Successful Management and Supervisory of Human Resources - Research Paper Example

?Supervisory roles are known to cover a wide range of responsibilities (Hassi and Storti 45). Through the interview I conducted with a store supervisor, it was emphasized that a store supervisor plays a managerial role and handles the tasks of supervising staff members as well as presenting reports to the head office. It was also explained that being a store supervisor is considered as a senior position that can be filled by either an outside applicant or an in-house member who acquires a promotion. However, for a small and independent store, the supervisory role can be taken on by the store owner. Because the interviewee held a supervisory role at a local bookstore, there were around 15 employees that he has been supervising. The management responsibilities of a store supervisor initially revolve around the selection, hiring, and training of new employees. When these staff members have undergone the proper training and preparations for work, the store supervisor handles the responsibility for developing the schedule for staff members on a weekly or monthly basis. Because the store employs a number of sales clerks, to manage the schedule has always involved the consideration of the availability and work patterns of every personnel. Moreover, when staff members report for work, it is the job of the supervisor to establish clear communications regarding the tasks assigned for every employee as well as monitor and observe the members’ work habits. This can help ensure that their performance is satisfactory and can contribute to the store’s long-term success (Chan and Soong 22). If a store employee is incapable of accomplishing the tasks assigned by the store supervisor, the latter should then articulate the problem to the concerned employee and its possible outcomes. Probation and termination are common repercussions brought about by incompetent work; however, it is also essential that the store supervisor assists employees in identifying and practicing the measures for improving performance. On the whole, the nature of a store supervisor’s job is focused on the supervisory of service flow within the store and provision of assistance for store employees to ensure that all tasks are accomplished and a satisfactory performance is obtained. According to the interviewee, their store’s education and training requirements for store supervisors include a 2 to 3-year experience of working in similar stores and should demonstrate knowledge and ability in supervising a store, training individuals, communication, and store operations. Moral conduct and positive attitudes should also be exemplified. Nonetheless, despite the requirements necessary to become a store supervisor, further training had been provided to the store’s members, from floor employees to store supervisors and managers, to ensure high levels of performance. My interviewee had undergone training to improve worker competency with which they were provided with information and tools as a means of enhancing skills and knowledge. Certain strategies were used, including structured conferences, worker self-rating, and provision of personal feedback. An action plan had also been provided to ensure that all short-term and long-term goals and objectives were clearly outlined. For my interviewee, he believes that the three most important characteristics of a good supervisor are to be an effective administrator, an active educator, and a sincere supporter. He should be able to have clear expectations of the work in adherence to performance standards that have been clearly defined and should accept the authority and power in a non-authoritarian manner. Procedures should also be clearly structured and constructive feedback must be effectively provided to workers, such as confrontation during the appropriate time as well as an honest and critical advice in such a way that the employees can be assisted in developing strength and independence. There was a time when he hired two new cashiers who had been employed part-time while attending school to finish their undergraduate degrees. Because their bookstore was medium in size, these cashiers were expected to both handle the money issue as well as to assist customers in locating books. The supervisor articulated the store’s overall objectives and gave examples of satisfactory and efficient work situations for the cashiers to have a good idea of what should be followed. Moreover, step-by-step procedures were made clear to the cashiers, including the use of the machines as well as acceptance of various methods of payments (e.g. credit cards, checks). This way, the new employees can have increased confidence and a sense of comfort while accomplishing their duties. When asked about the most important human resource management practices for retaining employees in the store, my interviewee referred to employee appraisals as an effective means for identifying incompetence at work. A collaborative approach to employee appraisal allows both the supervisor and employee to be involved in assessing the performance of the latter with which various aspects that are of paramount importance can be discussed (e.g. job performance, attendance). This approach can demonstrate communication in such a way that the position which the employee has assumed and the responsibilities, expectations, and standards for success that go with it are elaborated (Lin and Lin 183). Moreover, the actual performance of the employee is compared to such criteria, allowing the both the supervisor and employee to suggest the areas that are in need of further improvements. An employee appraisal that is characterized by communication, shared feedback, and efforts to solve problems can significantly lead to the strengthening of relationships between the supervisor and employee, thereby helping increase the loyalty and commitment of employees to the organization (Tung and Chang 43). On the whole, throughout the interview, it was emphasized that continued support for both store operations and human resources are of great importance to effectively carry out supervisory roles. Effectively carrying out supervisory roles can significantly lead to positive outcomes among working individuals such as increased productivity and improved performance. Successful management and supervisory of human resources can significantly provide benefits to both the organization and its employees. Activities such as performance appraisals and clear communication can result to employees increasing their ability to accomplish every task and contribute to the performance of the store. Hence, the role of supervisors is of paramount importance and must be allocated to individuals who are capable of facilitating both store operations and employee performance. References Chan, Diana L.H., and Samson C. Soong. "Strategic repositioning in a dynamic environment.” Library Management 32.2 (2011): 22 – 36. Hassi, Abderrahman, and Giovanna Storti. “Organizational training across cultures: variations in practices and attitudes.” Journal of European Industrial Training 35.1 (2011): 45 – 70 Lin, Jiun Sheng Chris, and Cheng-Yu Lin. “What makes service employees and customers smile: Antecedents and consequences of the employees' affective delivery in the service encounter.” Journal of Service Management 22.2 (2011): 183 – 201. Tung, Hiu-Ling, and Yu-Hsuan Chang. “Effects of empowering leadership on performance in management team: Mediating effects of knowledge sharing and team cohesion.” Journal of Chinese Human Resource Management 2.1 (2011): 43 – 60. Read More