Human resources isn't a revenue-producing department, but it's an essential component of any viable business.
Through working together, line management becomes more proficient in tactical human resources functions. This frees up time for human resources professionals to devote more time to strategic HR management.
HR and line managers should communicate regularly and frequently to determine the skills and qualifications required for seamless operation of department functions. During the recruitment and selection process, HR advises line managers on how to identify qualified candidates and existing department staff capabilities.
Workforce Strategy Strategic planning between HR and line managers involves reviewing projections concerning future business demands to determine whether to train current employees to prepare them for promotion or to recruit candidates with higher level skills to augment the current employee knowledge base.
By working together on immediate and future staffing needs, HR and line management benefit from reduced cost per hire and turnover. In addition, the organization benefits from appropriate succession planning and adequate staffing.
Performance Management Training and development is an HR function that prepares line managers for a number of leadership tasks. One such task is conducting employee performance appraisals.
Leadership training topics include how to provide employees with constructive feedback and how to conduct fair and unbiased assessments of employee performance. HR and line managers should therefore work together to ensure the organization maintains a consistent approach to performance management.
Conflict Resolution Workplace conflict is inevitable whenever department employees represent different cultures, work styles and personalities. When conflicts arise, line managers typically seek the advice of HR in resolving issues between employees or issues between employees and their managers.
If there is already dissention between HR and line management, it can be difficult for human resources to determine what underlies the conflict and how to resolve it.
A positive working relationship between HR and line management facilitates easier handling of workplace investigations and mediating differences between staff.HR discretion: understanding line managers’ role in Human Resource Management produced knowledge about the role of line managers in the separate HR processes, such Beyond this work, some qualitative research, mostly UK based, has examined the role of.
Slowly but surely, line managers are taking over the HR front line. Gone are the days when the first port of call for any people management query was the HR department. This is partly because HR as a function has transformed over the past decade.
The primary reason human resources and line managers should work together is because both parties have a vested interest in ensuring the company achieves success.
Through working together, line. The primary reason human resources and line managers should work together is because both parties have a vested interest in ensuring the company achieves success.
Through working together, line management becomes more proficient in tactical human resources functions. Line managers have the opportunity to develop responses and solutions to HR issues together with HR business partners with more immediacy and alignment to business strategy.
For L&D, this ability to respond readily to line manager needs for their team creates a . It is pertinent to start this essay by attempting to define the role and relevance of HR Managers and line managers in an organization.Â human resource management is a management function that enables managers to train,recruit select and develop the members of an organization (Aswathappa, k,).