As Robbins (2001) defines that managers get things done through other people. They make decisions, allocate resources, and direct the activities of others to attain goals. Managers do their work in an organization (p5). There are many roles a manger can play. One key role a manager has is to be aware of the team's skills. The manager has to know each employee's strengths and weaknesses as well as those of the team as a whole. The manager has to cross-reference those skills with the needs of the organization to see what projects should be on top of the list for his or her team.
             A manager should find out what training opportunities are available for the team to make sure the job gets done correctly and efficiently. At this point, the manager can make educated decisions when an employee needs training. Managers should suggest training to employees. Oftentimes, a manager will wait until employees approach him before agreeing to training. Instead, a manager should be proactive and study the business needs and employees skills to decide who needs to train in what areas. That way, when crunch time comes for a project, he'll have the team in good shape to tackle the technology.
             A manager should also develop a training foundation. When an employee wants to take several courses toward a certification or degree, a manager should be supportive and informative. The manager should communicate those points clearly to the employee as well as the expectations of training. Also continue to check on employees training progress and make sure that it falls directly under the organizational guidelines of the company. For instance, has the employee shown how the training benefited the company? Has the employee received positive feedback from the instructor? Or has the employee outlined a career path with the company and if so, does the training coincide with his chosen field? These are all tangible questions to ask during the checkpoints.
             The ...