Question 1 - Why is it necessary for all managers to be mini HR Managers?

Frontline managers are mangers that focus on the controliing and directing of em ployees. They have the responsibility of assigning employees task, guiding and supervisin g employees on a day to day basis and ensuring that they produce quality job output, making recommendations, upchallening employees problems, providing technical expertises monitoring work progress and measuring operatial performance. They are the ones that are incharge of time off and vacation leave for their staff. Frontline managers are considered to be role models, in providing basic supervis ory skills, motivation, career planning and performance feedback.. They know their staff better more tha n anyone else within the organization and as such they know who is capable of doing which ever task to the best of their ability.

Question 2 a) Name the 6 major HR functions that is relevant to managers externa l to HR 1) 2) 3) 4) 5) 6) Staffing Perfomance Evaluation Training and Developement Compensation of Benefits Employee Relations Saftety and Health

STAFFING Analyzing Manpower requirements: It is making an analysis of work and estimating the manpower requirement to accomplish the same. Recruitment: It is identifying and attracting capable applicants for employment. it ends with the submission of applications by the aspirants. Selection: It is choosing the fit candidates from the applications received in t he process of recruitment. Placement: This may be on probation and on successfully completion of the same t he candidate may be offered permanent employment. Training and Development: It is concerned with imparting and developing specific skills for a particular purpose. Performance Appraisal: Systematic evaluation of personnel by superiors or others familiar with their performance so as to rank employees to ascertain their eligibilty for promotions. PERFORMANCE EVALUATION A performance appraisal is a systematic and periodic process that assesses an individual employee s job performance and productivity in relation to certain pre-established criteria and organizational

objectives.[4][5] Other aspects of individual employees are considered as well, such as organizational citizenship behavior,[6] accomplishments, TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organi zation. In addition to that, there are four other objectives: Individual, Organizationa l, Functional, and Societal. potential for future improvement, strengths and weaknesses, etc. Employee Relations? Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving prob lems involving individuals which arise out of or affect work situations.