CASS BUSINESS SCHOOL
CITY UNIVERSITY
Human Resource Management
"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."
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
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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)).
As mentioned above the benefits for the organization and especially for the employees derive from the extended role of the line manager. According to Yarnall J. (1998) the main tasks of a line manager are categorized in: (BUT YARNELL IS TALKING ABOUT LINE MANAGERS IN THEIR SPECIFIC ROLE AS CAREER DEVELOPERS. THESE ARE NOT THE ONLY THINGS LINE MANAGERS ARE EXPECTED TO DO IN TERMS OF HRM. WHAT ABOUT PERFORMANCE MANAGEMENT? FIRING PEOPLE???)
1. promoting career development concepts to their staff;
2. spending time with staff individually on career development matters; and
3. taking actions to further their staff 's development.
Key elements in each of these categories:
Promoting career development
Communicating the importance of career development;
Communicating the meaning of career development;
Raising awareness of the benefits of career development;
Creating a climate suitable for development e.g. providing opportunities for staff to share learning
It is important that HRM consultants create a strong and sound strategy to keep and gain the competitive advantage. By successfully implementing good HRM strategies, companies can provide excellent talent and improve by staying current on the latest technologies and other information talent (Welcome to HR Consultants, Inc., 2009). This will allow clients to increase productivity within the organization; which in turn will increase profits. The greatest organizations realize that effectively managing the HRM strategies and know that employees are their greatest asset and that they are important to their survival. A sound understanding of HRM strategies will allow clients to keep their competitive advantage (Welcome to HR Consultants, Inc., 2009).
2. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development
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.
Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.
Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.
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.
Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management.
2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD
Managers have to be regularly in contact with every employee under their control, so they have a basic idea on what their employees are doing.
Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.
True and False: Please mark either T or F in the appropriate space before the question (7 * .25 each = 1.75 points)
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.
This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.
Bainbridge (2015), states that in order to successfully implement devolution of people management to the line and thereby make HRM strategic within an organisation, there has to be flowing relationship between devolutional rationales, HR function attributes, line manager focused HR practices and people management effectiveness.
Employee is one of the most important assets of a company as they have significant influential power to the success of a company. Therefore, effective and efficient human resource management is crucial to every organization. However, the emergence of the centralized Human Resource Department (HRD) has created conflicts on whether the responsibility of human resource management should lie on line managers or HRD. The debate about the roles of line managers and centralized HRD in human resource management has been ongoing since couple of years ago (Hutchinson and Purcell, 2003). In my opinion, HRD remains as one of the important role within an organization despite the need