6 Basic Functions of an Employee Manager

Understand and apply the basic functions of an employee manager in order to create a productive team culture in your organization.

Employees and management of employees are equally critical to your organization.

• What is an employee manager?
• Why is employee management important?
• Basic functions of an employee manager
• Workplace controls
• Risk management
• Recruitment and Employment contracts
• Job Descriptions and area of responsibility
• Employee termination
• Accountability and accountability
• Basic functions of an employee-manager - Conclusion

What is an employee manager?

It is the person who makes sure that employees are guided in the performance and execution of their tasks to achieve organizational goals.

Often this task falls within the scope of human resources but as managers, we all have a responsibility towards making sure employees comply with the standards.

Anybody who has a team of employees reporting directly to them automatically becomes an employee manager. That is why it is important to know what your tasks will include.

Why is employee management important?

The employees are not only in the business to do the hard work but they also have to understand the functions and goals that they need to achieve in order for the organization to succeed.

Certain tasks might be uncomfortable or unpleasant for the manager to perform but the fact of the matter is that employees are the risk and need to be managed accordingly. 

For effective employee management, the organization needs strong policies in place to provide guidance to the employees. The employee manager must make sure that these policies are communicated and maintained.

An organization and the way it manages its employees are only as good as its vision, goals, and policies.

Basic functions of an employee manager

There are six basic functions applicable to someone who is in charge of employee management. These functions are:

• Workplace controls 

• Risk management 

• Recruitment and Employment contracts 

• Job Descriptions and area of responsibility 

• Employee termination 

• Accountability and accountability

These are not the only functions of a manager but it forms a solid basis for ensuring control. It is known that if one of these controls is missing from a manager's focus things can go bad very quickly.

Workplace controls 

Often in an organization, there are many sensitive areas that need to be controlled in order to avoid loss and also increase the efficiency of the business.

When it comes to workplace controls it is important that we identify the five major areas where these controls will require extra focus.

Risk management 

Organizations and companies from big to small businesses are subject to the possibility of fraud and abuse of their policies. 

That is more become more apparent if you look at the business news of today. The three major factors that play a role in the escalation of risk within the workplace are situation, opportunity, and employee attitude.

Situations are created where internal controls are failing and the focus of Management has decreased to such an extent that monitoring controls went out the back door. 

This will create a situation where employees can easily take chances that they would never have thought of before.

This neglect of internal controls also creates the opportunity for those who constantly are on the lookout for opportunities. 

An opportunity presents itself to those who are looking for it and employee management's main function is to identify and eliminate those opportunities.

The final and most important factor here is the attitude of employees. 

There will always be someone taking advantage of an opportunity if the other two factors fall into place. Some of this risk could've been eliminated in the recruitment process but no manager will ever be sure about long-term commitment.

Recruitment and employment contracts

It is the role of the employee-manager to put in place a recruitment and employment policy backed up by solid employment contracts. 

As we have already seen the attitude of an employee can be assessed during the recruitment process and having strict guidelines and recruitment policies in place will ensure that all was done to avoid future complications.

Job description and area of responsibility 

It is critical to be managed as there is nothing worse than employees that are not sure about what role or function they have within the organization.

Some employees can also contribute to the risk of controls breaking down in the workplace. An employee without responsibility will increase the chances that they fly under the radar and becomes a risk.

Employee termination 

An employee-manager will know that one of the most unpleasant parts of managing people is when they leave the organization. 

There are various reasons for an employee to leave work such as retirement, termination of a contract, resignation for other opportunities, or dismissal through disciplinary procedures. 

These departures must be managed and you must have policies in place to secure the interest of the organization. 

The employee will be leaving with all the knowledge and information he or she gained throughout their working career with your organization.

Accountability and monitoring 

It is important for the employee manager to monitor controls, processes, and employee activity. 

Employees have to be kept accountable for what they are responsible for and the task of the manager is to receive constant feedback on processes and progress within the organization. 

It is also important to monitor and adjust processes and policies as and when it is required in order to maintain an effective and efficient organization.

In conclusion, employee management is the most important task within an organization and it requires special individuals to take care of this. 

Lack of effective employee management has a negative effect on productivity and organizational growth.

Basic functions of an employee-manager - Conclusion

Employees need to be guided in the effort to achieve organizational goals. This is where the responsibilities of the employee-manager can make a difference to the outcomes you are working for.

Making sure that all communication channels are working the employee-manager puts everyone on the same level of understanding.