LettersOn 23 Jul 2002 in Personnel Today This week’s lettersMBAs give false expectations May I add to the MBA debate (Features, 25 June)? Comments that the researchbehind the article was flawed because it was limited to 20 institutions arespurious. From my own research for my MA, I would suggest some key areas of concernabout MBA courses. I have seen many MBA graduates embark on their course believing that it willqualify them for a strategic-level management job. In reality, they find theyhave neither the experience nor the skills necessary to operate at that level. The wisdom of universities recruiting MBA students who do not have relevantexperience and skills has to be questioned. And universities with coursesaccredited by the Association of MBAs are just as culpable. It is bad enough when MBA graduates have to deal with dashed hopes andexpectations when the employer has paid for the course. It is even worse whenstudents have funded themselves. Another concern is that employers do not know how to use their MBA graduates– this is particularly true when they have risen through the ranks. They starttheir courses with high expectations only to find out that they are stilllosing out to young first-degree graduates straight out of university. It doesnot seem to matter that they have good management skills and experience whilethe young graduates do not. No doubt those organisations spending £10m a year on funding MBA students –who then leave a year later – are the same ones bemoaning the shortage oftalent. Dorothy Wilson Career Consult Make more use of top HR talent In the late 1970s, I completed a DMS while living in South Africa. In thelate 1980s, I completed my MBA when working as an HR director in the UK. Both the DMS and the MBA were chosen for the same reason – I wanted tounderstand business and the contribution each function can make. I carefullychose my business school – to enable me to study while working – and mydissertation on management and organisational development. It was an action-centred MBA programme and now many universities andbusiness schools run them. I cannot stress enough that HR managers have tocarefully select the course and provider. After more than 20 years in HR as a manager and independent consultant, Ibelieve that many line managers do not make full use of HR. In too many organisationsHR continues to be used for the tasks that line managers shy away from, and notmuch else. If this happens the blame may be shared between the HR manager, who has notbeen able to make the necessary impact, and the CEO, who has failed to demonstratetheir commitment to people and development. Michael Mead Head of HR, Ray Marine Permission to leave now, sir? Many of you may not have seen the draft forms included with the Government’sconsultation paper Work and Parents: Competitiveness and Choice. What really grabbed my attention was the form that needs to be signed forparental leave – which has three declarations – each of which lead to someinteresting questions of definition. These are as follows: – ‘I am in an enduring family relationship with the mother.’ Does this mean:‘my wardrobe is there this week’, ‘I have a key to the house’, or ‘she won’tlet me out without a chaperone’? – ‘I will be responsible for the child’s upbringing.’ Does this mean: ‘untilhe or she is weaned’, ‘until he or she goes to school’, ‘until he or shefinishes school’, or ‘for life’? – “I will be taking time off to support the child’s mother or care forthe child’. Does this mean: ‘the child will be dropped-off at the child-minderwhile the mother and I have a wonderful time’? When you consider all the possible meanings, is the declaration going to beworth the paper on which it is signed? Michael Hibbs Head of employment law, Shakespeares Comments are closed. Previous Article Next Article Related posts:No related photos.