Line Manager
Line manager is the person who has the direct managerial responsibility for their employee. Line manager term is also using as “Direct Manager”. He plays an important role in every organization.
a) What kinds of HR responsibilities might fall within the remit of the line manager?
Recruiting the perfect match for the right place to fill the team position.
Provide training and development for the newly recruited people for enhances their skills.
Provide cross -training for the employees to do accurate job rotation for fills the gaps.
Providing and updating the Performance feedback for the all team players :-
Performance Appraisal is design by the Human Resource department and implemented by the line managers
Discipline
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Otherwise, a manager will have the credibility to implement the objectives of the employer, and struggling to control worker groups. The managers who have great management skills are also good problem solvers. Employees who have been with, the possibility of a potential further progress up the corporate ladder at the oral and written communication.
• Effective line manager also take good decisions. It refers to the ability of decision-making manager to identify correctly identify problems and opportunities for skills and then to determine the appropriate course of action to solve problems and take advantage of opportunities. Executives who use a participatory approach that can benefit from high productivity and creativity as employees and managers to work together to reach the goals. There is a participatory management style allows employees to play an important role for the Organization, which encourages them to produce their great work.
• Time management is the process of organizing and planning how to allocate time between specific activities. Good time management allows you to work smarter, rather than more difficult in a shorter period of time to complete more work, even if the time is pressing, the pressure is high. There is no effective way to manage your time and damage to their
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Employee performance and behavior assessment and estimated direct line managers. One-to-one meeting between the employee and line manager feedback is provided. The concept can be useful, it must be conveyed in a real and understandable manner. Managers appear disinterested and a tick box exercise and assessment approaches, the appraisal process will lose credibility
• When a business is a performance-related pay system, its direct reporting line manager, has an important role in determining whether to receive a pay rise. The increase in performance ratings from the top level of executives and employees receive more than workers with average skills, are able to make an impression. A performance-related pay scheme to be reliable, it is fair and transparent should be considered. Managers are biased in their assessments based on objective criteria or practice is necessary to ensure that discrimination does not
The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,
...one and finding their strengths and weaknesses. A successful manager honing the strengths of an employee while getting them to work hard on their weaknesses makes everyone successful because that key component of the team is successful.
Every employee receives performance appraisal as part of his duty. It is the responsibility of the manager to see that such appraisal does not affect the morale of the employee and leave him discouraged or disgruntled.
Section 1: The focus of many managers is most often on the wrong things. They focus on appraisal rather than planning. Performance appraisal is not performance management. Managers often focus on a one-way flow of words (manager to employee) rather than dialogue. Performance management and the end of the year appraisal are often seen as a necessary evil. They don’t realize that if carried out properly, performance management has the potential to fix many of the problems they’re facing.
...le to perform with the rest of the unit, and in-turn hire people with the skills that best fit their own goals and ambitions. Managers also must be able to go on their own instincts and not always follow facts and figures alone. A good manager is able to assess the situation and then make a decision based on their gut reaction. With these tools a manger is able to "succeed in business by breaking all the rules."
The curve can accommodate only a few people at the top. For this, during performance appraisal, relative appraisal mechanisms are employed, wherein an employees’ performance is benchmarked against that of a group of people. When performance appraisals for an employee are done with respect to a group’s performance, biases can be formed about the group’s dominant behavioral characteristic and the employee’s assessment could be calibrated with respect to that
A line manager is a manager to whom individual employees or teams of employees report directly to. They are responsible for a higher level of management for those employees or teams.
Successful and effective management really depends upon your team management skills and abilities. If a manager can work in a team, then he can also expect a positive response from his sub-ordinates. Manager should lead b...
Thereby, management would have to be supportive, reinforce tangible ideas while acting as a role model, mentor and trainer to help the employees (Davis &n Goetsch, 2010). Empowerment will allow the managers to be involved but not the only ones making every decision. In addition, it’s about empowering employees to make changes that will enhance the quality thus leading to total quality management (Reza, Gholamreza, Hasan Aarei &Nasrin, 2010). Furthermore, if more managers delegate more responsibility to the employees they will see it as a sign of appreciation and trust in their performance which will boost their self-esteem and motivation to perform while employee-supervisor relationship will become positive along with job satisfaction thereby leading to increased productivity (Gomez & Rosen, 2001). I would then ask the managers to envision a day where employees did not ask the managers to solve every issue/problem but developed solutions and found better ways of performing their duties. In addition, I would ask the mangers how many times daily were they requested by employees to fix a problem that was within an employee’s job duties and how would they be more effective leaders if employees were committed to the company
There are many different parts to time management, such as procrastination, strategy, organization, expectations and being prepared. All of them contribute equally in many ways. All of the things that we have spoken about in this paper are highly recommended. The best thing to do when it comes to time management is to set a strategy, become organized and do your best to avoid procrastination. When you manage your time make sure you include the following; studying, sleeping, eating, relaxing and other necessary things. No matter what our circumstances are, we can all use some time management skills in our lives.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
Good management is practiced in many forms and in a great diversity of business situations. There are basic principles of how to manage, but they would be applied differently in different situations. In an effective organization led by good managers, there is a clear set of strategic objectives I consider skill essential in an effective management such as: communication, motivation, teamwork and goals.
It also enables management to compare performance and potential between employees and subordinates of the same rank. It is given as per ranks as very good, average, and average to medium and below average. On the basis of these rankings highest reward of the year is given to best suitable worker. The better performing employee gets the majority of available merit, pay increases, bonuses and promotions.