Explain specific ways that management development can be/is linked to organizational performance and improvement.
Please discuss the strategic purpose of management development (MD). In your opinion, what are the top three strategic issues facing HR practitioners today in relation to management development and, in turn, organizational performance and improvement? What role can management development play in facilitating practical solutions to these strategic issues?
In the management development process, the different manager in the company intends to improve their skills and expertise to enhance the visibility of their contributions to the organizational success. Different management functions such as leading, organizing, controlling, and planning are to be evolved into an organization to streamline the contribution and development of the management. The development of the management can streamline some key plans along with remarkable control, which create a positive impact on the overall performance of the organization (Cummings, 2008).
In this modern business era, HR practitioners are facing different issues regarding the management development. For Instance, There are a few candidates, which are to be developed in the company. Thus, it seems tough to allocate or utilize big resources in the training and development process. Another issue is the time, as the management development may take years to gain some results. Manager’s mobility is also in the limelight, which is another issue for HR practitioners (Cummings, 2008).
Thus, it is difficult to sustain the business performance and improvements due to these issues. Different trends are emerging in the business environment, and due to lack of stability of managers in companies, the business cannot be improved (Henderson & Boje, 2015 ).
The management development can play its role top face these issues and direct some changes to improve the business performance. The big strategic change that can be enhanced in companies is the employee retention for a long run. Making employees, leaders of the future of the company is the big strategic initiatives, which is fruitful. Furthermore, another issue is to restructure the company to make managers assertive in learning and development process. These are some practical solutions, as far as the management, development and its alignment with the business improvement and performance is concerned (Henderson & Boje, 2015 ).
References
Cummings, T. G. (2008). Handbook of Organization Development. SAGE.
Henderson, T., & Boje, D. M. (2015 ). Organizational Development and Change Theory: Managing Fractal Organizing Processes. Routledge.
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