Interview with Human Resource Manager 8 (HRM8)

Interview: Line Managers in connection to an aging and diverse workforce

If possible, it would also be very helpful for us, if you could give a few examples for some questions.

(1) Introduction

What is your function within the organization? HR Business Partner Supply Chain How long have you been working in the HR area? 4,5 years

Could you briefly describe your work experience? See LinkedIn profile

(2) General questions about tasks of line managers in the organizations

What are the tasks and role of line managers? Mostly we don’t have dedicated line managers, which means that we have managers with strategic/tactical responsibility in their area’s with direct reports who cover the operational part. An example is a Customer Service Manager who builds, maintains and strengthens relations with a customer. This CS Mgr has several direct reports for solving issues. Which additional (HR) tasks did you assign to line managers? Managers our responsible for recruiting, developing and rewarding their people and in addition execute adequate performance management. What were the reasons to assign these additional (HR) tasks and roles to line managers? Ulrich’s model Are line managers willing to take over basic HR tasks/ HR responsibilities? Not in all cases. What you see mostly with basis administrative tasks is that they, due to low frequency, don’t have a clue what to do. That’s a waste of time. Developing and assessing in performance depends on the line manager. One is better than the other. Also an international context where you might not sit in the same office, or even another timezone is difficult in managing.

If not, what types of problems did you experience?

What are your experience about line managers handling HR responsibilities? They often need help in the basics, but have an high interest and accountability in taking up the rest.

(3) Questions about Aging Population/Workforce

How many workers older than 45/50 are you employing in your organization? (Percentage/Number) 30% or so

Will you hire more (due to labour shortages for example) in the future (5-10 or 10-25 years)? Not specifically a strategy

Could you imagine employing them beyond retirement age set by law? No Are you currently employing workers older than retirement age (set by law)? No

Could you briefly describe your experience with older employees? Highly experienced, but also limited due to ‘been there, done that’-attitude or physical restraints.

Which special needs do older employees have in your opinion? It depends on the person, situation, work expectations, etc.

Which policies/practices geared to older workers are currently in place in your organization (if any)? Extra holidays when aging, possibility for early retirement, policy to work 80%, 90% paid, 100% pension.

Are line managers responsible for the implementation of these policies? No

Do you somehow redesign the tasks of older workers to be more suitable for them? It depends on the situation. In the end there’s still work to be done.

Which additional competences do you believe line managers need for managing older employees, if any? None

Which support mechanisms do line managers need to manage older employees? None

Which programs do you offer to develop older employees? (For example mentoring programs) None How do you think, can line managers develop older employees? It depends on the need for the employee. We don’t treat older employees different than others.

How do you think the situation (concerning older workers) will develop in the future?

(5) Questions about Diverse Workforce

What is the proportion of women working for your company? 40% (percentage) What is the proportion of people from different nationalities working for your company? Don’t know, possibly around 30%

(percentage) What is the proportion of handicapped people working for your company? Very low, estimate 1% (percentage)

Is there a quota (internally or externally fixed) for employing a certain amount of either of the aforementioned employee groups within the company? Yes, we will have the legal obligation (participation law) and we are actively employing so called ‘Wajongers’ in internships.

Are you expecting an increase in the presence of either of these groups working in your company? Not specifically. As an organisation it would be valuable to be a representation of the consumer market, but it’s not a target in itself.

Which policies/practices geared towards a diverse workforce are currently in place in your organization? For the implementation of which diversity practices/policies are line managers responsible? None Have you ever experienced problems occurring because of a clash of employees from different

nationalities, genders, religions etc. on the different organizational levels? We have a Maternity/Paternity portal with tips and tricks, sometimes events.

If yes, what kind of? Examples, please

How do you expect the situation will develop in the future? I don’t understand this question.

What do line managers need to manage a diverse workforce? Not different than any other employee; focussing at the need an perform adequate management.

Which support mechanisms do line managers need to manage diverse workforce? No

(6) Questions about competences line managers need

Which additional competences do line managers need for managing a diverse workforce effectively? Not applicable

Which programs do you offer to develop special skills for line managers? Management Development Programs in several phases, relevant workshop (f.e. mental resilience or coaching),

intervision/reflections, etc.

Could you imagine that line managers need to develop extra skills to deal with the future demands of a heterogeneous workforce? No, as said diversity or age should not be a discriminator as people of all backgrounds and ages are different.

If yes, which?

Thank you very much for your help. Carina Wigbels & Karina Küper

9.4 Example from the Coding Process