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 Emplyees Relations Saftety and Health

b) Give a small description (maximum 5 lines) to describe the main areas of each function. 1) Staffing is that part of the process of management which is concerned with ac quiring, developing, employing, appraising, renumerating and retaining people so that rig ht type of people are available at right positions and at right time in the organisation. In the s implest terms, staffing is putting people to jobs . 2) Performance Evaluation A performance appraisal is a review of an employee's performance of assigned duties and responsibilities. The appraisal is based on results obtained by the e mployee in his/her job, not on the employee's personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify area s for performance enhancement and to help promote professional growth. 3)Training and Developement

Employee Training and Development is essential to the ongoing success of every o rganization. It enables employees to develop skills and competencies for the job. Employee Training and Development is a key ingredient in performance improvement . However, the first step in designing an employee training and development progra m is to identify the training needs. The training needs are based on what is neede d to achieve the organization s strategic objectives. 4) Compensation of Benefits Compensation of Benefits are usually done to reward staff for their performance. It is use to also to show emplyees how much they are appreciated by their employer. This ia given right across the board and is determined by management or union negotiation. The HR department should ensure that the right salary is paid for the right job. Usually done in conjunction with the line manager 5) Employee Relations Employee Relations involves building trust between the employer and employee. It is also treating each other with certain level of respect and ensure that each employee is fairly treated, making sure that all get a fair wage package. Essentially, Employee Relations is concerned with preventing and resolving probl ems involving individuals which arise out of or affect work situations. Saftety and Health