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
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
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,
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."
Performance Appraisals have been around for several years. Every year employees and managers both dread this time of year. The employees dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time filling out the “standard” form, and basically checking the box that the appraisal has been completed. In our textbook it states, “Giving performance feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or employee. Employers this it is hard to remember all of the different aspects throughout the year, as well as finding time to present it to the employee. There are many studies that list out the positives and negatives of giving performance appraisals, as well as other alternatives for giving feedback to employees. I feel that performance appraisals, if given correctly, can be positive for both the employee and the company as a whole. My focus for this paper is to learn why performance appraisals are not working and researching other methods such as Management by Objective, Graphic Rating System, as well as 360 Degree Feedback. I will also discuss the history of performance appraisals, as well as the pros and cons.
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
Such activities may include training and development, salary increase, discharge, etc. besides the promotion of the company. Performance appraisal is a systematic and objective way of judging the relative worth or ability of an employee in performing his or her job. It emphasizes two aspects: systematic and objective. The appraisal is systematic when it evaluates all performances in the same manner, utilizing the same approaches so that appraisal of different persons is comparable.
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.
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.
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...
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
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.
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals
Within their day-to-day people management responsibilities, line managers must effectively, deal with customers & staff, any problems and solutions that may arise and also look out for their teams/employees with their best interest always in the forefront of their mind.