Management development strategy essay assignment
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Management development strategy essay assignment
MANAGEMENT DEVELOPMENT STRATEGY 1
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Management Development Strategy
The training manager was requested to revitalize the management development strategy. While doing this task the executive level leaders must be included in this task. “Management development is the overall concept that describes the many ways in which organizations help the employee develop his or her personal and organizational skills, either as managers in a management job or with an eventual management job in mind. Management development involves the employee’s daily work, sill stretching assignments, leadership roles played, mentoring by a manage, cross-training, and other development on-the-job.”(Heathfield, Susan M,) In this report, the training manager will discuss the components of alternatives for employee development, considerations for management development, role of executive coaching and mentoring in management development, and the succession planning process and its relationship to management development.
Employee Development Alternatives
The first thing that should be brought to attention alternative of the development of the employees. “Employee development is almost universally recognized a strategic tool for an organization’s continuing growth, productivity and ability to retain valuable employees. If organizations neglect certain challenges, then the employee development process will be cumbersome for the organization, frustrating for employees and of uncertain value for both. Today, economic competition and globalization require employees to arrive in a role fully trained and willing to expand their professional growth through self-directed, lifelong learning.” (SHRM)
So, when focusing on the employee development with this organization, there are alternatives that should be brought to attention to help the employees to develop in his or her job position. Before doing so, the right training program must be chosen to make sure that it is going to benefit all in the organization. Gain the support of the executive, to make sure that Human Resource gain help from that team. The management must be involved in this as well due to that team playing an important role in the development strategy and real-world implementation. Knowing the employees’ values in his or her development should be of interest when thinking of activities for the team. Also, know the organization outcome to exactly what skills will be enhanced by employee development.
Consideration for Management Development
Management development should the focus be on carefully. “Involve the Senior Management Team at the outset Whilst managers may perceive a development programme as something ‘happening’ to their Direct Reports, it is essential that the Senior Team are part of the process fully briefed about the format, expectations, and objectives of the programme and ready to field enquires or new styles of behavior/attitude from their team members. Participants will have expectations of their managers during the process, and it is vital that the SMT has the knowledge to help them.” (Thales Training) Executives vision should the focus on the performance of the organization. Whatever direction this training plan takes the company, managers will be expected to be just as prepared.
Role of Executive Coaching and Mentoring
“Because coaching and mentoring are powerful components of developing sustainable leaders, both must be incorporated into the fabric of our organizations. According to John Duggan, CEO of Gazely, “We believe it’s in business’ interest to become more sustainable…. This will become a must-have, rather than a nice-to-have issue, going forward. We want to build our brand around that position.” (Brigg, Thresette) Coaching and mentoring is very important in the organization. To want a company to run well, main leaders should be on one accord. When the employees see that the main people are on track, it makes it easier for leadership to move forward with keeping the organization on accord.
Succession Planning Process and its Relationship
“Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. In business, it entails developing internal people with the potential to fill key business leadership positions in the company. Succession planning is an integral part of the strategic planning process. It connects you to CWU’s long-term goals and objectives, helps mitigate risk associated with turnover, and cultivates existing talent by matching promising employees with future organizational needs. Succession planning incorporates a wide range of Human Resource management functions, including recruitment, performance management, and training and development.” (August) When the managers begin to train the employees in his or her department, the mind frame will be of training this person in every area to make sure that when the first person in lead leaves, the company will have someone there that will be probably trained to fall into the position. It will be easier to train the employees that is there already than to hire someone who is not in the organization and prepared to move forward, as well as going through the process of spending money to make sure that person is trained. The relationship of succession planning is the organization trying to keep the relationship of the company the same with hiring within the company.
Conclusion
In Conclusion, the management conclusion the management development strategy will be a success for the organization if it is worked according to how it was planned. With the information that was given by the trainer manager, he or she has come up with the plan of training the managers to be able to bring the training plan to his or her employees for the managers to be able to be on one accord with the team that is being supervised under his or her leadership. The employee development alternatives will focus on the things that will help the employees to be able to work with hopes of accomplishing his or her future goals. Consideration of management development, focus on the mangers being involved with what is taken place so that the human resource and executives will be on one accord making the training plans. The role of the coaching and mentoring is the plans of managers being able to train his or her team to work and managers still able to lead by knowing what is taken place. Last the succession planning process and its relationship will be the area where the executives will be preparing the employees to be able to move up in the corporation. The main thing is the employees knowing every position in the company, so nothing is ever neglected.
References
Developing Employees, Jul 23, 2015, SHRM, Retrieved August 19, 2017
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/developingemployees.aspx
Developing Future Leaders with Mentoring and Coaching, July 2, 2013, Brigg, Thresette,
Retrieved August 19, 2017, from: https://www.td.org/Publications/Blogs/Management-Blog/2013/07/Developing-Future-Leaders-with-Mentoring-and-Coaching
Succession Planning, Retrieved August 19, 2017, from:
https://www.cwu.edu/hr/succession-planning
What Is Management Development? September 19, 2016, Susan M. Heathfield, Retrieved
August 19, 2017, from: https://www.thebalance.com/what-is-management-development-1918670
Why HR Alternatives, 2015, A Human Resources Consulting Firm, Retrieved August 18, 2017,
from:http://www.hralternatives.com/why-hr-alternatives
Management development strategy essay assignment
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QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). 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