There are many names and acronyms for it: management training program (MTP), management rotation program (MRP), management in training (MIT), etc. Certain MTPs are designed to show its members a broad view of the different departments of the company, while other programs focus on developing associates for a specific role within the company. Companies, big or small, that employ a management training program for new associates have to commit fully to its success. It does a company little good to have a MTP that isn’t held accountable for effective education of and productivity from its members. Generation Whys heading into corporate America after graduation will tend to want to be a part of this type of program because of what it offers them–freedom and flexibility in a career to “figure out” what it is they really want to do in their field.

Companies in the banking industry (the industry that I was a MTP member in) that implement these training programs have a responsibility to nurture the members from their first day on the job. Generation Whys can tell if their MTPs are not properly planned or organized. Keep in mind that fresh college graduates are used to some order–they’ve been given syllabi from college that tells exactly what to expect from their specific class for the semester. News flash–Whys are still in the college-class mindset. Thus, predictability is desirable. Management training programs must move along a specific timeline for member growth and development. Generation Whys want established, clear steps for moving along the corporate career path. Whys also want an actual end to (or graduation from) the program–this allows Whys to feel some sense of accomplishment. If you throw in some timely learning opportunities and in-depth on-the-job training, the employer just might be able to hold on to the talent its groomed for awhile longer.

Most importantly, the employer without question, develop corporate loyalty along the way. College graduates, who are new to the banking industry, want (and need) direction from the MTP leadership. It is crucial for banks/financial institutions to develop education and provide proper resources for that education, in order to make the MTP journey a fruitful one for the Generation Whys. Having a detailed plan of education helps build corporate credibility, develops loyalty, and makes Generation Whys more comfortable in their ongoing search for what it is they really want to do with their work lives.

For more information visit your favorite web search engine and type in “management training program.”

em>By Eric Chester and courtesy of Generation Why? Whysblog