What Is The Role Of The First Line Manager In Human Resource Management?

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Anonymous Profile
Anonymous answered
1. The first area of involvement is for the line manager to set clear expectations with their staff, both in terms of what they need to deliver (job responsibilities, targets etc) and how they are expected to deliver these things (approach, behaviour at work, etc).    2. The next area of involvement is conducting performance appraisals and agreeing personal development plans, i.e. Measuring the “gap” between what an individual delivers (and how they do it) and what is needed.    3. In agreeing personal development plans line managers should not just ask “What are this persons weaknesses?” but should also ask “Where will learning and development add the greatest value to their performance?”    4. Line managers should understand the breadth of learning and development interventions that are available to them. For example, too many turn to the ubiquitous “Management Training Course”, or “Presentation Skills Course”, when in reality there are hundreds of development actions that an individual can take from reading a book to learning to play chess.    5. Line managers should also take on more of a coaching role with their staff. Significant relationships exist between the effective provision of coaching and guidance by the line manager and levels of employee satisfaction, commitment and motivation.    6. Finally, to be truly effective line managers need to understand their role as a “sponsor” of an individual’s or team’s learning and development. For example, it sends completely the wrong message to someone if a manager asks them to attend a management training course but then prevents them from attending some or all of it.    As a sponsor, the line manager should:    · Invest time, energy and enthusiasm in their employees development.  · Demonstrate public commitment to management training and development by “walking the talk”.  · Sanction any hindrance or blocking behaviour from employees reference their learning and development.  · Be clear with their teams the importance of management training and development in raising standards and performance.  · Recognise successes.    Too often education and development is the province of HR or the training department but by becoming more involved in their managers training and development, line management will have a greater impact on their teams performance and capability, which will ultimately impact the performance of their organisation.    Read more: www.articlesbase.com  Under Creative Commons License: Attribution
amber Jhon Profile
amber Jhon answered
A front line manager has a very important role in implementing HRM because these are the people who are responsible for the execution of HR policies at the operational level. Hales also supported the role of front-line manager in HRM and he argued that these managers usually represent the very first level of the management to whom the employees usually report. Therefore, these managers can play an important role in managing the teams and day to day operations of HRM. Moreover, operational level work can always make the image of the company poor or good in the eyes of the customers therefore, if the front-line workers are rightly managed and controlled by the front-line manager then it can improve the overall image of the company. I have found a very good research work on this topic please have a view from the given link:

Role of front-line managers in HRM

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