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Manager
What is Role?
Position one occupies in a social
system
Defined by functions performed
In response to expectations of
others / self
Role Perception: How an employee
thinks
he/she is supposed to act
Provider
Access to information &
materials
Authority to acquire things
Protector
Receive a fair hearing
Deal with problems
Role of a Manager
As a Leader
Understand people
Develop skills
Guide & inspire
As a Manager
Systems expert
Adaptability
Create systems
Role of a Manager
(contd.)
As a Connector
Connect people & systems
As a Persuader
“sell” ideas & plans to
others
Managerial Roles
A. Interpersonal Roles
Directly from Formal
Authority
Relate managers with
others
2. Figurehead Role
Represents org. / symbol for
org.
Economical duties
Managerial Roles
(contd.)
1. Leader Role
Uses influence to motivate
Encourage subordinates -
achieve Org.
Goals
3. Liaison Role
Interacting with others
outside his unit
Managerial Roles
(contd.)
A. Informational Roles
Spending time in giving &
receiving information
3. Monitor
Continously scan envt. for
information
Seek data - subordinates,
bosses & outside contacts
Managerial Roles
(contd.)
1. Disseminator
Distributes information
Relates with key internal
people
3. Spokesperson
Handles Public Relations
Managerial Roles
(contd.)
A. Decisional Roles
Acts upon information to
make important decisions
3. Entrepreneur (Manager is
Proactive)
Initiates development of
project
Assembles the necessary
Managerial Roles
(contd.)
1. Disturbance Handler
Reactive to problems &
pressures of situation
Does crises management (e.g.
handling strikes etc.)
3. Resource Allocator
Responsible for distribution of
resources
Distributes fairly
Managerial Roles
(contd.)
1. Negotiator
Spending time on give &
take
Negotiates with
subordinates,
superiors/boss, outsiders
Traits - Managerial
Effectiveness
Adaptability
Appreciation of Ambiguity
Accommodation
Accomplishment
Access ability
Accessibility
Expectations - HR
Professionals
Institute of Personnel and
Development stated:
Personnel professionals -
Are proficient in business mgmt.
Deliver effective people
strategies
Committed to ethical standards
Apply/adapt technq’s. - people
mgmt. & devpt.
Skilled - management of change
Committed to - lifelong learning
& continuous professional
ating Strategic Concerns into Specific HR Goals : Selected Examp
HR goals for HR goals to foster HR goals to develop a
expanding continuous learning team-based
international Help indiv’s. take organisation
operational capacity charge of their own Identify new skills &
Select executives to growth & devt. competencies needed for
include in a global talent Provide feedback to team work.
pool for expatriate indiv’s. about their Develop selection
assignments. strengths & weaknesses. methods to evaluate
Develop models to Provide resources to potential new hires for
predict better a person’s facilitate learning & teamwork skills.
likelihood of success or inform employees of Provide training in
failure. them. teamwork skills.
Provide data to Conduct benchmarking Introduce rewards &
managers to guide their studies to learn about recognition to reinforce
indiv. placement cutting-edge practices in the devpt. of teamwork
decisions. other org’s. skills
Develop an info. system
that includes info. about Strategic Concerns
talent available in the Expand international
org. & the competencies operational capacity.
needed for specific
assignments. Foster continuous
learning.
Develop a team-based
org.
Activities – HR Manager
Guiding & coaching
Supplying resources
Listening
Honest feedback - objectives &
behaviour
Providing reality checks
Sponsoring employee’s career
devpt .
Balancing employee’s & org’s.
needs
Role - HRD Manager
Focus on:
Being business like, strategic &
ethical
Application - professional
knowledge & skills
Change mgmt. & continuous devpt.
Activities
Provide services, guidance and
advice
Service Provision
Role - HRD Manager
(contd.)
Activities - Guidance
Provided at all levels
Includes - recommendations on
HR strategies
Diagnosis - address strategic
issues
HR policies & procedures /
implications of employment
legislation.
Role of an HRD Manager
(contd.)
Advice
Matters such as job design
Advertise for staff
Draw up short-lists for selection
Identify methods / Satisfy
training needs
Handle people problems
(discipline, capability
absenteeism, time-keeping etc.)
Counselor / mentor / problem
solver
Roles
The main roles that can be played
by an
HR executive are described below:
Reactive/proactive roles
Business partner role
Strategist Role
Interventionist Role
Innovation Role
Internal Consultancy Role
Monitoring Role
Human Resource Planning
To have right number / kind
of people
At right place / time
To do right things –
Result: Org. & indiv. - max.
long-range benefit
Human Resource Planning
Company Objectives / Policy
Economic Forecasts
Organization Objectives
Strategic Plans
Manpower Forecasts
Overall Budget – Estimate
Unit
Manpower Objectives/Policy
Top Management Approval
Human Resource Planning
(contd.)
Manpower Plans
Recruitment & Selection
Retirement/Redundancy
Training
Investigate Effectiveness
Manpower Control
Emerging Employee Profile
Self-motivation & responsibility
Creativity
Self-initiation of activity
Flexibility
Quick & continuous learning
Team tendencies
Emerging Employee Profile
(contd.)
Accomplishment
We shall encourage an
employee who attempts to
accomplish the impossible by
striving to make lasting
contributions in his job
Qualities of being dependable &
trustworthy must be displayed
while achieving such
accomplishments
Values
(contd.)
Self Respect
We should continuously make
efforts to enhance the self
esteem of our employees
We will take great effort to
treat people with respect
Values
(contd.)
Frankness
An employee will be
encouraged to provide
feedback in a socially
acceptable manner
Platforms will be provided for
employees to verbalize their
difficulties.
We will look up to employee
who have morale courage
Competencies
Thinking
Strategy
Creativity
Problem Solving
Communication
Presentation Skills
Public Speaking
Report Writing
Listening
Counseling
Competencies
(contd.)
Interpersonal Skills
Team building
Respect
Conflict
Diplomacy
Competencies
(contd.)
Self Management
Motivation
Confidence
Learning
Competencies
(contd.)
Organization
Planning
Data Utility
Markets – P & S
Risks
Competency Based Appraisal
System
Depends - method of measuring
competence
Distinguish b/w input process &
output aspects of perf.
Measure Input – Capacity to do
work well
Capacity – Knowledge, skills &
personal attributes
Measure process – Behaviour to
convert input to output
Measure output – Make use of
Competency Based Appraisal
System (contd.)
Usage of Concept
Directly linked - fundamental
aim of strategic HRD
Obtain & develop competent
people
Who will achieve objectives
Human Resource
Change Management
Select/ Appraise
Develop
Mental
Job Evaluation
Attempt to determine &
compare demands
of normal performance on a
particular job
of normal workers, without
taking into account
the individual abilities or
performance of concerned
workers
Job Evaluation
Steps - Install Job Evaluation Prog.
Define:
External strategies
Internal core mission & values
Check these for impact
externally
Mission
How SWOT
Define criteria of
business
Brief definition
Commitment of
change
All should
contribute
Mission
(contd.)
Compone Customer
nts
Product/Service/Techni
Location
que
Eco. Objectives
Values/Beliefs
Strengths
Public (image) –
concern
Employee concern
Mission
(contd.)