Function and Role of Managers

7/28/2019 Function and Role of Managers

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Managers/administrators Consultants

Designers of learning experiences, and

Instructors.


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Adult Learning Understanding Organization UnderstandingCareer Development Knowledge Project Management Skill

Computer Competence Coaching Skill

Electronic System Skills Feedback Skill

Industry Understanding Negotiation Skill

Facilities Skill Group Process Skill

Organization BehaviorUnderstanding

Presentation Skill

Objectives Preparation Skills Questioning Skill

Subject Matter Understanding Relationship Building Skill

Training and Development Theories

and Techniques Understanding

Organization Development Theories

and Techniques Understanding

Research Skill Writing Skill

Performance Observation Skill Information Search Skill

Business Understanding Intellectual Versatility

Cost-Benefit Analysis Skill Competency Identification SkillDelegation Skill Self-Knowledge


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planning, organizing, directing, andcontrolling

What the training needs are?

What training initiatives will be provided? Setting the dates and locations for programs,

determining the length of the training day,deciding whether enrollments should involve

trainees from many departments andlocations or from homogeneous groups.


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First, it serves as a day-to-day reference in making thoseinnumerable "sub decisions" that arise for managers inboth the T&D and client departments.

Next, it provides a useful checkpoint for renewing andredirecting the training activity from time to time.

It can be a useful planning document. It becomes a valid checklist when the T&D manager

evaluates the contributions and performance of his or herdepartment.

Above all, a written statement of T&D policy helps allmembers of the T&D department function in ticklishmoments! Perhaps the issue of "Why?" or "Why not?" or"What shall we do?" hangs heavy over a discussion with aline client. The written policy can explain, clarify, andsolidify organizational values. Even if it doesn't provide theprecise detailed answers needed at the moment, it cangive guidance and suggest actions.


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Identify the people related problems. Arrange the solution of the problems.

Human performance can be /cannot be a

issue. Training may be a solution.


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Getting at real facts about performanceproblems;

Uncovering and responding to feelings, whichmust also be listed among the facts of the

problem; Matching appropriate, effective solutions to

specific problems rather than invariablyrecommending a pet remedy such as training orOD or a pet method such as role-plays; and

Locating specialists who have skill in training,feedback, contingency management, jobengineering, and organization development.


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Needs assessment Instructional methods linked with learning

styles Cognitive or mental skills, Psychomotor skills,

affective domain


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knowledge, experience, and a value system oflearning/teaching methods

Issue of transfer of training

Conditions before and after the training


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Delivery agent It implies skill in two-way communication and

flexibility, spontaneity, empathy, compassion

Now we more concerned with facilitatinglearning in others

What degree of stress, responsibility, aversiveconsequences, and control?


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Function and Role of Managers