Line Managers Essay

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels.

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

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 resources management was defined as ‘a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations’ by Boxall and Purcell (2003). Noon, 1992 (as cited in Armstrong, 2014 a, p6) drew ‘doubts of whether HRM was a map, a model or a theory. But it is evident that the original concept could be seen as a philosophy’. The human

Different models have been introduced to describe the role of HRM, which categorises the “soft” or the “hard” approach

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.

Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.

more training to help them succeed. In addition, more supervisors will appoint assistants and prepare them for temporary “takeover” roles when they are absent. In other words, front-line supervisors will move closer to those upper-management leaders who remain with the firm and whose roles, in turn, will be expanded. 5. Supervisors derive tremendous personal benefits from their role in today’s business culture. For example: • Effective supervisors will be easier to spot and will receive “first call” on promotional possibilities. • Women who excel as front-line supervisors will discover that the socalled glass ceiling is less likely to affect them. • The challenges of front-line supervision provide a great training ground and preparation for upper-management positions. • Supervision offers the opportunity to engage in meaningful and challenging work that will enhance one’s self-respect and the respect from others. • Supervisors will receive more immediate positive reinforcement of their contribution to organizational success as a result of leading their employees through collaborative and team-based approaches than was possible through former top-down management methods. • Supervisors will have greater opportunities to engage in continuous

In order to critically discuss how HR professionals and line managers work together to lead and manage people within my organisation it is necessary to look at 4 different components. Firstly it is necessary to define the characteristics or role of a line manager, secondly what does it mean to manage, thirdly what it means to lead and finally why and how HR professionals assist line managers to manage and lead. I shall then look at what the human resource department within my organisation does to facilitate line managers to lead and manage which I

In organizations, the line managers ' role is important in ensuring that the implementation of HRM strategy and policies are successfully implemented. The devolution of HRM activities to line managers is potentially a useful tool for achieving through the implementation of HRM policies and practices that are consistent with the desired strategic intent (Brewster and Larsen (1992), Budhwar (2000), Hall and Torrington (1998), Hope-Hailey et al., (2002)).

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

The different methods of communication to my and colleagues are by talking to one another, team meetings, by telephone, letters

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)