The Role Of Line Manager In Managing Performance 2f3d39

The Role of Line Manager in Managing Performance FACULTY: MRS. SABREEN SIRAZ

PRESENTED BY: ORBIND BHAKTA (2014261007) ABRAR KARIM(100360679) SAN KADER SAIF (100360685) NAZIA AKTER (10034629) MD. NURUL ALAM (2014261003)

Line Manager:

 A line manager, sometimes called a direct manager  A person who directly manages other employees  Is responsible for the istrative management of

the individual as well as the functional management.

Responsibilities:

 Planning and Organizing  Promoting Equality and Diversity  Providing technical expertise

 Allocating work and task  Monitoring work and checking quality  Leading, developing and managing people

 Measuring operational performance.

How & Why role of line manager in managing and leading people have expanded:  A line manager have a significant impact on an employees

behavior, attitude and level of performance.

 An organization’s overall quality is shaped by a line

manager.

 Employees feel free to communicate directly with their line

manager about any problem.

 A research reveled that almost 80% of the organization’s

success relies on the level of engagement between employees and their line manager.

 Day to day responsibility of managing employees have gone

down from the HR manager to Line managers.  Line managers are now able: 

      

For reviewing the operational plan to ensure that it is achievable Planning and organizing work for employees Monitoring and reporting Quality control Recruiting and training new/old employees Developing and implementing policies Show leadership behavior Motivate and encourage employees

 As employees and line managers are always in close and

are in regular with each other, line managers tends to have a greater impact on employees.  The delegation of responsibilities from HR to Line

Managers has increased over the last few decades.  Recent survey tells that 4/5 organizations increased

delegation of work from HR to line managers.

 2/3 organizations predict that this delegation of

responsibilities from HR to line managers is likely to increase in following three years.  These responsibilities includes  Appraisal and Performance Management  Recruitment and selection  Training, learning and development  Reward system, etc.

Appreciate the Importance of Effective leadership behavior in people management:

There are five leadership effective those are:  ing

 Developing  Recognition  Consulting

 Empowering

 ing-is showing sympathy and when

a person is upset or anxious.  Developing-is providing opportunities for skill development and helping others learns how to improve their skill.  Recognition-is involving praise and recognition for effective performance.  Consulting- is including conferring with people before making decision that affect them.

 Empowering-is giving employees substantial

responsibilities and discretion in their activities.

Line manager involvement in performance management A line manager act as the interface between the organization and its workforce and they translate and communicate organizational strategy, value, and objective. “line managers are in a position to strength, ignore or even undermine them messages convey by the bug idea” ( As Marchington and wilkinson 2012) Line manager are involve extensive range of formal and informal performance management activities which is starts as soon as employee the firm. Line manager always play a key role in the performance appraisal process typically observing and assessing performance, conducting, the formal review, providing regular and . In an examining survey “ Identify a range of situation and personal factors which contributes to the line manager. Motivation to provide accurate assessment”

Difficulties with line management involvement in performance management When responsibilities are being devolving to the line there is an assumption “The line managers implement policies as intended or as designed but there is an strong evidence of a gap between the formal intended HR practices and those experience by the employees” Researches have indentify a wide range of factors to explain why line management involvement is so problematic though some are specific to the role and organizational context. (Purcell-2009; Perry and Kulik-2008) There are few evidence in research on nurse managers in the NHS conduct on behalf of the depart these are Work overload and competing work priorities: Over load of work are increasing pressure prevent them from carrying out their performance management. Managers as one of the biggest barriers to their involvement in HRM. (Hales, 2006; Hutchinson and purcell,2010)  Lace of skills and knowledge: Most of the employees are still being recruited or promoted on basis of their technical or operational skill and job knowledge rather that the softer skill such as leadership, communication and interpersonal skill. (Milsome, 2006)

In a study Hillton Hoteks “managers felt that skill can translate into lack confidence. To increase the skil of employees may need training but for few reasons it may be hampered. These are 





Manager may not be able to access the training because of funding constrains or lack of time. Some managers fell boring and they might fell that they don’t have any need of the training because they are expert. Manager have to deal with different kind of people if the frequency of training doesn't match training might be failed.

 Lack of motivation: Each and every employee need to be motivated. Motivation is must.

Senior management, colleague, surrounding environment might be helpful for the motivation of the employees.  Lack of : If any employee do not get his/her enough so they might fell insecure. So lacking of is could be another reason of difficulties.

Performance management  It is to promote and improve employee effectiveness,

where managers and employees work together to plan, monitor and review an employee's work objectives or goals and his or her overall contribution to the organization.

Line Manager Line managers direct employees' day-to-day tasks. From an HRM perspective, line managers are mainly responsible for implementing HRM practices and providing HR professionals with necessary input for developing effective practices.

Role Of Line Managers line managers:  Interview job applicants  Provide orientation, coaching, and on-the-job training  Provide and communicate job performance ratings  Recommend salary increases  Carry out disciplinary procedures  Investigate accidents  Settle grievance issues

How can and should HR work in synergy with Line Managers? Line managers are becoming more responsible for day to day activities such as those shown above. Predominantly the role is about implementation of policies and practices but increasingly they may also be involved in the design of those policies and practices.

Effective Relationship With Line Manager 1.

Coaching and Development

2.

Be honest

3.

Timing of Communication

4.

Listen and respect

5.

Equip them with the right tools

6.

Personal performance objectives

7.

Make HR’s role and contribution clear

8.

Recognize them as strategic partners of HR

9.



10. Give praise

 Line managers are therefore

becoming increasingly important to how effectively practices work in organizations as they are responsible for bringing them to life.