24 Management Development Techniques Management development can include both on

24 management development techniques management

This preview shows page 12 - 14 out of 23 pages.

24 Management Development Techniques Management development can include both on-the-job and off-the-job tech­ niques. On-the-job development techniques are very popular, including devel­ opmental job rotation, the coaching/understudy approach, and action learning approach. Developmental Job Rotation Developmental job rotation involves moving management trainees from department to department to broaden their understanding of all parts of the business . 25 The trainee often a recent college or university graduate may work for several months in each department; this not only helps to broaden his or her experience, but it also helps the trainee discover which jobs he or she prefers. For example, Labatt Breweries’ global management trainee program is helping to ensure a supply of future leaders, as described in the Strategic HR box. In addition to providing a well-rounded training experience for each person, job rotation helps to prevent stagnation through the constant intro­ duction of new points of view in each department. It also tests the trainee and helps to identify the person’s strong and weak points . 16 Job rotation is more appropriate for developing general line managers than functional staff experts. Coaching/Understudy Approach In the coaching/understudy approach, the trainee works directly with the person that he or she is to replace; the latter is, in turn, responsible for the trainee’s coaching. Normally, the trainee relieves the executive of certain responsibilities and learns the job by doing it . 27 This helps to ensure that the employer will have trained managers to assume key positions. To be effective, the executive has to be a good coach and mentor. His or her motivation to train the replacement will depend on the quality of the relation­ ship between them. Action Learning Action learning releases managers from their regular duties so that they can work full time on projects, analyzing and solving problems in departments other than their own. The trainees meet periodically with a project group of four or five people with whom their findings and progress are discussed and debated. TD Bank Group and TELUS use this method . 28 The idea of developing managers in this way has pros and cons. It gives trainees real experience with actual problems, and to that extent it can develop skills like problem analysis and planning. Furthermore, working with the others in the group, the trainees can and do find solutions to major problems. The main
Image of page 12
250 Part 3 Developing Effective Human Resources STRATEGIC HR Brewing Up Management Trainee Programs For the past two months, Luca Lorenzoni has gone to work every day in a lab coat and goggles —not exactly where the University of Waterloo business major expected to find himself after graduating. “If you'd told me that I’d be in the quality control lab analyzing chemicals in beer, I would have laughed at you,” he says. “But that’s the opportunity we're given here." Lorenzoni is in the midst of Labatt Breweries of Canada’s global management trainee program, a cross- sectional program
Image of page 13
Image of page 14

You've reached the end of your free preview.

Want to read all 23 pages?

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

Stuck? We have tutors online 24/7 who can help you get unstuck.
A+ icon
Ask Expert Tutors You can ask You can ask You can ask (will expire )
Answers in as fast as 15 minutes