We understand competencies as gaining a capability going beyond the knowledge of the particular technique to a greater understanding of its value and demonstrating ability in practice. The important issue is to be able to produce behavioural evidence that demonstrates the achievement of that competence.

Aims of Management Development.

to review whether actions and performance are in line with business objectives / strategy and provide feedback.

to improve the performance of managers by providing opportunities for growth within the corporate planning process.

to ensure that there is an internal supply of managers with appropriate competencies for the current / future needs of the business.

MD system

• Business plan ( objectives / strategy )
  
• Org. design ( culture, roles and responsibilities, systems )
  
• Appraisal system ( feedback / forward )
  
• Learning opportunities
  
• Support network

E-Management Development

The learning strategy of this site is to co-design, with the customer, the management development plan, using their current business needs assessment as the learning opportunity. We believe that greater understanding is achieved by applying the interactive management development process to a dynamic, real-time situation. Therefore, the site will focus more on the development dimension of management learning and practice, though driven by a strategic marketing perspective within a business-planning mode.

Management Development practice:

More from our diagnostic framework:

• Describe with examples, from your business, the difference between business objectives and business strategy.
  
• Distinguish between HRD, Management Development and Organisation Development
• What are the key result areas & metrics for your managerial role and how do you see them changing over the next 2-3yrs? .
• Identify the competence set, appropriate for a manager to lead the management of change.