About The Line and Staffing Responsibilities of HR management

1. Presented To
Dr Bhavana singh
(Assistant Professor)
Presented By
Devtosh Mishra
PG/24/093
Line and Staff Aspect of HR mangers

2. Authority
Authority is the right to make decisions, to direct the work of
others, and to give orders.
•Authority refers to the rights inherent in a managerial position to give orders and
expect the orders to be obeyed.
•Authority was a major tenet of the early management writers, the glue that held the
organization together.
•It was to be delegated downward to lower-level managers. Each management position
has specific inherent rights that incumbents acquire from the position's rank or title.
INTRODUCTION TO HRM- HIMS

3. Authority is related to one's position and ignores personal characteristics.
When a position
position.
of authority is vacated, the authority remains with the
INTRODUCTION TO HRM- HIMS

4. Types of Authority
•Line Authority
•Staff Authority
•Functional Authority
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5. Line Authority
Line authority entitles a manager to direct the work of an employee. It is the
employer-employee authority relationship that extends from top to bottom.
A line manager directs the work of employees and makes certain decisions
without consulting anyone.
Sometimes the term line is used to differentiate line managers from staff
managers.
Line emphasizes managers whose organizational function contributes
directly to the achievement of organizational objectives.
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6. Staff Mangers and Staff Authority
Staff managers have staff authority. A manager's function is classified as line or
staff based on the organization's objectives.
As organizations get larger and more complex, line managers find that they do
not have the time, expertise, or resources to get their jobs done effectively.
They create staff authority functions to support, assist, advice, and generally
reduce some of the informational burdens they have.
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7. Functional control
The authority exerted by a personnel manager as a coordinator of personnel activities.
Here the manager acts as “the right arm of the top executive.”
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8. Line versus Staff Authority
•Line VS Staff Authority – Authority is the right to make decisions,
to direct the work of others, and to give orders.
Line managers are authorized to direct the work of subordinates.
Whereas staff managers are authorized to assist and advise line
managers in accomplishing their basic goals.
HR managers are generally staff managers.
•Line Managers’ HRM Responsibilities – Most line managers are
responsible for line functions, coordinative functions, and some
staff functions.
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9. Cooperative line and staff hr management:
In recruiting and hiring, it’s generally the line manager’s responsibility to specify
the qualifications employees need to fill specific positions. Then the HR staff
takes over. They develop sources of qualified applicants and conduct initial
screening interviews. They administer the appropriate test. Then they refer the
best applicants to the supervisor (line manager), who interviews and selects the
ones he/she wants.
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10. Line Manager
Authorized to direct the work of subordinates—they’re always someone’s
boss. In addition, line managers are in charge of accomplishing the
organization’s basic goals.
Line Managers’ Human Resource Management Responsibilities
•Placement
•Orientation
•Training
•Improving job performance
•Gaining creative cooperation
•Interpreting policies and procedures
•Controlling labor costs
•Developing employee abilities
•Creating and maintaining departmental morale
•Protecting employees’ health and physical condition
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11. Responsibilities Of Staff Managers
Staff managers assist and advise line managers in accomplishing these basic
goals. They do, however, need to work in partnership with each other to be
successful.
Some examples of the HR responsibilities of staff managers include assistance
in following tasks
hiring,
training,
evaluating,
rewarding,
counseling,
promoting,
firing of employees, and the administering of various benefits programs.
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12. Human Resource Manager:
An individual who normally acts in an advisory or staff capacity, working
with other managers to help them deal with human resource matters.
One general trend is that HR personnel are servicing an increasing number of
employees. The human resource manager is primarily responsible for
coordinating the management of human resources to help the organization
achieve its goals.
There is a shared responsibility between line managers and human resource
professionals.
The recognition of HR as a legitimate business unit has made it highly
strategic in nature and more critical to achieving corporate objectives.
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13. To succeed, HR executives must understand the complex organizational design
and be able to determine the capabilities of the company’s workforce, both
today and in the future.
HR involvement in strategy is necessary to ensure that human resources support
the firm’s mission. The future appears bright for HR managers willing to
form a strategic partnership with other business units
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14. For more information:
E-mail: devtosh58@gmail.com
Phone: 8840090756,