The essay is based on a critical analysis on the interaction of HR and line managers, including the concept of HR business partnering, the integration of businesses and HR strategies, and integration of theories with practice using examples from organisations.
Name:Ikenze tony Kalu
STUDENT NO: 12234835
HR AND LINE MANAGERS
HR managers are managers responsible for delivery of basic HRM services such as recruiting, hiring, training, organizational development, coaching, employee relation, communication, leadership, advice, salary and benefits, team building of staffs within an organization and also the well-being of people and ...view middle of the document...
MacDonald ,L (2012) argued that in small businesses without a HR specialist the line managers can take up the responsibility of recruiting and management of staffs and in larger businesses in as much as there is a HR specialist or department to oversee the employee management policies and practices ,the line manager still plays a role in the implementation of HR initiatives, Mayhew, R.(2012) pointed out that the HR and line manager interact together to handle and execute certain activities such as department staffing, workforce strategy, performance management, and conflict management in the organization. the main reason both managers work together is because they have the interest of making sure the company stays successful , this helps the line manager become very effective in the tactical aspect of HR which giving the HR manager more time to focus and work on the strategic aspect of HR management (Mayhew, R,2012).
So far the interaction between the HR manager and the line manager brings in the concept of HR business partnering, According to Ulrich, D & Brokebank ,B. (2008) that concept of HR business partnering is for HR professionals to collaborate with line managers or business leaders to achieve a common objective ,specifically in the designation and implementation of HR systems and processes that support strategic business and in restructuring of business strategy and transformation of the HR, however there has been a lap over on power between the HR and the line manager and it’s been proved that the operational aspect of HR management is the reason behind the relationship among the two managers, Some models such as the three legged stool model and the four-role model which operate together under the same principles was invented by Dave Ulrich has helped to explain the HR business partnering and the interaction between HR managers, and line managers (ken,2011).
Furthermore in as much as the HR department is totally responsible for the HRM activities it’s also part of the line managers responsibilities as well. line managers have the power to influence the employees behaviour which is the reason for the HR-line manager relationship. Truss and Gratton (1994) pointed out that line managers play a crucial role in coordinating the resources that enable an organization achieve its goal ,therefore for a successful implementation of HR in an organization the role of a line manager becomes very important in understanding how the HR practices and procedures are been conducted. (Huchison and Purcell, 2003; cited in Faisal et al, 2011).
Additionally the interaction between the devolution and line support provides the line managers with training and support in the HRM which has a positive influence on perceived effectiveness in an organization (Faisal et al, 2011). line manager are dependent on the HR managers for assistance in knowledge sharing and facilitation and for this to be achieved there has to be a series of work relationships between...