Management Development

Program
WHAT IS MANAGEMENT DEVELOPMENT?

It is a systematic process of growth and

development by which managers
develop their abilities to manage.
ROLE OF THE ORGANIZATION

To establish the programs & development

opportunities.

Not just lectures, case studies, readings, job

rotations.

To provide conditions that accelerate the

growth.
INDIVIDUAL CONTRIBUTION

“We can take the horse to the

water but we cannot make it
drink.”
BASIC REQUISITES TO MDP
Top management should accept the responsibility.
Management Development is essentially a “line job”.
It involves both, the person and the boss.
Every manager must accept direct responsibility and
give a high priority for developing managers under
his control.
Must be geared to the needs of the company and the
individual.
“Promotion from within” is a necessary incentive for
managers to grow.
Should have a realistic time table in accordance with
the need of the company.
ESSENTIAL INGREDIENTS

Analysis of organizational present and future

developmental needs.
Appraisal of present management talent.
Inventory of management manpower.
Planning of individual development program.
Establishment of development program.
Evaluation of program.
BENEFITS OF MDP
MDP : A MUST
HAVE
Why focus on Management Development?

Managers get a lot of training.

Managers are accountable for success

Managers’ jobs are complex.

1. Managers get a lot of training

Management Development and executive

leadership – one of the most frequent type of
training provided.
Important across every industry.
Management training is more important as
organizations increase in size.
Whether large or small, and regardless of
industry, management training is seen as a
vital part of improving organizational
performance.
2. Managers are accountable for success

Changing business environment puts in more

demand on managers
Responsibilities of the managers of the new
millennium
 A shrinking skilled labour pool.
 More technologically sophisticated systems
 A more diverse workforce
 M & As, downsizing and fast paced changes.
Ensure that all systems and resources are
appropriately integrated so that the
organization can achieve its objectives.
3. Managers’ Jobs are Complex

Nature of managerial effectiveness difficult to

ascertain.
Typically, a manager’s effectiveness is determined by
how well his unit meets its objectives.
Understand the context in which the manager and
the unit operate.
Organizational Analysis is done
Operational Analysis is done.
Identifying manager’s developmental needs is
complex and ambiguous.
MANAGEMENT DEVELOPMENT
IMPLICATIONS

Understanding Context

Self-Awareness & Diagnostic Skills

Managerial Person Analysis

1. Understanding Context

The clarification of the organization's

situation
Its strategy for coping with the situation
How the various units fit into the
strategy
How the training program relates to
these things?
2. Self-Awareness & Diagnostic Skills

Managers must understand how their own characteristics

influence the activities within their units and their
relationship with other units. They must be able to
create the appropriate match between their behavior
and:
The structure/design of the unit
The characteristics of the subordinates
Self-awareness & diagnostic skills are the basic requirements
for managerial adaptability to changing conditions.
3. Managerial Person Analysis

It is important to know whether the managers

possess the required KSA. The most popular
method is 360-degree feedback. The
responses collected through questionnaire are
analysed and graphed to provide feedback to
the manager.
MANAGEMENT DEVELOPMENT
PROGRAMS: TYPES

1. Conceptual

2. Technical
1. Conceptual

Management business games, simulations

and case studies

On- the Job Training

Decision Making

Managerial Roles
2. Technical/ Professional Skills
Training

Degree and
certification programs

Workshops and
seminars
Questions to be kept in mind

Do the program outcomes meet an

identified need?
Will the learning that results from
training be supported on the job?
Will the individual receive any personal
benefit from the training?
What is the cost/benefit approach
compared to alternative approaches?
Management Development

Programs

in

Different Organizations
TAS : The Tata Group's Managerial
Development Programme for young
managers.
Known as Tata Administrative
Service, conceived by J.R.D.
Tata in 1950’s.
emphasizes structured
orientation through classroom
inputs and field visits.
A seven-week rural assignment
exposes the trainees to
community work and rural
India.
Include three business stints of
15 weeks duration in sales and
marketing, manufacturing and
operations, and corporate
strategy, finance and human
resources.
Infosys
Management Development Center
 Software Development Center

 Global Education Center

 Infosys Leadership Institute (ILI)

The total capacity for students, learners, faculty, et al on campus is 6000.

ILI headed by Mr. K. G. Ramachandran, CMD of B.H.E.L
40 specialist professionals
ILI’s main objective: to develop managerial abilities, on-boarding and
develop leaders.
3 Pillars of ILI: Learning Managers, Leaders Teach and Line Partnership.
“On-boarding” is an intensive, 14-week program that addresses orientation
of new recruits on soft skills.
“Developing Managerial Abilities” programs are titled Consulting Skills,
Pravesh, Maestro, Ambassador and Diplomat. These consist of modules that
are structured around Hygiene as well as Functional areas.
AIMA
AIMA has conducted in-house business simulation exercise at
TATA Power, TISCO, RIL, Aditya Birla Group, NTPC, CESC,
ONGC, IOCL, HPCL, ESSAR, BSES, JEUSCO, MUL, Hero Honda
and many more.
Now more and more organisations are planning to
make it a regular feature in their in-house training
programs.
National Student Management Games (SMG) are now held in
association with INFOSYS who is the title sponsor for these
games.
Wipro
Management development is now high priority for companies on
fast-track growth.
Wipro believes in growth from within -They have a philosophy now
for many decades that if they have an internal person who is 60 per
cent ready for the job, they are willing to bet on that person rather
than look outside."
Soft skills such as communication skills, presentations skills
Wipro has put in place programmes for management development:
The Future Managers' Program and the Global Managers' Program.
Wipro has different programmes catering to different life-cycle
stages of the manager:
 The New Leaders' Program is for the first-time leader
 Wipro Leaders' Program (WLP) for the mid-level leader
 The Business Leaders' Program for a General Manager moving into a
business role, and
 a Strategic Leaders' Program for top management.
Cognizant Technologies
MDP is used as an appropriate managerial intervention
for an executive's growth. They do not have a menu
system for the executives to choose from; instead, they
design an appropriate curriculum as per the needs of
the executive.

Cognizant has tied up with IIM Bangalore, which has

customised programmes to suit its business needs. The
two-week residential programme is for middle and
senior managers.

Senior executives at Cognizant undergo leadership

programmes at Stanford and Harvard.
Others
Organisations such as L'Oreal, Procter &
Gamble, Goldman Sachs and GE have
recognized one of the key factors to excel
in attracting and retaining high-caliber
employees in today’s competitive labour
market using an appealing management
development programme (MDP).
PCMM Model

•PCMM is an evolutionary
framework.

•It guides the organization in selecting

high-priority improvement actions
based on the current maturity level of
their people practices.
The World Is Adopting People CMM

PCMM adopted by a leader in the HOSPITALITY SECTOR –

Club Mahindra
PCMM adopted by pioneers in AVIATION SECTOR –
Boeing
PCMM adopted by a leading BANK – Bank Muscat
PCMM adopted by forward looking TELECOM
ORGANIZATIONS – Erricson, Nokia, Alcatel.
PCMM adopted by leaders in SOFTWARE and IT SERVICES
– Accenture, CSC, Infosys.
PCMM adopted by leading BPOs – HCL BPO, Tata BPO
WHY???

Based on the best current practices in

fields such as human resources,
knowledge management, and
organizational development, the PCMM
guides organizations in improving
their processes for managing and
developing their workforces.
Benefits Of PCMM

Talent Management

Training throughout increased from 68% to 84%.

Drop in attrition from 17% to 11% per Quarter.