Role of the Line Manager

The Performance of HR Activities by Line Managers

A key issue in human resource management (HRM) today is the concern that many of the roles once held by HRM are now often being given to the line managers of organisations. There are benefits and drawbacks to these new systems (Harris, 2003).

Pros:
1. Sharing their responsibilities help to involve all managers within an organisation.
2. Encouragement for line managers to personalise relationships with other employees can improve discretionary behaviour.
3. As line managers are in more frequent contact with the employees, it makes more sense for them to allocate tasks and monitor performance.
4. Response to customer needs in service industries can be handled and processed a lot faster, as information does not need to travel through so many layers of the organisation.
5. Staffing decisions can be made in better time, again because there are fewer overhead departments involved in processes.

Cons:
1. It’s likely that the employed line manager is there through promotion within the company. Therefore they probably lack necessary knowledge and understanding of their role.
2. The views on flexibility and equality from manager to manager may not be consistent throughout the organisation. So some employees may feel unfairly treated.
3. As the relationships between line managers and workers are more personal, employees may feel less able to air grievances that would usually be handled by HRM.
4. Line managers may have too much bias in decision making, rather than looking at a situation impersonally, as an HR manager probably would.
5. Employees may feel that decisions and actions cannot be backed up with enough evidence or reference to be seen as logical, making them feel insecure in what they are doing.


Developments in Line Management

A factsheet by the Chartered Institute of Personnel Developement (CIPD, 2010) questions the effectiveness of modern line management. There are many ways in which line managers could develop.
Line managers need to learn to manage their time properly, so that they can effectively carry out their role. Bad time management may affect the working experience of others in the organisation, and it sets a bad example to those in lower positions.
In the selection of a line manager, more attention needs to be paid to behaviour and abilities of the individual. Often, line managers get to their position via promotions from lower down in the company. However, this usually means that they are lacking qualifications and knowledge which would enable them to better manage their staff. When offered the necessary skills training, a better quality of management can be achieved.
The quality of work ethics and relationships between HR managers and line managers is often reflected in the quality of a line manager’s skills and relationship with its team or group. The line manager will also feel valued by the organisation if they are given the opportunity to share views and aid decision making. This would then also reflect in their management of lower levels, as they are more likely to offer a similar system of respect to their own staff. When a line manager feels respected by its managers, it is more likely to respect its own employee’s thoughts and feelings.
If a line manager believes that they have opportunities to grow and climb in an organisation, they are more likely to do a good job, as they will have goals and aspirations to work towards. Promotions are a form of motivation within an organisation.


Human Resource Management (HRM)

HRM has roles including recruitment, training, compensation and benefits, health and safety, and employee services (HRM Business Practices and Notes, 2009). If I were an HR manager, I think the role which would appeal to me most of all would be employee and community relations, because it concentrates on forming ideal attitudes and relationships between staff. This is appealing, as I believe that a strong organisational culture is key to the success of any business.
HRM, despite its high concern for people within an organisation, has to look at people as a mass, especially on a large scale. I feel that my skills with people would actually make me a better line manager, as I have good leadership qualities, and prefer a more personal working environment.


References:

CIPD (2010) The role of front line managers in hr. [online]. Available from: http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm [Accessed 18 April 2010]

Harris, H (2003) International human resource management. London: Chartered Institute of Personnel and Development

HRM Business Practices and Notes (2009) What responsibilities and roles do hrm departments perform? [online]. Available from: http://www.hrmbusiness.com/2008/08/what-responsibilities-and-roles-do-hrm.html [Accessed 18 April 2010]