The Role of Line Manager in Managing Performance

8/10/2019 The Role of Line Manager in Managing Performance

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FA C U LT Y: M R S . S A B R E E N S I R A Z

P R E S E N T E D B Y:O R B I N D B H A K TA ( 2 0 1 4 2 6 1 0 0 7 )

A B R A R K A R I M ( 1 0 0 3 6 0 6 7 9 )S A D M A N K A D E R S A I F ( 1 0 0 3 6 0 6 8 5 )

N A Z I A A K T E R ( 1 0 0 3 4 6 2 9 )M D . N U R U L A L A M ( 2 0 1 4 2 6 1 0 0 3 )

The Role of Line Manager inManaging Performance


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Line Manager:

A line manager, sometimes called a direct manager

A person who directly manages other employees

Is responsible for the administrative management of

the individual as well as the functional management.


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Responsibilities:

Planning and OrganizingPromoting Equality and Diversity

Providing technical expertise Allocating work and taskMonitoring work and checking quality

Leading, developing and managing peopleMeasuring operational performance.


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How & Why role of line manager in managingand leading people have expanded:

A line manager have a significant impact on an employees behavior, attitude and level of performance.

An organizations overall quality is shaped by a linemanager.

Employees feel free to communicate directly with their linemanager about any problem.

A research reveled that almost 80% of the organizationssuccess relies on the level of engagement betweenemployees and their line manager.


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Day to day responsibility of managing employees have gonedown from the HR manager to Line managers.

Line managers are now accountable: For reviewing the operational plan to ensure that it is achievablePlanning and organizing work for employeesMonitoring and reportingQuality control

Recruiting and training new/old employeesDeveloping and implementing policiesShow leadership behaviorMotivate and encourage employees


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2/3 organizations predict that this delegation ofresponsibilities from HR to line managers is likely toincrease in following three years.

These responsibilities includes Appraisal and Performance ManagementRecruitment and selection

Training, learning and developmentReward system, etc.


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Appreciate the Importanceof Effective leadership

behavior in people

management:


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There are five leadership effective those are:

SupportingDevelopingRecognition

ConsultingEmpowering


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Empowering -is giving employees substantialresponsibilities and discretion in their activities.


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Line manager involvement in performancemanagement

A line manager act as the interface between the organization and itsworkforce and they translate and communicate organizational strategy,value, and objective.line managers are in a position to strength, ignore or even underminethem 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 join the firm. Line manager always play a key role in the performanceappraisal process typically observing and assessing performance,conducting, the formal review, providing regular feedback and support.

In an examining survey Identify a range of situation and personal factorswhich contributes to the line manager. Motivation to provide accurateassessment


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Difficulties with line management involvement in performance management

When responsibilities are being devolving to the line there is an assumption Theline managers implement policies as intended or as designed but there is anstrong evidence of a gap between the formal intended HR practices and thoseexperience by the employees

Researches have indentify a wide range of factors to explain why line managementinvolvement 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 behalfof the depart these are-Work overload and competing work priorities: Over load of work areincreasing pressure prevent them from carrying out their performancemanagement. Managers as one of the biggest barriers to their involvement inHRM. (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 ratherthat the softer skill such as leadership, communication and interpersonal skill.

(Milsome, 2006)


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In a study Hillton Hoteks managers felt that skill can translate into lack confidence. Toincrease 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 dont have any need ofthe training because they are expert.Manager have to deal with different kind of people if the frequency of trainingdoesn'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 themotivation of the employees.Lack of support : If any employee do not get his/her enough support so they might fellinsecure. So lacking of support is could be another reason of difficulties .


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Performance management

It is to promote and improve employee effectiveness, where managers and employees work together toplan, monitor and review an employee's workobjectives or goals and his or her overall contributionto the organization.


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Line Manager

Line managers direct employees' day-to-day tasks.From an HRM perspective, line managers are mainlyresponsible for implementing HRM practices andproviding HR professionals with necessary input fordeveloping effective practices.


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Role Of Line Managers

line managers:Interview job applicantsProvide orientation, coaching, and on-the-job

trainingProvide and communicate job performance ratingsRecommend salary increases

Carry out disciplinary proceduresInvestigate accidentsSettle grievance issues


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How can and should HR work in synergy with Line Managers?

Line managers are becoming more responsible for dayto day activities such as those shown above.Predominantly the role is about implementation ofpolicies and practices but increasingly they may also be involved in the design of those policies andpractices.


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EffectiveRelationship WithLine Manager

1. Coaching andDevelopment

2. Be honest

3. Timing of Communication

4. Listen and respect

5. Equip them with the righttools

6. Personal performanceobjectives

7. Make HRs role and

contribution clear8. Recognize them as

strategic partners of HR

9. Support

10. Give praise

Line managers are therefore becoming increasingly importantto how effectively practices workin organizations as they areresponsible for bringing them tolife.

The Role of Line Manager in Managing Performance

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