With the advancements in technology, modern organisations and leaders are able to utilise IT tools and services to enhance their performance and increase the chances of success within a shorter time frame.
Line managers play an essential role in leading teams, making decisions, and setting the overall goals of the company. To be successful, line managers require HR intelligence, HR tools as well as a positive attitude.
Sunil Ranjhan, Sr. VP and director – HR and MS, LG Electronics, says, “Since line managers take decisions related to their work and work assignments that is, deciding which projects to give to what kind of people. Such HR intelligence and tools will really help them make timely decisions, improving their efficiency and productivity, and helping them manage people-related issues better.”
“HR intelligence and tools will really help them make timely decisions, improving their efficiency and productivity, and helping them manage people-related issues better”
Sunil Ranjhan, Sr. VP and director – HR and MS, LG Electronics
For instance, a performance-management system can help managers track employee performance, set goals and targets and provide feedback.
In addition to that, communication tools can also help managers keep their team members informed and on the same page.
Talking about the possible negative impact, Ranjhan says that once technology becomes more democratic and technical outputs are made available to people, it becomes important to ensure that the technology and information is handled with utmost responsibility. He further adds, “As such, there is no negative impact if these tools are made available to the line managers. I think most progressive companies allow such accessibility to all the line managers so that they can access employee databases.”
With access to such HR tools and databases, line managers will be more aware of the needs of their employees, and hence, more sensitive. This, in turn, will make line managers more approachable, respectful, and always willing to go the extra mile to help others, which can create a positive work environment.
According to Kamlesh Dangi, group head – human resources, InCred, “Providing the line managers with HR tools, and HR information can be a great opportunity for them to manage the team more efficiently , and they will definitely appreciate it”.
Dangi says, “Obviously, the line managers will also have to be trained on how to use this appropriately. However, the tools or services shouldn’t end up adding a lot more activities / workload for them, which can distract them from their core responsibilities”. In such cases, the line managers may not appreciate it.
Kamlesh Dangi, group head – human resources, InCred
Therefore, the HR tools and services will have to be delivered in a manner that does not require them to do too much work by themselves.
According to Dangi, line managers will appreciate the HR tools if they are able to receive correct information. On the other hand, if they are asked to spend considerable time acquiring this information, they are likely to complain of losing focus from their core work.
Line managers enabled with intelligence-based HR tools and services can lead to:
Improved decision-making: With access to data and analytics, line managers will be able to make more informed decisions when it comes to managing their teams.
Saba Adil, chief people officer and risk officer, Raheja QBE, believes that the HR tools, intelligence, and service will empower line managers with the right information on people to enable them to make smarter decisions, including whom to hire, promote and so on.
“Predictive analytics can help managers and HR prepare, better understand employee trends, prevent attrition, and make smarter hiring decisions,” Adil says.
According to her, “decision-making will be more objective, based on data than subjective or gut driven.”
“Predictive analytics can help managers and HR prepare, better understand employee trends, prevent attrition, and make smarter hiringdecisions,”
Saba Adil, chief people officer and risk officer, Raheja QBE
Increased productivity: Intelligent HR tools and services can automate many of the time-consuming tasks that line managers currently handle manually. This will free up their time to focus on more important, value-added activities, such as coaching and developing their team members.
Better communication: With better data and analytics, line managers will be able to communicate more effectively with their teams and with other departments in the organisation. They can also use these tools to identify and address any issues that may affect morale or productivity.
Improved employee engagement and satisfaction: With more effective decision-making and communication, line managers will be able to support their teams better and ensure that their needs are being met. This can lead to improved employee engagement and satisfaction.
Adil also feels that the power of intelligent HR tools and services will increase line managers’ accountability and transparency and will promote a culture of fairness. She adds, “This also helps with continuity; when people exit, smart data is available for the new joiner to pick up and start, thus reducing the start-to-productivity time.”
These software, tools and services can provide line managers with the history, background, and skill set of team members and let management know about the competencies of employees. Additionally, they can inform line managers about employees’ training needs and provide enough information to keep track of the employees’ self-development and whether they are upskilling themselves or not.
Easier appraisal process: Enabling line managers with these HR tools can also make the appraisal and bonus processes easier. It can give the line managers a clear view of the employees’ aspirations or the kinds of projects they need to take on, and then the line managers can assign them as per their needs.
In conclusion, providing line managers with HR tools and HR information always makes them better equipped to lead their teams and achieve the organisation’s goals. Therefore, employers should strive to provide training and resources to help line managers develop and maintain capabilities of decision-making, employee engagement and communication.