Best Practices Manual for Supervisors Essay Example for Free

lift out Practices manual of arms for Supervisors EssayThere are no magic bullets to solve daily problems and the road to reform entrust be rough, however the solution could be easy when any(prenominal) organization (or even an several(prenominal)) decide to civilise advantage of few top hat practices. Supervisors form the backbone of a strong organization because supervisors are the front-line leadership who ensure that the strategy is being achieved on a daily basis. (United Services, Inc. , p. 7). Also, according to Hays, S. W. (2004), a significant enthronisation in front-line supervisory development is a key aspect of a successful weapons platform (p. 271).Because, quantify and research has shown that poor supervision is a primary source of track downer dissatisfaction, attrition, and failure of merit c over plans. (Hays, S. W, 2004, p. 272) Also, a reforms success depends on leadership (Hays, S. W, 2004, p. 274). After realizing the importance of the supervi sors position and how authoritative could knowledge and training be for them, the aim of this manual is to post our supervisors with the necessary knowledge that enables them to succeed in their job. In an another(prenominal) word, this manual is considered to be a guide for supervisors to ease their responsibilities. II. better PracticesThis section of the manual presents some of the high hat practices that could friend our supervisors in their different responsibilities such as demonstrating communication skills, determining strong orientation and training methods, improving productivity for teams, conducting performance appraisals, resolving interlocking, and improving employee relations. 1. Demonstrating Communication Skills Communication with employees pull up stakes guarantee alignment with the organizations boilersuit strategy (mission- vision- goals). Supervisors could use internal communication to tin a supportive working environment with a clear set of expectatio ns for each rung.As a result employees exit have a soften understanding of the decisions made by the organizations, so supervisors could parry miss expectations by developing and maintaining communication ducts with employees. Figure (1) shows some channels to communicate strategical information 1. 1 Efficient Intranet The intranet is one of the best and most valuable tools available for employee communication. A come with intranet can help employees and HR save time by giving employees instant access to contact magnetic dips, confederacy policies, announcements, training opportunities, and benefits information. ( transaction effectual Reports, 2007a1, p. 1). However, the company should take some steps to achieve this communication channel such as update frequently, make it simple and easy, provide a search feature, track the usage, guide locally according to departments ad teams, provide a starting page for each department, include files, documents, policies, and proc edures, list phone extensions and contact lists, allow for feedback forms, use a content management. (Business Legal Reports, 2007a1, p. 1-2) 1. 2 Open criminal record oversight Style or Dissemination of strategic information Rubin, L. and Merripen, C.(2003) presented this practice which includes sharing information with employees for better understanding of management decisions. Employees became better informed near the business and feel more inclusive and entrepreneurial ab let on their contribution and impact. Then employees moved their focus from just their job to looking at the company as a whole. (p. 4) Collins, R. and Druten, K. V. (2003) found a strong link between organisational performance over the past three years and the emphasis placed on communicating information to all members about the organizations purpose, aspirations, strategy and performance. Figure (1) shows some communication channels that managers and supervisors could use to communicate strategic inform ation with employees. Figure (1) Channels to communicate strategic information Source Collins, R. and Druten, K. V. (2003). human beings Resources Management Practices 2. determine Effective Orientation and Training Methods 2. 1 Best practices for effective orientation New employees orientation is all important(p) to facilitate the integration of new employees in the organization with understanding the organizations culture, mission, vision and values.Orsini, B. (2000) presented some best practices for new employees orientation such as sessions for new employees to introduce them to the organization and provide them with an overview of the organizational mandate and structure, mentoring new employees by a staff member, profile of employee new to grouping by deep down a local newsletter or e-mail, and office tours as an probability to meet staff opposite and get a sense of what they do. 2. 2 Best practices for effective training methods Training present tense is not a luxury an ymore.Due to the competitive marketplace and the complexity of jobs, training became a indispensableness for surviving and competing for both organizations and employees. Recently. There is much greater emphasis on training as a means to cultivate, motivate, and retain quality workers. (Hays, S. W. , 2004, p. 261) Operationally, supervisors and managers are responsible for ensuring their employees get the training they need and/or the opportunity to attend the training classes. (Bjomberg, L. , 2002) 2. 2. 1 Learning for life ProgramTo show how could such practice help the organization, its useful to mention a real case study. For example, Honeywell Limiteds Scarborough factory unquestionable a learning for life program to improve productivity and quality and reduce costs in an effort to remain competitive in the global economy. Eighty percent of the factory participated in this program and Honeywell has increase its factory throughput by 180% and better the quality of its product s by 92%. (The Conference display board of Canada, 1998, p. 5)This innovative program developed more productive employees, increased productivity, change quality, effective collaborative decision-making, improven communication skills. (The Conference Board of Canada, 1998, p. 5) 2. 2. 2 Other best practices The Conference Board of Canada (1998) presented many other best practices in training or workplace literacy such as ? Empowering adult learners ? Excellence in workplace literacy ? Skills for a stable workplace ? Literacy through e-learning ? Establishing a baseline for training? Peer tutoring employee parcel employees Such practices has resulted in increased productivity, reduced staff turnover, enhanced performance, improved quality, effective collaborative decision-making, improved communication skills, in another word, it helped in creating a positive environment for both the employer and employees because benefits was achieved for both of them. 3. alter Productivity for Teams Improving productivity for teams and for employees in general is the ultimate goal for all organizations to maximize the overall performance.And because we are talking about humans or employees, improving productivity should include creating a expedient environment that could help them to work productively. 3. 1 Work life balance (developing a family-friendly work environment) dupet be fired by your family Best practice has shown that both employees and employers can benefit when staff are able to adapt plastic work practices thereby enabling them to better manage their work and family responsibilities (UQ, 2007, p. 1). In the end result this could increase employees productivity.Supervisors have an important constituent in developing and maintaining a family-friendly work environment (UQ, 2007, p. 1). A supervisor could help creating this environment by flexibly organizing work arrangements and workloads taking into consideration certain factors such as night lecturing, summer schools, acting as a role model demonstrating understanding and acceptance of work family balance, and take a positive approach to negotiating flexible arrangements (UQ, 2007, p. 1-2). 3. 2 Teleworking is good for business and employees Teleworking is another practice resulted in improving productivity.According to Business Legal Reports (2006), teleworking has some benefits such as relocation cost savings, increased productivity by reducing employees absentee, reduced costs for office space, and employee satisfaction (p. 7). So, when supervisors consider benefiting from telework, they wont only provide an improved work-life balance for the employee, but alike they will get improved business performance for the employer. 3. 3 Other best practices 3. 3. 1 Concern for employee community (Employee Care Program and Employee traffic Program)This practice proved that it could reduce employees turnover. This kind of program monitors how people are doing in their jobs and in thei r lives, offers rewards, gifts, annual picnic and holiday, flexible scheduling and telecommuting, and medical coverage. 3. 3. 2 Encourage employees to take their vacations This practice is important to enable employees to relax teeming to avoid stress, anxiety, emotional problems, job burnout in order to let employees perform at their optimum level. 3. 3. 3 Consumer-driven health care Textron, Inc is an example company that adopted this practice.The company consolidated employee healthcare options and shifted to consumer-driven healthcare. This resulted in increased productivity, a significant decline in healthcare costs, and decrease in the casual absentee rates and the incidence of disability leave. (Business Legal Reports, 2007b, p. 3) 4. Conducting Performance appraisals Monitoring staff performance is a key for any supervisor. It should be part of on-going discussions with staff and volunteers about their work and the results obtained. (Mathew, M. , 2007) According to Hays , S. W.(2004), an immense amount of energy has recently been use to upgrading the quality of performance appraisals by tying them to organizational missions and goals. (p. 262) 4. 1 Best practices for evaluation? According to Hays, S. W. (2004), best practices concerning evaluation showed that HR experts agree that evaluations ought to (a) be based on objective and observable criteria, (b) involve vernacular goal setting, (c) avoid the tendency to assess irrelevant worker traits, and (d) be tailored to each individual job and worker (rather than using one form for every employee). 4. 2 360-Degree performance management feedback trunk According to Business Legal Reports (2006), this system, which solicits feedback from boss, peers and direct reports if there are any, has been increasingly embraced as the best of all available methods for collecting performance feedback. (p. 4) The 360 process allows for multiple points of view to be given on any given individual. It neutralizes what might otherwise be one raters bias (either positive or negative) and helps to deriveder a more comprehensive picture of that individuals performance. (p. 4) 4.3 Other best practices Hays, S. W. (2004) also mentioned other best practices in conducting performance appraisals such as Employee Performance Management System (EPMS), 360-degree evaluation, Team-based evaluations, and Gainsharing. (p. 262) 5 Resolving Conflict According to Vogel, A. (2007), unproductive workplace conflict arises when appropriate communication breaks down. The result is supernumerary work time a drop in motivation, productivity and quality of service employee attrition harm of authority a stressful work environment and even direct damage to the company. 5. 1 The best approach to avoid The best approach to workplace conflict is to avoid unproductive quarreling altogether. And suggested four strategies mentioned by Daniel Dana- for eliminating strife (1) address conflict early, (2) avoid a one-side d solution, (3) take risks such as apologizing, (4) esteem others peace-making gestures. (Vogel, A. , 2007) 5. 2 Guidelines for managing the situationVogel, A, (2007) mentioned some guidelines to help managing scuffles before they escalate into real crisis such as mediating conflict between two employees, decide to mediate, hold preliminary meetings, conduct a three-way meeting, work out a deal, self-mediation, step outside your office, listen first, and finally manage diverging viewpoints. 6 Improving Employee Relations 6. 1 Create a newsletter One practice to improve employee relations is to create a newsletter that works for employee communications either a printed one or an electronic one (by e-mail or on the website).6. 2 Build a forum on your website or intranet This forum will provide an informal communication channel for employees to share their ideas, events or even their problems 6. 3 Create dual-lane events Being a supervisor you could make some events shared even if you turn the routine group tasks into fun shared events. For example CMP Technology made the spring-cleaning records become an event. Employees worked together in teams and competed to win a dinner for the team and discarded 12 tons of unnecessary paper in the process. (Business Legal Reports, 2007a2) III. Conclusion The main conclusion is that best practices can -for sure- help supervisors and enhance the way they deal with their responsibilities with employees by adopting approaches, techniques, and policies to create a positive, creative, and supportive work environment. Another conclusion is that information technology has an important role in providing effective HR practices. Finally, supervisors should be a model themselves for their employees in order to make a real change. References Bjomberg, L. (2002).Training and development Best practices. Public Personnel Management. Winter 2002. International Public Management Association for Human Resources Survey. Retrieved April 16 , 2008 from http//www. entrepreneur. com/tradejournals/article/160542388_1. html Business Legal Reports, Inc. (2006). Top 10 Best Practices in HR Management for 2008. United States of America Business Legal Reports, Inc. Business Legal Reports (2007a1). 10 Tips for HR to Boost Intranet Efficiency. Best Practices in HR. (838), pp. 1-2 Business Legal Reports (2007a2).Bin There, Dump That-Spring Cleaning Recors Becomes Event at CMP Technology. Best Practices in HR. (838), pp. 3 Business Legal Reports (2007b). Case study Move to consumer-driven healthcare decreases costs, improves employee health. Best Practices in Compensation Benefits. (734), pp. 3 Collins, R. Druten, K. V. (2003). Survey of Australian and New Zealand Human Resource Practices, CCH and AGSM. Retrieved April 16, 2008 from http//www2. agsm. edu. au/agsm/web. nsf/AttachmentsByTitle/CCHREPORT2003/$ wedge/CCH+Final+2003. pdfHays, S. W. (2004). Trends and Best Practices in State and Local Human Resource Management Les sons to be in condition(p)? Review of Public Administration, 24(3), pp. 256-275, SAGE Publications. Retrieved April 16, 2008 from http//rop. sagepub. com/cgi/content/abstract/24/3/256 Mathew, M. (2007). Best Practices Module Human resources management. British Columbia Museum Association. Retrieved April 16, 2008 from http//www. museumsassn. bc. ca/Images/Best%20Practices%20Modules%202/Human%20Resource%20Management%20FINAL. pdf Orsini, B. (2000).Improving Internal Communications. Internal Auditor. December 2000. Retrieved April 16, 2008 from http//findarticles. com/p/articles/mi_m4153/is_6_57/ai_69759744/pg_1 Rubin, L. Merripen, C. (2003). IGDA Business Committee Best practices in Human Resources. IGDA. Retrieved April 16, 2008 from http//www. igda. org/hr/IGDA_Best_Practices_HR. pdf The Conference Board of Canada (1998). Workplace Literacy Best Practices Reader. The Conference Board of Canada . Retrieved April 16, 2008 from http//www. conferenceboard. ca/education/pdf/Awards/litr ead.pdf United Services, Inc.. Best Practices for Supervisor Training. Retrieved April 16, 2008 from http//www. mhrrg. com/images/UnitedServices02. PDF UQ University of Queensland (2007). Balancing Work and Family/ emotional state Responsibilities Guidelines for supervisors. April 2007. Retrieved April 16, 2008 from http//www. uq. edu. au/equity/docs/bwfl_super_guide. pdf Vogel, A, (2007). Resolving Workplace Conflict. Body-Mind-Spirit Review. June 2007 Retrieved April 16, 2008 from http//www. inneridea. com/library/balanced-business-resolving-workplace-conflict