Development Programmes
Developing your graduates & managers
is about future proofing your organisation.
How effective will they be tomorrow? Developing
your people is about preparing for tomorrow - future proofing your
organisation. It is important to look up and over the horizon and
this is where we can work in partnership with you.
Our development experts can share with you their years of experience
identifying, designing and implementing graduate and management development
programmes which are effective, cost efficient and relevant to your
organisation's needs.
All programmes are designed to meet specific
organisational needs and are based on a series of events designed
to develop skills, knowledge and behaviours. They could be aimed
at a specific target management group such as 'new into management,' or could be a cascading programme
(senior to first line managers) aimed at a specific culture change
e.g. a programme aimed at encouraging all managers to become 'leader
coaches.'
Why a management development programme?
Experience shows that specific training events on their own can
be both necessary and valuable in addressing a specific need. However,
a development programme promotes a learning culture and continuous
development that can lead to sustained growth and value for both
the organisation and its people.
Management development programmes are aimed at:
- Potential managers
- Graduate entry
- Supervisors
- Team leaders
- New into management
- Succession development
- Existing first line, middle
and senior managers.
Examples of specific cultural development programmes commissioned
have included:
- Building high performance teams
- Leader
coach programme
- Customer care programme
- Skills of the effective
leader
- Development centres - cascading
programme for all managers
Example of a cafeteria driven programme for operational
line managers
Programmes based on a cafeteria approach: a list of training events
which allow people to choose which to attend based on development
needs which have been arrived at either by performance based appraisals
or by attending a development centre.
For example
- Line managers attend a development
centre.
- The output from the development
centre identifies development needs for both the organisation
and line managers
- The organisation draws up a
list of courses as a development option
- Line managers are invited to
choose courses from the list which are relevant to their
own development requirements :-
- Person Centred Leadership
- Coaching for Performance
- SMART-ER Recruitment & Selection
Interviewing
- Creative & Practical Problem
Solving
- Leading and Managing Projects
- Leading and Managing a Team
- Managing Time
- Effective Meetings & Team
Briefings
- Presentation Skills
- Personal Effectiveness in a
Changing Environment
The above list is only an example. Depending on client need it
can be added to or subtracted from. All training programmes and
courses are tailored to specific client requirements. How?
Working with your HR team and operational managers, using the 3D plus - Discussion, Design, Delivery
+ Assessment & Support
process, we will listen to your requirements and carry out a
full assessment of your organisational / division / team training
and development issues to provide an accurate assessment of any
performance gaps between existing and desired performance levels
through:
- SWOT analysis of organisation,
team and individuals
- Review of job specifications
and performance criteria
- Clearly defined performance
goals and objectives
- Identification of competence
levels against required performance
- Independent and objective
assessment of employee competence in the workplace
We will then recommend a programme jointly tailored to address
your specific development needs. As
an example, some of our programmes have included or have been
supported by
- Job evaluation
- Selection for a programme by
attending an assessment centre first e.g. individual with potential
being identified for management or as part of succession planning.
- Programmes based on a cafeteria approach - from
a list of training events, people can choose which events
to attend based on development need. (see example above)
- Development workshops, including
action learning sets - personal development at differing
stages of a programme e.g. often at the end to check individual
progress
- Skills and knowledge training,
including career planning
- Performance appraisal systems
- Succession planning and mentoring
schemes.
 click
here for more details on Development Centres
 I want to know more about
Development Programmes >> Click
Here
|
