STEPS IN THE ORGANISATION OF A MANAGEMENT DEVELOPMENT PROGRAMME  

The following are the major steps in the organisation of a management development programme:

• Analysis of organisational development needs: After deciding to open a management development programme, a crucial and close examination of the present and future growth needs of the organisation has to be made. We should know how much and what kind of managers are needed to meet the present and future requirements. A comparison of the already present talents with those that are needed to meet the projected requirements will help the top management to make a policy decision as to whether it needs to fill those positions from within the organisation or from outside sources.
• Appraisal of present management talents: To make the above recommended comparison, a qualitative assessment of the present executive talents should be made and an approximation of their potential for development should be added up to that. Then only can it be compared with the projected needed talents.
• Inventory of management manpower: It is prepared to have a full set of information regarding each of the executive in each of the position. For each of the member of the executive team, a card is prepared listing of such data as name, length of service, age, work experience, education, psychological test results, health record and performance appraisal data, etc. The selection of particular for a management development programme is made on the basis of the types of background they own.

Such kind of information, when analysed, reveal the strengths and weaknesses or deficiencies of managers in sure functions relating to the future needs of the organisations.

• Planning of individual development programmes: Guided by the outcome of the performance appraisal that show the weaknesses and strengths of each executives, this activity of planning of individual development programme may be performed.
• Establishment of development programmes: It is the responsibility of the HR department to establish the developmental chance. The HR department has to recognize the present level of skills, knowledge, etc., of several executives and compare them with their respective job requirements. Then, it identifies developmental needs & requirements and establishes particular development programmes, like management games, leadership courses, sensitivity training, etc.
• Evaluation of results: Executive development programmes consume lots of money, time and effort. Therefore, It is essential to discover whether the programmes have been on track or not. Programme assessment will cover the areas where changes have to be undertaken so that the participants would discover the same to be relevant and useful for enhancing their knowledge and experience in future. Opinion surveys, interviews, tests observation of trainee reactions, rating of the several components of training, etc., could be utilized to evaluate executive development programmes.