Editor's message: Are your managers prepared for people management?

Picture of Michael Carty, Benchmarking Editor

Line managers are frequently expected to perform challenging people management tasks without any relevant training, according to 2010 benchmarking research from IRS for HR & Compliance Centre. 

Subscribers to HR & Compliance Centre Benchmarking can drill down into the complete benchmarking data from this survey to find out how their organisation compares. 

HR & Compliance Centre Benchmarking subscribers can access the complete benchmarking data on each key area by clicking on the link next to each key finding:

  • Eight in 10 employers (82%) provide training for line managers to help them with their people management role. The remaining one-fifth (18%) do not provide such training. Access benchmarking data. 
  • The areas of people management most commonly included in line manager training are performance management (92%), absence management (78%) and disciplinary procedures (77%).  Access benchmarking data. 
  • There are significant gaps between responsibilities assumed by line managers and the training they receive in some key areas. For example, a quarter (23%) of organisations in which line managers have total responsibility for keeping absences under control provide no relevant training. Access benchmarking data. 
  • Three-fifths of employers (58%) do not believe line managers are adequately trained to manage people in their organisation. Access benchmarking data. 
  • The vast majority of employers (85%) believe line managers would be more effective if their training was improved. Access benchmarking data. 
  • Two-thirds (62%) of employers that do not provide line manager training blame financial factors. Three-fifths (57%) say managers can get the necessary information through HR or the intranet. One in seven (14%) says such training is not important. Access benchmarking data. 
  • In most key areas of people management, line managers are more likely to share responsibilities with HR, as opposed to having sole responsibility.  However, line managers are more likely to take full responsibility for performance management and coaching. Access benchmarking data. 
  • More than three-quarters (79%) believe people management training should be compulsory if organisations want effective line managers. Access benchmarking data. 
  • Upgrading managers' people management skills is not an ongoing process.  Only one in 10 employers (9%) says all line managers attended people management training in the past year. Fewer than half the managers attended such training at 49% of organisations. Access benchmarking data. 

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Welcome to HR & Compliance Centre Benchmarking. 

Benchmarking the HR function in 2010. 

HR & Compliance Centre benchmarking: List of benchmarking survey data. 

The benchmarking data for this survey offer a wide range of further key measures relating to employers' provision of line manager training. 

I hope these links will help you get the most out of the benchmarking data from this survey. As ever, please get in touch if you have any queries about the HR & Compliance Centre Benchmarking service. 

Michael Carty, Benchmarking Editor