Leadership Communication. Training Needs in Management

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Table of Contents

Executive Summary
Training at company’s time and expense
Conclusion
References

Executive Summary

Training needs form the core of any organizational growth and expansion since it is pegged with employee performance and improvement of his present skill sets. It could be also seen in terms of channelizing the company’s activities into the unknown future with a degree of foresight and perspicacity, not to speak of professional ingenuity and innovation. The setting of this project is a well known pharmacology corporate engaged in business for quite some time, now seeking to embark on ambitious plans of modernization and acquisitions to cement its success on firmer competitive terrain.

As a new Human resource manager, it has become necessary to devise plans for training and development of human capital, not only for present day needs, but also to match later contingencies and challenges that may beset the company from least expected quarters.

In an organization of this kind, the major training requirement would arise in the use of state-of-the-art medical technology into commercial practices, keeping in mind the legal and ethical issues in this industry, especially with the need to seek and comply with FDA and global regulatory measures.

It is believed that professional training in critical and meaningful areas aided with necessary research and development efforts which are key in the success of pharmacological industry, could prove to be growth drivers for the future if marketing and channelising activities are meaningfully well directed into high growth profitable areas that could augur well for the future prospects of this company.

Should the professional growth and development of employees be funded and facilitated by employers? Why?

It is seen that in the context of American pharmacology companies, the aspect of regulatory measures like FDA, American Pharmacology Society and other federal and local public health and safety measures come into effect. Further, the beneficial or detrimental effects of drugs, and their effect on human systems are uppermost in the functioning of such companies. The matter of current research on new drugs, its responses in animals, and safe testing on humans are major functional areas of this company.

A sizeable budget for Research and Development of drugs and medical intervention systems is ordained.

Under this backdrop, it is sent that most bio-chemist and medical professionals who join as Research Managers need to be adequately trained and developed, especially for a long term association with this company. It is quite possible that some new managers do not have a pharmacological background and would need to be exposed to the ethical and legal aspects of business, especially with regard to “drug scheduling”. (Drug scheduling).

There are also certain drug groups that have not received scientific clearance from the certifying bodies, and whether the use of such drugs be allowed in a matter to be decided by the community, the corporate and the concerned Federal department.

While it is necessary that the new manager be apprised of the non-technical aspects of sound communications, interactions with seniors, peers and subordinates, reporting and other routine matters, it is also necessary to facilitate personnel responding to critical aspects of training and human resource development through continued training and development. The Company need to treat training costs to key personnel managers as investments that would yield returns over a period of working time, and also, in a wider perspective, in terms of core transformational changes that could contribute to overall corporate well being in terms of a breed of dedicated, resourceful and communicative managers and employees. In many companies it is felt that leadership planning is needed for growth and development. “… the human resources team was asked by senior management to develop three leadership planning initiatives that could be applied company-wide. The initiatives were a succession planning process, an executive development process, and a leadership competency model.” (Beecham, 2007).

Investing in training needs could be used through:

Seeking ideas and training aids from other leading pharmacological companies who have successfully implemented training programs in their organizations; this company could also use such strategies for their own organization.
Using analytical measurement devices in order to ensure predetermined parameters ordained by Board of Directors with regard to Training are being carried out with sufficient audit trials and documentation.
Formulate a sound and effective training template that could be used on a long term basis for mangers and be subjected to periodic review for upgrading.
Training provides food for though and action and stimulates, both the provider and recipient toward enhanced performance and efficiency. It annihilates doubt and pre-notions and presents the company in the desired perspective.
With regard to specific pharmacology business, it is seen that the most important training programs that could be developed and installed would be in terms of general technical skills, that envisages, inter alia, aspects of changing trends in technical communications regarding the pharmacology industry, its threats and challenges, compliances with Federal and state trade practices, policies and directives, and the overall logistics of maintaining an international business in many countries of the world, both through internet selling and offices.

Training at company’s time and expense

The training programs need to be clear about objectives and goals setting. It is very important to know before hand the goals of the “management development program.” (Tobin & Pettingell, 2008, p. 16).

Unless goals and objectives are clear and well set, it would not be possible to achieve them. Training needs to be at the company’s expense and time since in this company, employees and managers are viewed as investments and not expenditures. Thus the time and money spend on employee costs, in terms of salary, allowances, benefits and also training are seen in the contest of a long term perspective, and contribute to overall growth and goal realization of the organization.

Training needs not only require better ways of doing current jobs but also learning new skills and abilities. In this company, skills are provided to train trainers and provide them with the right kind of environment and atmosphere to promote excellence.

Everybody’s work is appreciated and rewarded, and “every employee’s task was considered important in the long-term success of the company.” (Bauman, Jackson & Lawrence, 1997, P. 221).

It is believed that a strong training and communication program could considerably increase efficacy and effectiveness of managerial performance and would prove to be a good cost effective strategy in future.

In her book, Leadership Communication, Deborah Barrett has espoused the cause of communications skills very succinctly, when she writes that the persuasive powers of Leadership Communications would be tested, when applied in the case of product renovation, or introduction of new products.

Under such circumstances it would become necessary to take the members into confidence and explain the need for new product lines. This could also be seen in the context of new staff policies which need to be explained to staff members since it directly affects their rights and obligations. As Barrett has explained, “ If the product represents a radical departure from your company’s current strategy or business line, your purpose become more complex since you may expect some resistance from the team.” (Barret 2005).

Thus the aspect of effective business communication skills, both non-technical and technical, developed through training needs that address the core issues in a clear and cogent is a pre-requisite for any business, large or small.

Should training be restricted during work or should it be a way of life? To what extent is a manager’s job a way of life? If training is only during work, it should be provided only during such time; if it is a way of life it needs to be ongoing and a part of the manager’s personality and life style?

The answer to this query lies in two aspects- the level at which the employer is working, along with work culture enunciated by company. It could also be seen in terms of how the trainees respond to training programs. It is also necessary to know the contextual matter of training material. If training is of a general nature, involving matters that could be derived from books, journals and internet searches, even in the privacy of his house, it is said that it is not just a part of his work, but that of his life. Therefore, such kind of training is part of lifetime training. In this context, time management, interpersonal skills, business communication in general, and general distance learning, not of official nature, is part of life and not job. However, imparting of technical skills, relating to the job alone, like technical skills relating to pharmacology, like the use “developing new drugs and in understanding how they act, the challenges that remain are endless. New discoveries regarding fundamental life processes always raise new and intriguing questions that stimulate further research and evoke the need for fresh insight.“ (About pharmacology: The science of drug action on biological systems, 2007).

Is it important for employer managers to keep track of current techniques used by their employees?

Yes, it is intrinsically necessary that employers keep track and cognizance of techniques issued by their employees, especially managers. In this case it is seen that the appointee is a new recruit, and it is therefore necessary the necessary orientation and training be provided to make him comfortable with his job and also provide him with leeway to acquire confidence and self-belief to carry on his work with a remarkable degree of efficacy and effectiveness.

The most important aspect in terms of induction of a new manager recruit would be in terms of familiarizing himself with the technical details of the pharmacology business and the policies, practices and procedures followed by the company in this regard.

Thus, the manager needs to be briefed about HR practices of this company in terms of scouting for talent, interviewing procedures, short listing, final selection, promotion, disciplining, retiring and post retirement policies. These salient aspects of personnel department need to be known to the present incumbent in order for him to perform his work efficiently. However, it is also necessary that while knowing the broad framework about the organization, he is also provided his job profile which includes his day-to-day activities, reporting and other tasks, duties and obligations that are required of this Manager. It would also be in line with accepted practices to provide with a list of subordinates with their job profiles, obligations and commitments

Which of the five types require ongoing continuous learning processes? Which of these are ongoing, continuous, lifetime learning and which of these can be acquired by classroom and field training, books, slides shows and educational matters, etc?

There are many training programs available either internally or through the use of outside consultants but it is necessary that trainings need to be company- specific and designed to produce desired results.

What are the present deficiencies in the present training systems in terms of response, usage and implementation on-the-job?
How this deficiency could be possibly eliminated by the proposed training schemes. What would be perceived benefits and threats in these proposals be possibly assessed and performed on ongoing basis.

The following are seen to be the relative possibilities of ongoing and derived training.

From the above it could be seen that certain training programs are an ongoing process, which may be applied on trial basis in the work performance, some may be acquired through books and secondary sources, like computer bases tutorials, scholarly journals and publications of Trade and Professional bodies, classroom lectures or field studies.

It is also known that all the above five training programs need not be readily available for managers, and therefore certain skill sets would need to be ingrained through training and improving of skill sets. Since the industry is pharmacology, it is believed that the highest importance and emphasis need to be place on No. 5 training program – Industry or discipline specific techniques since it is necessary that new manager, may not have previous knowledge and skills in dealing with this area of business or management communication skills, both within, and outside the industry.

The following table derived from Table I above shall consider the aspects of which genre of training would be suitable for this Global pharmacological company, As is evident from the detailed report below, the main aspects that would impinge on the pharmacology business would be in terms of ensuring the highest degree of safety and application of drugs; again various facets of drug abuse, especially among youth and teenagers; mandatory requirements under Federal and state laws, and contingent liabilities that may arise in this business in not to distant future.

Thus training in personal management is important since this is the core area of training, needs, again selection of competent and efficient people, and allowing them to grow with the organization. Again computer, general and technical skills are needed to function in global business environment. But the essential skills lie in providing training in company specific communications, reports, application of pharmacology data and compliance to sensitive laws and companies This has been provided in the Action Plan.

Conclusion

This company is committed to provide the best pharmacological services to the community it serves, and therefore its Human Resource department plays a crucial part in this game plan since it is responsible for recruitment and motivation and providing the best corporate environment for employee development. As has been rightly said “Managerial communication skills build on the core skills.” (Barret, 2005, P. 6).

This paper concluded on a note that training needs to consider the larger aspects of reorientation of personal and professional skills, in both technical and non-technical areas that could possibly address the present constraint in fitting the right person for the right job and providing necessary inputs and motivation to make him/her work effectively.

References

Drug scheduling. US Drug Enforcement Administration Global Presence with a Tradition of Excellence. 2008. Web.

Beecham, Smith Kline. (2007). Preview. Best Practice Institute. Web.

Tobin, Daniel R., & Pettingell, Margaret. (2008). The AMA guide to managerial development. AMACOM Div American Management Assn. P. 16. Web.

Bauman, Robert P., Jackson, Peter., & Lawrence, Joanne T. (1997). From promise to performance: A journey of transformation at smith kline beecham: The role of the improvement teams. [online]. Harvard Business Press. P. 221. 2008. Web.

About pharmacology: The science of drug action on biological systems. (2007). [online]. ASPET. Web.

Barret, Deborah. (2005). Leadership communications. McGraw Hill Professional. P. 6. Web.

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Leadership Communication. Training Needs in Management

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