Podcast
Questions and Answers
A line manager identifies that an employee consistently struggles with data analysis. According to the HRD tasks related to training, what is the MOST appropriate next step?
A line manager identifies that an employee consistently struggles with data analysis. According to the HRD tasks related to training, what is the MOST appropriate next step?
- Communicating the specific competency gap to the HRD department for targeted training. (correct)
- Publicly criticizing the employee's performance to motivate improvement.
- Assigning the employee to a different role that requires less data analysis.
- Ignoring the issue, assuming the employee will eventually improve with experience.
A line manager is preparing for an employee's performance appraisal. Which action best exemplifies creating a climate of openness and trust?
A line manager is preparing for an employee's performance appraisal. Which action best exemplifies creating a climate of openness and trust?
- Focusing solely on areas where the employee exceeded expectations to boost morale.
- Avoiding discussion of specific performance metrics to prevent employee defensiveness.
- Postponing the appraisal if the employee is known to be resistant to feedback.
- Providing honest and balanced feedback, including areas for improvement, while acknowledging successes. (correct)
An employee expresses disappointment about the limited opportunities for upward mobility within the company. Which action would BEST demonstrate a line manager fulfilling their career-related HRD responsibilities?
An employee expresses disappointment about the limited opportunities for upward mobility within the company. Which action would BEST demonstrate a line manager fulfilling their career-related HRD responsibilities?
- Helping the employee realistically assess their potential and explore alternative career paths within or outside the company. (correct)
- Promising the employee a promotion, even if there are no realistic prospects.
- Ignoring the employee’s concerns to avoid a difficult conversation.
- Discouraging the employee's ambitions to maintain team stability.
Following an employee's return from a specialized training program, what should be the line manager's MOST important focus to reinforce the training?
Following an employee's return from a specialized training program, what should be the line manager's MOST important focus to reinforce the training?
A line manager notices an employee's declining performance and suspects it is due to personal challenges. What is the MOST appropriate initial step for the line manager?
A line manager notices an employee's declining performance and suspects it is due to personal challenges. What is the MOST appropriate initial step for the line manager?
Flashcards
Appraisal: Identify Key Areas
Appraisal: Identify Key Areas
Identifying key performance areas for each employee.
Appraisal: Goal-Setting
Appraisal: Goal-Setting
Helping employees set achievable and relevant goals for their performance.
Training: Practice Opportunities
Training: Practice Opportunities
Providing employees with chances to apply new skills learned during training.
Training: Line Manager Actions
Training: Line Manager Actions
Signup and view all the flashcards
Career: Potential Feedback
Career: Potential Feedback
Signup and view all the flashcards
Study Notes
- Human resources development is the responsibility of line managers.
- Line managers perform and execute HRD tasks.
Appraisal
- Identify key performance areas of each employee.
Sub-system Training
- Identify various competencies required by each employee for fulfilling their role.
- Communicate the training needs to the HRD department.
- Sponsor employees for training.
- Get feedback from the employee upon their return from training.
Career
- Identify promotion opportunities for each employee and the competencies required for promotion.
- Help each employee develop their potential.
- Provide feedback to employees about their potential.
- Assist those without further career opportunities to accept reality and plan for the future.
Other tasks of Line Managers
- Help employees in goal-setting.
- Understand employee's difficulties and provide support.
- Conduct timely appraisals.
- Provide feedback in a climate of openness and trust.
- Give opportunities to employees to put their leaning into practice.
- Hold counseling sessions to make sure employees feel success
- Develop problem solving skills in employees
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Description
Line managers play a crucial role in human resources development by identifying employee needs, sponsoring training, and providing career guidance. They also assist in goal-setting, offer support, conduct appraisals, and foster open communication. Their involvement is key to employee growth.
