The Role of Line Manager in

Managing Performance
FACULTY: MRS. SABREEN SIRAZ

PRESENTED BY:
ORBIND BHAKTA (2014261007)
ABRAR KARIM(100360679)
SADMAN KADER SAIF (100360685)
NAZIA AKTER (10034629)
MD. NURUL ALAM (2014261003)

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.

Responsibilities:

Planning and Organizing

Promoting Equality and Diversity
Providing technical expertise

Allocating work and task

Monitoring work and checking quality
Leading, developing and managing people

Measuring operational performance.

How & Why role of line manager in managing

and 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 line

manager.

Employees feel free to communicate directly with their line

manager about any problem.

A research reveled that almost 80% of the organizations

success relies on the level of engagement between

employees and their line manager.

 Day to day responsibility of managing employees have gone

down from the HR manager to Line managers.

Line managers are now accountable:

For reviewing the operational plan to ensure that it is achievable

Planning and organizing work for employees
Monitoring and reporting
Quality control
Recruiting and training new/old employees
Developing and implementing policies
Show leadership behavior
Motivate and encourage employees

 As employees and line managers are always in close and

are in regular contact with each other, line managers

tends to have a greater impact on employees.
The delegation of responsibilities from HR to Line

Managers has increased over the last few decades.

Recent survey tells that 4/5 organizations increased

delegation of work from HR to line managers.

 2/3 organizations predict that this delegation of

responsibilities from HR to line managers is likely to

increase in following three years.
These responsibilities includes
Appraisal and Performance Management
Recruitment and selection
Training, learning and development
Reward system, etc.

Appreciate the Importance

of Effective leadership
behavior in people
management:

There are five leadership effective those are:

Supporting

Developing
Recognition
Consulting

Empowering

 Supporting-is showing sympathy and support when

a person is upset or anxious.

Developing-is providing opportunities for skill
development and helping others learns how to
improve their skill.
Recognition-is involving praise and recognition for
effective performance.
Consulting- is including conferring with people
before making decision that affect them.

 Empowering-is giving employees substantial

responsibilities and discretion in their activities.

Line manager involvement in performance

management
A line manager act as the interface between the organization and its
workforce and they translate and communicate organizational strategy,
value, and objective.
line managers are in a position to strength, ignore or even undermine
them 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 performance
appraisal 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 factors
which contributes to the line manager. Motivation to provide accurate
assessment

Difficulties with line management involvement in

performance management
When responsibilities are being devolving to the line there is an assumption The
line managers implement policies as intended or as designed but there is an
strong evidence of a gap between the formal intended HR practices and those
experience by the employees
Researches have indentify a wide range of factors to explain why line management
involvement 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 behalf
of the depart these are Work overload and competing work priorities: Over load of work are
increasing pressure prevent them from carrying out their performance
management. Managers as one of the biggest barriers to their involvement in
HRM.
(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 rather
that the softer skill such as leadership, communication and interpersonal skill.
(Milsome, 2006)

In a study Hillton Hoteks managers felt that skill can translate into lack confidence. To
increase 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 of
the training because they are expert.
Manager have to deal with different kind of people if the frequency of training
doesn'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 the

motivation of the employees.
Lack of support: If any employee do not get his/her enough support so they might fell
insecure. So lacking of support is could be another reason of difficulties.

Performance management
It is to promote and improve employee effectiveness,

where managers and employees work together to

plan, monitor and review an employee's work
objectives or goals and his or her overall contribution
to the organization.

Line Manager
Line managers direct employees' day-to-day tasks.
From an HRM perspective, line managers are mainly
responsible for implementing HRM practices and
providing HR professionals with necessary input for
developing effective practices.

Role Of Line Managers

line managers:
Interview job applicants
Provide orientation, coaching, and on-the-job
training
Provide and communicate job performance ratings
Recommend salary increases
Carry out disciplinary procedures
Investigate accidents
Settle grievance issues

How can and should HR work in synergy

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

Effective
Relationship With
Line Manager
1.

Coaching and
Development

2.

Be honest

3.

Timing of Communication

4.

Listen and respect

5.

Equip them with the right

tools

6.

Personal performance
objectives

7.

Make HRs role and

contribution clear

8.

Recognize them as
strategic partners of HR

9.

Support

10. Give praise

Line managers are therefore

becoming increasingly important

to how effectively practices work
in organizations as they are
responsible for bringing them to
life.