Management Development Process:

The following are the important steps in the organization of a management development program:

• Analysis of organizational development needs.
• A comparison of the already existing talents with required.
• Appraisal of present management talents.
• Inventory of management manpower.
• Planning of individual development program.
• Establishment of development programs.
• Evaluation of results.

Analysis of organizational development needs: After deciding to launch a management development program a close and critical examination of the present and future development needs of the organization has to be made. We should know how many and what type of managers are required to meet the present and future requirements.

A comparison of the already existing talents with those that are required to meet the projected needs will help the top management to take a policy decision as to whether it wishes to fill those positions from within the organizations or from outside sources.

Appraisal of present management talents: In order to make the above suggested comparison, a qualitative assessment of the existing executive talents should be made and an estimate of their potential for development should be added to that. Only then can it compare with the projected required talents.

Inventory of management manpower: this is prepared to have a complete set of information about each executive in each position. For each members of the executive team, a card is prepared listing such data as name age, length of service, education, work experience, health record, psychological test results and performance appraisal data etc. The selection of individuals for a management development program is made on the basis of the kind of background they possess. Such information, when analyzed discloses the strengths as well as weaknesses or deficiencies of managers in certain functions relating to the future needs of the organization.

Planning of individual development program: Guided by the results of the performance appraisals that indicate the strengths and weaknesses of each of the executives this activity of planning of individual development program can be performed.

Establishment of development programs: It is the duty of the HR department to establish development opportunities. The HR department has to identify the existing levels of skills, knowledge etc of various executives and compare them with their respective job requirements. Thus, it identifies development needs and requirements and establishes specific development programs, like leadership courses, management games, sensitivity training etc.

Evaluation of results: executive development programs consume a lot of time, money and effort. It is therefore, essential to find out whether the program has been on track or not. Program evaluation will cover the areas where changes need to be undertaken so that the participants would find the same relevant and useful or enriching their knowledge and experience in future. Opinion surveys, tests, interviews, observation of trainee reactions, rating of the various components of training etc would be used to evaluate executive development programs.