The basic and primary objectives1 of managerial training and development are, to adequately enhance the present effectiveness of managerial personnel, through a planned and deliberate process of learning within an organization; to identify managers with further potential and ensure they receive the required developmental training and experience to equip themselves better to meet the prospective organizational demands for higher assignments, as may be occasioned to long absence of individuals, owing to sickness, deaths, transfers, promotions, resignations, retirements or any other unanticipated new developments by way of any extension plans of the organization or otherwise. The foremost objective of managerial training is to bring the current performance of managerial personnel up to the highest attainable level and to develop whatever potential they may have for growing into positions of higher responsibilities.
To ensure the availability to qualified managerial manpower, as required to meet the current and future needs is the second important objective of management training programmes. The third being to ensure a consistently high utilization of individual managerial capabilities. Further managerial training aims to increase productivity to conceptual skill, imagination and judgment in managers at deferent levels. It also includes plans and programmes that create a climate in which the individuals can best attain their own goals by directing their efforts towards attainment of organizational goals. In the recent years managerial training has emerged as an important activity in the Management Process and thus helping executives to acquire and apply knowledge, skills, abilities and attitudes needed by the organization to achieve its objectives.
For citing this article use:
- Devarapalli, R. (2015). Impact of training on employee performance a case study of itc iltd company limited a comparision between chirala and anaparti divisions andhrapradesh.
References:
- Earl R. Zack, – An Integrated Approach to Management Development‖, Personnel, September –October, 1961, p.51.
