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2017 corporate middle and senior managers training program

2017 corporate middle and senior managers training program

  • Categories:Company News
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  • Time of issue:2022-01-22 15:29
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(Summary description)The middle and senior managers of an enterprise generally refer to the general manager, deputy general managers, heads of various departments, senior technicians, and personnel designated by the general manager. promoters, promoters. The quality and management level of the middle and high-level managers are directly related to the execution of the enterprise and to the survival and development of the enterprise.

2017 corporate middle and senior managers training program

(Summary description)The middle and senior managers of an enterprise generally refer to the general manager, deputy general managers, heads of various departments, senior technicians, and personnel designated by the general manager. promoters, promoters. The quality and management level of the middle and high-level managers are directly related to the execution of the enterprise and to the survival and development of the enterprise.

  • Categories:Company News
  • Author:
  • Origin:
  • Time of issue:2022-01-22 15:29
  • Views:
Information

Project background introduction:

The middle and senior managers of an enterprise generally refer to the general manager, deputy general managers, heads of various departments, senior technicians, and personnel designated by the general manager. promoters, promoters. The quality and management level of the middle and high-level managers are directly related to the execution of the enterprise and to the survival and development of the enterprise. When the scale of the enterprise gradually expands or the enterprise stagnates, it is necessary to rapidly improve the management capabilities of middle and senior managers to drive the growth of the entire team. In real work, most of the middle and senior management personnel have not undergone professional management training. Many people go directly to management positions from business or technical backbones. They rely on exploration to accumulate management experience, and they will also cause mistakes due to lack of basic management knowledge. The cost to the business of time, money and opportunity. The low level of middle and high-level management teams has become a bottleneck for the development of many companies, which makes it difficult for companies to achieve even though they have good strategies. We are now customizing training programs for middle and senior managers for client companies to enhance the management capabilities of middle and senior managers and achieve rapid development of client companies.

1. The training object

The management personnel above the supervisor level of the client company, including the senior technical personnel who undertake part of the management responsibilities.

2.Training purpose

Through this training, the middle and senior management of the client company will gain the following benefits:

1. Understand the true meaning of being a leader;

2. Understand the qualities and abilities that an excellent leader should possess;

3. Master the ability of system thinking, know how to plan and arrange the work of the department, and carry it out in an orderly manner;

4. Improve the coordination and communication ability between superiors and subordinates and various departments;

5. Learn to organize management, team building, make rational use of human resources in this department, and optimize allocation;

6. Improve leadership skills such as goals, planning, time, execution, and control, thereby improving the overall efficiency of the team;

7. Improve the ability of effective authorization, let employees and managers act together, and improve team combat capabilities;

8. Improve personal leadership, have personal influence, inspire the team, and support the company to achieve the overall goals.

3.Training needs analysis

The demand analysis on the training of middle and senior managers is mainly carried out through three aspects:

1. Strategic and Environmental Analysis

Mainly by analyzing the company's development plan for the next three years, the company's development requirements for middle and senior managers are obtained, and the training focus of middle and senior managers is summarized.

2. Job and task analysis

Mainly through the analysis of the qualification standards of middle and senior managers, the company's requirements for middle and senior managers in terms of project/task execution ability are obtained, and the training points are summed up.

——The ability (quality) model of middle and senior managers

Management jobs are the largest job category studied by quality model experts. Because management jobs are very common and important, they have received more attention than other job categories in the study of job competencies. Foreign experts have obtained a general quality model applicable to all managers through extensive statistical analysis and in-depth research. They found that a qualified manager must possess the following 11 qualities (see Figure 3-1), otherwise it is difficult to become a qualified professional manager. Among them, the basic requirements: organizational awareness, relationship building, professional knowledge. The management personnel quality model mentioned here is relatively general, and cannot be 100% applicable to all enterprises. In the actual application process of enterprises, the model should be appropriately revised according to the cultural characteristics and actual conditions of the enterprise, so as to obtain the conclusion that the enterprise Your own personalized model of managerial qualities.Middle and senior managers training design framework

Figure 3-1 The competency (quality) model of middle and senior managers

3. People and performance analysis

Mainly by analyzing the performance evaluation reports of middle and senior managers, summarizing the common problems reflected in them, and formulating targeted training and improvement programs.

4. Design of training courses

1. Design ideas

In order to help students learn the necessary knowledge within a limited time and budget, and to strengthen the learning effect of students, the course will adhere to the streamlined, comprehensive and effective design concept, and adopt a training method that combines lectures and coaching. By analyzing the needs of the client company's middle and senior managers training, combined with the decomposition of management dimensions, it is concluded that the company's middle and senior managers training mainly focuses on three aspects: self-management, employee management, and business management. Each management dimension has corresponding core competencies. The course will be designed for the core competencies of each management dimension.

中高层管理者培训设计框架

Figure 4-1 The training design framework for middle and senior managers

2. Curriculum setting

The training for middle and senior managers focuses on three dimensions: "self-management", "employee management", and "business management". Each management dimension has corresponding competency modules, and targeted courses are set accordingly, as shown in Table 4- 1.

Table 4-1 List of training courses for middle and senior managers

中高层管理者培训课程列表

Note: Lecture time mainly refers to the time when the lecturer explains the course knowledge, and tutoring time mainly refers to the time when the lecturer helps students formulate their own action plans, and helps students answer relevant questions in the course study.

3. Course outline

Part 1 - Self-Management

Overview:Self-management refers to the self-realization process in which managers actively master their own behaviors, emotions, and thinking, and adjust their motivations and actions to achieve predetermined goals. The self-management training module includes three knowledge modules: "role cognition", "time management" and "emotion management". By learning and mastering these knowledge, methods and tools, managers will help them develop good self-management habits, have a strong motivation to achieve goals efficiently, and lay a solid foundation for creating outstanding performance.

Course 1: Managers' role cognition and capacity building

Course benefits:

1. Deeply understand the identity meaning and identity responsibilities of managers;

2. Master the understanding of the hierarchical model, think and adjust the identity and goal of the combination with the enterprise;

3. Understand the target responsibilities and cultivate the work idea with the target as the core;

4. Understand the significance of achieving goals through the team, and increase the emphasis and investment on the selection, breeding, retention, and leadership of the team;

5. Understand the competency model of managers, think and formulate action plans to improve managerial competencies.

Course outline

1. Pre-class test of ability status

2. The role of managers

case study

Manager's responsibilities

3. Capacity building of managers

manager competency model

learning capacity building

General Capacity Building

professional capacity building

4. Develop my action plan

Organize my managerial competency model

Develop my after school action plan

5. Classroom test for knowledge mastery

Course Two: Goal-Based Time Management

Course benefits

1. A deep understanding of the relationship between time management and the achievement of personal and organizational goals;

2. Master the core method of goal-based time management to reduce the blindness and disorder of personal behavior;

3. Be able to comprehend and apply the core method of goal-based time management corresponding to the realization work;

4. Be able to form an action plan for goal-based time management.

Course outline

1. Pre-class test of ability status

2. Basic viewpoints of efficient time management

life scale

The evolution of time management methods

Why manage time based on goals

The principle of "Nine Palaces of Time Management"

Manager Growth Ladder and Time Management

The relationship between work goals and career goals

3. The core method of efficient time management

Reasons that affect the effective use time

Method 1: Value-Oriented - Spend your time on the most valuable things

Method 2: Urgent matters - make important matters important and urgent

Method 3: Formulation of emergencies - dealing with emergencies with fixed routines

Method 4: Develop good habits - gradually replace bad habits with good habits

4. Develop your action plan

Understand the origin and meaning of learning curves

Learning curve and time management method import

Develop your action plan

Share and commit to your action plan

5. Classroom test for knowledge mastery

Course 3: Stress and Emotional Management

Course benefits:

1. Understand the source of stress and the expression of emotion;

2. Learn to gain insight into emotions and distinguish the limiting beliefs behind them;

3. Master the five steps of emotional management, learn to do a good job of self-motivation and self-regulation, so as to present the best psychological state at work;

4. Practice relevant skills in class and formulate an action plan to improve emotional management ability.

Course outline

1. Pre-class test of ability status

2. Understand stress and emotions

Discussion: What pressures have you encountered in your life and work?

understand stress

understand emotions

3. Coping ideas and methods for managers' emotions

Emotion Management Model

Simple tips for self-emotional management

Skills Exercise: Stress and Emotional Processing

4. My Action Plan

Sorting out my Emotion Management Competency Model

Develop my after school action plan

5. Classroom test for knowledge mastery

Part II - Employee Management

Overview:Employee management refers to the process in which managers build influence through leadership and communication skills, help subordinates to grow rapidly and achieve excellent performance, make team members harmonious and trust each other, lead the team through a systematic method of selection, breeding, retention, and ultimately achieve organizational goals. The employee management training module includes three knowledge modules: "team management", "communication management" and "leadership". Managers mastering and applying these knowledge, methods and tools in their daily work is the only way for them to grow their teams and win success.

Course 1: Building High-Performing Teams

Course benefits:

1. From a new perspective, master the essentials of action to create a high-performance team;

2. Positioning roles, highlighting the core role of managers in team building and performance improvement;

3. Unique skills, master six key management methods to improve team performance (selection, cultivation, employment, retention, participation, evaluation);

4. Casting the soul, reflecting the distinct personality of the team spirit in the organization;

5. Shape the culture and demonstrate the clear value of the team's operation.

Course outline:

1. Pre-class team awareness assessment

2. Establish a team-centered management model

The role of the team

The Development Model of High-Performing Teams

Barriers to team building

3. The team's code of conduct and norms

4. The role structure of the team

Two functions of team members

Team skill structure

team role structure

other structural factors

Selection of team members

5. A recipe for team performance

Features of team performance management

The focus of team performance management

Procedures for establishing team performance management

Talent retention strategy under performance management system

6. Three ways to promote sustainable team growth - conflict management, shared decision-making and organizational learning

team conflict resolution

Advantages of team decision making

The power of organizational learning

7. Develop my action plan

Thinking about my team performance improvement bottleneck

Develop my team building action plan

8. Classroom exam for knowledge mastery

Course 2: Excellent Communication Skills

Course benefits:

1. Deeply understand the basic theory of communication;

2. Proficient in the communication techniques related to the communication between superiors and subordinates, peer-to-peer communication and group communication;

3. Through practice, students can express clearly and accurately, improve communication efficiency, and finally achieve a win-win communication goal.

Course outline:

1. Pre-class test of ability status

2. Cognitive communication and management communication

Workshop: What is Communication?

understand communication

Basic Mindset for Effective Communication

Manager's communication direction

3. Master the theory and technology of management communication

Workshop: How effective are their communications?

Basic Theoretical Models of Communication

Subordinate communication technology

Level Communication Technology

group communication technology

Role Walkthrough: Managing Communication Techniques

4. Develop my action plan

Organize my communication competency model

Develop my after school action plan

5. Classroom test for knowledge mastery

Course 3: The Art of Managerial Leadership

Course benefits:

1. Deep awareness of the three major capabilities covered by leadership;

2. To shape the leadership qualities that outstanding managers should possess;

3. Master the key points and related tools of leadership building;

4. Make students clear their own position and formulate an action plan to improve their leadership.

Course outline:

1. Assessment of the current situation of leadership

2. Definition of leadership

Excellent team culture

outstanding personal qualities

Excellent leadership style

3. Building leadership

Cultural Construction

Quality shaping

knowledgeable person

Inspirational

4. Develop my action plan

Team culture building plan

Personal quality improvement plan

Team Incentive Programs and Programs

5. Classroom test for knowledge mastery

Part 3 - Business Management

Overview:

Business management means that managers can achieve departmental goals through appropriate job skills, such as professional knowledge in finance, human resources, information systems, etc., through reasonable goal setting and communication, and have good strategic planning capabilities. In the end, good coordination between all departments of the company is achieved. The business management training module includes three knowledge modules: "business skills", "target management" and "strategic management". Managers who master and apply these knowledge, methods and tools in their daily work are the best way to continuously improve the performance of the department and the company's business.

Course 1: Manager Job Skills

Course benefits:

1. Master the business skills of the corresponding position, including professional knowledge in finance, human resources, production and operation, etc.;

2. Familiar with the optimal working methods and collaboration processes necessary for the corresponding position;

3. Basically have the ideas and habits to continuously improve their skills and improve management efficiency.

Course outline:

1. Ability status assessment

2. Business expertise framework

Management Knowledge Framework

Project Management Professional Skills

Knowledge Management Professional Skills

Financial Management Professional Skills

Human Resource Management Professional Skills

Production operations expertise

Information Management Professional Skills

3. Optimal working methods and collaborative processes

4. Continuously improve management skills and efficiency

PDCA cycle

Continuous improvement

5. Develop my action plan

Sort out my management knowledge and skill system

Develop my business skills improvement action plan

6. Classroom exam for knowledge mastery

Course 2: Goal Setting and Communication

Course benefits:

1. Deeply understand the concept and meaning of goals;

2. Master the BSC-KPI tool, learn to lead the team to work together, systematically decompose the team goal, find the method and key to achieve the goal, and win the team's recognition of the goal;

3. Master KPI-PBC tools, learn to combine top-down and bottom-up, formulate subordinates' mission goals and key activities (PBC), and win subordinates' commitment to PBC;

4. Master the application methods of PBC in daily work, and cultivate work habits centered on task goals.

Course outline:

1. Pre-class assessment of ability status

2. Goal setting and principles

concept of goal

meaning of goals

SMART principles and drills

3. Goal setting and decomposition

BSC Concept

The Four Dimensions of BSC and the Way of Balance

BSC Example

Strategy Map Walkthrough

KPI concept

KPI setting walkthrough

4. Goal communication and commitment

PBC concept

How to set up PBC

Group Exercise PBC Communication and Commitment

5. PBC achieved

PBC Achievement Process

PBC routine review

Group exercise PBC review and achievement

6. Develop my action plan

7. Classroom test for knowledge mastery

Course 3: Strategic Choice and Strategic Design

Course benefits:

1. Deeply recognize the importance of appropriate strategic positioning and feasible business strategies to enterprise development;

2. Master comprehensive analysis and strategic decision tools such as three questions, focus interviews, and value curves, and choose a strategic positioning with advantages and "money" - the direction of winning;

3. Master the strategy design tools such as product mix, marketing funnel, organizational structure, etc., and design appropriate business strategies—the way to win.

Course outline:

1. Evaluation of the current situation of the strategy

2. Cognitive positioning and strategy

business management pyramid

Positioning - target mission

Strategy - how to achieve your goals

3. How to choose strategic positioning

Three questions of gold

our interests

market space

Our advantage

Positioning choice exercise

4. How to design an experience strategy

Product portfolio and marketing funnel design

Business Systems and Competitive Barriers Design

Strategy Design Exercise

5. Develop my action plan

6. Classroom exam for knowledge mastery

4. Training methods

The training of middle and senior managers adopts a variety of training methods to achieve good training results, mainly including course lectures, group discussions, case analysis, experience sharing, completion of set tasks, business games, brainstorming exercises, action plans, etc. The training methods used in each course will be individually designed by the instructor of each course and will be reflected in the course plan.

5. Training resource support

1. Lecturer resource list

讲师资源列表

2. Course materials and related forms

The courseware and handouts involved in the training are produced by the lecturer, the teaching materials and teaching supplies are centrally purchased and managed by the training project team, the trainee manual is compiled by the training project team, and the forms involved in the training are compiled by the training project team, mainly including: : Training sign-in form, course satisfaction evaluation form, course schedule, etc.

3. Training venue, equipment and accommodation

The venue, equipment and accommodation required for the training shall be arranged by the training project team and confirmed with the company.

6. Training Implementation Plan

1. Course arrangement

The course design of this training program is divided into three modules, and each module is divided into three stages for advanced training. The course arrangement can be individually adjusted according to the specific situation of the company. It can be carried out simultaneously in three modules or advanced in modules. The duration of each course is 1 day, of which the courses of "Excellent Communication Skills" and "The Art of Managerial Leadership" can be adjusted to two days according to the needs of the company; the course of "Building a High-Performance Team" can be individually designed according to the needs of the company. Performance-related courses, taught separately ; Estimated total training time is 9-12 days. The general course schedule is shown in Table 6-1.

Table 6-1 Schedule of training courses for middle and senior managers

中高层管理者培训课程安排表

2. Implementation process

The specific implementation process of the training is: determine the training plan → determine the lecturer library → assign the courses → refine the course settings → prepare the courseware and related course materials by the lecturer → review the courseware → purchase the materials required for the training → confirm the training progress → arrange the courses and formulate the course schedule → Confirmation of course schedule and relevant instructors → Preparation of trainee manuals → Preparation of corresponding forms → Confirmation of training venues and equipment requirements → Invitation of instructors (issue of invitation letters) → Announcement of course arrangements (issue of course notices) → Confirmation of group lists → Remind instructors the day before training Class → training team in place in advance → classroom arrangement → class stationery preparation → course on-site activity design → catering and accommodation preparation → classroom on-site maintenance → course satisfaction survey → arranging for lecturers and students to dine, live or leave → evaluation results summary and report → Summary of project results → project closing

7. Training effect evaluation and tracking feedback

1. Evaluation indicators and standards

The evaluation criteria for the training effect are as follows:

1. Student's response: course evaluation form, observations and suggestions of training instructors;

2. Understanding of main concepts: quizzes, role drills, trainee training reports, etc.;

3. Changes in behavior: personal action plan - implementation - new plan; the company's internal coaching system (training instructor - direct supervisor - human resources department), etc.;

4. Performance: External evaluation combined with internal evaluation.

2. Training tracking

The whole process of training will implement follow-up coaching for each trainee. Before the course starts, there will be a corresponding ability assessment. After participating in the training course, the trainee will fill in the course evaluation form and formulate an action plan. After the course, the company's human resources department will make an assessment of the trainee's later work performance during the course of the trainee's implementation of the action plan. The direct supervisor of the trainee will also guide and supervise the trainee, and the training project team will provide assistance throughout the process to help trainees achieve the best training effect.

8. Training budget

1. Lecturer and course development costs

Instructors and course development fees need to be determined by communicating with the instructors who have confirmed each course.

2. Venue, equipment, materials and accommodation costs

The cost budget is determined during the refinement of the course setting and the refinement of the training arrangement.

3. Administrative expenses, profits, etc.

The budget needs to be communicated with the company to determine.

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