This is the reason why HR managers in some multinational companies are called people managers or people enablers and the process is called people management. The major goal of HRM is the development and management of knowledge, skills, creativity, attitude and talent with the use of the strategic and comprehensive approach. In an organization, there are line and staff authority. Authority is the right to make decisions, to direct the work of others, and to give orders.
Although your business might adequately function at a minimal level of operation by doing so, it may not be able to overcome some of the disadvantages created by working without an HR team. The decision to give your line managers more responsibility for an additional number of complex duties requires earnest evaluation.
Hours in a Day Time, and whether or not your line managers have enough of it to take on more work, is an issue that remains valid even when they are not required to administer multiple HR duties. As business owner, you must decide whether your line managers can competently perform their own work in addition to recruiting, interviewing, hiring and training employees.
All of these typically HR undertakings are essential in fostering happy, productive employees. Legalities Line managers functioning as human resources experts should have either an HR background or, at minimum, knowledge of current employment laws.
There are many legal pitfalls into which your managers could step that could be costly for your business. Although knowledge of the laws regulating hiring, firing, discrimination and a host of others is crucial, it is not enough to be vaguely familiar with these decrees because many of them change annually.
Your line managers would necessarily be expected to continually learn new regulations. You could outsource some of your human resources duties, alleviating your managers from dealing with them; however, doing so represents another business expense, which can sometimes be greater than employing your own HR personnel.
Management Growth Requiring your line managers to perform HR duties may inadvertently put them on a path denying them career advancement. For example, though great at selling, a salesman may not be a good people manager, which is a quality generally defining a human resources professional, or he may be someone who has difficulty making sense of employment law.
When he is considered for promotion, this could unfairly work against him. By burdening him with duties for which he is ill equipped, you may be putting a good manager in a position to fail rather than to achieve higher levels of growth.
You might design your business plan with the assistance of your line managers; however, they are also integral parts of the plan, as are all your employees. Being both components of, as well as involved in hands-on actualizing, your strategic goals may leave little vision -- and less energy -- to continually keep the bigger picture in mind while making day-to-day line-management decisions.
As business owner, you must determine how many hats you want your line managers to wear at the expense of business success.Published: Mon, 5 Dec By devolving responsibility of Human Resource to managers, organizations are expecting to create a closer relationship between managers and employees which will be achieved by quick decision making and effective problem solving at workplace.
Although line managers have always been involved in managing human resources (HR), it is within human resource management (HRM) that their involvement has been placed centre-stage as a core.
Devolving responsibility down the line In late 80’s and early 90’s the use of the term human resource management (HRM) gave rise to pool of literature to be written in order to establish the definition and differences of HRM compare to Personal Management (PM).
For example, senior management should persuade the line managers on the benefits of devolving HR tasks to them. Senior management can also highlight the fact that learning new skills can enhance the career of these line managers. The devolution of human resource responsibilities from human resource managers to line managers is both a growing and global trend.
A number of authors has suggested that there are positive as well as negative consequences of devolution. By devolving responsibility of Human Resource to managers, organizations are expecting to create a closer relationship between managers and employees which will be achieved by quick decision making and effective problem solving at workplace.