The document discusses various topics related to management development including definitions, processes, needs assessment methods, program design, and evaluation. It provides definitions of management development from different sources. It also describes common methods used in management development programs including on-the-job methods like understudy assignments, coaching, and job rotation as well as off-the-job methods like classroom training, business simulations, and university programs. The document outlines processes for determining management needs, establishing objectives, and evaluating the impact and effectiveness of development activities.
Complete guide of Briktru Indonesia training syllabus available for your organization. Program can be customized and tailored based on your needs and expectations. Contact us at +62 21 293 689 33 or visit us at www.briktru.com
Complete guide of Briktru Indonesia training syllabus available for your organization. Program can be customized and tailored based on your needs and expectations. Contact us at +62 21 293 689 33 or visit us at www.briktru.com
Prepared as per Kannur University MBA 3rd sem HR,
Traning models and general concept about the training are included.
this is the slide for first module
Jinuachan Vadakkemulanjanal, Vimal Jyothi Chemperi
Executive Development Training Bootcamp causes you turn into a compelling reasonable level executive pioneer in your company.
Executive Development Training Bootcamp furnishes you with all the information, techniques, procedures, and abilities you have to learn and create keeping in mind the end goal to flourish in the consistently changing all inclusive universe of business.
Executive Development Training Bootcamp conveys high-potential executive pioneers the hypothetical structures to set up rules, settle on powerful choices, and lead effectively as an exceptional general senior pioneer. You will get a solid cognizance of critical units and how they impart inside an association, building basic abilities required to lead multidisciplinary groups.
Which Industries Can Benefit From This Bootcamp?
This bootcamp is provides a general training for senior leaders an executive in various industries, including but not limited to manufacturing, services, finance, transportation, healthcare, not-for-profit, and government.
Bootcamp Format :
This training course is designed to have two modules. During the first part, the theoretical material is delivered through interactive presentations and lectures. Then, in the second module, participants will get to practice what they learned through practical exercise, group activities, and hands-on workshops. The case studies and projects are chosen among the real-world scenarios.
Audience:
Executive Development Training Bootcamp is a 4-day course designed for:
Executives, Leaders, Strategic leaders, Senior managers, Board directors, Mid-level managers, Business owners who are involved in designing the strategic outlines and making the critical decisions
Training Objectives:
Upon the completion of executive development training bootcamp, the attendees are able to:
Comprehend the mentality of ruling and the decision-making procedure, structures that promote wise, successful decision-making, and methods and approaches to impact and lead the people involved in the process of decision-making in the corporation.
Create approaches to communicate with personnel so well that gain a deep comprehension of the affiliations between individuals behavior and their organizational performances, along with an knowledge of the influence their manner have on others.
Understand how to evaluate and make sense of financial data
Discuss the correlation between finance and corporation approaches to integrate financial information in the process of decision-making
Learn more about objectives, course outline, pricing etc.
Executive Development Training Bootcamp
https://www.tonex.com/training-courses/executive-development-training-bootcamp/
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
To acquire skills
Executive development is to improve competencies and increase capabilities.It helps manager to enhance the their efficiency to work more effectively and to prepare them for future needs of organization
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Organizational behaviour : Training & Development.Homework Guru
Organizational studies the impact individuals and groups have on human behaviour with the organization it works.Training and Development plays a key role in increasing the effectiveness of operations in an organization
Homework Guru offers one-to-one learning solutions for students and professionals.A pioneer in the education space , we provide quality online tutoring /homework help/ exam preperation help to students across the globe at a very affordable price.With a diverse and highly educated tutor base of over 10,000 registered tutors ,we have been able make learning fun.
In this presentation, we will deal with the strategies and processes that are involved in developing the abilities of the managers to deliver and manage the work force efficiently and in a productive way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Prepared as per Kannur University MBA 3rd sem HR,
Traning models and general concept about the training are included.
this is the slide for first module
Jinuachan Vadakkemulanjanal, Vimal Jyothi Chemperi
Executive Development Training Bootcamp causes you turn into a compelling reasonable level executive pioneer in your company.
Executive Development Training Bootcamp furnishes you with all the information, techniques, procedures, and abilities you have to learn and create keeping in mind the end goal to flourish in the consistently changing all inclusive universe of business.
Executive Development Training Bootcamp conveys high-potential executive pioneers the hypothetical structures to set up rules, settle on powerful choices, and lead effectively as an exceptional general senior pioneer. You will get a solid cognizance of critical units and how they impart inside an association, building basic abilities required to lead multidisciplinary groups.
Which Industries Can Benefit From This Bootcamp?
This bootcamp is provides a general training for senior leaders an executive in various industries, including but not limited to manufacturing, services, finance, transportation, healthcare, not-for-profit, and government.
Bootcamp Format :
This training course is designed to have two modules. During the first part, the theoretical material is delivered through interactive presentations and lectures. Then, in the second module, participants will get to practice what they learned through practical exercise, group activities, and hands-on workshops. The case studies and projects are chosen among the real-world scenarios.
Audience:
Executive Development Training Bootcamp is a 4-day course designed for:
Executives, Leaders, Strategic leaders, Senior managers, Board directors, Mid-level managers, Business owners who are involved in designing the strategic outlines and making the critical decisions
Training Objectives:
Upon the completion of executive development training bootcamp, the attendees are able to:
Comprehend the mentality of ruling and the decision-making procedure, structures that promote wise, successful decision-making, and methods and approaches to impact and lead the people involved in the process of decision-making in the corporation.
Create approaches to communicate with personnel so well that gain a deep comprehension of the affiliations between individuals behavior and their organizational performances, along with an knowledge of the influence their manner have on others.
Understand how to evaluate and make sense of financial data
Discuss the correlation between finance and corporation approaches to integrate financial information in the process of decision-making
Learn more about objectives, course outline, pricing etc.
Executive Development Training Bootcamp
https://www.tonex.com/training-courses/executive-development-training-bootcamp/
Employee training,
Training need assessment
Training methods
Training evaluation
Cross-cultural training,
Designing executive development programme
Techniques of executive development
Career planning and development
To acquire skills
Executive development is to improve competencies and increase capabilities.It helps manager to enhance the their efficiency to work more effectively and to prepare them for future needs of organization
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Training and Development
Organizational behaviour : Training & Development.Homework Guru
Organizational studies the impact individuals and groups have on human behaviour with the organization it works.Training and Development plays a key role in increasing the effectiveness of operations in an organization
Homework Guru offers one-to-one learning solutions for students and professionals.A pioneer in the education space , we provide quality online tutoring /homework help/ exam preperation help to students across the globe at a very affordable price.With a diverse and highly educated tutor base of over 10,000 registered tutors ,we have been able make learning fun.
In this presentation, we will deal with the strategies and processes that are involved in developing the abilities of the managers to deliver and manage the work force efficiently and in a productive way.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Designing Training Programs is important. The fourth chapter of Effective HR discusses the meaning and significance of training design. In this chapter, Training design models and the factors involved for designing a training program is discussed. Understand the motivation dynamics of trainees and the process of training design from this presentation by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
Training and Development, Executive Management Development Programme, Multipl...Santhanalaxmi Karthikvel
This starts with the detailed description of training and development, their methods and this also contains the training methods of supervisors. The concept of Executive Development Programme. It also deals with the concepts of Group Discussion, Conference and seminars, case studies, Role playing, business games and sensitivity training. The unit completes with the explanation of career development and the evaluation of career planning
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
HRM - UNIT-3 notes BBA Osmania University, DEVELOPING
HUMAN RESOURCES, Concept Of Training & Development, Role Of Training & Development, Determining Training and Development Needs, Select T&D Methods, Factors Influencing Employee T&D, Reasons to Conduct Management Training Inside of the Company, Designing Training Programs, Process of Training design, Career Planning, Career Anchors.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
2. MANAGEMENT DEVELOPMENT:
DEFINTIONS
• The continuous process of developing managers’
knowledge, skills and attitudes through instruction,
demonstration and planned experience to meet the
present and future needs of the business.”
(Tom Roberts 1974)
• An attempt to improve managerial effectiveness
through a planned deliberate learning process.
(Training Services Agency 1977)
• An attempt to improve managerial effectiveness
through a learning process.
(Alan Mumford 1989)
3. The Management Development Process
• Is concerned with developing the
experience, attitudes, and skills
necessary to become or remain an
effective manager
• It must have the full support of the
organization’s top executives
5. Management Inventory and Succession
Plan
• Management inventory – Specialized, expanded form of
skills inventory for an organization’s current
management team
• Includes basic types of information, and brief
assessment of past performance and potential for
advancement
• Can be used to fill vacancies that occur unexpectedly
• Can be used in planning development needs of
individual managers
• Can be used to develop a management succession
plan, sometimes called a replacement chart or schedule
6. Management Inventory and Succession
Plan
• Management succession plan – Chart or
schedule showing potential successors for each
management position within the organization
• It may simply be a list of positions and potential
replacements
• Both are generally kept confidential and can be
computerized
• Maintained by human resource department for
use of top executives
9. Determining The Net Management
Requirements
• Organization’s objectives - Play a
significant role in determining the
organization’s requirements for
managers.
• Changings in management team should
be considered while determining Net
Management Requirements
10. Changes in the Management Team
Some can be estimated fairly accurately and easily
•Retirements – Predicted from information in management inventory
•Transfers and promotions – Estimated from planned retirements of
individuals in specific jobs and objectives of the organization
Some are not so easily determined
•Deaths, resignations, and discharges
Management inventory and succession plan can be used to help fill
vacancies when changes occur
11. Needs Assessment
• Before management development activities are
undertaken, specific development needs of managers in
the organization must be determined
• Needs assessment – A systematic analysis of specific
management development activities the organization
requires to achieve its objectives
• Management development needs of any organization
result from overall needs of organization and development
needs of individual managers
12. Needs Assessment
• Four methods exist to determine management
development needs
• Training needs survey
• Focuses on knowledge and skills required in
performing the job
• Competency studies
• Examine the competencies required in performing
the managerial job
• Task analysis
• Concerned with what tasks are required in
performing managerial job
• Performance analysis
• Deals with job performance requirements in
performing managerial job
13. Need Assessment:
Training Needs Survey
•Asks key people what knowledge and skills they think
or feel performers require to do their job
•Prioritizes the knowledge and skills recommended
and summarizes them as a training agenda or
curriculum.
This method is likely to be useful in the following
circumstances:
•when new business opportunities arise
•when a new system/work technology must be
implemented
•when existing training programs must be revised or
updated
16. Need Assessment:
Competency Studies
• Asks key people what competencies they think performers
require to do the job
• Determines the knowledge and skills required to attain the
stated competencies
• Prioritizes the knowledge and skills recommended and
summarizes as a training agenda or curriculum.
17. Need Assessment:
Competency Studies
Most effective under the following circumstances:
•Competencies for management, supervisory, or professional
jobs must be identified
•A credible system or template for recruiting, hiring,
developing, and promoting must be developed.
18. Need Assessment:
Task Analysis
• Determines what tasks are required of the
performer for the job to be performed correctly
and successfully
• Determines the knowledge and skills required to
correctly perform the tasks
• Identifies priorities among the tasks, and thereby
the knowledge and skills, and summarizes as a
training agenda or curriculum.
19. Need Assessment:
Task Analysis
Most effective under the following circumstances:
•when new or existing job descriptions or profiles for managerial and
non-managerial jobs must be developed as part of performance
management system
•when jobs must be redesigned and tasks (knowledge, skills, and
abilities) for each job indemnified
•when a consistent set of training requirements must be created,
especially those involving highly technical or specialized job
functions
20. Need Assessment:
Performance Analysis
• Determines what performance is required
• Determines the critical job output or accomplishments
• Determines what tasks are required of the developing-performer
to produce the job outputs or accomplishments
• Determines the knowledge and skills required to correctly perform
the tasks identified
• Determines the other factors (in addition to knowledge and skills)
that influence job performance - such as job design, resources,
and feedback
• Prioritizes the knowledge and skills required based on impact on
job performance and summarizes these as a training agenda or
curriculum
• Summarizes recommendations to modify negative influences on
performance as identified above
21. Need Assessment:
Performance Analysis
Most effective when:
•Identifying individual training needs
•when annual training plans need to be
developed
•when an organization has an effective
performance management process.
22. Comparison of Four Approaches to
Determining Management Development
Needs
9-22
23. Establishing Management Development
Objectives
• Objectives for the overall management
development program and for individual programs
must be
• Expressed in writing
• Measurable
• Management development objectives can be
categorized as
• Instructional
• Organizational and departmental
• Individual performance and growth
24. Establishing Management Development
Objectives
Instructional objectives
•An instructional objective is a statement that will describe what the
learner will be able to do after completing the instruction
Organizational and departmental
•Concern the impact programs will have on organizational and
departmental outcomes, such as absenteeism, turnover, safety, and
number of grievances
Individual performance and growth
•Concern impact on behavioral and attitudinal outcomes of individual
•May involve impact on personal growth of individuals participating
25. Design of Management Development
program
Management development program should be
designed, conducted, and evaluated on the basis of
•Objectives of the organization
•Needs of individual managers who are to be
developed
•Anticipated changes in organization’s management
team
26. Management Development Program
• Management development programs are
designed to improve managerial effectiveness of
employees
• Management development programs can be
divided into two categories on and off the job
27. Management Development Program
• On-the-job programs are provided at the
workplace itself, the employees produce
things while learning. In off-the-job
programs, the employees are away from
the work environment, that eliminates
stress, frustration and bustle of day-to-
day job
29. Understudy Assignments
• On-the-job training in which one individual, designated as the heir
to a job, learns the job from the present job holder
• Used to develop an individual’s capabilities to fill a specific job
Advantages
• Heir realizes purpose of the training
• Can learn in a practical and realistic situation without being
directly responsible for operating results
Disadvantages
• Understudy learns the bad as well as the good practices of
incumbent
• If used, it should generally be supplemented with one or more
of the other management development methods
30. Coaching
• Management development conducted on the job that
involves experienced managers advising and guiding
trainees in solving managerial problems
• Emphasizes responsibility of all managers for
developing employees
• Advantage
• Developing employees get practical experience and
see results of their decisions
• Disadvantage
• Danger of the coach neglecting training responsibilities
or pass on inappropriate management practices
• The coach’s expertise and experience are critical with
this method
31. Experience
• Developing Individuals are promoted into management
jobs and allowed to learn on their own from daily
experiences
• Advantage
• Individual, in performing a specific job, may recognize
need for management development and look for a
means of satisfying it
• Disadvantage
• Employees allowed to learn management only through
experience can create serious problems by making
mistakes
• High risk involved
• Serious difficulties can be avoided if experience method is
supplemented with other management development
techniques
32. Job Rotation
• Designed to give an individual broad experience through
exposure to many different areas of organization
• Developing individual goes from one job to another within the
organization, generally remaining in each from six months to a
year
• Large organizations frequently use this for training new
management associates
• Advantage
• Allows the trainee to become familiar with entire operation of
company
• Reduces boredom and monotony through diversifying the
employees activities.
• Disadvantage
• Work is disrupted as rotated employees take time to adjust
to a new set up
• It can demotivate intelligent and ambitious individuals who
seek specific responsibilities in their chosen specialty.
33. Special Projects and Committee
Assignments
• Special projects require trainee to learn about a particular subject
• For example, a trainee may be told to develop a training
program on safety
• Requires learning about organization’s present safety policies
and problems and safety training procedures used by other
companies
• Trainee must also learn to work and relate to other
employees
• Critical that they provide a developing and learning
experience for trainee and not just busywork
• Committee assignments (similar to special projects) – Used if
organization has regularly constituted or ad hoc committees
• Individual works with committee on its regularly assigned
duties and responsibilities
• Person develops skills in working with others and learns
through the activities of the committee
35. Lectures
• Common method of instruction . It is basically educational
talk to audience
• Can include media such as computer slides (PowerPoint)
• Advantages include
• Lecturers can reach many learners at one time
• Lectures appeal to those who learn by listening
• Lectures can present large amounts of information
• Lectures can be specifically organized to meet the
needs of particular audiences
• Less expensive
36. Lectures
Disadvantages
• Lectures often do not allow for feedback from the
audience
• Lectures emphasize learning by listening, which is a
disadvantage for individuals who have other learning
styles.
• Listeners are often passive
• Length of lecture periods often does not match
listener’s interest spans
• Lecturing fails to allow for individual differences in
ability or experience
• Lectures are unsuitable for certain higher forms of
learning, such as analysis and diagnosis
• Lectures requires effective speakers
37. Case Studies
Classroom training in which trainee analyzes real or
hypothetical situations and suggests not only what to do but
also how to do it Case study should force developing
individuals to
•Think through problems
•Propose solutions
•Choose among them
•Analyze consequences of decision
Success of this method depends heavily on skills of the
instructor. Asking probing questions and keeping everyone
involved in analysis of case are critical for its success
38. Case Studies
• Advantages of case method include
• Emphasize analysis of a situation that is typical of manager’s
world
• Improves learner’s verbal and written communications skills
• Expose learners to a wide range of true-to-life management
problems
• Inspire interest in otherwise theoretical and abstract training
material
• Possible weaknesses of case method include
• It might be difficult to find an appropriate case study to suit to
all subjects
• Since there is no one right answer, the problem arises in
validation of the solutions because there are more than one
way to look at things
• Maturity of participants is required as they have to participate
in the case discussion.
39. Role Playing
• Participants are assigned different roles and
required to act out those roles in a realistic
situation
• Idea is for participants to learn from playing out
the assigned roles
• Its success depends on ability of participants to
assume the roles realistically
• Videotaping allows for review and evaluation of
the exercise to improve its effectiveness
40. Role Playing
Advantages
•Keep participants attentive
•Participants can easily understand the problems and
consequences.
•Training becomes lively and interesting.
Disadvantages
•Participants often find it difficult to perform role play.
•If not perform properly, may turn to a fun; not a learning
experience.
•Sometime goes into other direction not intended.
•Require supportive environment
41. In-Basket Technique
This technique is used in identifying executive potential of developing
individual and for the purpose of management development. It can
also be utilized in teaching decision making skills.
Procedures of in-basket technique:
•Give the employees a description of their role (a current or future
job) and general information about the situation.
•Then give them a packet of materials (such as requests, complaints,
memos, messages, and reports) which make up the in-basket.
•They are asked to respond to the materials supplied within a
particular period of time.
•When the in-basket is completed, the trainer asks the trainee to
identify the processes used in responding to the information and to
discuss their appropriateness.
•The trainer then give feedbacks to the trainee
42. In-Basket Technique
In this technique participants analyze
situations and suggest alternative actions
• Evaluated on basis of number and
quality of decisions
• Evaluated on priorities assigned to
each situation
44. In-Basket Technique
Advantages
• Abilities can be developed encompass
• Situational judgment in being able to
recall details, establishes priorities,
interrelate items, and determine need for
more information
• Social sensitivity in exhibiting courtesy in
written notes, scheduling meetings with
involved personnel, and explaining
reasons for action taken
• Willingness to make decision and take
action
46. Web-Based Training (WBT)
• Material is presented on computer video screens
via either the Internet or company intranet;
participants are required to answer questions
correctly before being allowed to proceed
• Participants can take courses either
independently or in real time with an instructor,
through a network connection
• Online courses are most often given in
conjunction with instructor-led courses –
Employees have advantage of seeing hands-on
demonstrations
• Allows work-life balance for employees due to
flexibility of time, place and programs
47. Web-Based Training (WBT)
• Method takes advantage of technology available
in virtual classroom
• Virtual classrooms can be
• Asynchronous classroom - Allow employees and
instructors to engage in learning activities
without being online at same time
• Synchronous classrooms – Allow employees and
instructors to be online simultaneously
• It is likely that WBT will continue to grow both in
large and small organizations
48. Business Simulations
• Simulates an organization and its
environment and requires a team of
players to make operating decisions
based on situation
49. Business Simulations
Advantages
•Simulation offers trainee participation. Rather than
sitting through a training lecture, trainees can
practice what they have learnt and quickly learn
from any mistakes without serious implications.
•Simulation allows trainees to purposely undertake
high-risk activities or procedural tasks within a safe
environment without dangerous implications.
51. Adventure Learning
(Experiential-Learning Programs)
• Programs that use many kinds of challenging
outdoor activities (often involving physical risk) to
help participants achieve their goals
• Objectives of adventure learning Include
• Better communication
• More creative problem solving
• More effective teamwork
• Improved leadership
53. University and Professional Association
Programs
• Universities offer courses intended to help meet
management development needs of various
organizations
• Offerings range from courses in principles of
supervision to advanced executive management
programs
• Programs use many of the previously discussed
classroom techniques
54. Evaluation Of Management
Development Activities
• Four alternatives exist for evaluating management
development activities
• Each focuses on the following questions:
• Alternative I – Are trainees happy with the course?
• Alternative II – Does training course teach the
concepts?
• Alternative III – Are the concepts used on the job?
• Alternative IV – Does application of the concepts
positively affect the organization?
• For each of the four alternatives
• Organization must determine what might be measured
to answer questions posed by the alternative