All Managers Are Hr Managers An Open Discussion


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All Managers Are Hr Managers An Open Discussion

  1. 1. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... Lesson: 3 All managers are HR managers: An open discussion Contents: Line versus Staff functions, Coordinative responsibilities of line and staff managers This is a tutorial lesson. Using a seminar-discussion format, we will explore current readings and other sources of information about the changing nature of Human Resource Management (HRM) and, more broadly, the world of work in general. I’ve provided a tentative list of topics below, but I would like our explorations to be somewhat flexible so that we can consider new issues as they arise. Additionally, you may have some issues that you would like to explore in further depth and I would like to maintain some flexibility in the course to allow us to explore issues in which you are interested. Here only a few articles from various publications are given below as an example. You can refer to business newspapers and periodicals for this lesson. Tentative Topics • The transition from personnel to human resource to people management • HRM line versus staff functions • Importance of Human Resource Management to Firms • Role of HRM in the Firm • Moving toward a Contingent Workforce and • Others, like Information about Major HRM Activities Recruiting and Selecting Training and Development Compensation System Rewards and Incentives HR Planning (e.g., forecasting needs and expected supply) Career systems (career planning, succession planning, fast track programs etc.) Performance management systems Other as relevant
  2. 2. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... HR functions: Line versus staff authority “All managers are, in a sense, HR managers, since they all get involved in activities like recruiting, interviewing, selecting, and training.” -Gary Dessler Yet most firms also have a human resource department with its own human resource manager. How do the duties of this HR manager and his or her staff relate to "line" managers' human resource duties? Before going over to answer this question we should know that HR managers are in most of the cases even now in this modern world generally staff managers. They are responsible for advising line managers (like those for production and sales) in areas like recruiting, hiring, and compensation. one major company outlined its line supervisors' responsibilities for effective human resource management under the following general headings: 1. Placing the right person on the right job 2. Starting new employees in the organization (orientation) 3. Training employees for jobs that are new to them 4. Improving the job performance of each person 5. Gaining creative cooperation and developing smooth working relationships 6. Interpreting the company's policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining departmental morale 10. Protecting employees' health and physical condition In small organizations, line managers may carry out all these personnel duties unassisted. But as the organization grows, they need the assistance, specialized knowledge, and advice of a separate human resource staff. The human resource department provides this specialized assistance. Thus an HR manager will perform three distinct functions: 1. A line function. An HR manager possesses a line authority over his own department to accomplish the task and roles assigned to each employees of the department. And since the majority of the decision is trickled down from the corporate level, he actually exudes such power. His suggestions also are taken as orders. 2. A coordinative function. An HR manager is also a coordinator of all the decision, activities in the personnel area. This is referred to as functional control. Whatever policies, procedures and objectives are set for the HR manager implements employees in the organisation. 3. Staff functions. This is basically an advisory role played by the manager whereby he only assists line managers, but that doe not mean his advice shall be taken finally. It all depends on the discretion of the line manager. Such a function involves assisting on areas such as, training, evaluating, rewarding, counseling, promoting, and firing of employees, etc.) many a times HR
  3. 3. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... managers also update the line managers as well as top management regarding the current trends and new methods of solving problems . Thus we can conclude that there are certain areas, which are solely left on the Managers prerogative. While there are many areas where a kind of cooperative responsibility by both the HR manager and the line manager is required. Please refer to the table for the differentiation between each responsibility Figure: Selected activities illustrating division of HR responsibility between line and staff. DEPARTMENT PERSONNEL SUPERVISORS, (LINE) SPECIALISTS,( STAFF) ACTIVITIES ACTIVITIES I Assist job analyst by listing Write job description and job Recruitment specific duties and specification based on input and selection responsibilities of the job in fro department supervisor question explain to HR future Develop personnel plans staffing needs and sorts of showing promo table people needed to be hired. employees. Descry” human requirements” Resources of qualified of job so HR can develop applications and engage in selection tests. Interview recruiting activities aimed at candidates and make final developing a pool of qualified selection decision. applicants. Conduct initial serving interviews and refer feasible candidates to department supervisor. II Orient employees regarding the Prepare training materials and Training and company and job and instruct orientation documents and development and train new employees. outlines. Evaluate and recommend Advise CEO regarding managers developmental development plan for activities. managers based on CEO’s Provide the leadership and stated vision of firm’s future empowerment that builds needs. effective work teams. Serve as resource for Use the firm’s appraisal forms providing information to appraise employee regarding how to institute and performance. operate quality improvement Assess subordinates’ career programs and team building progress and advise them efforts. regarding career option. Develop performance III appraisal tools and maintain Compensation records of appraisals.
  4. 4. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... Conduct job evaluation Assist HR by providing procedures aimed at information regarding the determining relative worth of nature and relative worth of each job in the firm. Conduct each job to serve as the basic salary surveys to determine for compensation decisions. how other firms are paying Don the nature and amounts of the same or similar positions. incentives to be paid to Serve as a resource in subordinates. advising line management Decide on the package of regarding financial incentives benefits and services the firm and pay plan alternatives. is to pay. Develop. In consolation with line management the firm’s benefits and services packages including health care options and pensions. IV Establish the day to Diagnose underlying Labor day climate of mutual causes o f labor Relations respect and trust discontent with an eye needed to maintain toward anticipating healthy labor with the sorts of moral management relations. and lead to unionization Consistently apply the efforts. terms of the labor Train line managers agreement. regarding the Ensure that the firm’s interpretation of grievance process is contract terms and the functioning in a legal pitfalls to be manner consistent with avoided during the the labor agreement union organizing effort and make final Advise managers decisions on regarding how to grievances after handle grievances and investigating same, assist all parties in Work with HR in reaching agree negotiating the regarding grievances. collective bargaining agreement. V Keep the lines of Advise line Employee communication open management regarding Security and safety between employees the communication and managers so techniques that can be
  5. 5. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... employees are kept used to encourage abreast of important upward and downward company matters and communication. have a variety of Develop a unfair vehicles they can use treatment process and to express concerns train line managers in and use to express its use. concerns and gripes. Analyze jobs to develop Sure employees are safe practice rules and guaranteed fair advise on design of treatment as it relates safety apparatus such as to discipline, machinery guards. dismissals and job Promptly invest security. accidents analyze Continually dire causes, make employees in the recommendations for consistent application accident presentation of safe work habits. and submit necessary Prepare accident forms to occupational reports promptly and safety and health accurately. administration. Source:Adapted from Human Resource Management(7th ed.) by Gary Dessler, Prentice Hall India, 1997 In summary, as Dessler remarks, “HR management is an integral part of every manager’s job. Whether you’re a first line supervisor, manager, or president, whether you’re a production manager sales manager, office manager, hospital administrator, or HR manager, getting results through people is the name of the game.”
  6. 6. For useful Documents like this and Lots of more Educational and Technological Stuff Visit...
  7. 7. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... THE PARTNERSHIP The Line Manager- Determining work and job design Decision-making on people to be hired Coaching and developing employees Promoting health and safety programs Reviewing performance Disciplining
  8. 8. For useful Documents like this and Lots of more Educational and Technological Stuff Visit... THE PARTNERSHIP The HR Professional- • Aligning HR strategies with business strategies • Delivering services • Recruitment and Selection • Training • Performance management • Strengthening employee contributions • Managing change