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Line Manager's View on Adopting Human Resource Role : (HRM…
Line Manager's View on Adopting Human Resource Role :
Line Manager Responsibility for HRM
Problematic
The ability & willingness of line managers to carry out HR tasks properly
knowledge of company policies
connections between HRM & SHRD
ambiguous & elusive
HR support was crucial
partnership with HR was Beneficial to their role
need for
explicit
proactive support
recognition & reward in HR area
trust between Line Managers & HRD Specialist
Role Model
powerful enabler of HRD
in demonstrating commitment to HR in their operational task
HRM Responsibility
positively influence
employee's commitment
business performance
Line manager promoting an integrating culture of employee management through line management
HRM is a "Centre-Stage"
devolution
downsizing
restructing
increased focus on encourages employee inputs
securing employee commitment to quality
Line manager in HR :
subject of academic & organizational challenge
aspect of HR concerned with policy formulation, training plan & advising on strategy likely to be undertaken by HR Specialist
"one of the key stakeholder with the HRD Process
involvement in coaching & guidance and communication & involvement
positive influence on overall organisational performance
Hotel Sector
pressure of short term imperative
sequence out HRD activities for Line Manager
untrained line managers avoid coaching role due to their discomfort with it
lack of training in HRD
