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建立人际资源圈What managerial skill are important for the front line or first line manager---Essay代写范文
2016-08-18 来源: 51Due教员组 类别: Essay范文
Essay代写范文:What managerial skill are important for the front line or first line manager这篇Essay范文讨论对于一线管理者而言，需要掌握何种管理技能对其而言是最重要，以及原因。管理者要具备沟通能力、人力资源管理、战略决策能力。同时管理者需要管理者来提高他的战略决策能力，管理者应该对供给和部门的人力资源需求的分析，合理的划分领域，培养部门的工作人员的专业业务能力。
The following managerial skills are considered to be important for the front line or first line manager.
First are communication skills, including skills of communication between department managers and their superiors, colleagues, as well as their subordinates (Cunningham and Hyman, 1995). In daily work, a first line manager needs to contact and exchange views with his superiors, subordinates, colleagues, and sometimes he also need to contact with customers, as well as through a variety of channels to master conditions of external market. If a first line manager is not good at communication, or he can not communicate with other people effectively, the first line department will not operate well.
For a first line manager, there are three kinds of important functions of communication, namely, information transfer, excitation and coordination.
Information transfer means that if a first line manager expects employees to do according to his requirements, a timely and clear transfer is needed to ensure that the requirements can be understood by employees (Kulik and Bainbridge, 2006).
Excitation refers to the process of motivating employees, which is also the process of communication with staff (Currie and Procter, 2001). By communicating, it can effectively encourage employees to get satisfaction and motivation, which is an effective way to improve performance of department staff.
Coordination refers to passing information from a department manager to others through communication. Similarly, a first line manager also needs to continuously communicate with other departments to ensure the smooth completion of work of the department.
Second are human resources management skills.
Human resource management (HRM) is the common work for the first line manager, he must confront management towards personnel, most human resources activities such as the implementation of recruitment and employment, performance management, compensation management, training needs to be completed by the first line manager and HR department. In fact, HR department is unable to understand the details of each employee, only the first line manager is familiar with each employee of the department. Therefore, the first line manager must have excellent HRM skills, which is in favour of organizing a team which can meet the requirements of the department to help with managing and motivating the team members to better serve the department to improve the performance of the sector.
Third are strategic decision-making skills. It refers to the ability of a manager’s to be based on its overall corporate strategic goals to make right strategic decisions. With superb strategic decision-making skills, the first line manager can correctly anticipate the dangers, opportunities in future development of the department, which can help the department to take measures in advance to meet the challenges and seize the opportunities. With strategic decision-making skills, it can help the first line manager to correctly develop their development goals in future to ensure that the development direction of the sector is in line with the overall strategic direction of the enterprise.
Explain in detail five guidelines that you would suggest to the manager to increase his/her chances of being successful in their new job.
The manager faces the challenges of facing fierce competition in the market in future, how to make right decision to make their products better able to meet the market demand requires the manager to improve his strategic decision-making ability, based on this, it brings forward the following guideline.
To improve his strategic decision-making ability, the manager should first of all learn to improve ability to anticipate through the collection of data and information. The manager should expand information collection channels. The manager should carry out extensive market research to understand consumers’ psychology, consumption trends and consumption ability to collect extensive, fast, precise, accurate information. The manager should improve the ability to think and handle information independently, with best adjustment to treat a variety of information issued by external things, and then distinguish the different attributes of things, and timely send the feedback to other departments. The manager should pay attention to information extension, through further processing of available information to analyze and forecasts the future of products to obtain maximum social and economic benefits. The manager should have a keen strategic vision and courageous decisions courage to be good at catching opportunities and making right decisions to develop stealth market. Then, the manager should not only have a keen ability to anticipate but also have the ability to respond flexibly. The manager must be good at summing up experience and identify problems to take effective measures to promote the management to improve working efficiency.
One of the problems that the first line manager needs to solve is the problem with suppliers, which is mainly related to the manager’s ability to communicate with suppliers and his capability of management towards internal procurement staff and process (Currie and Procter, 2001). Based on this, the manager must follow the guideline. First, the manager is responsible for managing the buyers, review and approval of monthly procurement plan. In approving procurement plans, the manager should comprehensively consider timely supply of materials to avoid unnecessary inventory. The manager should arrange buyers to purchase materials according to planned procurement, making specific provisions for the quality, specification, price, timing of purchased materials. Then, the manager should strengthen a long-term investigation towards suppliers, designating a person to collect address, phone number of suppliers, product quality and other information of raw materials for classification, registration, filing, so as to select alternative suppliers. The manager should investigate the selected suppliers to understand various technical quality indicators of products, service quality, reputation, supply capacity, price, users’ feedback and evaluation of suppliers, and then analyzing and comparing them to finalize qualified suppliers and create files.
Maintaining high rapport and building a strong team is also one of the challenges that the manager faces. He should follow the following three guidelines to deal with the challenge.
The manager should conduct an analysis of the supply and demand of human resources of the department (Currie and Procter, 2001). He should first of all be aware of the current situation of human resources in the department, and then analyze whether this kind of staffing is able to complete the work assigned by the company. If they can not complete the task, the manager needs to know what staff he needs to complete the departmental objectives and ask the HR department to recruit necessary talents. Corporate employees are engaged in concrete work under first line managers, thus the manager must be well aware of the basic circumstances of employees, such as their educational background, work experience, daily life and interaction with others, and so on. After under the situation, the manager can do will in assignment, collaboration, daily education and training.
The manager should achieve a reasonable division of labour and cooperation in this sector. According allotrope principles of HRM, the same staffing, different division of labour will result in different results (Kulik and Bainbridge, 2006). As a first line manager, he has the rights to assign work and staff of the department, after fully understanding requirements of work and conditions of staff capacity to achieve the best match between workers and work, he should also achieve a reasonable division of work and collaboration to create a good working atmosphere, whether employees can give full play to their enthusiasm and potential to work for businesses depends largely on a harmonious working atmosphere. If the manager can communicate with his staff well to win the trust and respect from employees, and the employees can collaborate with each other, working in such atmosphere, the manager will create cohesive team.
The manager should train professional business capabilities of the department staff. The training should focus on improving professional services capabilities. The manager has the responsibility to train staff of the department, which is often overlooked by first line managers (Kulik and Bainbridge, 2006). Improving staff's professional service ability contributes to successful completion of work of the sector. The manager should implement performance evaluation towards employees in this sector properly, performance evaluation is the function of HR department, as well as the function of first line managers. Considering design on evaluation system , the manager should be involved in the design; during the evaluation process, the manager should supervise employees to actively cooperate with the HR department to complete the assessment; in terms of the evaluation results, the manager’s appraisal for the employees accounts for a large proportion.
51Due原创版权郑重声明：原创范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。
51due为留学生提供最好的作业代写服务，想获取更多Essay代写范文，亲们可以进入主页 www.51due.com 为留学生提供essay辅导服务，了解详情可以咨询我们的客服QQ:800020041哟。-lc
The following managerial skills are considered to be important for the front line or first line manager.
First are communication skills, including skills of communication between department managers and their superiors, colleagues, as well as their subordinates (Cunningham and Hyman, 1995). In daily work, a first line manager needs to contact and exchange views with his superiors, subordinates, colleagues, and sometimes he also need to contact with customers, as well as through a variety of channels to master conditions of external market. If a first line manager is not good at communication, or he can not communicate with other people effectively, the first line department will not operate well.
For a first line manager, there are three kinds of important functions of communication, namely, information transfer, excitation and coordination.
Information transfer means that if a first line manager expects employees to do according to his requirements, a timely and clear transfer is needed to ensure that the requirements can be understood by employees (Kulik and Bainbridge, 2006).
Excitation refers to the process of motivating employees, which is also the process of communication with staff (Currie and Procter, 2001). By communicating, it can effectively encourage employees to get satisfaction and motivation, which is an effective way to improve performance of department staff.
Coordination refers to passing information from a department manager to others through communication. Similarly, a first line manager also needs to continuously communicate with other departments to ensure the smooth completion of work of the department.
Second are human resources management skills.
Human resource management (HRM) is the common work for the first line manager, he must confront management towards personnel, most human resources activities such as the implementation of recruitment and employment, performance management, compensation management, training needs to be completed by the first line manager and HR department. In fact, HR department is unable to understand the details of each employee, only the first line manager is familiar with each employee of the department. Therefore, the first line manager must have excellent HRM skills, which is in favour of organizing a team which can meet the requirements of the department to help with managing and motivating the team members to better serve the department to improve the performance of the sector.
Third are strategic decision-making skills. It refers to the ability of a manager’s to be based on its overall corporate strategic goals to make right strategic decisions. With superb strategic decision-making skills, the first line manager can correctly anticipate the dangers, opportunities in future development of the department, which can help the department to take measures in advance to meet the challenges and seize the opportunities. With strategic decision-making skills, it can help the first line manager to correctly develop their development goals in future to ensure that the development direction of the sector is in line with the overall strategic direction of the enterprise.
Explain in detail five guidelines that you would suggest to the manager to increase his/her chances of being successful in their new job.
The manager faces the challenges of facing fierce competition in the market in future, how to make right decision to make their products better able to meet the market demand requires the manager to improve his strategic decision-making ability, based on this, it brings forward the following guideline.
To improve his strategic decision-making ability, the manager should first of all learn to improve ability to anticipate through the collection of data and information. The manager should expand information collection channels. The manager should carry out extensive market research to understand consumers’ psychology, consumption trends and consumption ability to collect extensive, fast, precise, accurate information. The manager should improve the ability to think and handle information independently, with best adjustment to treat a variety of information issued by external things, and then distinguish the different attributes of things, and timely send the feedback to other departments. The manager should pay attention to information extension, through further processing of available information to analyze and forecasts the future of products to obtain maximum social and economic benefits. The manager should have a keen strategic vision and courageous decisions courage to be good at catching opportunities and making right decisions to develop stealth market. Then, the manager should not only have a keen ability to anticipate but also have the ability to respond flexibly. The manager must be good at summing up experience and identify problems to take effective measures to promote the management to improve working efficiency.
One of the problems that the first line manager needs to solve is the problem with suppliers, which is mainly related to the manager’s ability to communicate with suppliers and his capability of management towards internal procurement staff and process (Currie and Procter, 2001). Based on this, the manager must follow the guideline. First, the manager is responsible for managing the buyers, review and approval of monthly procurement plan. In approving procurement plans, the manager should comprehensively consider timely supply of materials to avoid unnecessary inventory. The manager should arrange buyers to purchase materials according to planned procurement, making specific provisions for the quality, specification, price, timing of purchased materials. Then, the manager should strengthen a long-term investigation towards suppliers, designating a person to collect address, phone number of suppliers, product quality and other information of raw materials for classification, registration, filing, so as to select alternative suppliers. The manager should investigate the selected suppliers to understand various technical quality indicators of products, service quality, reputation, supply capacity, price, users’ feedback and evaluation of suppliers, and then analyzing and comparing them to finalize qualified suppliers and create files.
Maintaining high rapport and building a strong team is also one of the challenges that the manager faces. He should follow the following three guidelines to deal with the challenge.
The manager should conduct an analysis of the supply and demand of human resources of the department (Currie and Procter, 2001). He should first of all be aware of the current situation of human resources in the department, and then analyze whether this kind of staffing is able to complete the work assigned by the company. If they can not complete the task, the manager needs to know what staff he needs to complete the departmental objectives and ask the HR department to recruit necessary talents. Corporate employees are engaged in concrete work under first line managers, thus the manager must be well aware of the basic circumstances of employees, such as their educational background, work experience, daily life and interaction with others, and so on. After under the situation, the manager can do will in assignment, collaboration, daily education and training.
The manager should achieve a reasonable division of labour and cooperation in this sector. According allotrope principles of HRM, the same staffing, different division of labour will result in different results (Kulik and Bainbridge, 2006). As a first line manager, he has the rights to assign work and staff of the department, after fully understanding requirements of work and conditions of staff capacity to achieve the best match between workers and work, he should also achieve a reasonable division of work and collaboration to create a good working atmosphere, whether employees can give full play to their enthusiasm and potential to work for businesses depends largely on a harmonious working atmosphere. If the manager can communicate with his staff well to win the trust and respect from employees, and the employees can collaborate with each other, working in such atmosphere, the manager will create cohesive team.
The manager should train professional business capabilities of the department staff. The training should focus on improving professional services capabilities. The manager has the responsibility to train staff of the department, which is often overlooked by first line managers (Kulik and Bainbridge, 2006). Improving staff's professional service ability contributes to successful completion of work of the sector. The manager should implement performance evaluation towards employees in this sector properly, performance evaluation is the function of HR department, as well as the function of first line managers. Considering design on evaluation system , the manager should be involved in the design; during the evaluation process, the manager should supervise employees to actively cooperate with the HR department to complete the assessment; in terms of the evaluation results, the manager’s appraisal for the employees accounts for a large proportion.
51Due原创版权郑重声明：原创范文源自编辑创作，未经官方许可，网站谢绝转载。对于侵权行为，未经同意的情况下，51Due有权追究法律责任。
51due为留学生提供最好的作业代写服务，想获取更多Essay代写范文，亲们可以进入主页 www.51due.com 为留学生提供essay辅导服务，了解详情可以咨询我们的客服QQ:800020041哟。-lc
