MANAGEMENT

DEVELOPMENT
PROGRAM
• Management development programs aims
at improving the overall effectiveness of
managers at their existing positions as
well as preparing them for greater
responsibility when they are promoted.
• These programs have become more
prevalent in recent years because of
increasingly complex demands on
managers.
 Top 10 ways
from a Management
Development Programs
 Self-awareness

• A good management development program offers you

a chance to take stock of where you’re at. It helps you
gain new awareness of what your operational and
leadership strengths are, and what you can do better.
 Fresh Perspectives

• A good management development program is an opportunity

to step outside and take a new look at things. Not only do you
get out of your usual context but benefit from the different
perspectives of expert faculty and from your classmates.
Stroger core operational
abilities

• To be a successful manager you need to be

sure you’ve got the nuts and bolts of business
management- they hold everything together.
Better Leadership Skills

• A good management development program provides a

comfortable learning environment to practice and
perfect leadership skills with guidance of program
facilitators and leadership coaching.
 Greater awareness of
global trends

• The business world today is infinitely

interconnected. As you take on a greater
responsibility, global trends that are shaping
the future will increasingly influence your
decision making.
Responsible Leadership

• Political, humanitarian and environmental issues are

important factors in the global business environment. This
aim to make a positive difference through corporate social
responsibility and triple bottom line ( people, planet,profits).
Concrete Action Plan

• A good management development program must be extremely

relevant to your real-world challenges. You will develop concrete
action plans with the guidance of expert faculty. You’ll have
immediate return on investment with long term skills
enhancement.
 New insights imported
from other industries

• A good management development program should

put you in touch with ideas and strategies from other
industries- both through course material and
interaction with classmates.
Networking with peers to share
knowledge and opportunities

• A good management development program

bring you together with a group of similarly
talented and ambitious managers.
 The Desire to push
boundaries

• Insightful teaching, hands-on experiences and

leadership coaching help you to see new strengths
in yourself that take you to new ambitions.
 The 4 C’s
Model for
Evaluating
Human
 To evaluate the effectiveness of Human Resource process
within an organization, the researchers have proposed a “ four
C’s model:

COMPETENCE

COMMITMENT

CONGRUENCE
COST
EFFECTIVENESS
COMPETENCE

• Is the demonstrable characteristics that

enable performance of a job, for properly
doing the job, the individual requires skills
and knowledge essential for the set duties.
COMPETENCE

• How competent are employees in their work?

• Do they need training performance?
• To what extend do HRM policies attract,
keep, and develop employees with skills and
knowledge needed now and in the future?
COMMITMENT

• As a “ pledge or promise to do something”

and dedication to a long term course of
action; engagement; involvement”.
• The quality of being excellent; state of
possessing good qualities in an eminent
degree; exalted merit, superiority in virtue.
COMMITMENT

• How committed are employees to their work

and organization?
• To what extend do HRM policies enhance
commitment of employees to their work
organization?
CONGRUENCE

• Is the state achieved by coming together, the

state of agreement.
• The Latin congruo meaning meet together, I
agree. As an abstract term congruence
means similarity between two objects.
• Refers to employees basic compatibility with
their workplaces and specific jobs.
CONGRUENCE

• Is there congruence, or agreement, between

the basic philosophy and goals of the
company and its employees?
• Is there trust and common purpose between
managers and employees?
• What level of congruence between
management and employees do HRM policies
and practices enhance or retain?
 COST
EFFECTIVENESS

• The degree to which something is effective or

productive in relation to its cost.
• Ensures to receive maximum value from your
employees and your HR programs.
 COST
EFFECTIVENESS
• Are HRM policies cost-effective in terms of
wages, benefits,
turnover, absenteeism, strikes, and similar
factors?
• how do HRM make judgments about the
long-term consequences of HRM policies on
employee and societal well-being and
organizational effectiveness?
 4 C’s Model

• By shaping HRM policies to enhance

commitment, competence, congruence, and
cost effectiveness, an organization increases
its capacity to adapt to changes in its
environment.