Management development: Difference between revisions

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'''Management development''' is best described as the process by which managers learn and improve their skills not only to benefit themselvesthe individual butas alsowell theiras the employers.<ref name="Cannell.M" 2008">Cannell.M. [http://www.cipd.co.uk/subjects/lrnanddev/mmtdevelop/mngmntdevt.htm Management Development factsheet.] London. CIPD (November 2004 - rev 2008)</ref> In [[organisational development]] (OD), the effectiveness of [[management]] is recognised as one of the determinants of organisational success. Therefore, investment in management development can have a direct economic benefit to the organisation.

Managers are exposed to learning opportunities whilst doing their jobs; if this [[informal learning]] is used as a formal process, then it is regarded as management development.

In [[organisational development]] (OD), the effectiveness of [[management]] is recognised as one of the determinants of organisational success. Therefore, investment in management development can have a direct economic benefit to the organisation.

Managers are exposed to learning opportunities whilst doing their jobs; if this [[informal learning]] is used as a formal process then it is regarded as management development.

In 2004, the spend per annum per manager on management and leadership development was £1,035, an average of 6.3 days per manager.<ref>Chartered Management Institute</ref>

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* Dysfunction analysis

* [[Mentoring]]

* [[Coaching]]

* [[Job rotation]]

* [[Professional development]]

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==Action learning==

Many management qualifications now have an [[action learning]] element. Action learning recognises that individuals learn best from hands-on experience, rather than traditional instruction so thatthe process is structured to be interactive. Action learning sets allow individuals to try out different approaches to solving issues and problems.<ref name="Cannell.M" 2008"/>

==Coaching==

{{main|business coaching|executive coaching}}

Coaching, is a teaching, training or development process via which an individual is supported while achieving a specific personal or professional result or goal. Coaching is an effective learning tool that has an impact on the bottom line and productivity, as well as intangible benefits. It aids in the improvement of individual performance, tackles underperformance, and aids in the identification of personal learning needs.

* An effective learning tool

* Impact on bottom line/productivity

* Intangible benefits

* Aids improvement of individual performance

* Tackles underperformance

* Aids identification of personal learning needs

==Management education==

One of the biggest growth areas in UK education since the early 1980s has been the growth of university -level management education. AsIn welladdition asto weekly part-time attendance at college/university, many students are also undertaking distance learning. Whereas there were only two business schools in the early 1970s, there are now over a hundred providers offering undergraduate, postgraduate and professional courses.

==References==