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Seb Anthony

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Selection Processes


We are introducing a Management Development programme next year. It will work on three different levels and will open to all staff.

To ensure that the "right" employees are identified for the programmes we need to create a robust selection process - ensuring maximum ROI and minimum drop-out.

Will anyone share their thoughts or recount how they approached this potentially delicate issue?

Much appreciated,
Marcus Jenkins

8 Responses

  1. Management Development

    You will initially need to do a training needs analysis to decide who goes on what level to check the right people are attending.

    If you can build in some sort of reward for full completion of the programme you could then ensure minimum drop out.

    Kind regards
    Sandra Beale

  2. selection process
    Agree with below, TNA is defintely the most effective route, you can use this as a basis for the training themes and thereafter for progression planning

  3. Profiling
    You might want to look at using a profiling system.

    Human Synergistics have a profiler that can look at atrributes and see whether people are or will make good managers/leaders etc etc.

    You can go to and have a look see if it fits your need.

    It is a different type of profiler to things like Myers-Briggs.

    The output is easy to present, but you will have to have access to a qualified person who can ‘decode’ the results for you.

    The people that I have spoken to who have used it have said it does profile pretty well the ‘management suitability’ of people.

    If you need to talk to someone who uses this tool, and give you an idea of how it can deliver you the ROI/dropout criteria then email me [email protected] – the person I know is based in Chepstow.

    As I understand it you pay a cost per user profiled and that is pretty reasonable, but it’s the follow through analysis I am not sure of the cost.

    I do know that some parst of Severn-Trent Water Board are using this to achieve a better understanding of who shows a profile of a good manager for now and in the future.

    Best of luck

  4. Identify the Business Drivers
    Hi Marcus!

    I wonder what the business drivers are for launching this programme, when it is being opened to all staff.

    The organisations I’ve worked with nominate employees for Management Development. They may be a current encumbent who needs additional skills and knowledge or more often will be identified through a succession planning process.

    Alternately, Team Leaders who achieve a certain level of performance could be nominated for Management Development Level 1.

    Re the first comment I’m really wary of rewarding and incentivising participation on training events. The employee who self-nominates for all 3 leevls may not be the right person to fill the CEO’s role next year.


  5. learning agility
    A client I am working with is using the concept of learning agility to do this mainly for talent management & succession planning, which is integrated with management development.

    Check out for details of the tool and the concept and/or google for “learning agility”



  6. Pick people who want to be on the programme
    For one of our Midas Training Solutions management delvelopment programmes for women, the potential participants are asked to write a short essay. This essay is to explain why the individual wants to come on the programme. Senior HR managers allocate places after reading the essays.

    This follows an intial sift using standard information from a TNA and the client’s regular appraisal process.

    As a result we have highly motivated participants who are very committed to the programme. This means they make excellent progress and improve their performance significantly back in the work environment.

    This programme is so popular that we are now running the fourth set in three years with one particular client.

    Candy Piercy
    Midas Training Solutions Ltd

  7. Management Development Program Selection Process
    Hello Marcus,

    I have had the opportunity in the past to develop a Management Development Program for a copmany. If you are interested in obtaining more information on selection process then please e-mail me with some more details with regards to the structure of the program and I shall be more than happy to assist.

    Kind Regards,


  8. Thank You…
    Many thanks for the responses to my query. These are all very much appreciated and will be followed up ASA.

    Where appropriate / invited I will make contact.

    Thanks again and have a lovely Christams.



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