{"id":2601,"date":"2019-05-19T16:06:04","date_gmt":"2019-05-19T16:06:04","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=2601"},"modified":"2022-08-26T08:23:52","modified_gmt":"2022-08-26T08:23:52","slug":"how-to-design-a-management-development-program-sample-case-study","status":"publish","type":"post","link":"https:\/\/hr4free.com\/en\/Competency-Management-Tools\/How-to-Design-a-Management-Development-Program-Sample","title":{"rendered":"How to Design Effective Targeted Management Development Programs – Case Study"},"content":{"rendered":"
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The final goal of Management Development programs is to contribute to the professional development of individuals in an organizational context. A management development approach should thus be supported by actual win-win relationships between the company leadership and its managers (illustration)<\/a><\/strong>.<\/p>\n

Thus, management development is often regarded not so much as an end in itself than as a means to:<\/p>\n

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  1. strengthen the manager\u2019s employability (both internally and externally);<\/li>\n
  2. adjust the company to the new socioeconomic trends\u00a0it is subject to, so that it may better face and anticipate\u00a0<\/b>organizational change;<\/li>\n
  3. raise the company\u2019s productivity and competitiveness in order to enhance its durability.<\/li>\n<\/ol>\n

    Ideally, organizational development should rely on 3 strongly interdependent concepts<\/strong> that make up the main pillars of every HR department’s development strategy:\u00a0Management Development<\/b>\u00a0(MD)<\/strong>, Management by Objectives (MBO)<\/a>\u00a0<\/b>and\u00a0Training programs (guidelines)<\/b><\/a>.<\/p>\n

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    TOOLS<\/strong><\/h5>\n

    There are mainly three types of resources that are necessary to the implementation a management development program:<\/p>\n<\/div>\n

    1) Financial resources:<\/b>\u00a0all Management Development concepts should include a\u00a0Business Plan. Depending on the company\u2019s development policy, this budget may or may not be an integral part of the budget allocated to\u00a0training.<\/p>\n

    The financial factor strongly influences the efficiency of management development policies and can even be decisive with regard to their implementation. To give you an idea, the budget allocated to training programs generally represents between 1.3 and 5% of the entire payroll<\/b>, depending on the company’s\u00a0size\u00a0and\u00a0industry.<\/p>\n

    2) Human resources:\u00a0<\/b>the company can choose between two types of human resources:<\/p>\n