Training for Management

Training for management is important for new and future managers. The training gives an added edge to their management skills. However, it is important to understand the basics of training for management so that you know what to expect from your management training.

Training for management was primarily designed for managers to help supervisors who were experts in a particular filed, to enhance their people management skills. The importance of human relations and a need for improvement was more acutely felt during unionization. Managers did not know how to keep their staff motivated and employees never felt appreciated. There was a very direct link between manager/employee relations and company profits, hence the need for training for management.

Managers were required to handle a whole of things and not just look into day-to-day work and sales. Their responsibilities included proper handling of people’s issues, smart delegation of responsibilities and training employees. This is precisely why companies and universities started teaching and training for management by incorporating real life experiences and situations with classroom knowledge, and then trying them on field. This helped the initiators of training for management understands what works and what will not. For instance, strategic operations management worked, whereas, authoritarian model of management was ineffective and was excluded.

Training for management can include many kinds of programs depending on the skill set required by the managers of a company. The three fundamental kinds of training for management models include the authoritarian model, the paternalistic model and the egalitarian model.

Egalitarian, as the name suggests, incorporates ‘a holistic view of training both supervisory as well as non supervisory employees’. The egalitarian model is the most dominant model in business today. This model helps managers to understand their company, its product patterns and lines, how they are used. They also learnt to calculate company profits. This way managers were more interested in their jobs and hence, more productive and happy.

Training for management programs have now introduced quantitative measurements as the core of their learning process. They explain the link between each employee’s earnings into the company's productivity figures. Managers receive training on creating a positive, democratic and participative work environment where they seek employee ideas and suggestions and apply them in appropriate situations. Training for management includes courses and workshops to prepare managers on facing a wide array of challenges involved in supervising people and managing systems and projects.

All good companies, big or small, provide training for management to their new managers before promoting them to handle business. With management gurus packaging and reformulating their philosophies and programs, the training for management process is getting more streamlined and professional. Companies with no proper training in management run the risk of being sidelined from competition in the global marketplace. Training for management trains to treat their employees with respect and earn the best revenue.