Management Trainee Program

Management Trainee Program

Proposal

The main objective of this report is to develop a proposal for a program offstage, through the concept of management skills to a company that belongs to the electronics industry, with a focus on the segment of consumer electronics. The organization currently faces a dearth of talent which can be fulfilled through this program. The management trainees may not be beneficial in the short run, but deliver benefits in the long run. From the point of view of managers, the management trainee is the promise of a future talent for the organization, whose quest for learning drives new breath to the teams and provides creative and innovative solutions, adding value to the business.

The proposed management trainee program presented involved the definition of deliveries and levels of complexity for each behavioral competency, a system of assessment performance aligned with the compensation practices and development activities, such as meetings, mentoring, coaching, e-learning and project development stage. Upon the approval of the senior management, this program will be implemented with the objective of improving the gap that is there in the management. Business graduates come in with fresh ideas that can be implemented in the business. However, they lack the exposure that is necessary for them to be able to apply their knowledge to the right field. The management trainee program aims to develop graduates for the future role of the company. The trainee program has the intention to capture and develop young people with high potential, in their career's early-stage, which will help them acquire a broad view of business organization and assume strategic positions in the medium and long term.

Background

With the advent of the importance of intellectual capital management in organizations due to changes in the business environment, companies are faced with a new factor of competition: talent. The attraction of these is not always the biggest challenge for large companies, but their retention, which requires the incorporation of concept of intellectual capital and its valuation in the organizational culture, so that such values are in fact shared by the entire organization, not simply summarizing the aspirations of same or a discourse of what should be the opposite of what it actually is. As a means to attract these talents and provide advantages in the current context of high competitiveness and enhancement of human capital, companies have used trainee programs (Roos, Pike, & Fernstrom, 2012, pp.69-72). However, not all companies have the resources needed to develop and structuring of these programs, since the investment is significantly high.

Moreover, it takes a concrete demand for leadership positions to allocate the trainees after completion of program; otherwise there will be burden and frustration for both parties. Thus arose the opportunity for these companies to develop a management trainee program as a source of alternative attraction and development of young talent. Trainee programs often face difficulty in articulating effectively with management processes people, who must establish legitimate parameters to support the movement, the development and exploitation of people within the ...