Page 159 - DEDU503_EDUCATIONAL_MANAGEMENT_ENGLISH

Unit 12: Job Accountability, Management Training: Needs and Means

12.5 Need of Management Training Notes

Before we say that technology is responsible for increased need of training inputs to employees, it
is important to understand that there are other factors too that contribute to the latter. Training is
also necessary for the individual development and progress of the employee, which motivates him
to work for a certain organisation apart from just money. We also require training update employees
of the market trends, the change in the employment policies and other things.
The following are the two biggest factors that contribute to the increased need to training and
development in organisations :
1. Change : The word change encapsulates almost everything. It is one of the biggest factors that
contribute to the need of training and development. There is in fact a direct relationship between
the two. Change leads to the need for training and development and training and development
leads to individual and organisational change, and the cycle goes on and on. More specifically
it is the technology that is driving the need; changing the way how businesses function, compete
and deliver.
2. Development : It is again one the strong reasons for training management becoming all the
more important. Money is not the sole motivator at work and this is especially very true for the
21st century. People who work with organisations seek more than just employment out of their
work; they look at holistic development of self. Spirituality and self awareness for example are
gaining momentum world over. People seek happiness at jobs which may not be possible
unless an individual is aware of the self. At ford, for example, an individual can enrol himself/
herself in a course on ‘self awareness’, which apparently seems inconsequential to ones
performance at work but contributes to the spiritual well being of an individual which is all the
more important.
The way Managers work together and exchange expertise is critical to their personal success as well
as the success of their projects and their organization. Many of the management skills that are
needed also are consistent with successful project implementation, for example.
Managers of the future will no longer be able to rely solely on their technical expertise to show their
value. They must be able to provide more than knowledge : they must be both willing and able to
play a variety of roles within an organization, regularly and effectively.
This is also true of the relationships that school managers, consultants and others Government
Departments, and others where that they can only influence, not control. These management/
leadership skills need to be reinforced from time to time. It is an investment in personal development
that provides both immediate and long-term benefits for the consultant and the business.
These, then, are the critical management roles needed for the effective Consultant, Manager, and
Leader :
1. Specialised Professional : Relates technical or complex information to the job, but within the
strategic scope of the project.
2. Facilitator : School Manages discussions effectively; ensures that all parties are in agreement
and have a clear understanding of the agreed-upon next steps before going on; keeps the focus
on moving the work/project forward.
3. Problem Solver : Effectively analyzes the overall situation/project; proactively identifies
problems and proposes solutions.
4. Coach : Motivates and works effectively with others while helping them develop skills and
knowledge; creates an environment where coaching & feedback is important.
5. Administrator : Manages time, deadlines, and budgets simultaneously; provides, a variety of
written summaries for projects; has a clear understanding of the policies and procedures involved
in utilizing resources.

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