Ways of training managers and state the importance
In the consideration of management training the objectives of the organization must be acknowledged. Therefore the organization’s strategic, tactful and operational plans are of utmost importance, because these are the factors of the manager’s job analysis which will determine the intricacies and interest of the incumbent’s training. A manager’s job description will vary according to organization, culture and political boundaries, however, managers must posses the qualities of human, conceptual and technical skills in respect of the job description for effective management in changing times. Recommendations to address the development of manager’s human, conceptual and technical skills can be considered as follows.
Management training may take place on the job “informally” or off the job “formally”, however, most management training takes place off the job states Stephen P. Robbins’s Essential of Organizational Behavior eighth edition. Informal training on the job tends to disrupt productivity and services so off the job training is advised. Off the job training is considered formal as they are structured and planned to facilitate the job description. As for the manager’s training in particular, formal settings, such as classroom lectures at the tertiary level or the organization’s own training institution providing coaching by outsourced professionals or the company’s own executives, seminars, workshops and meetings of company’s executives fostering networking and management development are recommended. Whatever the setting are the methodologies applied therein are conceptually the same as they are essentially structured to improve skills and knowledge. The contents of management training normally target issues facing the company as well as bench marking or leaning “best practice”/scenario simulation that