The differences of management education, management training and on job experiences

i.    

a.       Management Education involves activities designed to help participant gain a broad range of conceptual knowledge and skills in formal classroom situation, most typically from degree granting institutions either Bachelor degree or Master Degree.

An education in management has two aims. Firstly, to increase the understanding of the factors which influence the conduct of organizations and secondly to provide students with some tools and techniques which they may use to influence organizational life.  Most subjects that one studies in a management program are composed of theory and practice. Management education emphasizes on the application of concepts in the industry.

In the certain business program, they are designed to focus on learning outcomes, involve and serve the needs of all stakeholders group, stimulate students to think about issues in novel ways, expand students capacity to think and act creatively.

There are six elements in the programs

a.       Managerial assessment and development course that provides students with a way to assess and develop the KSAOs relevant to their management careers.

b.      Development of an individual learning plan

c.       Executive action teams, to integrate  learning across courses and from student experiences

d.      Business disciplines

e.       Multidisciplinary perspective course organized around them

f.       Advanced electives courses

This method used competency based program that has a positive impact in helping students to improve their abilities between the time of entry and graduation.

Business programs can provide a valuable foundation for a manager’s development and a good way for practicing managers to reflect on their experiences and develop new skills and knowledge. Graduate of such programs should be seen as works in progress, with the potential to become effective managers with further development and experiences.

Advantages of using such course offered by external providers or program include controlling cost of in house courses, the specialized expertise of the program the design and packaging of such courses and practitioner oriented approach. Disadvantage to short course offered by universities is a real or perceived lack of relevance and practical orientation.

Regardless type of management education, the challenges facing all management educators today is to ensure the timeliness and value added of what is presented.

b.      Management training and on the job experiences, Most of Organization use this as a part of their efforts to develop managers.

Company Designed Course – Organizations frequently design their own courses and seminar as one way to develop their managers. These efforts can range from a specific course focusing on one skill or issues. The issues in designing and implementing such course are the same as for any HRD programs to ensure that such course fit within an overall framework for developing managers.

On-the-job training focuses on the acquisition of skills within the work environment generally under normal working conditions. Through on-the-job training, workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On-the-job training typically includes verbal and written instruction, demonstration and observation, and hands-on practice and imitation. In addition, the on-the-job training process involves one employee—usually a supervisor or an experienced employee—passing knowledge and skills on to a novice employee.

On-the-job training is the oldest form of training. Prior to the advent of off-site training classrooms, the only practical way of learning a job was working alongside an experienced worker in a particular trade or profession—as evinced by the practice of apprenticeship during the Middle Ages when master craftsmen passed on skills and knowledge to novices who worked alongside them.

On-the-job training programs range from formal training with company supervisors to learning by watching. In this sense, the most formal types of on-the-job training are distinct from classroom training largely in that they take place within the firm