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.