Management and Employee Duties and Functions

Manager Position Description

The manager is an employee who is responsible for planning, directing and overseeing
the operations and fiscal health of a business unit, division, department, or an operating
unit within an organization. The manager is responsible for overseeing and leading the
work of a group of people in many instances. The manager is also responsible for
planning and maintaining work systems, procedures, and policies that enable and
encourage the optimum performance of its people and other resources within a
business unit.

Responsibilities of a Manager

Daily Operations- The primary role of a manager is to ensure the daily functioning of a
department or group of employees.

Staffing- Most employers expect their managers to interview, hire, and train new
employees.

Set Goals- A manager articulates both short and long-term goals to ensure a
company’s longevity.

Liaising- Although a manager typically oversees a group of employees, managers also

effectively communicate with their bosses and convey the necessary information to the
various company parties.

Administration- Managers complete administrative work and correspond with other

departments.

Delegation- Effective managers have confidence in their employees and delegate tasks
according to the department’s needs.

Motivate- As a leader, a manager motivates staff and creates an environment where

employees thrive.

Enforcing Policy- Managers enforce company policy to cultivate an environment that

makes employees hold one another accountable for their actions.

Training- If new technologies or systems are introduced to business, employers turn to

managers to train employees.

Evaluation- To encourage satisfactory work, managers evaluates data and employee

performance.
DUTIES AND RESPONSIBILITIES OF EMPLOYEES

The principal duties and responsibilities of employee representatives include

- Representing members fairly and effectively in relation to matters arising within the
undertaking or establishment in which they work and which concern employment and
conditions of employment

- Participating in negotiation and grievance procedures as provided for in

employer/trade union agreements or in accordance with recognized custom and
practice in the undertaking or establishment in which they work

- Co-operating with the management of the undertaking or establishment in ensuring

the proper implementation and observance of employer/trade union agreements, the
use of agreed dispute and grievance procedures and the avoidance of any action,
especially unofficial action, which would be contrary to such agreements or procedures
and which would affect the continuity of operations or services

- Acting in accordance with existing laws and regulations, the rules of the union and
good industrial relations practice; liaising with and seeking advice and assistance from
the appropriate full-time trade union official

- Having regard at all times to the safe and efficient operation of the undertaking or
establishment

- Subject to any other arrangements made between an employer and a trade union,
employee representatives should conform to the same job performance standards,
company rules, disciplinary conditions and other conditions of employment as
comparable employees in the undertaking or establishment in which they work.
 Manpower Qualifications Company Rules and Policies

Policies are to a company what rules are to the players of a game. They are the
framework and constraints within which everyone can strive for individual and collective
success. Besides, for anyone who has watched a few kids playing together it’s pretty
obvious why rules are important. And why it’s a good idea to write them down. Far too
many companies, especially small businesses, neglect to get the basics down in writing
early enough. There’s a tendency to believe that “our company doesn’t need them” and
that spoken instructions will suffice. As soon as a company starts growing the limits of
this approach become obvious. Putting company policies down in writing makes them
official. Employees know what the company takes seriously and how they can keep up-
to-date with their rights and responsibilities. People work better when they know where
they stand. No-one wants to focus on the negative but disputes can and will arise.
Having the ground rules established in the clearest and simplest terms helps to limit the
damage when they do. And in the instance that disputes lead to court, written policies
can be essential in ensuring a swift and fair outcome.