Shirley J. Caruso, Ed.D.
The role of the successful manager includes training employees to improve their performance, career coaching to put an employee’s career objectives into action to benefit the organization, engaging in effective communication to confront performance improvement of employees, and mentoring for the advancement of the careers of their employees.
- Because managers are responsible for the production efforts of their employees, they become responsible for employee training.
- Career coaching administered by the manager is less expensive and can be more effective.
- The manager can confront an employee’s poor performance without criticism by remaining positive in their communication approach.
- A positive rapport is built between employees and managers through mentoring by the sharing of personal experiences.
During the performance management process, managers are responsible for creating an environment that promotes positive employee relations, instituting guidelines to complete defined objectives, fostering harmony among employees, making appropriate changes based on performance review of the organization as a whole, determining areas that need improvement, setting goals for organizational development, planning for success, rewarding employees for self improvement, and supporting improvement and change by adopting the support of personnel vital to the organization.
The role of the employee is to put their personal and organizational resources into action to the best of their ability. Successful results depend on the employees’ ability to recognize personal growth opportunities, make known to their employers their talents and goals, plan for career advancement, and be committed to their organizations.
The success of employees depends upon the responsibility taken for their own career planning, development, and change. The values of each of these must be fully understood to be beneficial/effective.
HRD Professional Responsibilities
Human Resource Development (HRD) Professionals are responsible for encouraging employees to participate in performance management and customer satisfaction. This is accomplished by creating and implementing a system that identifies competencies, established goals, and projects the expected outcome. Establishing a problem solving procedure and setting standards for employee performance are two crucial strategies for the improvement of organizational performance.