The HRM role of Line Managers
The HRM role of Line Managers
Introduction
With the intense rivalry in today's economies, maintaining a competitive advantage is critical. Future trends in the market point to the need for companies to not only build and implement unique strategies through value creation, but also profit enhancement as well as cost reduction strategies. Thus proper organizational management as well as the role of HR professionals and line managers play a crucial role in efficiently increasing and managing resources to meet company goals. This report includes two tasks and the primary task is to describe the HR management role played by line managers using practical examples and the responsibilities of HR professionals to encourage line managers to effectively engage HR practices.
Human resource management role played by the line managers
The organization strives to remain viable in the market. In this process, line managers play an important role as they coordinate company goals with operational strategies to achieve organizational goals. Line managers can be described as individuals directly involved in operations and employee management while reporting to higher-ranking managers. Line managers are responsible for operational management as well as administration that directly affects the company's output. The line manager's authority is in the vertical chain of command.
One of the key aspects of the organization is team work and line managers collaborate effectively with other line managers and employees to follow up departmental activities with team management. Thus, line managers maintain effective communication with the HR department regarding the viability of their HR practice and other important information, and share them with staff to ensure employees' understanding of HR procedures and policies. For example, Navaloka Hospital organizes monthly communication meetings and the Head of HR participates in these meetings to discuss future events, problems, changes as well as implementations in the hospital with the completed line managers. Morning briefing is conducted every day and operations supervisors talk about all important details like daily activities, and allocation of employees with work to ensure team performance.
Not only those supervisors will constantly analyze work and identify and correct gaps using reactive measures. Line managers are also highly responsible for team performance and should adopt HR practices that focus on employees such as providing professional development training facilities, allowing those top performers to be recognized and rewarded appropriately. Supervisors at Navaloka Hospital use team performance metrics vs. targets and provide continuous performance feedback through coaching and brainstorming sessions. In performance appraisal, every supervisor needs to provide and analyze performance gap, training needs and development areas as well as provide performance reviews with action plan for each party and mandatory job rotation, cross-training and training should be provided Requirements for employees.
Moreover, line managers have to help in top management decisions and human resources decisions, so line managers have to support them in a timely manner from their end for smooth functioning of an organization. For example, supervisors at Nawaloka Hospital quickly report absenteeism to help the HR function track long-term absenteeism and determine appropriate action. Thus, the participation of lean managers in the HR function is very important as they support good decision making, maintain a transparent work environment and create better cultural deviance among employees.
The responsibility of HR Professionals to motivate the line managers in order to effectively engaged in HR Practices
HR professionals are responsible for organizational survival in the modern business environment. HR professionals play a variety of roles such as talent managers, change agents, functional experts, employee advisors and strategic partners by developing strategies for the business development and strategic use of employees to deliver business goals. Moreover, HR professionals identify key areas of the business that require technology and people to align the company around performance gaps and business needs, take appropriate actions to improve organizational and individual capabilities, and implement strategies to motivate and improve employee performance. .
There are a number of factors that significantly affect business success, including implementing business strategies, identifying business-related issues, and making the right decisions focusing on real business needs. As a result, the involvement of line manager in HR process is quite crucial because of the need for good knowledge, identification with control, personal development and professional development. On the other hand, line manager ensures strategic human resource management practices. The main focus of human resource planning is to ensure organizational manpower requirements and formal communication between the Human Resources Performance Review System and the line manager to smooth the competency metrics as per the operational requirement. Further organizational conflicts are more stable when the workforce comes from different cultures, styles and personalities, however, workforce conflicts can be easily shortened under HR practices and strong relationship line manager. According to the above discussion, Human resource planning and line manager have a good relationship with authority and responsibility under human resource practices, which allows the human resource process to be cross-trained to perform human resource functions, and ultimately leads to a good relationship between line manager and human resource planning.
Relationship between line manager and Human Resource
No table of figures entries found. | Can implemented the HR strategies In order to encourage the LM’s with HR practices | Advantage |
Recruitment and hiring process | Initiate the initial responsibilities for department head and the candidates, as example allocate the responsibility to conduct the trade test for candidate in order to measure the skills. Here Line management lead to recognize most suitable candidates and current staff skills and capabilities. | Able to attract and retaining most suitable workforce. |
Workforce training and development | Allocate adequate responsibility to enhance the skills by providing adequate trainings, and encourage to develop training protocol, and process. | Able to develop best fit, and qualified workforce within the organization by focusing to enhance the competency and knowledge. |
Performance evaluation | Allocate the relevant responsibility to conduct the performance evaluations of the workforce within the define time period, and develop the employee development plan | Enhance the degree of productivity, efficacy and motivation |
Grievance handling and employee engagement | Arrange the trainings on grievances and conflicts management, industrial relations under the LM’s Make sure via LMs by offering workplace knowledge with authority in order to resolving the staff related issues Ensure the significant relationship and communication among LM & HR | Develop sound Human resources and LM association within the organization Arrange the proper documentations, HR policy development via LMs Minimizing the workforce grievances & develop positive work culture. |
HR workforce planning | Getting the LMs to involve in the yearend workforce planning meetings. | Able to successfully training among existing workforce as promotions to the recruitment team, and then can fulfill those vacancies on outside. Which lead to minimize the administrative related cost, turnover, and then able to maintain best fit workforce within the organization. |
disciplinary handling process | Here need to provide the technical training on how to handle the workforce grievances, investigation. | Successfully minimizing the degree of grievances and able to maintain satisfaction workforce. |
Conclusion
Each organization's personnel hold the key to its existence, and steps are being done to meet upcoming difficulties. The current study began with an overview to line managers, including a brief summary of their duties and responsibilities, as well as their participation in HR operations like hiring, training, and development, as well as performance reviews and their importance to organizations. Secondly, task one's second portion addressed the HR professional's responsibility for encouraging line managers to participate in HR procedures. It was acknowledged that maintaining a tight relationship between HR and LMs and assigning duties with the appropriate authority are crucial for motivating line managers to participate in HR operations.
References
Line managers have good knowledge about the capability of thiere team. They directly influence employee satisfaction and engagement and, as a result, organizational productivity and even customer satisfaction
ReplyDeleteRUSHNI YUSUF, thank you for your comment, Here giving the HR knowledge for line management via training program is highly important. As you mention line managers are the first party who closely deal with the workforce, hence their actions and behaviorists directly impact on employee satisfaction and engagement.
DeleteThe HRM role of line managers to ensure that their team members are productive,engaged, and motivated to achieve the organization's goals, while ensuring compliance with employment laws and regulations. Well done.
ReplyDeleteTharanga Wanigasundara, thank you for your comment, as you mention Line managers have a very important role to play, not only in managing people and operations day-to-day, but also in implementing HR and other organisational policies and in supporting their team’s development. It's therefore important to give proper thought to how line managers are appointed, managed and developed to make sure they are successful in their role.
DeleteThank you for sharing this informative article on the role of line managers in an organization. As you rightly pointed out, line managers play a crucial role in coordinating company goals with operational strategies to achieve organizational goals. They are responsible for managing employees and directly affecting the company's output.
ReplyDeleteSuranga Wijayarathna, thank you for sharing your commitment, as you highlighted line managers have a large responsibility to share the organizational vision, mission, and strategic objectives, hence they have to act as a communicator between top management and operational level staff. Here they should responsible for employee retention and absenteeism, here some of the talents leave the organization due to the line managers' leadership style. hence they have to play an HR role in the retention of the talented workforce.
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