LP-7 19 Nov 09

1. LP-719 Nov 09 Management and Organizational Development

2. Schedule 19 Nov 09 • Session -1 • Discuss Mid Term Paper and Quiz • Session -2 • Discuss Final Project • Discuss 5 Min presentations followed by break • Session – 3 • Lecture Chapter 9

3. Learning Objectives • Be able to define and describe: • Mgmt Dev • Mgmt Inventory • Mgmt Succession Plan • In-Basket Techniques

4. Mgmt Dev - Definition of • A process concerned with developing experience, attitudes, and skills necessary to become or remain an effective manager

5. Mgmt Inventory And Succession Plan Org Obj Changes in the Mgmt Team Net Mgmt Requirements Needs Assessment Mgmt Development Obj Mgmt Dev Process Mgmt Dev Process Mgmt Dev Pgms Evaluation of Pgms

6. Mgmt Dev Terminology • Mgmt Inventory • Specialized, expanded form of skills inventory for an Org’s current Mgmt team. • It includes information like assessment of past performances and potential for development. • Mgmt Succession Plan • Chart or schedule that shows potential successors for each management position within the Org

7. Needs Assessment • A systematic analysis of the specific management development activities required by the Org to achieve its objectives • Measures to determine Mgmt Dev Needs are: • Survey / Questionnaire • Competency Studies • Task Analysis • Performance analysis • For sampling refer to Table 9-1 & 2 given on pages 177-179 of text book

8. Establishing Mgmt Dev Obj • The Mgmt Dev Needs would require to establish individual and Org Dev Obj. • The Obj must be in writing and measurable • Training Obj (Org-al) can be: • Instructional • Number of trainees, curriculum, cost of trg and hours of trg • Org-al and Dev-al • Impact of Pgms like absenteeism, turnover, safety etc • Individual performance and growth • Impact on behavior and attitudinal outcomes • The Org-al Obj would follow soon by the Individual Mgmt Obj dealing with enhancing skills, concepts, and attitudes etc

9. Methods Used in Mgmt Dev • Two Types On the Job and Off the Job • On the Job (Depends upon Performance appraisal and Org requirements) • Understudy assignments --- OJT • Coaching – working understudy • Experience – by assigning a job through promotion or otherwise • Job Rotation – very common in large org • Special Proj and Committee assignments

10. Methods Used in Mgmt Dev – Off The Job • Classroom Training • Lectures • Case studies • Role Playing in realistic environments • In-Basket Techniques – working through a simulated environment • Web-Based Training • Business Simulators • Adventure Learning • Seminars / Workshops

11. Evaluation – Mgmt Dev Activities • 4 Alternatives • No.1 Are the trainees happy • No.2 Does the Trg course teach the concepts • No.3 Are the concepts used on the job • No.4 Does the application of concepts positively affect the Org • A Matrix can be prepared by the Assessment Centre to do the above

12. Org-al Dev • It is the planned effort managed from the top, with goal of increasing Org-al performance through planned interventions and training experiences. • Diagnosis – to know of the talent and time and effort • Sift the available records • Conduct Surveys through questionnaire • Conduct personal interviews • Make direct observations • Prescription – Plan Strategy

13. Org-al Dev - Strategy • Educate the Managers • Get direct feedback • Take up Team Building • Clarify roles of employees • Identify and reduce conflicts • Improve inter-personal relations • Undertake and if required improve problem solving skills • Undertake Sensitivity Trg --- Know Thyself • Undertake Unbiased Evaluation with an open mind

14. Self Study • Incident 9.1 “The 40-Year Employee” • Incident 9.2 “Consolidating Three Orgs” • Thank you