1. Management Development

2. Manage Human Capital to measure and improve performance in the workplace

3. Every Manager is HR Manager. Management Development

4. Human Resource Functions  Training & Development  Organization Development  Career Development  Organization & Job design  Human resource Planning  Performance Management system  Selection and Staffing  Compensation Benefits  Employee assistance and Relations  Research and Information system

5. HR Results  Productivity  Quality  Innovation  Fulfillment  Readiness to change

6. Methods to Measure  360-degree profiling  Organisational surveys  Blended learning  Psychometric testing  Team devleopment

7. What to measure  How well do individuals in customer service roles perform today?  How do individual departments in the company fare when compared with each other?  How does the organisation look when analysed alongside the best practices of other companies and industries?

8. What to measure  Management Competency Assessment™  Leadership Benchmark  Organisational Readiness Indicator  Customer Relationships  Writing Effective Performance Plans

9. Management Competency Assessment  The Management Competency Assessment™ profile is a 360-degree developmental profile that provides managers with the opportunity to gain feedback on five aspects of management practice:  Setting Goals and Performance Standards  Coaching  Assessing Performance and Providing Feedback  Providing Recognition and Rewards  Managing for Continuity of Performance

10. Leadership Gain feedback on how well they have established the four leadership conditions with the people they must lead and influence. Develop a personal leadership plan to address each of the four leadership conditions, i.e. how they will establish:  A shared understanding of the environment in which the organization is operating  A shared sense of direction  A shared set of values and a feeling of team  A shared feeling of power

11. Leader Vs Manager  Leader Do the right thing  Manager Do the thing right

12. HR functions  Information Management & Basic transactions  Providing fruitful services  Coordination of efforts & improve productivity  Development of competitive advantage thru talent  Develop solutions to strategic business problems and opportunities

13. Organization Development  Vision & Mission  Values & Culture  Objectives  Strategy  Measurement  Target  Initiative  Innovation

14. Culture  Three Layers 1. Simple symbols and Language 2. Behavior and Habits 3. Shares underlying assumptions and core values of the group

15. Talent Management  Attract talent  Retain Talent  Develop Talent  Attain Growth Organization People

16. Readiness for change  Setting Directions Create the future Give employees a sense of meaning in their work Enhance on strategic thinking Increase Performance Enhance commitment

17. Monitor

21.  Assess their competencies and chalk out learning objectives  Teach all you know; You will learn in the process  Show the way; You will be refreshed  Show the career path; Don’t promise any fast-track  Don’t use mentorship to extract more work or get personal favors Manage for development; Not performance alone

22. Management Development 1.Builds effective and responsive interpersonal relationships. 2.Communicates effectively in person, print and email. 3.Builds the team and enables other colleagues to collaborate more effectively with each other. 4.Understands the financial aspects of the business and sets goals and measures and documents colleague progress and success 5.Knows how to create an environment in which people experience 6.positive morale and recognition and employees are motivated to work hard for the success of the business 7.Leads by example and provides recognition when others do the same A good and successful manager