Function and Role of Managers
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Transcript of Function and Role of Managers
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Managers/administrators Consultants
Designers of learning experiences, and
Instructors.
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Adult Learning Understanding Organization UnderstandingCareer Development Knowledge Project Management Skill
Computer Competence Coaching Skill
Electronic System Skills Feedback Skill
Industry Understanding Negotiation Skill
Facilities Skill Group Process Skill
Organization BehaviorUnderstanding
Presentation Skill
Objectives Preparation Skills Questioning Skill
Subject Matter Understanding Relationship Building Skill
Training and Development Theories
and Techniques Understanding
Organization Development Theories
and Techniques Understanding
Research Skill Writing Skill
Performance Observation Skill Information Search Skill
Business Understanding Intellectual Versatility
Cost-Benefit Analysis Skill Competency Identification SkillDelegation Skill Self-Knowledge
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planning, organizing, directing, andcontrolling
What the training needs are?
What training initiatives will be provided? Setting the dates and locations for programs,
determining the length of the training day,deciding whether enrollments should involve
trainees from many departments andlocations or from homogeneous groups.
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First, it serves as a day-to-day reference in making thoseinnumerable "sub decisions" that arise for managers inboth the T&D and client departments.
Next, it provides a useful checkpoint for renewing andredirecting the training activity from time to time.
It can be a useful planning document. It becomes a valid checklist when the T&D manager
evaluates the contributions and performance of his or herdepartment.
Above all, a written statement of T&D policy helps allmembers of the T&D department function in ticklishmoments! Perhaps the issue of "Why?" or "Why not?" or"What shall we do?" hangs heavy over a discussion with aline client. The written policy can explain, clarify, andsolidify organizational values. Even if it doesn't provide theprecise detailed answers needed at the moment, it cangive guidance and suggest actions.
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Identify the people related problems. Arrange the solution of the problems.
Human performance can be /cannot be a
issue. Training may be a solution.
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Getting at real facts about performanceproblems;
Uncovering and responding to feelings, whichmust also be listed among the facts of the
problem; Matching appropriate, effective solutions to
specific problems rather than invariablyrecommending a pet remedy such as training orOD or a pet method such as role-plays; and
Locating specialists who have skill in training,feedback, contingency management, jobengineering, and organization development.
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Needs assessment Instructional methods linked with learning
styles Cognitive or mental skills, Psychomotor skills,
affective domain
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knowledge, experience, and a value system oflearning/teaching methods
Issue of transfer of training
Conditions before and after the training
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Delivery agent It implies skill in two-way communication and
flexibility, spontaneity, empathy, compassion
Now we more concerned with facilitatinglearning in others
What degree of stress, responsibility, aversiveconsequences, and control?
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