Her main job responsibilities are,
- Achieve oragnisation’s vision by deploying manpower resources to achieve optimal output.
- Facilitate the company being an employer of choice by engaging and cultivating its employees.
- Achieve business objectives
- Recruitment and selection of staff
- Staff welfare
- Learning and development
- Talent management
- Employee relations
- Performance management
- Payroll administration
After a moment of silence and deep thought, Cynthia said: “I take a very collaborative style of management towards my subordinates and employees while having the authority as the HR director. I also adopt a joint responsibility with the other line managers to manage manpower.”
Cynthia's management style is both classical and human relations. She believes that selecting the right people for the right job is very important for maximum effectiveness. Having equal importance to that, would be the setting of a set of standards and guild lines to achieve company’s visions. Cynthia emphasized strongly on practicing equality and fairness to all employees, and that favoritism should be avoided at all expense.
Cynthia also believes that motivation is an important factor for all employees. Needless to say that economic incentives are one of them, but it could also be in the form of small actions such as buying afternoon snacks or lunch treats to show care and concern for the employees' needs. This was one of the many incentives that Cynthia practices to motivate her employees. Furthermore, she believes that interpersonal relations between workers and managers must be stressed as employee’s participation is important to organisation’s growth. “After all the hard work put in by the staff, they truly deserve some sort of incentives to tell them to keep up the good work. That is why sometimes when I pass by a bakery shop during lunch, I would da-pao ( take away) a few mini cakes and croissants for the staff to snack on.” Said Cynthia.
When asked what were some of the difficulties she faces in her daily job, Cynthia said: “Getting staff and line managers’ understanding and buying in of company’s visions are one of the most difficult task I have to face. Especially during meetings, where disagreements might arise among the management.” Other difficulties faced by Cynthia are as followed. Creating a culture of trust, openness and fairness, and last but not least, having to automate routine processes with the limited budgets and resources.
To overcome all these difficulties and obstacles, Cynthia adopts a consultative and collaborative style of management, where she often consults and work together with the other line managers to solve crisis and difficulties faced. Before implementing processes, it is also good to identify critical areas, solicit managers’ opinions and input to ensure minimal disagreements. To overcome the difficulty of creating a culture of openness and fairness, Cynthia practices fair and progressive disciplinary approach when staffs do not meet performance requirements.
Last but not least, when asked for her opinion on what makes a good manager, Cynthia replies with utmost confidence: “A good manager is someone who has strong managerial competence, a good role model, and has the ability to lead others. Not forgetting to embrace and support one's company culture.” Other few characteristics are as followed,
- Self leadership, motivation and initiative
- Strong logical thinking and decision making skills
- One with acts with a sense of urgency
- As well as values; (STAR)
- S ervice orientation
T eamwork
A cting with integrity
R esults orientation
Cynthia Lee and her oldest son.
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