Line management plays a vital role in the development of employees in an organisation. In a large organisation line management and the HR dept. should endeavour to work closely together to ensure the best practices for the organisation are in place.
In a smaller organisation with no dedicated HR specialised team there can be blurred lines when it comes to best practices. In a small organisation, it is in fact senior and line management that will need to assist in ensuring the specific HR needs of the organisation are in fact met. There are many ways a smaller organisation can implement changes that can ensure employees receive the best possible development as progression in their careers. I would advise a smaller organisation to implement …show more content…
Connection ensures new employees establish a connection / relationship in the organisation.
I would advise this organisation to ensure there is an onboarding induction that every new staff member must participate in. This induction would include:
working on day one with their line manager. The Line Manager should take the new employee through their job role, company expectations and the policies and procedures in place. The should also have a training schedule made out for the new employee so they know in advance of their upcoming training.
As it is a small company, I would also advise that the induction perhaps includes a ‘buddy up/mentor system’. This would involve teaming the new employee up with an existing employee for a period of time on their first week, which will allow the new employee feel integrated into the organisation and culture and allowing them to receive first-hand experience and knowledge from current employees.
I would strongly advise the organisation to roll this mentor programme out for the first 8 weeks. This would involve a weekly meeting between the mentor and new employee where they can air any challenges etc. they may be facing in their new role. This will allow the new employee the confidence to confide in a fellow colleague and build a strong relationship within the …show more content…
in highly completive markets. As this organisation is small, they could implement a succession plan. This would ensure the organisation is developing the skills, capabilities and knowledge of their employees and varying their roles which in turn will keep them motivated and fulfilled in their role. This organisation is currently small; however, they will have plans to expand in the future. They will need to ensure they have a plan in place to ensure they have the right people in the right roles. “As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles.” (Heathfield, 2014).
Salaries
The organisation needs to analysis the labour markets regularly to see if it is ‘loose’ or ‘tight.’ The organisation should be looking to their competitors and market surveys to benchmark salaries within the industry. They need to evaluate both the financial and non-financial rewards the competitor companies offer. As it is a small organisation, salary increases may not be feasible. I would however advise that this organisation look to implement a reward program, which will allow them incentive their staff and link the incentive to their objectives / goals /
In a smaller organisation with no dedicated HR specialised team there can be blurred lines when it comes to best practices. In a small organisation, it is in fact senior and line management that will need to assist in ensuring the specific HR needs of the organisation are in fact met. There are many ways a smaller organisation can implement changes that can ensure employees receive the best possible development as progression in their careers. I would advise a smaller organisation to implement …show more content…
Connection ensures new employees establish a connection / relationship in the organisation.
I would advise this organisation to ensure there is an onboarding induction that every new staff member must participate in. This induction would include:
working on day one with their line manager. The Line Manager should take the new employee through their job role, company expectations and the policies and procedures in place. The should also have a training schedule made out for the new employee so they know in advance of their upcoming training.
As it is a small company, I would also advise that the induction perhaps includes a ‘buddy up/mentor system’. This would involve teaming the new employee up with an existing employee for a period of time on their first week, which will allow the new employee feel integrated into the organisation and culture and allowing them to receive first-hand experience and knowledge from current employees.
I would strongly advise the organisation to roll this mentor programme out for the first 8 weeks. This would involve a weekly meeting between the mentor and new employee where they can air any challenges etc. they may be facing in their new role. This will allow the new employee the confidence to confide in a fellow colleague and build a strong relationship within the …show more content…
in highly completive markets. As this organisation is small, they could implement a succession plan. This would ensure the organisation is developing the skills, capabilities and knowledge of their employees and varying their roles which in turn will keep them motivated and fulfilled in their role. This organisation is currently small; however, they will have plans to expand in the future. They will need to ensure they have a plan in place to ensure they have the right people in the right roles. “As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles.” (Heathfield, 2014).
Salaries
The organisation needs to analysis the labour markets regularly to see if it is ‘loose’ or ‘tight.’ The organisation should be looking to their competitors and market surveys to benchmark salaries within the industry. They need to evaluate both the financial and non-financial rewards the competitor companies offer. As it is a small organisation, salary increases may not be feasible. I would however advise that this organisation look to implement a reward program, which will allow them incentive their staff and link the incentive to their objectives / goals /