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

The human resources department plays a crucial role in the hiring process. The human resources department is responsible for ensuring that a company’s hiring practices are consistent with the company’s current and future needs (Marques, 2006). Line managers typically have an adequate understanding of a company’s current needs, but line managers may be so busy

HR and Line Managers work together to find a balance that best supports the business and employees. Line managers are dependent on the HR function for assistance in knowledge sharing and facilitation.

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Human resource management refers to the process of dealing with people or controlling them. It plays an important role in effective utilization of human resources and bringing effective people in an organization (Attridge, 2009). With the following research at DaVita, one shall come to know about the standard model of HRM and how it is employed in the strategic planning of an organizational structure.

HRM’s purpose is to ensure that success is achieved through its people, to retain and expand the customer profile whilst increasing and maximising profit. Organisations need HRM who know the business, can influence the culture, and make positive change, within an organisation (Ulrich, 1997). Line managers have a partnership with HR, so a full analysis of the external environment can be assessed. It is likely that where employee involvement practises are pursued, line management are aware of corporate strategy, including mission statement and values.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

"Human Resource Management advocates the devolution of people management from the Human Resource function to line management. However, research shows that this is difficult to achieve in practice (Gratton et al, 1999.) Discuss why this is the case. Indicate what can be done to ensure that line managers take responsibility for the implementation of HR policies and practices."

Having HR support line managers and their staff is very important in that it plays an important part in ensuring the company achieves success.

Throughout this essay, I am going to investigate using various references and ABS journals, what exactly is the role of a line manager in Human Resource Management. Mangers in any type of business are so vital as they control what happens in the background, whether it being with fellow employees or their head of office. They also meet the needs of many consumers, mangers are often seen as important when consumers may have a problem, whether it being in retail , manger will be on the floor, or by contacting either over the phone or e-mail etc. No place can run without a manger, you need someone to be able to direct and influence employees so that the business or organization’s goals are met and achieve to the highest standard.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

Different areas of HRM are developed lately as the organizations are increased. As the number of employees’ increases the number of managers and supervisors increases as well. Organizations are employing specialists to improve the relationship between employees and managers, especially to take into consideration the employees initiatives.

“Line managers report frustration that they are not able to devote sufficient time to HR issues, because operational tasks tend to dominate” (Whittaker & Marchington, 2003, p. 250). The pressure of operational tasks and the increasing HR responsibilities put excessive demands on line managers’ time and energy and might result in role overload for line managers (McConville, 2006). Sikora and Ferris cites Van der Zee et al. (2002) study examining the implementation of effective staffing practices, which found that line management time constraints prevented the adoption of proven candidate selection practices. While, Watson et al. (2007) found that heavy workloads and short-term job pressures were key obstacles to line management HR implementation Renwick (2003) found that these managers had a multitude of duties, and therefore, believed they lacked the time to do HR work well. In a related study, Cunningham and Hyman (1999) found that short-term job pressures were a significant barrier to managers’ HR practice use. Finally, work overload became an unintended consequence of increased line manager involvement in employee management programmes (Marchington,

For this to be achieved there should be massive support from the senior management team as it relates to HRM. This insinuates that employees of the organisation will recognise the legitimacy of the HR function which will in turn intensify the effort of all line managers to execution effective HRM. When there is an amicable relation between the HR functions and line managers then the organisation will yield positive result in improving HRM

1.3 The implications of developing a strategic approach to HRM for line managers and employees in organizations

The strategic importance of HRM means that a number of key concepts must be applied.