Chapter-4

Supervisor’s Role in HRD

 Formal organization structure

President, CEO,MD, Bord of

Directors

Production Managers,
Marketing Managers,
Financial Managers, HRM

Supervisor in production,
Area sales managers, CA in
finance

Innumerable Operators Operators in production,

salesman in marketing,
Account clerk, general clerk
 Importance of supervisor in HR management

1. They have to handle a large no of workers coming

from different cultures, educational background
and different values.
2.They have to transform the strategies, policies and
goals of top management to the operating level.
3.The supervisor has to combine the managerial skills
as well as operative skills.
 Importance of HR Development

The importance of HRD is as follows

1)All the resource in an organization are controlled and
managed by Human resource. If their skills are
developed effectively then it can cause great
advantage to the organization.
2)As human resource are not rated capacity, their work
efficiency depends upon their mental condition.
Their mental ability can be developed to a great
level.

3.Through proper motivational development the
willingness of an employee can be increased up to
his ability.
4.The ability of an employee can be increased through
proper training and development.
5.Training of the employee results into incremental
advantage. A trained employee produces more &
maintain quality.



 Need For Training

The need for training arise due to the following factors

1)Human resource is not available in the from needed
by a company. Training prepares the employee to
work in the particular environment.
2)Training provides opportunity for the growth of the
employee.
3)The profit margin of the company can be increased
through maximum use of the resource, it can be
achieved by training of employee.

4)Training helps the company in developing quality
product that results in building of a brand image
and customer satisfaction.
5)Training helps the employee to learn the latest market
trends and technologies and keep them updated.
6)Even experienced employee needs training during the
clubbing of process, employee reshuffling caused
by merger.
7)
8)

 Importance of training

The following are the advantages gained from



training.
1.High productivity: productivity = output/input
Training results into less input with greater output.


2.Cost control: Training develops the skills of an

operator to reduce the wastage.
3.Cost reduction: Training develops new ideas and
methods of job performing in employee. This
reduces the cost.
4.High quality: Trained employee always maintain the
quality standards. This results in customers
2.
6.Reduced supervision: Trained operators rarely need
supervision.
7.Reduction in accidents: Trained operators knows
how to handle a complex situation.
8.Balanced organization structure: Trained employee
generally prefer to stay with the company due to
job satisfaction.

8)Improved morale, discipline and performance
standards: Training program satisfies the
employee. This improves the morale of the
employee.
9)Job satisfaction: Trained worker always enjoy their
work . This results into job satisfaction.
 Forms of Training

The different forms of training are:

1. Induction training
2.On the job training
3.Promotion training
4.Refresher training
5.Specific training

 Induction training

When an employee joins the company he is given

induction training.
The new employee are informed about the history ,
achievement, structure, manual and policies of the
company.
Such training makes the newly joined employee aware
about the company
 On the job training(OJT)

This form of training is necessary for the new

employee or an existing employee who is required
to operate a new machine.
The trainee is trained under some experienced
employee of the company performing the same job.
 Promotion Training

It is necessary for an employee who is promoted to

the higher position.
Such training is given so that he can handle higher
responsibilities.

 Refresher training

Refresher training is required to be given to the

existing employee where some new machine or
technology is adopted by company.
Refresher training encourages the employee to learn
some new policies and technologies.
 Specific training

It is required by the employee who are required to go

for a totally new project
Such training is given to specially chosen team or
task-force.
Definitions
Employees are classified into two categories
Managers: From text-book page-102
Non-Managers: From text-book page-102

 Types of training

Training methods for operator

1)On the job training
2)Vestibule training
3)Apprenticeship
 1)On the job training

In this type of training the employee is put under

some experienced operator or the supervisor
As the training is provided on the job it is identified as
“on the job training”.
The success of the training depends on the motivation
of thee trainee to learn.
Advantages and Disadvantage :text book
 2)Vestibule training

In this method, the trainee is trained in separate

training workshop.
Qualified instructor are appointed for giving training
The training is given on dummy machines.
Advantages and Disadvantage :text book
 Apprenticeship

It a kind of training provided to the new employee

It is the combination of the above two method.
After some inductive training, the employee is put on
the regular job as “apprentice”
Here learning and earning is done at the same time.
Eg: medical apprenticeship, welder, electrician etc
Advantages and Disadvantage :text book


 Managerial training

4) Role play method

5) Case study method

6) Business games

7) Grid training method

8) T-group training.
 Role play method

The trainee manager is assigned a specific role.

He will be required to interact with a person or a
group.
There after some improvements and suggestion are
given to him.

 Case study Method

In this method a business situation is brought in to

the class-room.
It is done through the study material and data
gathered.
Then a general discussion is done and related results
and facts are discussed
 Business games

Here two teams are made and both the teams

compete to attain some common objective.
Both the teams are put in the same environment.
The act of both the teams are observed, recorded and
analyzed with the help of computer.
 T-group training

In this method a training group of 10 to 15 trainee

managers.
They are given training in informal manner.
This method develops the skill of the managers in the
interpersonal relations.
The managers comes to the solution to the problem in
a participative manner.
 Need and importance of motivation

As man is a living resource guided by expectation and

emotions, motivational efforts can improve the
efficiency of human resource.

 Importance of motivation

Motivation is importance for following reason

1)Human resource is not a rated capacity, if they are
motivated intelligently they work with maximum
potential .
2)With proper motivation the gap between the ability to
work and the willingness to work, can be reduce.
3)Motivational efforts encourages the people to develop
their skills and abilities through training
4)Highly motivated group behaves in a professional
manner.


5)Motivational efforts contribute to the job satisfaction
6)People prefer to stay with the organization for longer
duration


 Motivation= Expectation * Valance



 Performance = Ability * Motivation

 Need for Motivation

1)To develop excellent in human resource : Through

research it is found that in normal condition only
20% to 30% of human abilities are deployed.
Motivational efforts bring up such abilities up to
80% to 90%.
2)Eagerness in accepting the challenge: generally
people resist to change. But highly motivated
people prefer to work under competitive and
challenging environment.

 Need for Motivation

3)Lower absenteeism:


One of the main cause of the absenteeism is lack of

motivation.
Active and appropriate motivation encourages people
to be closer to the job and expected performance

 4)Reduced in the employee turnover:

Employee turnover=No of employee leaving the job during the period *100
 average no of employee during a period
As the motivated people are satisfied with the
organization, they prefer to stick with organization
for a longer time.
Thus employee turnover is reduced

5) Higher degree of job satisfaction:


Motivated people are satisfied with their work and

organization.
Thus motivational efforts directly contribute towards
the building of satisfied work force.
Generally motivation is provided in financial and non-
financial measures.
 Supervisor’s role as a trainer and motivator

Supervisor are the connecting link between the higher

management and operators.
They pass the orders of the higher management to the
workers and submit the demand and expectation of
the workers.
Thus supervisor play important role as trainer and
motivator
 Supervisor’s role as trainer

Supervisor’s role as a trainer to the operator plays the

following role
1)He motivates the higher management for imparting
budget for the training of the workers
2)He possess latest technical knowledge and he imparts
the same to the workers working under him
3)He is the one who prepares training module for the
new operators as well as for the experienced
workers
4) The supervisor is the one who is very close to the


workers, so he can easily understand their problems

and expectations which can be submitted to higher
management
 Supervisor’s role as motivator

Supervisor possess higher level of human skills. He is

the one who can plan, organize, assign and measure
the performance of operators
The supervisor serves as the link between the higher
management and workers. They can motivate the
workers to achieve the goals and target set by
higher management.
During changing situation in the business
environment the supervisor plays a crucial role in
convincing the operators to adopt change.
The supervisor is the one who devices the techniques
and rewards for those contributing to higher
productivity
He can implement new ideas and higher productivity
method after getting approval from higher
management
 Need, importance and use of Counseling and
Mentoring
As oiling and greasing is required for smooth
operations of machines, the counseling is required
for smooth interpersonal relations.
Counseling improves the mental health of the person.

 Need for counseling

1) An employee is facing a problem :



when an employee is facing some problem-like social,

family, economic or company related, then such
state affects his job performance
An advice or counseling can help in solving his
problem
2)Generation of self confidence:


Generally employee are not comfortable to take up

new type of job or situation.
Proper counseling will boost up their confidence.
This will enable them to accept challenging task
Elimination of misunderstanding
Some times misunderstanding occurs due to improper
communication.
Such misunderstanding creates differences.
Misunderstanding can be removed by proper
counseling and generating good spirit.
Elimination of emotional tension
Sometimes people face emotional tension due to some
unexpected fatal event. Eg. Death, failure in exams
etc.
Under such mental condition a person may take some
hasty step.
The counselor can arrange meeting with the person
and should bring him out of such tension situation
Development of mature understanding
Sometimes people do wrong things inspired by
culture, biases and prejudices.
This is done because of narrow focus of life.
A counselor can input broad minded thought and
which results in matured understanding
Flexible mental attitude
Some people follow rigid and conventional attitude
towards the job performance.
This reduces efficiencies of work.
Efforts can be made through reorientation to bring
the people out of such rigidity
Use of counseling ::textbook

Questions???


Thank you