This document discusses the role of human resource management for line managers. It outlines the challenges facing line managers, including rapidly changing business environments and greater workforce diversity. It emphasizes that line managers play a critical role in human resource functions like developing employees, providing feedback, and managing change. The document also discusses the competencies and training needed for line managers to effectively perform human resource responsibilities. It stresses the importance of collaboration between line managers and human resource teams.

1. H UMAN R ESOURCE M ANAGEMENT FOR L INE M ANAGERS Presentation by Mahendra K. SHUKLA Manager: Development & PE PT ISPAT INDO Surabaya, Indonesia

2. HRM FOR LINE MANAGERS… SURVIVING IN BUSINESS “ Corporate must change their Old Ways of doing business to survive in this new and extremely challenging environment. Because of their critical place in the organization, much of the burden of change will fall on the shoulders of the Line Managers.” {MANAGEMENT GURU}

3. HRM FOR LINE MANAGERS… CHALLENGES FOR LINE MANAGERS Rapidly Changing Business Environment Pressure to “do more” with Fewer Resources Downsizing of the Staff Greater Workforce Diversity Increasing Gap in Skill Availability and Job Requirements

4. HRM FOR LINE MANAGERS… MAIN OBJECTIVES : 1. Identify the Critical HR Role Played by Line Managers 2. Competencies Required for Role Play 3. Relationship with HR (Personal) Team 4. Tools / Information to strengthen Line Managers

5. HRM FOR LINE MANAGERS… INFORMATION FLOW DIAGRAM Senior Management Department Heads Personal (HR) Office Employee Organization Line Managers Employees

6. HRM FOR LINE MANAGERS… WHAT IS COMPETENCY ? “ The Quality of being adequately or well qualified (Knowledge, Skills & Abilities} to perform assigned responsibilities at the level required to achieve organizational objectives. Being competent means the ability to control and operate the Process, System, Procedure or Control in the Plant environment. Competency? Knowledge, Skills & Abilities

7. HRM FOR LINE MANAGERS… Competency Requirement Mission Oriented General Management HR Management

8. HRM FOR LINE MANAGERS… SHARED HR ACCOUNTABILITY Generally, the Line Manager is directly accountable for the program impact of HR decision, while the HR Team is directly accountable for the compliance of the action. However, “Shared Accountability” means that both HR Team and Line managers are ultimately accountable for effective and legally compliant HR System. HR accountability should be seen as a continuous cycle. A systematic approach enables the management to Identify, Collect, and Use the information on which accountability is ultimately based.

9. HRM FOR LINE MANAGERS… PRIMARY ROLE OF LINE MANAGERS Developing Good Staff Creating Positive Work Environment Feedback & Counseling

10. HRM FOR LINE MANAGERS… Line Managers identified most HR skills : Knowing individual and team behavior, mentoring / coaching / counseling as core management competencies. They also identified the following as their highest priority : 1. Manage Change 2. Manage Teams 3. Leadership 4. Internal Personal Skills 5. Conflict Management 6. Workload Management 7. Customer Needs 8. Performance Management 9. Time Management 10. Moral Building 11. HR Laws & Procedures 12. Diversity

11. HRM FOR LINE MANAGERS… HR TRAINING NEEDS FOR LINE MANAGERS 1. Personal System Operation 2. People Skills 3. Leadership Skills including Decision-making 4. Teamwork Process including Motivation 5. Problem Solving Techniques 6. Change Management 7. Communication Techniques

12. HRM FOR LINE MANAGERS… HR SERVICES FOR LINE MANAGERS Line Managers described the following ‘ most valued ’ services they require from HR Office : (1) Help in achieving their mission; (2) Help in dealing effectively with employees; and (3) Good and timely advice on the options available to accomplish particular task / program. The types of service can be provided by HR Office are : 1. Collaborative relationship between the Line Manager and HR Team to effect needed action. 2. Guidance directly applicable to the manpower issue involved. 3. Assistance provided in a timely manner. 4. A supportive attitude shown by HR Team.

13. HRM FOR LINE MANAGERS… Line Manager:___________________ HR Staff:_________________ Date:_________ Indicators: F/U -> Follow – up; F/U Date / Time -> Follow – up Date & Time; √ - Check Mark FOLLOW-UP WORKSHEET F/U Date/Time √ Suggestion (s) / Solution (s)/Action Employee Comments F/U Topic/Issue

14. LINE MANAGERS & HR TEAM AS PARTNERS T HANK Y OU Please Submit Questions & Feedback to: Mahendra K. SHUKLA Email : [email_address] Tel :(62) 31 788 7000 Extn : 1506