Please enable JavaScript.
Coggle requires JavaScript to display documents.
Line Manager's Views on Adopting Human Resource Roles - Coggle Diagram
Line Manager's Views on Adopting Human Resource Roles
Barriers to HR activities
Heavy workloads
Faced by the departmental managers & supervisors
Short-term job pressures
Faced by strategic level managers & supervisors
Role conflict is identified as barrier often with more for the first-line managers perceiving compare to strategic level managers
Strategic Managers
HRD
HRD is viewed as important within Hilton with the need for greater understanding of the Esprit concept
HRM
HRM is a key facilitator in developing a business partnership approach
Practice in two distinct areas
Lack of empirical work addressing the understanding issues around devolvement of HR roles to the line managers in hospitality sector
It need to provide an analysis if the range of HR roles and perceived the importance of two different levels of line managers
Providing line manager's divergent views on enablers & inhibitors influencing their ability to adopt the HR roles
It is important in relation to enhancing the experiences of employees in the industry
As first line managers undertake aspects of teamwork, communication and motivation even activities due to they are less involved in the HR activities compare with the strategic level managers
First-line level managers
They apparently less involved in the HR activities compare with strategic level managers
Engage more in HR activities that underpin with the company service culture
Strategic level managers is a best ironic and commercially detrimental given their main responsibility for very employees who deliver for the moment service exchanges