1. Placing the right person in the right job, which would include interviews, screening resumes, taking references as most often it is operation staff who know similar kinds in the market place to get correct feedbacks.
2. Induction of a new employees in the organization (orientation): HR may provide a very basic introduction related to occupational health and safety, but all job related induction becomes line manager’s responsibility.
3. Training employees for jobs that are new to them; Identification, approval and arranging training, whether internal or external, is often line manager’s job as HR is often not in position to understand what kind of training needs to be imparted. At best HR can look for suitable facilities.
4. Gaining cooperation and developing smooth working relationships. 5. Interpreting the company’s policies and procedures 6. Facilitate organisational and individual learning. Providing feedback and recognition; identifying development needs and then following up with HR so that these are effected. 7. Controlling labour costs. Help reduce employee turnover. 8. Developing the abilities of each person. Instructing; coaching; guiding; counselling 9. Creating and maintaining department morale 10. Protecting employees health and physical condition 11. Performance appraisal Q. b: What people management competencies and skills might a line manager need and in what areas of their HR responsibilities would they need these competencies? Work allocation: Line managers have an important role in implementing policies. They plan for work allocation and can greatly influence work-life balance. Different people skills are needed to treat with different employees, in order to maximise their potentials. Building relationships: The line managers who develop personal relationships and manage to earn respect of subordinates, create atmosphere of productivity, commitment, open communication and good working relationship. It leads to high performance teams. Employee Engagement and development Supervisory approach towards employees with responsibility to create the organizational culture and lead them. Line manager focuss on positive and negative aspects of employee performance, guides them, motivate them and identifies their training & disciplinary needs. Performance Appraisal Line managers implement employee’s performance appraisal system and engages with employees to access behaviours, performances and results. Performance appraisal require high degree of analytical skills and EQ. Empathy is absolutely necessary, else the desired result cannot be achieved. Setting out expectations and dealing with disciplinary issues & grievances: Line manager’s role is to clear a transparent and consistent work atmosphere. In order for employee to achieve their goals they need to understand company goals and expectations. Line managers guide help plan goal settings and to create realistic milestones. Dealing with disciplinary issues and grievances: In case of disciplinary issues at workplace, the manager sets out his expectations with his team and if required takes actions. These expectations are supported by company policies. Grievances need to be listened carefully and managed with support from HR department. The root cause analysis and 360 feedback should be taken to improve the situations that may have caused such issues. Allocating performance bonuses: Following performance appraisals, the manager is required to distribute bonus based on individual achievement and contribution. Q. c: What kinds of HR challenges might a line manager face in …show more content…
Often selection of new employees is limited if not based on remuneration package, which may not be best suited to line manager. HRD and Operation team may be looking at different skills and personality traits in a person to be recruited.
Conclusions:
Organizations must have a clearly defines strategy for tasks often passed on to line managers. The strategy should include identifying right people for this role, train them and allow them with fairness to be able to have time to delivery desired results. The performance of such line managers in dual role should be carefully monitored and they should be adequately compensated to perform very important role of developing new employees.
The problem usually develops when there is no clear strategy and there is misalignment & distrust between HRD and line managers. In such case the results are inadequate and incomplete. This kind of situation is unproductive for any company as leadership development, succession planning, coaching and career planning are either ill executed or left in abeyance, despite the fact that these are major drivers of long term organisational health and profitability.
Senior management and leadership role is critical in understanding this issue and developing a strategy to address this common
2. Induction of a new employees in the organization (orientation): HR may provide a very basic introduction related to occupational health and safety, but all job related induction becomes line manager’s responsibility.
3. Training employees for jobs that are new to them; Identification, approval and arranging training, whether internal or external, is often line manager’s job as HR is often not in position to understand what kind of training needs to be imparted. At best HR can look for suitable facilities.
4. Gaining cooperation and developing smooth working relationships. 5. Interpreting the company’s policies and procedures 6. Facilitate organisational and individual learning. Providing feedback and recognition; identifying development needs and then following up with HR so that these are effected. 7. Controlling labour costs. Help reduce employee turnover. 8. Developing the abilities of each person. Instructing; coaching; guiding; counselling 9. Creating and maintaining department morale 10. Protecting employees health and physical condition 11. Performance appraisal Q. b: What people management competencies and skills might a line manager need and in what areas of their HR responsibilities would they need these competencies? Work allocation: Line managers have an important role in implementing policies. They plan for work allocation and can greatly influence work-life balance. Different people skills are needed to treat with different employees, in order to maximise their potentials. Building relationships: The line managers who develop personal relationships and manage to earn respect of subordinates, create atmosphere of productivity, commitment, open communication and good working relationship. It leads to high performance teams. Employee Engagement and development Supervisory approach towards employees with responsibility to create the organizational culture and lead them. Line manager focuss on positive and negative aspects of employee performance, guides them, motivate them and identifies their training & disciplinary needs. Performance Appraisal Line managers implement employee’s performance appraisal system and engages with employees to access behaviours, performances and results. Performance appraisal require high degree of analytical skills and EQ. Empathy is absolutely necessary, else the desired result cannot be achieved. Setting out expectations and dealing with disciplinary issues & grievances: Line manager’s role is to clear a transparent and consistent work atmosphere. In order for employee to achieve their goals they need to understand company goals and expectations. Line managers guide help plan goal settings and to create realistic milestones. Dealing with disciplinary issues and grievances: In case of disciplinary issues at workplace, the manager sets out his expectations with his team and if required takes actions. These expectations are supported by company policies. Grievances need to be listened carefully and managed with support from HR department. The root cause analysis and 360 feedback should be taken to improve the situations that may have caused such issues. Allocating performance bonuses: Following performance appraisals, the manager is required to distribute bonus based on individual achievement and contribution. Q. c: What kinds of HR challenges might a line manager face in …show more content…
Often selection of new employees is limited if not based on remuneration package, which may not be best suited to line manager. HRD and Operation team may be looking at different skills and personality traits in a person to be recruited.
Conclusions:
Organizations must have a clearly defines strategy for tasks often passed on to line managers. The strategy should include identifying right people for this role, train them and allow them with fairness to be able to have time to delivery desired results. The performance of such line managers in dual role should be carefully monitored and they should be adequately compensated to perform very important role of developing new employees.
The problem usually develops when there is no clear strategy and there is misalignment & distrust between HRD and line managers. In such case the results are inadequate and incomplete. This kind of situation is unproductive for any company as leadership development, succession planning, coaching and career planning are either ill executed or left in abeyance, despite the fact that these are major drivers of long term organisational health and profitability.
Senior management and leadership role is critical in understanding this issue and developing a strategy to address this common