Discussion Replies: Management Development and Organizational Development

Question 1: Why is it important for an HRD practitioner to understand managerial roles and competencies? How are these assessed? How is the information used as a needs assessment is designing a management development program?

Literature and research on management do not provide an accepted model that describes what managers do, how they do it, and the KSAOs required (Werner, 2022). Organizations operating in the present day are facing challenges that organizations forty years ago did not face (Werner, 2022). Research from the past is not completely futile, as organizations must understand relevant information from the past and then apply and incorporate the research into their own organizational environment to match the culture, goals, strategic plans, strengths, and weaknesses of the company (Werner, 2022). However, to develop a relevant management development strategy, a human resource development professional must first understand the roles and competencies that are required of managers today. Managerial responsibilities are different in each individual role, as they vary between industries, departments, cultures, personalities, and objectives (Werner, 2022). Additionally, virtues such as justice, fairness, care, and integrity are critical pillars of leadership that are left out of the popular spotlight when promoting good managerial styles (Newstead et al., 2020).

Managerial roles and competencies are assessed using a variety of models, including the characteristics approach, job description, and integrated competency model (Werner, 2022). Research regarding the role of a manager has been grouped into categories describing how to perform the job, the role served, and how competencies relate (Werner, 2022). Each model has strengths and weaknesses and should be evaluated together to understand the complexities of managerial role experience. Managing people requires more than simply completing tasks, it is more like performing art than science (Werner, 2022). Because managing is complex, multifaceted, and integrated (Werner, 2022), no specific algorithm or equation equals excellent leadership. Instead, a leader must be able to accomplish a variety of functions, including evaluating the needs of the team, being equipped with emotional intelligence, managing employee relations, igniting enthusiasm and purpose, and directing goals and vision (Werner, 2022). By understanding the complexities of management, HRD professionals can create a program that develops the manager holistically, create programs that generate ongoing value and create sustainable purpose, relate program components to other managerial competencies, and promote an individual manager’s strengths (Werner, 2022). A needs assessment is critical for an HRD professional to develop valuable training for management (Werner, 2022). A needs assessment provides context for the training’s environments, timing, type, and audience (Werner, 2022).  

Proverbs 11:14 proclaims, “For lack of guidance a nation falls, but victory is won through many advisers” ( Biblica, 2011). Leadership is a fundamental principle in business. A manager who embodies leadership characteristics and virtues will make a long-lasting impact on the organization. Human Resource Development professionals have the opportunity to create training programs to mature and evolve managers into leaders that create positive change in their teams and in the organization furthering goals and objectives by promoting fundamental virtues (Newstead et al., 2020).

 

References:

The Holy Bible: New International Version. Biblica. (2011).

Newstead, T., Dawkins, S., Macklin, R., & Martin, A. (2020). The virtues project: An approach to developing good leaders. Journal of Business Ethics, 167(4), 605-622.  https://doi.org/10.1007/s10551-019-04163-2 Links to an external site.

Werner, J. (2022). Human resource development: Talent Development (8th ed.). Cengage.