Management training is a crucial step for companies that choose to promote from within rather than hire from without. When it comes to human resource planning, this strategy can sometimes be a way to let culture grow in a business so people who have already been indoctrinated in a company's message and method of operations are moving upward into managerial roles and directly educating the next generation of staffing. This is in opposition to creating seminars or showing in a guidebook how a culture is supposed to operate. One may find that culture is better cultivated through the direct teaching by management to employees rather than from reading about it or learning about it in another way. Direct experience has always been a great method for people to learn things.
Business Law Review cites the example of GEICO, which hires most of its managers from entry-level workers who have simply moved upward in the business after having grown there over the course of many years.
In order to train staff that may not have gotten a degree in business management or otherwise have experience in certain important business concepts like finance or accounting, the company offers something it calls GEICO University. This program is in addition to a tuition reimbursement program that it gives to full-time associates.
Companies without the resources for college-training can also teach managerial skills
According to Forbes, one way to train managers without having a large budget is to hire people with teaching experience. In the example Forbes gives, a business that works heavily with the military makes a point of hiring leadership with experience at TOPGUN, the Navy's military flight school. These are people who are trained educators that left the military to seek civilian jobs. Because they already know how to teach, the company makes it part of those people's jobs to educate managers-in-training on a weekend or during off-time hours as a kind of informal class.
Even when a company doesn't have any teachers, it can pick experts who already work for a company to help mentor managers in a particular skill set, according to Forbes. For example, people from an IT security background can teach managers about good security rules of thumb, while members of the finance or accounting team can bring managers up to speed about those areas of interest without the company needing to hire an extra staff member or reimburse a person's college courses.
However a company chooses to hire managers, it will likely need to train them – even if this doesn't involve going back to school or building a special program.