Understand the role and responsibility of a line manager in delivering HR best practice!!!

Intensive Workshop on February 22nd - 23rd, 2018

Being appointed into a Line Manager position holds significant responsibilities, a key part being the ability to effectively recruit and fairly and consistently manage others. This workshop will provide Line Managers with an overview of their management responsibilities, the key elements of employment legislation to be adhered to, best practice approaches to people management, and how to tackle issues that arise in the workplace.

Line managers are central to ensuring that recommendations set out in the Report of the Task Force on the Public Service – Transforming Public Services - are achieved within organizations. Their knowledge and skills in relation to people management significantly impact on the organization’s culture, day-to-day operations, and staff performance and employee engagement.

In view of the above, proactive organizations are now ensuring that their line managers have the necessary skills, knowledge and support to enable them play an effective role in engaging with staff and securing their commitment to, and participation in, the change process and the ongoing transformation of the public service.

HR Management Skills For New HR Assistants

Course Objective:

Participants will identify the role and responsibilities of being a Line Manager, understand the various stages of an 'Employee's Life Cycle', together with the key principles of employment legislation and the activities undertaken during the stages of the cycle. Practical exercises will be completed in: creating a person specification, identifying selection methods and when to use them, identifying main terms of employment, planning induction programmes, managing probationary periods, setting 'SMART' objectives, handling performance problems, identifying employee data to be managed, handling a grievance, and identifying unfair and potentially fair reasons for dismissal. In your organization:

  • Are HR responsibilities devolved to line managers and are they being carried out effectively?

  • Are your line managers fully aware of all relevant HR policies and procedures?

  • Do your line managers have the necessary skills to manage staff effectively and positively engage with and contribute to the “Transforming Public Services” change agenda?

  • Would you like to provide your line managers with an opportunity to update their knowledge and skills in relation to people management?

  • Are you currently exposed to potentially costly legal sanctions resulting from failure to comply with legislation?

Learning Objectives:

  • To provide an overview of the key principles of employment legislation and how they impact on recruiting and managing people.

  • To understand the importance of good people management practices.

  • To identify the 'Employee Life Cycle' and the activities undertaken during the various cycle stages.

  • To understand the importance of fairness and consistency and the impact of Line Manager behaviour.

  • To identify best practice approaches to managing performance and managing performance concerns.

  • To identify unfair and potentially fair reasons for dismissal

  • Human Resources as a Strategic Partner

  • HR and the Strategic Process

  • Developing Leaders

  • Recruiting and Retaining Talent

  • Assessing Success

  • Critical Success Factors for the Present and Future.

  • Understand the role of the line manager in delivering added-value HR.

  • Understand the impact of relevant legislation in the workplace.

  • Contribute effectively to a recruitment & selection campaign.

  • Undertake and manage as an-ongoing responsibility, the control, discipline and motivation of employees.

  • Understand the need for accurate records.

  • Understand the line manager's role and responsibilities in handling their employees, including their legal responsibility.

  • Understanding the importance of good performance management including recruitment, selection and induction.

Who Should Attend?

A MUST for all Line Managers and Supervisors and is ideal to be incorporated into a new Manager's Training and Development Plan, Managers, especially those with responsibility for staff.


Ms. Passamon Pranutnorapal GLD Training & Consulting High Vision Expert


  • National Institute of Development Administration ( NIDA ) Master of Public Administration ( Human Resource Management )

  • Srinakarintharaviroj University Bangkok Bachelor of Education

Government section: Ministry of labor 11 years

  • Employee Relations Department

  • Employee Relations Committee office

  • Employment Department

  • Training & Development Department

  • Labor Provincial office (PATTANI & SAMUDSAKORN)

Private Sector 30 years with 7 companies:

  • Bata shoes (Thailand): as Industrial & Human Resource Manager, handle employee relations & Personnel factory.

  • CP - All Public Company: as General Manager handle HR Department, create & set up CP All’s norm ( ) and student’s employment.

  • Syntech Construction Public Company: as HR Director, transform high - rise building & Knowledge skills to Syntech‘s Thai staff.

  • BOA BANK (UOB) as Senior Vice President of HR Development, handle HR Development of the first Bank ‘s Organization transformation 4 years.

  • Thai Glass Public Company (BJC): as HR director, handle HR department which are focused to review HRW & HRD system, TQM project to increase efficiency of production with cooperation with Union. Career Planning & Succession Planning programs for future & organization’s expansion.

  • Grampion Food Company: as HR Director, Set up company’s standard as UK mother company.

  • Nanyang Textile Company: as Assistant Managing Director, handle HR , Quality Assurance & 2 factories to set up HR Management, Quality Assurance & Production standard to comply with Code of conduct which customer are required.


  • Sikarin Hospital to build team Spirit, train & develop staff in sale skills, Tele-Marketing, Service excellence.

  • Srisakate Business Administrative college advise to all teacher for teaching technique and learning material‘s supporting.

  • Danceman Co., Ltd, Create& Set up Headcount ratio to control labor cost and review HR Management.

  • Forth Public Company, Re- structure factory, re- organization, re- salary structure, re- production process, review sale & performance and train & develop all staff to enhance knowledge & skills to meet competency level


Most of the experience are directed concerned about Organization Transformations and Employee transformation as the company expectation with timeline.

  • Skill & Knowledge of labor Acts with comprehensive explanation to all concerned to understanding.

  • Motivation & Convincing skills which are increased to Employee Relations with individuals & all part of organization.

  • Understand fundamental of Business Structure: organization, work process with line & Supporting function’s standard, HR management, Labor cost and performance.

  • Understand & skills company performance and skills to know how to choose the way to improve.

  • Facilitator skills to coach & guide to all concerned who are related to organization.

  • Skills to share experience & lead the team to go along with “ CHANG PROGRAME”

More information, please Click Here and fill in the form.


Featured Posts