1) The document presents information on management development at Dairy Crest, a leading UK chilled dairy foods company. 2) Dairy Crest is running separate competency-based programs for leaders and managers through an executive education specialist, featuring development centers, business projects, and one-on-one monitoring. 3) The programs aim to promote cross-functional working relationships, support Dairy Crest's brand portfolio, and maximize talent.

1. Presented by : Namra Jamil

2. welcome

3. Acknowledgement
 In the name of ALLAH who is the most beneficial &
merciful . I would like to thank my teacher who give
me this opportunity to present my self.

4. Table Of Content
 What is management ?
 What is meant by Development ?
 Definition of management development
 Training & development
 Important reasons for training
 Aim of training & development
 Changing behavior
 Employee motivational process
 Essential steps of employee training
 Main elements of program design
 Component of management development

5. Table Of content
 Condition for effective management development
 Method of training
 Modes & techniques of training
 Why we need evaluation ?
 Basic principal of evaluation
 Evaluation techniques
 Develop manager
 Teach communication skill

6. Management Development

7. What is Management ?
‘’ The process of dealing with & controlling
people & situations ”
What is meant by Development ?
“ The process of growing & changing & increasing
abilities ”

8. Definition of Management
Development
 Aspect of organizational
development that covers recruitment and assessment
of executive level employees and training
them in leadership to equip them for
higher positions. This process generally
includes development of cognitive (thinking, idea
generation, and decision making), behavioral
(choosing appropriate attitudes and values), and
environmental (suiting management style to the
situation) skills.

9. Training and Development
 Training & development are planned effort to facilitate the
learning job related behavior on the part of the employee
 Goals of training & development :
 enhance employee quality & motivation
 Improve productivity & meet future need of the
organization
 Objective of training & development :
 Meet organization need
 Meet individual need
 Improve productivity

10. Important Reasons For Training
 Training your employee is a valuable piece of your
business.
 When you train your employee they become better
people & they are more valuable for you .
 Business grow & you will see higher level of success.

11. Aim Of Training and
Development
 Training can be teaching employees new skills that are
relevant to their current job position
or refreshing the skills that are relevant that they are
already possess..

12. Changing Behavior
1
• Observe the behavior you want to
change
2
• Describe the situation or action you
saw
3
• Ask the employee for his point of you

13. Employee Motivational Process
Goal
Benefits
Productive
Performance

14. Essentials Steps of Employee
Training
 Focus on individual staff needs
 Create a desire to learn
 Make learning fun
 Develop an evaluation plan
 Help employees apply learning to the Job

15. Main Elements of Program Design
 Needs analysis
 Learner analysis
 Setting objective
 Designing the training curriculum
 Selection of training & development media
 Evaluation

16. Components of Management
Development
 Formal education & training
 Action learning
 Career planning
 Learning from experience
 Organization development
 Open & distance learning
 Self development
 Management consulting

17. Condition For Effective
Management Development
 Management development as a key business activity
 Relation to corporate strategy & change
 Related to individual need & potential for
development
 Evaluation & review

18. Methods Of Training
 Demonstration :
Just as the name implies the trainee are
shown what to do & how to do it &
the result are known in advance
 Discussion :
Simply stated this provides open
communication between trainees among themselves &
with the trainee

19. Methods of training
 Lectures :
Another spoon feed method of training with
little if any interaction . The agenda is in outline form
& specific
 Computer based training :
Often through & specific it
can also be one of the best & worst
method of training employees

20. Modes and Techniques of Training
 Training modes :
 on-job training ( Boss , mentor , colleagues )
 off-job training ( tutor , consultant , friends,
competitor)
 Techniques of training :
 presentation
Demonstration
Role play
Small group discussion
simulation

21. Why we need Evaluation ?
 Evaluation is need every time when we consider some
kind of change . As all sides of education are in
continuous change now a day . We need to evaluate
our educational projects regularly

22. Basic Principal Of Evaluation
 Equal treatment
 Transparency
 Mutual recognition
 Confidentially
 Evaluation Techniques :
 Questionnaires
 Post it notes
 Online voting
 Focus group
 Story boards

23. Develop Managers
 The most productive companies are typically more
proactive then their peers when it comes to identifying
& developing effective manager.
 Managerial Success traits :
 communication
Leadership
Adoptability
Relationship
Personal development

24. Teach Communication Skills
 Effective manager should be able to understand
,discipline & relate the organization vision back to
their employee in order to maintain productivity.
expand leadership skill
 encourage adaptability
 foster interpersonal skill

25. Continued
 Expand leadership skills – leadership is a crucial
attributes that many managers lack despite their job
title . True leader able to instill trust & delegate
responsibility amongst team member.
 Encourage adaptability – adaptability also
contribute to a manager effectiveness when a manager
is able to adjust quickly to unexpected circumstances .
He is able to lead him team to adjust as well.

26. Foster interpersonal skill
 Effective manager should strive to build personal
relationship with their teams. Employee are more
expectation when they trust their manager.

27. Case Study
Dairy Crest

28. Introduction
 Who are Dairy Crest ?
Dairy crest is the UK leading chilled dairy foods
company
They manufacturer a range of everyday dairy brands
like spread , butter etc
Dairy crest supply milk to retailer

29. What was the impact?
 Improved corporation , understanding & team work
between lead team member
 The event build on what had already been achieved
and provided a platform for further development
 Memories that will provide enjoyment insight &
lasting value

30. Management development at
Dairy crest
 Food manufacturer :
Business benefit of new
management programmes are already being felt at
chilled food manufacturer dairy crest
 Executive education :
Executive education specialist
roffey park is running separate competency based
programmes for dairy crest leader & managers ,
featuring development centers business related
project & 0ne-to-one monitoring

31. Contt…
 Brand portfolio :
As well as supporting the brand
portfolio & maximizing talent the programmes also
promote cross functional working relationships
 Developed Programmes :
 12 senior manager are now undertaking the 10 days
leader programmes.. Which is delivered in four
modules over a period of 15months
Dairy crest has around 60 senior manager . The
participants are selected for each of the programme

32. Contt…
The programmes being with a two days management
centre which involves exercise based on dairy crest
management competency framework 360 degree feed
back & personality questionnaire
The 4 modules each of which last 2 days cover
leadership strategy , managing change & business
change
Programmes enable cross functional groups to
network on a personal level & to work together on
business issues

33. Contt…
 Dairy crest plan to use its presence in UK daily sector
to add further value to its product lines & build its
brand portfolio

34. SWOT Analysis
 Strength :
Strong distribution network
Strong market position
Strong operational performance
 Weaknesses :
Geographical concentration
Over dependence on dairy business
Unstructured management plan

35. Contt…
 Opportunities :
Health awareness
Ongoing investment
 Threats :
Consumer preference
Raw material prices

36. Conclusion
 Required qualified staff
 Improve management development
 Trained employee for good result
Recommendation
company must held a training programmes & to build
up their product line & brand portfolio

37. References
 www.avontyrrell.org.UK
 www.triningzone.co.UK
 www.slideshare.net
 www.businessdictionary.com
 Other sources like books

38. Thank u