Managing People Role

Line Managers

• Line managers manage activity in the value chain

• They manager resources, including human resources

• Since human resources are difficult to manage, need help from specialists; but still have the responsibility.

• HR cannot manage human resources for the line manager!!!

• Maximum success will be due to effective management of people

• Maximum losses will incur with poor mgnt of people.

• Excellent orgns retain and grow customers through services they provide through their people.

• Unpredictability of people disturbs the line manager; hence uncomfortable in dealing with people.

Line Managers

• Line managers know their subordinates best.

• They are in touch with their subordinates more often and understand them as individuals: their competencies, likes, dislikes, aspirations, need for learning and growth.

• Only the line manager can manage their subordinates the best and abdicating this resp will only cripple him/her.

• The line manager, thus has to handle his/her people differently.

Vision / Mission / Objectives

• To get buy-n to the orgn objectives, line magr need to play a facilitative role.

• Get the people excited about the vision

• Use missionary zeal to convert the followers

• Connect each member’s aspirations to the orgns.

• Involve them in the setting of objectives

Strategy and Planning for people

• Get the employees involved in making strategies for their work and for what affects their work.

• Determine the number and competency of people needed into the future planned

• Plan for succession.

Recruiting People

• Understand the need for people vis-à-vis skills, knowledge and experience

• Most important is the attitude and fit in the dept/orgn

• Have clarity on the role needed to be filled

• Select for a good fit

• Look for people who can adapt, see connections, innovate, communicate and work with others.

Induction

• Most resignations happen in the first 3 months of the individual joining the orgn

• Since the mgr creates the climate, can enable a comfort level.

• Clarify the roles to be played; provide necessary resources to perform effectively

• Can communicate the emotional issues

Career Development

• The manager has a facilitative role

• Help individual develop plan of action for the future.

• Based on understanding of the individual,help suggest appropriate action plan for the future.

• Provide individual projects and assignments to test skills and build confidence.

Performance Appraisal & Support

• Performance appraisal is performance counselling

• Managing performance is the ultimate objective of every manager.

• Ensure optimum utilization of resources.

• Can leverage tremendous performance advantage.

• Observe performance on a continuous basis, provide course correction as required.

• Appraisal, counselling to be in real time

• Give feedback immediately after the behaviour

• Keep constant touch, , monitor processes, provide fair rewards, let some go, ensure quality and productivity.

Training & Development

• If not planned, implemented and followed up properly, will be a terrible waste of resources.

• Line manager most affected by lack of skills in the subordinate

• Need to use yardstick to evaluate effectiveness and suggest appropriate learning for improvement to tackle needed assignments

• Learning support could be: mentoring, coaching, counseling, training, etc.

• Be in the loop to see that the learning process succeeds.

Rewards & Punishments

• Define achievement to enable reward and punishment.

• Set targets, define measures and provide appropriate rewards.

• Ensure fairness in rewards provided; rewards should be merited

• Know what rewards will motivate subordinate

• Punishments should be largely avoided and should involve correctional measures.

• For deliberate lapses, censure should be swift

Change

• Build confidence in times of change.

• Have a dialogue and answer queries frankly.

• Enable the experience of change with a positive mind.

• Help individuals tap into their creativity.

Spirit

• Help individual understand the spirit in the workplace and create the climate to work with it.

• Spirit enables individual to commit to work, be enthusiastic in delivering the best , build synergy.

• Make individual feel, working for own company

Leadership

• To knit the above activities together

• Must gain the faith, trust and respect of the subordinates.

• A unique skill, unique to each individual and dyad and circumstances.

• Handle each individual separately.

• Pick appropriate persons to fill roles

• Empower people to discover potential and put in best efforts

• Provide climate for sharing and trust and feeling of “can do”.

• Provide confidence to work during the uncertainties of change.