Human Resource Management Is an Integral Part of the Work of Everyone in a Managerial Post and Therefore Line Managers Are the Key Drivers of Human Resource Management Practices and Systems
Human resource management is an integral part of the work of everyone in a managerial post and therefore line managers are the key drivers of Human Resource Management practices and systems
BMAM702: HUMAN RESOURCE MANAGEMENT
Executive Summary
HRM may have many good thing to offer and line manager and perform many of it’s duties. Some line manager thing they are doing lot of HR duties and they are don’t mind doing it. However, other agrees that they don’t have enough knowledge and experience to carry put some of the action. Also they see these actions as waste of their time.
Table of Content Introduction 1 Who is line manager? 1 The role of line managers in implementing HR processes 2 Relationship between HR and the line 2 Devolving responsibility down the line 2 Impact of line manager behaviour 3 Managing line managers 4 Recommendation: 5 Conclusion 5 Reference 5
Introduction
This report will look at the how HRM can be incorporated to HRM. The involvement of line manager in HRM has been noted in literature from early 80’s. this report will try to show the role of line manager in implementing the role of HR and possible obstacle they may face due to this.
Who is line manager?
Front Line manager usually promoted from normal employees. As a result, they are experienced and know the general employee well, while they may not have any formal management education. CIPD have given a typical role of a front line manager, which may include the followings: * Day-to-day people management * Managing operational costs * Providing technical expertise * Organisation of work allocation and rotas * Monitoring work processes * Checking quality * Dealing with customers/clients * Measuring operational performance.
Increasingly, line managers are taking new responsibilities such as undertake performance appraisals, handle disciplinary activity also provide coaching and guidance. Moreover, in many companies line
BMAM702: HUMAN RESOURCE MANAGEMENT
Executive Summary
HRM may have many good thing to offer and line manager and perform many of it’s duties. Some line manager thing they are doing lot of HR duties and they are don’t mind doing it. However, other agrees that they don’t have enough knowledge and experience to carry put some of the action. Also they see these actions as waste of their time.
Table of Content Introduction 1 Who is line manager? 1 The role of line managers in implementing HR processes 2 Relationship between HR and the line 2 Devolving responsibility down the line 2 Impact of line manager behaviour 3 Managing line managers 4 Recommendation: 5 Conclusion 5 Reference 5
Introduction
This report will look at the how HRM can be incorporated to HRM. The involvement of line manager in HRM has been noted in literature from early 80’s. this report will try to show the role of line manager in implementing the role of HR and possible obstacle they may face due to this.
Who is line manager?
Front Line manager usually promoted from normal employees. As a result, they are experienced and know the general employee well, while they may not have any formal management education. CIPD have given a typical role of a front line manager, which may include the followings: * Day-to-day people management * Managing operational costs * Providing technical expertise * Organisation of work allocation and rotas * Monitoring work processes * Checking quality * Dealing with customers/clients * Measuring operational performance.
Increasingly, line managers are taking new responsibilities such as undertake performance appraisals, handle disciplinary activity also provide coaching and guidance. Moreover, in many companies line