| This dissertation examines current practices and projected future trends in upper-management development within the manufacturing and/or distributing of heavy duty machinery, parts, and equipment subsegment of industry. The data were collected in 1990 through a written survey from a sample of twenty-seven companies followed by telephone interviews of thirteen of the sampled companies. All companies in the sample employed one thousand or more and have annual gross sales of ;An introduction describes the rationale for undertaking the study and introduces the three research hypotheses. Hypothesis 1 attempted to identify whether large American companies in this subsegment of industry are producing more of their own programs for the development of upper-management in-house than they did five years ago. Hypothesis 2 documented the use of experience-based training. Hypothesis 3 attempted to identify the existence of specific training for managers who will serve in an international assignment.;Chapter 2 presents an extensive survey of the literature on management development history, training providers and curricula including techniques for intercultural awareness. Chapter 3 describes the population and methodology of the study. Chapter 4 analyzes the data and Chapter 5 reports the conclusions drawn.;The study confirms that companies in this subsegment are providing more upper-management development programs in-house and predicts more in-house as well as more outside programs will be provided in the future. These companies do make extensive use of experience-based strategies for management training as well as for succession planning. Few companies have programs to prepare managers for overseas assignment. The importance of human resource development as a strategic tool, and the increased involvement in HRD by top executives emerged as important additional insights. |
