Supervisory Development

31 – Aug - 2011

TrainingManaging Group MotivationEmpowermentPlanningTeam Work

S.V.Kannan

Managing the Individual / Group

Communication

Conflicts Management

Assertiveness

Planner

Motivator

Skills ?

“ I've always found that the speed of the boss is actually the speed of the Supervisors." ---  Lee Icocca

= First Line Manager

Supervisor ?

Supervisor

Need for Development ?

To improve Leadership qualities.

To learn the Core principles including Patience, commitment, respect & good judgment.

In order to Keep operations Afloat

To manage adversity and resistance

Preparedness for the art of change

To Eliminate fear of failure

To improve the Work Morale

For the sustainability of talented subordinates.

“Staff development is directly linked to the Organization development “ --- Hopkins, Ainscow

Work PlaceImprovement

Empowerment / Motivation

☻ Provide a workplace where - people feel respected and valued. 

☻ - employee ideas & efforts are noticed and considered important. 

☻ - talent is recognized, promoted and celebrated

☻ Avoiding an “us-Vs-them” attitude

☻ Chance to evaluate his needs, interests, and skills inline with career development

☻ Short- and Long-term career goals.

☻ Ways & resources for Needs of Development

Career Guidance

☻ Written descriptions of their responsibilities

☻ KPI plan Vs Actual specific to the team task

☻ Clear and measurable goals

☻ Continuous feedback on performance

☻ Continued training and rewards /recognitions for their efforts

Decision Making

☻ Career Development Action Plan & Post-training evaluation

☻ Shadowing of the people at highest, professional level.

☻ Bring in belief on the managers to accept their decisions

☻ Realigning the priorities for development.

Methodology ?

“ Supervisor should not be supervised ”

Activity Plan ?

KPI

“Problems are solved on the spot, as soon as they arise. No front-line supervisor has to wait for a manger's permission’ – Jan Carlzon

MM – P/TRAIN What doing ? What to do? Support Required

Managing Self / Group

Intra dept Job rotation done–To change the stagnated mind Set

To prepare schedule for periodical Job rotation and execution

--

Communication-Weekly meeting of shop floor supervisors- Channel Hyundai details are being communicated

“Communication Enhancement Skills “ Training to be delegated

Training sessions to be arranged by L&D Team

Conflicts Management

Counseling on the Supervisor’s Problem faced in day to day situation

--- Delegation of Training on Time/Stress Management

Team Work Discussion with all the supervisors regarding problem solving on Line issues

Get Together to be planned once in 3months - Team Building Training

Planning Preparation of Anticipated Problems in their related areas.

Preparing Career Development Action Plan that leads to Road map Destination

“Forecasting Techniques”- Training to be provided

Empowerment Fixing the target KPI based on the Job scope of Individual

To assign special task (or) Project to assess their performance

--

Analyze the team goals and

objectives

Preparation of formal KPI

/Goals with Time line Target

Identify & Plan the competencies

needed to accomplish the

functions

Half Yearly Review `by the Section Heads / Team Leaders

Annual Performance

Review & Consolidating the

Score Card

Review

ing th

e Tea

m Goa

ls

inline

with

the

Organ

izatio

nal G

oals

Conflict of Commitment

Conflict on review

Conflict of Identifying the competencies

Revisit the Goals

Competency Development Cycle

Prioritizing the work and completion with the Target

Line