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ROLES OF EMPLOYEES

AND MANAGER
Manage Individual – performance – Motivate
employees to change performance, provide
performance feed back and monitoring activities.

Develop employees - Explain work assignments


and provide technical expertise.

Plan and allocate resources – Translate strategic


plans into work assignments and establish
target dates for projects.
• Coordinate interdependent groups – Persuade
other units to provide products or resources needed
by the work group and understand the goals and
plans of other units.

• Manage group performance – define areas of


responsibility meet with other managers to discuss
effects of changes in the work group facilitate
change and implement business strategy.
• Monitor the business environment – develop and
maintain relationships with clients and costumer
and participate in task force to identify new
business opportunities.

• Represents one’s work unit – develop relationships


with other managers communicate the needs of
work group to other units and provide information
on work group status to other groups.
TOP MANAGEMENT SUPPORT
• A clear direction for learning.
• Encouragement, resource and commitment for
strategic learning.
• Taking an active role in governing learning,
including reviewing goals and objectives and
providing insight on how to measure training
effectiveness.
• Developing new learning programs for the
company.
• Teaching programs or providing resource
online.
• Servicing as a role model for the entire
company and demonstrating willingness to
constantly learning.
• Promoting the company’s commitment to
learning by advocating it in speeches,
annual reports, interviews and other public
relation tools.
HUMAN RESOURCE MANAGEMENT
(HRM) PRACTICES
• Consist of the management activities
related to invest (time, effort and money) in
staffing (Determine how many employees
are needed and recruiting and selecting
employees) performance, management,
training and compensation and benefits.
STAFFING STRATEGY
• Refers to the company decision regarding
where to find employees how to select them
and the mix of employee skills and statuses.
For example one of staffing decision a
company has to make is how much to rely
on the internal labor market or external
labor market to fill vacancies.
Two aspects of company’s staffing strategy influence
training the criteria used to promotion and assignment
decision and the place where company prefers to
obtain the human resource to fill open position.
Human Resource Planning
Includes the identification, analysis,
forecasting and planning of changes needed
in human resource will help the company to
meet changing business condition.
Extent of Unionization
• Union’s interest in training has resulted in joint union-
management programs designed to help
employees prepare for new jobs, when companies
begin retraining and productivity improvement
efforts without involving unions.