Page 229 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes One of the limitations of this method is that it is very difficult to duplicate the situation to
the extent of making the trainee feel the pressures and realities of actual decision-making
on the job. The very fact that the trainee knows that it is artificial situation prevents him
from experiencing all that he experiences in real job situation.
8. Managerial Grid: It is a six phase programme lasting from three to five years. It starts with
upgrading managerial skills, continues to group improvement; improves intergroup
relations, goes into corporate planning, develops implementation methods and ends with
an evaluation phase. The grid represents several possible leadership styles. Each style
represents different combination of two basic orientations–concern for people and concern
for production.
9. Conferences: A conference is a meeting of several people to discuss the subject of common
interest. Better contribution from members can be expected as each one builds upon ideas
of other participants. This method is best suited when a problem has to be analysed and
examined from different view points.
It helps the members develop their ability to modify their attitudes. Participants enjoy
this method of learning as they get an opportunity to express their views.

The success of the conference depends on the conference leader. In order to make the
conference a success, the conference leader must be able to see that the discussion is
thorough and concentrate on the central problem by encouraging all the participants to
develop alternatives and present their view points and by preventing domination by a
few participants.
10. Lectures: It is the simplest of all techniques. This is the best technique to present and
explain series of facts, concepts and principles. The lecturer organises the material and
gives it to a group of trainees in the form of talk. The main uses of lectures in executive
development are:

(i) it is direct and can be used for a larger group of trainees
(ii) it presents the overview and scope of the subject clearly
(iii) it presents the principals, concepts, policies and experiences in the shortest time.
Thus, it is a time saving technique.

Notes The lectures do not give scope for student participation and may sometimes be
boring which in turn hinders learning. Skills can be learned only by doing and therefore
lectures are of no use for technical skills.

13.3.3 Selection of Techniques

The success of any management development programme largely depends on the selection of
the techniques. The objectives of the programme should always form the basis in the selection
of techniques. However, it should also be remembered that no single technique can prove to be
sufficient, but only the combination of the techniques makes any management development
programme effective. This is because all managers at all levels require all kinds of skills but in
varied proportions. The following Table 13.1 may be used in the determination of these techniques
based on the needed proportions.

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