Executive Development

By organisational climate we refer to the manner of managing business which lays stress on the development and growth of people at all levels through guidance, training, counselling, delegation and communication. The growth process is largely influenced in the home environment of the company by the way superiors and peers manage, the way they treat people, how they delegate, how they advise, coach, communicate and train, how they encourage ideas, initiative and enterprise, how they provide opportunities to experiment and test new concepts, tools and techniques, how they project goals, policies and philosophy.l The success and effectiveness of executive development depends largely on the organisational climate obtaining in the private sector organisations. It is necessary to emphasise that the most critical input in the growth process is the home environment of the company and organisational climate just as in the development of a child, his home environment and the conditioning received at home are of paramount importance. It is well articulated that 90% of a person's growth takes place on the job as a consequence of his interaction with his peers, superiors and colleagues. Our interrogation in this respect was : Do you believe that there is proper organisational climate for the development of people? The general pattern of response from our sample private sector organisations is that there is a conducive organisational ## Planned Management Succession System There is a planned management succession system in 3/4 of the sample organisations (9). There is a continuous review and effort at planning who is to succeed whom and prepclring them for the succession system. Even the other 3 organisations are thinking about this sort of succession system. The top personnel executive of one of these organisations shared his problem: ''There are positions, which could cause trouble if something were to happen to the incumbent. In the case of the very top positions there is some effort to find suitable successors but not many in other areas. Of course we have a general strategy to replace the older people, who have grown with the company, with more competent young professionals." So far our study has dealt with the response of top management to policy matters and they came from our personal interviews with the chairman, vice-chairman, Managing Director, General Manager, Assistant General Manager, Personnel Director, Chief Personnel Adviser of the sample organisations. Now we shall turn to more specific issues of executive development where the responses came from the Personnel Directors, General Manager, Assistant General Manager, Chief Personnel Adviser, Chief of Pesonnel and Organisation Development, Personnel and Industrial Relations Manager, Training Adviser, Manager, Management Development, Training Managers, Executive Development Officer, Management Planning Officer, Chief Personnel Officer. Management Development Co-ordinator. The responses arc concerned with all areas of executive development. But let us begin at the beginning and proceed to a discussion of executive resources planning. ## How to Compute Manpower Forecasting? To compute manpower planning for a particular period, we should know the (i) demand of different skills in that forecast period, and (ii) how to supply these skills. Probation: Management Trainees are on probation of one year. This period may be extended, if deemed necessary, by further 6 months. During probation a Trainee is paid an all-inclusive consolidated stipend which vary from Rs .. 1,000-1,200 depending on the Trainee's previous qualifications, experience and background. He is not eligible for any Company benefits except casual leave of ten days in a year. If there is a single factor, which is the key for unlocking the forces of economic growth and creating wealth of nations not only in the less developed areas of the world but also the developed nations chasing the dream of globalisation, liberalisation and individualisation in view of the bursting Dotcom bubble and internet burn rate in the world, it is management. What is holding back is the scarce resource of Executive Talent, not only in India but also in the U.S.A., Japan and Europe. The current volume will endeavour to : Throw light on and promote better understanding of executive develop