MANAGEMENT TRAINING NEEDS ANALYSIS
 

One of the best 360Ί training needs analysis instruments available! Tells you how much additional training a manager or supervisor is perceived to need in order to be fully effective on the job. A 48-item questionnaire, the Management Training
Needs Analysis covers 12 essential management practice and supervisory skill dimensions.

• Leadership                       • Performance Mgt.
• Training                            • Problem Solving
• Human Relations              • Planning & Organizing
• Motivation                        • Work Assignments
• Communication                • Time Management
• Discipline & Control          • Counselling

This assessment obtains perceptions from 4 organizational levels (self, superior, subordinates peers). Convenient -scoring format shows  you graphically  and quickly how we spot training needs. Excellent for first level supervisors through upper
middle management.

This program helps to weed out the impostors ( managers who you would be wasting your time and money training.

When a manger is missing the mark they impact on more people than one would imagine. It is for this reason that this analysis is done with 4 interest groups or stakeholders, The manager him/her self, their superior, the peers and subordinates.  This is the corner stone of any successful management team, to quote an old clichι, you are only as strong as your weakest link.

When you review the two actual scores below you will find that these are two completely different managers.  One ( the manager on the right)  has an average score at 40 or better. This would indicate that the manager not only would benefit from more training in certain areas but that training money would be well spent. The score would indicate that the manger has the basic skill sets on which one would be able to develop more skill sets.

The manager  on the left, is struggling in every category, this manager may do better with a different organization. The profile of this managers department would be:

• More employee concerns;
• This manger requires more follow-up on projects;
• Department just has more problems;
• Staff development is behind other departments;
• Employee surveys show staff unrest;
• More staff turnover in this department;
• More peer to peer problems