human resource management for line managers

HUMAN RESOURCE MANAGEMENT FOR LINE

MANAGERS

Presentation by

Mahendra K. SHUKLA

Manager: Development & PE

PT ISPAT INDO

Surabaya, Indonesia

HRM FOR LINE MANAGERS…

SURVIVING IN BUSINESS “Corporate must change their Old Ways of doing business to survive in this new and extremely challenging environment. Because of their critical place in the organization, much of the burden of change will fall on the shoulders of the Line Managers.”

{MANAGEMENT GURU}


CHALLENGES FOR LINE MANAGERS • Rapidly Changing Business Environment• Pressure to “do more” with Fewer Resources • Downsizing of the Staff• Greater Workforce Diversity• Increasing Gap in Skill Availability and Job

Requirements


MAIN OBJECTIVES :1. Identify the Critical HR Role Played by Line Managers2. Competencies Required for Role Play3. Relationship with HR (Personal) Team4. Tools / Information to strengthen Line Managers


Senior Management

Department Heads Personal (HR) Office Employee Organization

Line Managers

Employees

INFORMATION FLOW DIAGRAM


WHAT IS COMPETENCY ?“The Quality of being adequately or well qualified

(Knowledge, Skills & Abilities} to perform assigned responsibilities at the level required to

achieve organizational objectives.

Being competent means the ability to control and operate the Process, System, Procedure or

Control in the Plant environment.Competency?

Knowledge, Skills & Abilities


Mission Oriented

General Management

HR Management

CompetencyRequirement


SHARED HR ACCOUNTABILITY Generally, the Line Manager is directly accountable for the program impact of HR decision, while the HR Team is directly accountable for the compliance of the action.However, “Shared Accountability” means that both HR Team and Line managers are ultimately accountable for effective and legally compliant HR System.HR accountability should be seen as a continuous cycle. A systematic approach enables the management to Identify, Collect, and Use the information on which accountability is ultimately based.


DevelopingGood Staff

Creating Positive Work Environment

Feedback &Counseling

PRIMARY ROLE OF LINE MANAGERS

HRM FOR LINE MANAGERS…Line Managers identified most HR skills : Knowing individual and team behavior, mentoring / coaching / counseling as core management competencies. They also identified the following as their highest priority :1. Manage Change 2. Manage Teams3. Leadership 4. Internal Personal Skills5. Conflict Management 6. Workload Management7. Customer Needs 8. Performance Management9. Time Management 10. Moral Building11. HR Laws & Procedures 12. Diversity


HR TRAINING NEEDS FOR LINE MANAGERS 1. Personal System Operation 2. People Skills

3. Leadership Skills including Decision-making4. Teamwork Process including Motivation5. Problem Solving Techniques6. Change Management 7. Communication Techniques


HR SERVICES FOR LINE MANAGERSLine Managers described the following ‘most valued’ services they require from HR Office : (1) Help in achieving their mission; (2) Help in dealing effectively with employees; and (3) Good and timely advice on the options available to accomplish particular task / program. The types of service can be provided by HR Office are :

1. Collaborative relationship between the Line Manager and HR Team to effect needed action.

2. Guidance directly applicable to the manpower issue involved.3. Assistance provided in a timely manner.4. A supportive attitude shown by HR Team.

HRM FOR LINE MANAGERS… FOLLOW-UP WORKSHEET

Line Manager:___________________ HR Staff:_________________ Date:_________

Topic/Issue F/U Employee Comments

Suggestion (s) / Solution (s)/Action √ F/U

Date/Time

Indicators: F/U -> Follow – up; F/U Date / Time -> Follow – up Date & Time; √ - Check Mark

LINE MANAGERS & HR TEAM AS PARTNERS

TTHANK HANK YYOUOUPlease Submit Questions & Feedback to:Please Submit Questions & Feedback to:

Mahendra K. SHUKLAMahendra K. SHUKLAEmail : Email : [email protected]

Tel :(62) 31 788 7000 Extn : 1506Tel :(62) 31 788 7000 Extn : 1506

mailto:[email protected]