Diane: If your not already aware, this month's Inside Technology Training
has a special section on training technicians (pg 40). While the articles
does not provide you with a prescriptive list of MGMT 101 topics, the
article does provide insight to better understand this audience segment--an
audience that some may say is a challenge to teach using traditional methods.
Inside Technology Training is available free of charge after
registering--refer to:
http://www.ittrain.com
As a further comment to your inquiry, I would recommend you seriously analyze:
1. Your audience segment.
2. Your company from a system, subsystem and process perspective.
3. What will ensure the success of each of your managers in the day-to-day
operations from a task perspective.
4. What measures can the manager put in place to better understand the
process and product quality to determine when its appropriate to act
(and not act) upon the process.
5. The need for a quality related familiarization to include the PDCA cycle,
knowledge and skills regarding process variation, and the red bead
experiment if you can find someone to facilitate it correctly.
5. What safety and security concerns are of importance within their unique
environments.
6. What process & procedural requirements require a thorough understanding
and/or skills.
7. Stress management
8. What training constraints and resources are in effect.
As with most overview courses, it's not what you should not leave out so
much as it's what you "should" leave out that will impact the success of
your learning experience. No doubt my list may be inappropriate from your
viewpoint--as it should be--I don't know the "actual" needs of your company
or the management team. The traditional approach to corporate management is
often educating the latest list of management fads, soliciting the help of a
corporate management guru, borrow from an authoritative academic management
textbooks, or just ask around (much easier in a virtual world).
My simplest advice, if your desire is to provide a MGMT 101 comparable to an
undergraduate or graduate college course contact your local college or
university and arrange for a company sponsored course. This approach will
probably not meet the needs of your company or students unless you and the
professor are prepared to perform sufficient analysis and design work to
produce a company specific product.
In the end you'll need to perform a rudimental instructional systems design
(ISD) process designed to identify the needs of the student and the company,
translate those needs to tasks, tasks to learning objectives, and learning
objectives into measures that you can apply during the training conduct and
the student can apply in the workplace. Having done that your product will
be much closer to meeting the organizational needs and mission, as well
satisfying the specific knowledge and skills required by the student(s)
(usually singular in the corporate environment).
An alternative, collect a laundry list of topics from a variety of sources,
cover each one at the knowledge level, bore your student to death
(especially technical folks), and in two weeks, and again in a few months
evaluate what impact this approach had on each participant and if possible
the company. While it may be somewhat presumptuous on my part, I will
predict that this approach will have little or no lasting effect.
Consider carefully your development process and the performance-based skills
necessary to accelerate your companies performance even further.
Best regards!
>On Wed, 11 Mar 1998, DBCGor wrote, RE: MGT 101
>>
>>I want to initiate a Management Basics 101 course at a new, fast-growth
>>company where many skilled technical people are now being asked to manage
>>others. I seek input on the Top 10 Things Not To Leave Out of this workshop
>>-- What are your ideas??? Diana
Dave Delano
TRW - Joint Simulation System (JSIMS)
DLT IPT - JSIMS Training
Joint Training, Analysis and Simulation Center
757.686.7796