Management Development Programme - Case: Organization X
Simittchieva, Daniela (2013)
Laurea-ammattikorkeakoulu
2013
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2013061013682
https://urn.fi/URN:NBN:fi:amk-2013061013682
Tiivistelmä
This thesis examines the process of implementing a Manager Development Programme at the Organization X. The Programme was launched at the Organization X for managers that have moved from a scientific or technical position to a management position to improve their managerial skills or core competencies.
The organization appoints a large number of new managers internally every year. The objectives behind the Programme were to inspire these managers to develop professionally. It is easy to recruit fully trained managers, but it was felt that an in-house approach would best serve the needs of the organization. 15 new managers were chosen to participate in this training programme, which would take place during a one-week period.
At present, managerial training is regarded as one of the most significant investments that can be made in an organization. Management training can not only succeed in inspiring managers, but it can also set a positive example to the rest of the staff that the organization cares about staff development.
Challenges are associated in the launch of any new programme. These mainly concerned the use of technology and the relevance of the information presented. Due to a lack of resources, the author developed a solution that will enable the organization to keep a record of an on- going programme. At the moment, the organization does not own an online e-learning system or a platform made available for participants. I have proposed a method of creating a system that can hold all of the Management Development Programme data with access for all managers. This is one of the most substantial matters, which would assist in the long-term with results. It is a way to create a forum where all managers can be engaged with thematic fragments.
The Programme is now completed and it is time to begin the ongoing process of self- development. After a minimum of six months to a year the managers would be qualified to evaluate the success of the programme.
Being involved in a Management Development Programme has given me a tremendous chance and experience to acquire knowledge of the organization itself and the functional perspectives, in addition to learning how people think generally and most importantly what their values are. Improving personal core competencies is important for success and also a necessity for the success of the organization.
The organization appoints a large number of new managers internally every year. The objectives behind the Programme were to inspire these managers to develop professionally. It is easy to recruit fully trained managers, but it was felt that an in-house approach would best serve the needs of the organization. 15 new managers were chosen to participate in this training programme, which would take place during a one-week period.
At present, managerial training is regarded as one of the most significant investments that can be made in an organization. Management training can not only succeed in inspiring managers, but it can also set a positive example to the rest of the staff that the organization cares about staff development.
Challenges are associated in the launch of any new programme. These mainly concerned the use of technology and the relevance of the information presented. Due to a lack of resources, the author developed a solution that will enable the organization to keep a record of an on- going programme. At the moment, the organization does not own an online e-learning system or a platform made available for participants. I have proposed a method of creating a system that can hold all of the Management Development Programme data with access for all managers. This is one of the most substantial matters, which would assist in the long-term with results. It is a way to create a forum where all managers can be engaged with thematic fragments.
The Programme is now completed and it is time to begin the ongoing process of self- development. After a minimum of six months to a year the managers would be qualified to evaluate the success of the programme.
Being involved in a Management Development Programme has given me a tremendous chance and experience to acquire knowledge of the organization itself and the functional perspectives, in addition to learning how people think generally and most importantly what their values are. Improving personal core competencies is important for success and also a necessity for the success of the organization.