STEPS IN DEVELOPMENT




1. Analysis of Development Needs: First of all, the present and future
development needs of the organization are ascertained. It is necessary to determine
how many and what type of executives are required to meet the present and future
needs of the enterprise. A critical analysis of the Organization structure in the light of
future plans will reveal what the organization needs in terms of departments,
functions and key executive positions. Then job descriptions and specifications are
prepared for all executive positions to know the type of knowledge, skills, training and
experience required for each position.

2. Appraisal of Present Managerial Talent: A qualitative assessment of the
existing executives is made to determine the type of executives’ talent available
within the Organization. The performance of every executive is compared with the
standard expected of him. His personal traits are also analyzed to estimate his
potential for development.

3. Inventory of Executive Manpower. This inventory is prepared to obtain
complete information about each executive. Data on the age, education, experience,
health, test results and performance appraisal results are collected. This information is
maintained on cards or replacement tables for each executive. An analysis of this
information will show the strengths as well as deficiencies of executives in certain
functions related to the future needs of the Organization.

4. Establishing Training and Development programmes. The human resource
department prepares comprehensive and well conceived programmes. The
department identifies development needs and may launch specific courses in the
areas of leadership, decision-making, human relations, etc. It also recommends
specific executive development programmes organized by well known Institutes. On
the basis of recommendations, the top management nominates the executives to
participate in these programmes at the cost of the Company.

5. Evaluating Development Programmes: Considerable money, time and efforts
are spent on executive development programmes. It is therefore; natural to find out to
what extent the programmes objectives have been achieved. Programme evaluation
will reveal the relevance of the development programmes and the changes that should
be made to make these more useful to the Organization. Observation of the trainee’s
behaviour, rating of the training elements, opinion surveys, interviews, and changes in
productivity, quality, cost, etc. can be used to evaluate development programmes.