vunit4 GHRD 1. Explain the role of line mangers in implementation of HRD programme? lor ‘Ans. Line managers & those managers to whom individuas cf teams decty report and who have responsibilty to a higher level of management fc those ndvcuas ota. a}Employee Engagement ve The azpcach ie marages ate 19 spews het onploens i the res! cra acorn employee engagiment Line marage cate exganzaora cute fr Pes tears manages feu en ther eplyees’ segs ard encerope open communica, they ate more Bit 1 lengape and encurage tne epioyees ') Peformance Appraisal wd Wie pefomance apprasal processes may be desgned by HR piclessionas, they ae implemented by line managers Employee perfomance behav ar assessed andra by direc ne managers. Feedback i rodedin acetone meeting between the emgloyee and koe manage. ©) Discipining Employees Dscpine inthe watlace begins when ane manage sets ct his expectations wih hs team. These expectations may be supported by polces and ocedues produced by tte HR depart. However, the line managers conmiment fo eroring the nies is more Wey fo infvence employee ertornance and behaviour than any Glossy employee handbock Performance Related Pay ‘When a business has 3 pedormance elated pay structure, the line manager has a significant len determining whether his dec reports wil receive 3 ay wcease, Pefomance ratings trom line managers can infvence the amu of Incease employees receive, with tp talents receiving more than average workers. ‘)Line managers and career system: ine manager have o ident the career cpporunites in the organization foreach employee and access the competency required fr theme evaluate the employee perfomance and provide feedback to employees about ther potential .be motivates the employees to acquire higher level of slls and knowledge and provide them opportunity this regard A) Line managers and work system: 'n this eld the manager strives fo ensure quay of wor life. He invites HRD expert o design and inroducepaticpatory systems ike autonomous work Toupinthe uni. He also provides supports by critcal reviewing the progress of experiment conducted 49) Line managers and cultural system: Here the mai ce of fe manager iso identity the inpcaton of vaous practices inthe development of the culture inthe organization. He has to concent on the area of communication, He aso pays attention i eployee career. germ: ‘ns, Reo Drache ‘+ Human Resouce Development eifres the execuve Sis by matetng people aware about he skis requted for job perfomance and by cutining peomance standards * uploads career planing and ensure arund growth of employes ‘+ lumates utizaon of manpower by employing rh man oh ob at ight ie + istwo ways process an exabishes congenital gmt of employees. *+ Wis aon ont. Employee's cotioutons are rewarded handsomely. * Macites human resource planing and coil by maining update daa abou the manponer fo pesen and kre use * _Mfghs resistance to changes and employees became accommodating an wing to accel he change. | Rocco ncaa tunes Estee Presidency college 1] Page—_—_—_— tie io GHRD uunit-4 easly ie or cagy 3 tee because it has mare comptve avrg such as ofan produce ha yur amp 20% * An ciganzaton should ty to be un anzaion que In is_industy long dimension that are widely valued by customers. + HO GPPLE’ testes computer usabity here as MERCEDEZ BENZ stesses relay and quai : 3 HRD ar i et conpeiveinktgence (ke new incentive plan, data regang customer comp Rp. P22 ce especial nienihing and anaang be exomal rea and opprunesenirnenszming . ee ee eet ote 7 ample HOF” owt buses tay a . co oe Te ms ang rit. segies based onthe omn‘HRO. pert Ha a ACS hve ro sloved own te recuien fas dog he een pris, inl hey have bull step 2 arom Ban sain cutsoucg,soutng contacto US Euopelopan and Gemany which woud hel them eat hcp of thei employees fly * Theres an ineasingreatsatin in business ces that HRD woud hp pore acqu Perth abana Ip peore acquire knowlege ks and capabiis needed io sunive * HRD helps to easy ascertain main hous for erentobs ocala product SC a A)HBD Base 3D programme designing. Ans. (aQHBD base: * Totay HRO i a producve function which does not merely espond taal equerent but atpaes them ard pepe the pope and _ paren oe he chlres wih cae, *~ HRD wider scope st tes io deveop he wil rgrzaten instead focusing att on peopl aon, sea of tnatting on manienance tr, wages, incentives, day to day plans, operating procedures elit testo focus on motaing facts such 3 jb enfchent ttensure proper use of exiting human resources inthe organisation. 2 Toforecast future requirement of human resources wih diferent evel of ski 2 Tegecos ups or shviage any ofuran resources aval ve aspidposiad Une accurate number of employes required with matching 3 HR record sources in an cjectve way (such a8 on objective & resus and determination measurement & evaluation of personnel of what should or what shoul be done toms, in order to find ut he efiiency of organisation in atracting and retaining ble to implemen the personnel poles eel the challenges of personnel management ‘To antcpat he impact of technology on obs and requiterens for human resources. cote naman escresin he orgaisaton check hel prance repr and ge feedback to han ard 950 counseling her. compos tne avaiable to select nd ge eing to akSton human esouces rea speciiodtie aod, i required To conduct esearch in personnel and industrial relaion sea Provide the formation about man poser invent for mancower lasing ad sucesso long ovtting ving ond development reeds andes pay cls and benef neo me 4|Page Drecidency college