Training Program Development Inquiry
My name is Pranav, and I work for a Japanese MNC. Of the different types of training programs we conduct for our staff in a fiscal year, we have two training programs which are the topics of discussion for today:
1. Junior Management Development Program (JMDP) conducted once every two years for Assistant Manager & Deputy Manager level staff.
2. Management Development Program (MDP) conducted once every three years for Deputy Manager & Manager level staff.
The above two trainings are conducted with the objective of grooming the staff to be more effective in their current roles and to prepare them for future challenges and roles within the company. Both training programs may also include staff whose years of service in the company have been long enough and who couldn't be nominated for the above trainings previously. It could also include staff who fall into the age category of 45 years or older but hold positions such as Assistant Managers, Deputy Managers, or Managers.
Considering the aforementioned challenge, we would like to design a new training program between JMDP and MDP with a similar theme and objective.
In this regard, I request your kind inputs and suggestions in drafting the name of the training program for us. (The challenge is that these individuals may or may not be managing a team and may or may not be in a managerial role.)
Your kind inputs on the same shall be highly appreciated.
Thanks and Regards,
Pranav
From Japan
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My name is Pranav, and I work for a Japanese MNC. Of the different types of training programs we conduct for our staff in a fiscal year, we have two training programs which are the topics of discussion for today:
1. Junior Management Development Program (JMDP) conducted once every two years for Assistant Manager & Deputy Manager level staff.
2. Management Development Program (MDP) conducted once every three years for Deputy Manager & Manager level staff.
The above two trainings are conducted with the objective of grooming the staff to be more effective in their current roles and to prepare them for future challenges and roles within the company. Both training programs may also include staff whose years of service in the company have been long enough and who couldn't be nominated for the above trainings previously. It could also include staff who fall into the age category of 45 years or older but hold positions such as Assistant Managers, Deputy Managers, or Managers.
Considering the aforementioned challenge, we would like to design a new training program between JMDP and MDP with a similar theme and objective.
In this regard, I request your kind inputs and suggestions in drafting the name of the training program for us. (The challenge is that these individuals may or may not be managing a team and may or may not be in a managerial role.)
Your kind inputs on the same shall be highly appreciated.
Thanks and Regards,
Pranav
From Japan
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Hi,
You can consider using different names such as:
- PMDP: Professional Management Development Programme or Professional Staff Development Programme
- PDG: Personality Development & Grooming
- CGE: Corporate Grooming and Etiquettes
Greater awareness of grooming and etiquette skills will help executives enhance their poise and confidence. This improvement will significantly alter the impact they make in formal, professional, and social situations.
From India, Mumbai
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13You can consider using different names such as:
- PMDP: Professional Management Development Programme or Professional Staff Development Programme
- PDG: Personality Development & Grooming
- CGE: Corporate Grooming and Etiquettes
Greater awareness of grooming and etiquette skills will help executives enhance their poise and confidence. This improvement will significantly alter the impact they make in formal, professional, and social situations.
From India, Mumbai
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You could call it the Executive Development Program (EDP) so that it is a grade higher than the JMDP and a bridge to the MDP program. However, since JMDP is held every 2 years and MDP every 3 years, you may need to reconsider how to incorporate the frequency of the EDP program.
More than anything else, focus on the topics and depth of coverage of each module. Any repetition of topics could be demotivational to participants unless the faculty leading the sessions is different, and the information shared is progressive and varied.
Regards
From India, Mumbai
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More than anything else, focus on the topics and depth of coverage of each module. Any repetition of topics could be demotivational to participants unless the faculty leading the sessions is different, and the information shared is progressive and varied.
Regards
From India, Mumbai
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Hi, I suggest:
1) Clarify to stakeholders what the expected outcome of each program is.
2) Ensure that the outcomes/objectives are not similar for both programs; otherwise, it will defeat the purpose.
3) Consider naming the programs differently from the routine. This may provide comfort or avoid discomfort among the participants or stakeholders. Some suggested names could be: Nurture - Level Next - Leader or "Rookie - Master - Champ."
All the best,
Guru
From India, Bangalore
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1) Clarify to stakeholders what the expected outcome of each program is.
2) Ensure that the outcomes/objectives are not similar for both programs; otherwise, it will defeat the purpose.
3) Consider naming the programs differently from the routine. This may provide comfort or avoid discomfort among the participants or stakeholders. Some suggested names could be: Nurture - Level Next - Leader or "Rookie - Master - Champ."
All the best,
Guru
From India, Bangalore
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Personality Development Program.ppt
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