Management Development Case Study

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Management development can be emphasized separately, as it is similar, but in some issues quite different process from common training and development process. Management Development is a systematic process which aims to ensure that an organization has the effective managers it requires to meet its present and future needs (Armstrong, 2001). Management development is concerned not only with improving the effectiveness of individual managers but also with an improvement in management performance as a whole and organizational effectiveness. The process of management development should be related to the nature, objectives and requirements of the particular organization; there needs to be effective human resource planning present (Mullins, 2007). …show more content…

It helps to improve the availability, quality and skills of staff; it also supports and protects productivity by predicting and preventing skills shortages. (Wilkinson, Redaman, 2013) Training and development helps to cover the gap between desired and actual work performance (Mullins, 2007) and also attract high quality employees who are interested in increasing their levels of competence and enhancing their skills (Armstrong, 2009). Studies have confirmed what most employees and managers already know – an investment in the professional development of employees increases employee satisfaction and retention (Landrum, 2011); they help build loyalty, and loyalty increases productivity (Lipman, …show more content…

Several studies have demonstrated a strong link between Learning & Development activities and positive contribution to performance management, but it is also noted that for a developmental performance management system to work, the organization should already have an appropriate culture. (Harrison, 2005) Campbell and Kuncel also warn that direct objective of a single training program is not to improve overall performance or increase business gains; no one training program can include all the determinants that are needed for individual job performance. (Anderson,

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