Devolving responsibility of human resource to managers management essay

This is the reason why HR managers in some multinational companies are called people managers or people enablers and the process is called people management.

Devolving responsibility of human resource to managers management essay

How to Write a Summary of an Article? Management Is an Integral Part of the Work of Everyone 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 BMAM Table of Content Introduction1 Who is line manager?

Who is line manager?

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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: 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 manager carry out responsibility such as recruitment and selection along side with HR. To answer the question why line managers are important? Hence, it can be said that Sisson trying to say every layers of management has important part to play in implementing the HRM approach in an organisation.

Which, in turn affects the performance of an organisation Hutchinson and Purcell, Although line manager have some input in this area but many HR directors have shown concern about the ffectiveness of line manager in implementing people management policies Hutchinso, Storey have made the role of line manager clear and cleared the idea that HRM is not another alternative title for Personal Management; rather it is very unique approach.

Storey has identified 3 elements that connects HRM and line manager.

Devolving responsibility of human resource to managers management essay

Connected to the first, the second element is as a result HR needs to be managed in a strategic way. Connecting first and second element, Storey stated his third element, which requires line managers to be aware of HR and Strategic direction of an organisation as stated by top-level managers.

Thus, the management of people have to be done accordingly by the line managers.

Even though, there were lot of disagreement about HRM and PM, however many have agreed that the new proposed HRM system increased the role of line manager. Hence, numerous articles and reports have been written on the involvement of Line manager in HRM. The researches carried out by CIPD have shown that, there are positive feelings amongst the employee when the line manages plays significant role in implementing some of the HR policies themselves.

As a result, employees have higher level of commitment and satisfaction in their job, which gives higher performance. As a result they can focus more on strategic business decision Whittaker, and Marchington, Impact of line manager behaviour Line managers have significant effects on employees.

Their behaviour and practice will affect the level and focus of employee commitment. That is only possible with having a strong line manager who can recognise, and appreciate the work of employees.

However, same time they agree that they are on their own inadequacies in HRM. Another manager have made remark such as: I think the more HR that we push down to the line managers, the more uncontrolled it will become Generation Business, Utility Co.

Renwick have done extensive research on line manager involvement in HRM, and listed many positive and negative of HRM perctices withing line managers.

Some of these are listed below 1 Positives: The line are considerate of employee needs and wishes. The line are reliant on HR to do HR work properly. Moreover, many aspects of HRM line dislike doing. Managing line managers To get best performance from the line manager they have to be managed in right way.

The relationship line manager enjoys with from their manager will reflect on how line manager conducts themselves with others. The graph below shows how senior management felt about HRM and effect it will have on value added activities. The trends shows that the move towards strategic HRM mean that an ef?

The road to achieving a value-added function Sisson, The figure and the report have show that line managers are happen to carry out some of the duties, however, they do feel long and bureaucratic process of HRM is waste of their time.

I feel line manager should perform some HRM actions.Advantages & Disadvantages of Decentralizing Human Resource Management The Role of Human Resource Management in Organizations How Line Managers Help Members of .

Devolving responsibility of human resource to managers management essay

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Devolving responsibility down the line In late 80’s and early 90’s the use of the term human resource management (HRM) gave rise to pool of literature to be written in order to establish the definition and differences of HRM compare to Personal Management (PM). The devolution of human resource responsibilities from human resource managers to line managers is both a growing and global trend.

A number of authors has suggested that there are positive as well as negative consequences of devolution.

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The devolution of human resource responsibilities from human resource managers to line managers is both a growing and global trend. A number of authors has suggested that there are positive as well as negative consequences of devolution.

Human Resource Management brings out the important values of trust, care, teamwork, encouragement and development which help the Government meet the principle of being a good employer and thereby motivating staff to give their best.

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