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
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. The major goal of HRM is the development and management of knowledge, skills, creativity, attitude and talent with the use of the strategic and comprehensive approach.
In an organization, there are line and staff authority. Authority is the right to make decisions, to direct the work of others, and to give orders. In management, we usually distinguish between line authority and staff authority.
It is the employer-employee authority relationship that extends from top to bottom. A line manager directs the work of employees and makes certain decisions without consulting anyone. On the other hand, Staff authority gives the managers the authority to advise other managers or employees.
They create staff authority functions to support, assist, advice, and generally to reduce some of the informational burdens that the line managers have.
Line managers in many organizations also carry out activities that have traditionally fallen within the remit of HR such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances.
They also often carry out tasks such as recruitment and selection or pastoral care in conjunction with HR. Staff managers assist and advice line managers in accomplishing their basic goals. They do, however need to work in partnership with each other to be successful. The relationship between a staff manager has with a line manager is a staff manager can prescribe certain procedures in his specialist area.
For example, he can develop and implement recruiting policies and procedures that are used across the organization. The line manager is expected to follow those organizational procedures unless he has a solid rationale for exceptions. Advantages In order to be able to discuss how the devolution of HRM functions to Line managers affect the capabilities of the staff, it is important to understand how the devolution happens and what are the arising conflicts from carrying out devolution are.
Researchers suggests that the involvement of Line Managers in some HR decisions does have a favorable effect on the achievements of the organization as a whole as well as allowing the implementation of a corporate vision and strategy with a beneficial effect upon performance and upon employee motivation.
Providing responsibility of HR activities to the line managers to both public as well as private sectors is believed to have tighter the bond between line managers and employees with a prompter decision making speed and effective solution of any difficulties on workplace.
This gives them a unique and specialized knowledge of day-to-day relationships with employees and an insight into some functions previously assumed to be the area of HR. Besides, there are also other benefits from devolutions of HRM to line managers. Their people management skills will improve; they will become better at creating good teams, managing teamwork and interpersonal skills.
This will in turn benefit the organization as a whole. Through devolution the line managers have gained the opportunity of directly affecting the motivation levels of their employees and, through devolution the line managers are also becoming faced with the challenges of motivating and leading the teams effectively.
Moreover, line managers will see an increase in the importance and respect for their role as they take on more of the devolved functions and their job becomes more complex, and also as change within organizations increases with the complexity of modern working life.
From the point of HR, line management involvement can allow the HR specialist to concentrate on their strategic approach. Overall, responses to HR challenges can be more immediate if it is handled by the line managers and can be more specific to location.
HR will also benefit from the increased satisfaction from employees as it will allow them to build strategically more upon day-to-day improvements. Further studies shows that the advantages of devolution of HR functions to line managers with the provided evidence of positive effects of devolution with the research from HR managers and also directors.
They were asked to assess the changes over the years in overall responsibility, degree of integrations with other units and involvement in the organizational plan.
They have found out that devolution had an overall positive effect from the respondents reported that devolution has led their HR unit being perceived more positively by line management than in non-develop organizations. They also report that an overall increased in HR responsibility and also better integration between Line Management.
They conclude that HR is in fact better able to play the strategic role they were intended to play by the devolution. However, looking at the attitudes of the 40 line managers react towards the devolution of HR function and discovered a rather more mixed response. There were both negative and positives about the devolution.
Positive aspect would be the willingness of the line management to take on both responsibility and also accountability for the new HR tasks, and also flexibility to approach as well as the keen to become involved.
They also saw HR in a positive light and, a source of help and support as well as seeing career benefits for taking on the new role. Disadvantages While line managers know their end of the operations, many companies obtain better result by assigning personnel matters to a human resources or HR employee or HR department.
HR department often recruit, interview and hire new workers and manage employee payroll and benefits. It is tempting with a small company to devolve their HR functions to their line management, but handling personnel work to a line manager can burden his or her with too much extra works outside his or her area of expertise.
In an organization, HR requires a specialized knowledge. While managers have a direct, front line connection with their employee, they lack the HR specific knowledge of their counterparts in the HR department. This can be particularly important in areas such as related to the legal and regulatory requirements and the rules and regulations of the organizations must follow.
HR professionals have both educational and professional backgrounds that provide them with current information on issues that impact their organizations and the HR profession.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.
For example, senior management should persuade the line managers on the benefits of devolving HR tasks to them. Senior management can also highlight the fact that learning new skills can enhance the career of these line managers. In context with human resource management, devolution refers to the process of transferring some of the duties and responsibilities previously handled by the HR .
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 In Mcdonalds Business Essay. Part 1. 1. The Company. McDonald's is the largest food service company in the world. In , annual sales stood at 23 billion dollars.
This paper evaluates the notion that human resource development is rapidly being devolved in the hands of line managers rather than the traditional approach of the human resources department taking up the whole responsibility.