RIZAL TECHNOLOGICAL UNIVERSITY

COLLEGE OF BUSINESS, ENTREPRENEURSHIP AND ACCOUNTANCY

BSBA MAJOR IN HUMAN RESOURCE DEVELOPMENT
MANAGEMENT (HRDM)

EMPLOYEE
AND
MANAGEMENT DEVELOPMENT
(Written Report)

Submitted by:

Joseph Michael Aseron

Maricar Brila
Stephanie Kim Lorilla
Ma. Isabel Navarroza
Juliana Mae Saligbon

PCBET-17-704E

Wednesday (5:00 – 8:00 PM)

1. Development and Employee Development

Employee development

• Individuals in an organization form its vital resource and must be valued, nurtured and
retained. Employees are the most valuable assets and truly the backbone of an
organization. Every employee in his/her own way contributes towards the success or
failure of an organization. Without employees in an organization, even the most powerful
machinery with the latest technology would not function. And of course, Employees
should not treat their organization as a mere source of earning money. Remember, your
job is not just to come in the morning, leave in the evening and receive your paycheck.
On the other hand, employers should not treat their employees as slaves. Employers
must invest their time and resources in training and developing their workforce for them
to become indispensable resources later on. Employees should be developed and
prepared to face even the worst situations. And that is why Employee development is a
joint initiative of the employee as well as the employer to upgrade the existing skills and
knowledge of an individual. It is of utmost importance for employees to keep themselves
abreast with the latest developments in the industry to survive the fierce competition.
Believe me, if you are not aware of what is happening around you, even before you
realize you would be out of the game.

As they say there is really no age limit for education. Upgrading knowledge is
essential to live with the changes of time. Employee development goes a long way in
training, sharpening the skills of an employee and upgrading his/her existing knowledge
and abilities. In a layman’s language, employee development helps in developing and
nurturing employees for them to become reliable resources and eventually benefit the
organization. Employees also develop a sense of attachment towards the organization
as a result of employee development activities and that is why this one of the important
parts when it comes to planning a good development plan for the organization.

• Organizations must encourage their employees to participate in employee

development activities. Employees also must take skill enhancement or employee
development activities seriously. Do not attend trainings or other employee development
activities just because your Boss has asked you to do so. Don’t just attend trainings to
mark your attendance. You just cannot use same ideas or concepts everywhere.
• In the long run, it Enhance your skills with time. Employee development can also be
defined as a process where the employee with the support of his/her employer
undergoes various training programs to enhance his/her skills and acquire new
knowledge and learnings. Every organization follows certain processes which not only
help in the professional but also personal growth of an employee. Employee
development activities help an employee to work hard and produce quality work.

2. Management Development

Management Development

• Management is distinguished as the level of supervision between the rank-and-file

employees and organizational leaders. Residing between effective leadership and
efficient employees, effective managers are critical to organizational success. Different
 paths to becoming a manager exist—either through the ranks or through outside
accomplishments. Managers must have certain knowledge, skills and abilities (KSAs) to
be able to achieve organizational goals and engage employees.

Lacking these KSAs, managers will need basic or advanced training, depending on their
place within an organization. The training of managers should be an ongoing process,
even as managers become proficient at basic levels of business acumen. All managers
should be concerned with management development—in terms of both their own and
their subordinates' advancement.

• Management development is the systematic process of creating effective managers.

Managers' critical function is to translate leadership and shareholder objectives into legal
and effective actions to achieve those objectives. In doing so, managers act as
facilitators and problem-solvers.

Managers may receive inspiration and direction from leaders. Yet managers are
charged with the application of aspirational and strategic principles to the day-to-day process
of getting the job done, done right and done efficiently.

Management development is simultaneously rigorous, academic and practical. An

organization's approach to management development should include a variety of techniques
to constantly build on a manager's existing KSAs. Examples of major areas in which managers
should be competent are:

▪ Recognizing and accepting people's individual behavioral differences.

▪ Verbal and nonverbal communication.
▪ Conflict management.

Usually, managers can benefit greatly from formal training in one or more of these
foundational areas. Often, managers come out of the rank-and-file, having distinguished
themselves in individual contributor roles in the organization. Others come into an
organization already at a management level, with college degrees in business administration
or a management-level job with a previous employer. Occasionally, a manager demonstrates
more than just managerial competency and becomes an organizational leader. Management
development is concerned with enabling managers from any level to become more effective
managers and to advance within organizations.

3. Management Development Approaches Which Work

Management development is the largest workforce consisting of teams, leaders or
known as managers. Management development serves as a guide or help for their growth
and also improvement. The reason why manager needs to be nurture are because if the
 managers fail to their duties, it will cause ranting customers, dissatisfied employees,
incompetent management and lack of leadership that can damage the companies reputation
and work attitude.

4. General Overview of the Managerial Job

So here is the management development approach which work:

A. Training - This is the initial part of any management development program. There are two two types
of training which are on the job training and off the job training. In the on the job training, it means
the manager was training at the same time doing his day to day activities. In off the job training, it
means they will invest their time out of their current daily task to learn needed skills. So usually
major companies have teams to develop their training on and off the job. As for the training period,
it depends on him. It depends on the training and it can also be one day or months. So it really
depends.
B. Job Rotation - It means moving the manager from department to department, what is the purpose?
It's simple to broaden the understanding of all parts of the business and to test their abilities. Job
rotation is a way to train managers to be open to new, unfamiliar challenges and also unexpected
happenings. Job rotation is good because they will be exposed to different departments and tasks.
Knowledge will expand and skills will be increased which can be called upskilling and reskilling.
Upskilling refers to an employee learning additional skills to be better equipped to do his/her job.
While reskilling refers to an employee learning a new set of skills in order to perform a different job.
That's one of the benefits of job rotation. If someone manages a brand, they can rotate their job
into a sales position to attend clients and understand their needs.
C. International Transfer - when it comes to work, this international transfer aside from the benefit
the company will get here, how? when an employee goes on an assignment in a new location, they
will transfer their unique skills and knowledge to a new location. This is a great way to bring new
ideas, knowledge, and perspectives around the world within your company, making it stronger.
When it comes to employees, specifically managers, they can also benefit from this. How? it has a
positive impact on employees' lives and careers. Those who've been on international assignments
are usually more engaging, better team players, higher performers.
D. Coaching - it is a process where a senior person usually trains a learner achieving personal and
professional goals. They have similarities in training, but when you analyze it and train the
professional as a whole, including personal aspects of the coaching. This coaching process is a mix of
mentorship and training
E. Mentorship program - this program is based on senior managers helping the new ones. We know
that managers are the frontline of the company. They have a significant impact on many aspects of
the company, including areas like recruitment, employee retention, and even business outcomes.
But there are managers because especially the new ones, they are just new managers, they don't
maximize the potential they have, because they lack tools or support. That's why this mentorship
program is included in the approaches. Because through this mentoring program, it helps to
increase skills for the job, boost confidence, and improve their work quality. This not only sets the
managers up for success but also leads to significant benefits for the company.
F. Academical Program - it considered the least practical part of the process, but no management
development program is complete without it. What is the greatest benefit of it to managers? It
teaches managers the most up to date knowledge.

This is a general overview of the managerial job.

A. PLAN = This is the main role of managers, is to develop a plan to meet the goals and objectives of
the company. This involves allocating employee resources and delegating responsibilities, as well as
setting realistic timelines and standards for completion. This is where the actions to be taken and
how to get there are determined (which is the company's goals). Example − There is a new project,
how to start, human resource required, etc., everything should be planned.
B. Implement = so after the planning, this is the next step, implementing the plan. This is where a
decision will be made on how to best implement the plan. As for organizing, it involves deciding how
the organization will be structured (by departments, matrix teams, job responsibilities, etc.). It also
involves assigning authority and responsibility to various departments, allocating resources across
the organization, and defining how the activities of groups and individuals will be coordinated. Here,
the manager needs to synchronize and make sure if everything is going according to the plan. It
seems that everything that happens, or will happen is according to the plan because if not, then of
course the manager, he has to find the issue why the implementation and make it work as planned
is not according to the plan.
C. Direct employee = this is the most important of the manager's job duties. Since they are the ones
who lead, this includes directing or guiding the employee. This is one of the most important
responsibilities of the manager, to guide and direct the employee in all situations, why? to avoid
conflicts and delay in tasks. Manager has to lead the employees so that they can get a clear idea
about what is to be done and how to do it. For example: a team in the department, they need a
leader to look after every task they do, completed, in process or aborted.
D. Monitor goals = this is called follow up. After the planning, implementing the plan and directing the
plan, this is the follow up that is the responsibility of the manager. Why do they need to monitor or
follow up? to ensure that the plan is carried out in a way that its accomplishment is assured.
E. Evaluate goals, employees, & resources=Review and assess the success of the goal, the plan, and
the allocation of the employees and their resources using solid, reliable measurements.

5. Characteristics of A Good Manager

Manager - is a professional who takes the leadership role in an organization and manages a team
or employees.

In order to be a good manager, there are certain skills that a manager should possess which are
the following:

● Leadership Skills - it is the capability to lead a team which includes tasks like overseeing
processes, delegating tasks among employees and guiding the employees in achievement of
organizational goals assigned to them.
● Professional Experience - having a background or experience and enough knowledge and
skills in leading a team.
● Communication Skills - being a great communicator towards their subordinates by
considering proper choice of words when communicating and distributing information or
details needed to be complied with by the team.
● Goal-Oriented - setting goals is more likely putting direction to every plan or project assigned
to the team. When establishing goals, put in mind the SMART Strategy which stands for
Specific, Measurable, Achievable, Realistic, & Time-bound.
● Positive & Inspirational - A manager should be optimistic in how they see challenges that
every organization encountered along the way, he or she can see it as an opportunity to grow
and expand their expertise and be an inspiration towards their subordinates by empowering
them by engaging them to more activities that the team is assigned to.
● Emotional Resilience - Managers should be emotionally stable, they can work under
pressure and think straight on how to address or resolve the problem.
● Empathy & Sensitivity - Managers must develop this soft skill which is being able to
empathize towards their subordinates’ feelings and be sensitive enough about their
employees’ overall well-being.
● Listening Skills - Managers must be able to fully digest or understand every detail that needs
to be understood and ability to accept feedbacks, opinions and constructive criticisms coming
from their subordinates.
● Conflict-Resolution Method - In every organization, encountering disputes or conflicts
between employees are inevitable because they are widely different with each other in terms
of attitudes, behaviors, perspectives, and etc. so the main responsibility of a manager is to be
a peacemaker between the employees involved with the issue and start to clear things out.
● Decision-making Skills - A manager must be able to make decisions for the betterment of
the organization but whenever making decisions make sure to identify first the critical factors,
assess or evaluate all the available options, ability to foresee future outcomes and last is be
responsible enough in facing the risk inclined with the decision that you’ve made.

6. Integration Strategies

These strategies are being used by every company to gain competitive advantage, explore
new areas of the market and have full access or control in every operation or processes that a
company has such as production or manufacturing processes and distribution processes.

Two types of Integration Strategies

● Horizontal Integration - wherein merging and acquisition will enter in this discussion,
whereas when we say merging, it is more likely having a partnership with other companies
while acquisition is buying a company or brand to be your own brand or company. Companies
use this strategy to gain competitive advantage and explore new areas of the market.
● Vertical Integration - Companies use this kind of strategy to have full access to
manufacturing or production process and distribution process, not relying too much on
external contractors.

3 Subtypes of Vertical Integration

● Forward Integration - The company acquires or has full access to the distribution processes.
● Backward Integration - The company controls their supply chain of raw materials or
production/manufacturing processes.
● Balanced Integration - The company acquires both of the manufacturing and distribution
processes.
7. Management Characteristics

• Universal: All the organizations, whether it is profit-making or not, they require

management, for managing their activities. Hence it is universal in nature.
• Goal-Oriented: Every organization is set up with a predetermined objective and
management helps in reaching those goals timely, and smoothly.
• Continuous Process: It is an ongoing process which tends to persist as long as the
organization exists. It is required in every sphere of the organization whether it is
production, human resource, finance or marketing.
• Multi-dimensional: Management is not confined to the administration of people only,
but it also manages work, processes and operations, which makes it a multi-disciplinary
activity.
• Group activity: An organization consists of various members who have different needs,
expectations and beliefs. Every person joins the organization with a different motive, but
after becoming a part of the organization they work for achieving the same goal. It
requires supervision, teamwork and coordination, and in this way, management comes
into the picture.
• Dynamic function: An organization exists in a business environment that has various
factors like social, political, legal, technological and economic. A slight change in any of
these factors will affect the organization’s growth and performance. So, to overcome
these changes management formulates strategies and implements them.
• Intangible force: Management can neither be seen nor touched but one can feel its
existence, in the way the organization functions.

Precisely, all the functions, activities and processes of the organization are
interconnected to one another. And it is the task of the management to bring them together
in such a way that they help in reaching the intended result.

8. Management Development Implications

Management Development needs to address the following:

A. An understanding of Context
1. Clarification of Organization's situation and Strategy to cope with it.
2. How various units fit in it and how training is related.

B. Self-Awareness and Diagnostic Skills

1. Manager's ability to understand cause and effect relationship between their behavior and
reactions.

C. Managerial Person Analysis

1. Multi-source feedback (360 degree feedback)
2. Use only for development not for formal Performance Appraisal.
9. Sources of Knowledge/Skills Acquisition

Knowledge - knowing something with familiarity gained through experience or association.

A. Tacit knowledge - exists inside the heads of your employees. It comes from experience
learned on the job and can be difficult to articulate or express. It takes the form of
personal wisdom, intuition and insights.
B. Explicit knowledge- can be formally documented and shared.

10. Training for Corporate Executive

Corporate leadership also inspires managers, supervisors, and employees with a growth
mentality. It sets goals integral to the corporate culture that encourage innovation and avoid
stagnancy and complacency.
Corporate leadership is comprised of the executives and managers who run a company.
It occurs when a company foresees ultimate success from the strong leaders that run its
daily operations. Leaders themselves are responsible for effectively managing the
company's resources, working with advertising teams and inspiring others to do their best
work