HR professionals are so concerned about line
managers’ ability to supervise staff, they believe
management training should be compulsory.
According to the 2010 IRS Line Manager Training
Survey by XpertHR, eight in 10 HR practitioners think
training people managers is a must.
Nearly two-thirds of those polled (60 per cent)
said they do not rate line managers in their
organisation and felt line manager training was
hampered by poor organisational backing (53 per
cent), financial constraints (50 per cent) and poor
attendance (45 per cent).
Charlotte Wolff, author of the report and training
editor for XpertHR, said: "Line managers are increasingly
expected to take on more responsibility in some crucial
areas of people management, yet it appears that the
training is not evolving at the same pace.
"In areas such as absence management, where
good practice can directly help the organisation
save on costs, I would have though that investment in
the relevant training would be clearly worthwhile."
The study found that line managers are being
expected to perform challenging people
management tasks without the relevant training.
Training gaps in staff development, recruitment
and retention, absence management and grievance
handling were just some of those identified in.
The report, which quizzed 123 HR professionals,
also found that half the organisations (48 per cent)
that give sole responsibility to line managers for
recruitment and retention do not offer specific
development in this area.
And almost one-quarter of employers (23 per
cent) failed to provide adequate training in absence
management, the study showed.
Gaps were also uncovered in staff development
(47 per cent), grievance handling (35 per cent),
disciplinary procedures (27 per cent), and
appraisals (19 per cent).