Manager's Common Mistake in Early Part of their Career

1. Unlike Military and civil servants training academies there are no established centrally controlled training institutions for Trainee managers and for mangers starting their career as Managers. The biggest problem these managers face particularly at the start their career is man management or inability to handle Human Resource in appropriate manner so that optimized out put can be achieved from them. Firstly keeping this fact in mind that in public and private sectors or for that matter in any system the two major inputs to any system are man and material resources and during my more than 20 years career as Manager, senior manager and now as Consultant, I have observed that optimization in any system is more dependent upon efficient and effective utilization of HR than achieving efficiency in material utilization. The main reasonbehind this rational is that there is a limit to which material usage minimization (focusing cost maximization) can be achieved, since material quantity is generally governed by limitation of some formula etc and if its quantity is reduced from that certain prescribed quantity specific for each system then it is very likely that quality of product or service produced will be negatively effected. So managers are left only with option of achieving efficiency and optimization through smart, intelligent and optimized usage of HR. Therefore Managers at large needs training for HR management in the form of on the job training (OJT), which in general the private organization may not offered because of their main focus on profit generation as their main goal. Thiseventually results in inability of managers to handle Human Resource in appropriate manner so that optimized out put can be achieved.
2. The most common mistake committed by early managers is that they instead of delegating responsibilities to their subordinates for micro level management of allocated tasks, the managers themselves try indulge in this micro level management, this subsequently not only results in reducing the efficiency of HR but also makes whole of the system dependent on the manager. So in case manager is not around busy in some meeting etc then the work on the ongoing tasks may stop and subordinates might be looking for seeking guidance for mionor issues, since they have been trained like this or they have not been delegated to take decision for these minor matters pertaining to the on-going tasks.

3. It may be concluded that it is the responsibility of the organization to train the managers to ensure training of early managers in particular and also other managers in general, specially once they are deployed on human resource intensive tasks / projects.