6 Basic Functions of an Employee Manager

controlling employees in the workplace

Understanding what the role of an Employee Manager is

Employees and the management of employees are critical to your organisation. 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 organisation 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 organisation needs strong policies in place to provide guidance to the employees. An organisation and the way it manages its employees are only as good as their vision, goals and policies.

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. 
  • Monitoring and accountability. 
  • Control of the work environment. 
  • Control of activities taking place within this environment. 
  • Use and distribution of information and communication. 
  • Risk assessment of the workplace. 
  • Monitoring of processes. 

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 are missing from a manager's focus things can go bad very quickly.

Workplace controls 

Often in an organisation, 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 

Organisations and companies from big to small business are subject to a possibility of fraud and abuse of its 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 the 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 opportunity. 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 to have 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 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 organisation. 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 organisation. There are various reasons for an employee to leave the work such as retirement, termination of a contract, resignation for other opportunities, dismissal through disciplinary procedures. These departures must be managed and you must have policies in place to secure the interest of the organisation. The employee will be leaving with all the knowledge and information he or she gained throughout their working career with your organisation.

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 employee manager is to receive constant feedback on process and progress within the organisation. 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 organisation.

As a conclusion, employee management is the most important task within an organisation and it requires special individuals to take care of this. Lack of effective employee management has a negative effect on productivity and organisational growth. 

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