seminar
• Role playing method
• Conference
• Sensitivity training
• Online- education and e- training
• Professional diploma course
• University management program

Management development process and training

Management development process of teaching, mentoring, job rotation and professional effectiveness are recognized needed for both present and future jobs. Effective management development training requires some conditions. Management development training has the following process:

1. Considering need

• Necessary number of managers
• Determining the training demand of the person
• Necessary qualities of manager

2. Determining the nature of activities

• Present job
• Next job
• Future job

3. Preparing training program

4. Evaluation of training program

5. Developing a proper training program

Importance of human resource training

• Introduction with the rules and activities 
• Increase production and productivity 
• Improve morale 
• Maximum utilization of resources 
• Introduce new method and changes 
• Aid to complex work 
• Develop industrial relations 
• Change of attitude 
• Job satisfaction 
• Versatility 
• Reduce labor turnover 
• Reduce accidents 
• Reduce wastage 
• Easy co-ordination and 
• Develop standard of living  

Techniques of determining needs to training

• Observation 
• Performance analysis 
• Job analysis 
• Employee analysis 
• Productivity analysis 
• Organization behavior analysis 
• Consideration of current and projected changes 
• Survey and report analysis 
• Check list method 
• Recommendations of the managers 
• Group discussion

Methods of Training

• On the job training 
• Job instruction training 
• Induction training 
• Apprenticeship training 
• Under study method 
• Job rotation 
• Coaching method 
• Internship training 
• Incident method 
• Multiple management 
• Role play technique 
• Demonstration method 
• Management game 
• Lecture method 
• Seminar, workshop and conference method

What is Interview

An interview process the face to face conversation with people when the question asked by the information is exchanged. The interview is the formal discussion process of hiring and applicant is called an interview. This typically a meeting between two or more people for the purpose of getting each other. When considered as the method of conducting the right research is the techniques used to the experience and others.

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Definition

According to Bartol and Martin,  “The selection interview is a relatively formal, in- depth conversation conducted for the purpose of assessing a candidate’s knowledge, skills and abilities, as well as providing information to the candidate about the organization and potential jobs.”

According to Gary Dessler, “An interview is a procedure designed to obtain information from a person through oral response to oral inquires.”

According to Werther and Keith Davis, “The selection interview is a formal, in-depth conversation conducted to evaluate and applicant’s acceptability.”

According to Thill and Bovee, “An interview is any planed conversation with a specific purpose involving two or more people.”

How to conduct an interview

• Structure the interview 
• Prepare for the interview 
• Establish connected 
• Information exchange and ask questions 
• End of the interview 
• Review and evaluation

Method of interview

• Individual and group interview 
• Situational interview 
• Behavioral interview 
• Directive interview 
• Non directive  interview 
• Job related interview 
• Board interview and 
• Stress interview

Structure of the interview

• Job analysis 
• Determination of the job’s duties 
• Setting interview questions 
• Making benchmark answers and 
• Appoint the interview panel and 
• Conduct interviews

Becoming a more effective interview

• Planning the interview 
• Getting information        
• Giving information 
• Information processing 
• Responding to the applicant and 
• Personal impact

What is meant by staffing

Staffing is the management function. Staffing is the forecasting of personal necessary recruitment, selecting, placement and development of the employee. And other hand, staff filling and position in the organization structure. Staff workforce recruitment of internal and external source it has the people available, selecting, promotion, placing or otherwise developing and current jobholders.The staff manager includes the moving a workforce utilization human resource.

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Definition of staffing

According to Prof. Weihrich and Koontz, “Staffing is defined as filling, and keeping filled, positions in the organization structure, done by identifying work- force requirements, inventorying the people available, and recruiting, selecting, placing, promoting, appraising, planning the careers of, compensating, and training or otherwise developing both candidates and current jobholders so that they can accomplish their tasks effectively and efficiently.”

According to J. L. Massie, “The staffing function includes the process by which the right person is placed in the right organizational position.”

Importance

Staffing is the importance of organization function. Staff is the circle of an organization. It is ensuring the proper performance of organizational function and achievement of organizational goals. The following the Importance of staff:

• Ensuring effective utilization of human resource
• Effective utilization of other input factors
• Aid to develop a skilled workforce
• Aid to smooth running of managerial functions
• Aid to other managerial function
• Ensuring optimum utilization of the workforce
• Aid to achieve goal

Various steps of staffing recruitment process

Proper performance of organizational activities and attainment of its goals largely depends on effective qualities of good stuff. Its various steps by steps staff recruitment process. The following step recruitment staff:

• Policy and job assessment
• Determining sources of workforce
• Requisition and invitation of application-

a) Formal advertisement

b) Informal advertisement

c) Commercial source  and

d) Official agencies

• Examining and specifying for selection
• Collection department requisition

Sources of staffing recruitment

Every organization of employee recruiting source helps the attract best of quality employees. The organization has the choosing applicant for its recruitment process of internal and external source. The following organization employee recruitment, internal and external sources:

    

Internal source

• Promotion of present employees
• Recommendation of employed personnel
• Recommendation of trade union
• Recommendation of higher authority
• Friends and relatives of present employees

 External sources

• Advertisement
• Employment searchers
• Employment exchange
• Recruitment from college and university
• Professional and vocational institution
• Private employment agencies
• Uninvited or casual application
• Direct recruitment

Method of staffing selection

Internal and external source affected any organization specific job performance, achieving organizational goals. Employee selection method of use in organized activities in nature jobs mind. The followings are the sources used method of employee selection:

• Receiving and scrutiny of application
• Issuing an invitation card for participating in the selection
• Conducting test-

a. Efficiency test

b. Personality test

c. Intelligence test

d. Technical knowledge test

e. Aptitude test

• Taking interview
• Primary selection
• Inquiry of personal history
• Medical examination
• Final selection
• Sent of Appointment letter
• Joining report