hr - developing managers

Complimentary Webinar Slides:

HR – Developing Managers

4th March 2014

Joanne Vose

© The Business Springboard Limited 2013

A little bird told me….

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Business Savvy, Training Know How

About Your Presenter Joanne holds an MA in Human Resource Management, is a fully qualified Member of the Chartered Institute of Personnel & Development and is a qualified NLP Practitioner. With considerable experience in people management and training interventions, Joanne’s consultancy and training is valued by her clients for her practical and business orientated approach, providing a complete people management solution to support organisational goals.

Joanne delivers a number of modules for The Business Springboard, including The 4D Manager and the Leadership & Management Development Programme, both of which are recognised for progression to further education.

In addition, Joanne co-presents our HR – Law & Practice seminars, giving legal updates and practical advice on people management developments and issues.



Disclaimer & Copyright

These materials are designed solely for the use of participants on our courses. These materials shall not be copied or reproduced in any format whatsoever without the prior consent of The Business Springboard Limited.

The content of these materials does not constitute advice tailored to any participant’s specific needs and to the maximum extent permitted by applicable law, The Business Springboard or any of its employees or associates shall not be held liable for any direct, indirect or consequential loss or damage arising as a result of use of these materials.



Welcome

The importance of developing managers

Identifying development needs

Developing an action plan

Ensuring development is sustained and does not go

into regression

Promotions & succession

planning

Questions & Answers



Why Do We Need Managers?

“Organisations with a more qualified

management workforce and a dedicated

programme of management development

perform better and have more

sophisticated and higher quality produce

market strategies.”

BIS 2012



Research by CMI

Published in 2012 by the Chartered

Management Institute and Penna

Found significant links between the ways

in which employers implemented

management & leadership development

activities and their overall organisational

performance

Direct link between cost of management

development and organisational profit



But How Does it Make A

Difference?? Improved business performance

Commitment of senior leaders associated

with 21% increase in people performance

Improved employee performance

Employee wellbeing

Employee engagement

Employee attendance



The consequences of poor

leadership and management

Arguments for improving leadership and

management skills are compelling

Consequences of not addressing these

issues are equally stark

Poor leadership and management can

erode business profits and ultimately

contribute to business failure.



So Why is it Often Neglected?

Presumptions

Priorities?

We are all individuals

Requires soft skills

Financial investment

It’s not easy!



The Importance of Developing

Managers

Invest in their development to bring

company benefits

It’s reflected in the bottom line!

Grow managers who will then grow their

team

It makes good business sense!

The business will gain a return

Motivate, engage & retain



Identifying Development Needs

As we identify practical development

needs, we can also identify management

development needs

Part of appraisal process

Identify across organisation for

management team – consistency

Look at soft skills too



Developing an Action Plan

Goals

Prioritise

Meeting SMARTER objectives

Time bound

Measure

Review

Where obtain training from?

External, internal, coaching & mentoring etc



Sustained Development

How we will ensure development is long-

lived?

Ongoing support

Continual review of objectives

Motivate, reward & consequences

Planning for future

Encourage innovation

Development framework



Promotions to Management

Does the candidate have the skills

needed for the role?

Are they able to manage a function?

Are they able to manage people?

Training Needs Analysis

Structured development plan

On-going support



Succession Planning

Where will you go and who will step into

your shoes?

Managing people is a whole new skill set

Don’t be afraid!

Part of HR strategy

Key for motivation & retention



Summary

To even stay still in the business world

we must develop our managers

Managing processes & managing people

Identify skills and needs, bring together in

an action plan

Think of consistency throughout the

organisation

Monitor, engage, review, support



Questions & Answers



HR Law & Practice

Need to keep up to date with employment law?

Want expert advice on how to put the latest

employment law into practice?

HR: law & practice is a year round resource for

HR professionals. Our programme of regular

employment seminars and interim updates

bring you an essential combination of legal

expertise and practical advice.

Join our breakfast seminars in Leeds or

Newcastle – ask for details!



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