Role of the Line Manager

Line managers are departmental or unit managers who have responsibilities for the operational functions directly related to the purpose and aims of the organisation. The form a hierarchical level in the chain of command throughout the organisation structure, Line managers tend to report straight higher management for the activities within their own department and for its operational efficiency. Line manager are responsible for the management of their own staff and have the authority and control over staff, however even though line managers are specialist in their own area of work they are not specialist on human resources management.
The five benefits and drawbacks of line managers being more involved in HR activities are as follow:
The benefits are that if the personnel functions are to be effective there has to be good team working and co-operation and consultation between line managers and the HR managers.
By devolving responsibility for HR practices to line managers, organisations will have a closer relationship between line managers and employees with speedier decision-making and more effective resolution of workplace problems.
By devolving responsibility for HR issues, line managers are provided with an opportunity to engage with day-to-day people management decision-making, while HR specialists can work on achieving closer alignment of an organisations systems and processes with corporate objectives, while remaining aware to external environmental changes.
Greater Degrees of Responsibility & Task Variation, there will be a close Relationships with Employees.

The Drawbacks would be as follow:
More support will be needed to provide to line managers to enable them to effectively take on new HR responsibilities.
This could cause confusion and conflict with HR specialists and line managers.
Lack of Training & Support may be provided depending on the Organisation costs. There will be Excess Workload and a lot more Political Pressures

Below I used the CIPD website
http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm

The skills that I feel line managers need to develop in order to effectively manage people are to get closer with staff and take time out to talk to them and make them feel valued for their work, to deal with difficult situations including conflict effectively, providing motivation and to inspire others. To show full commitment and confidences in the role, which they are given, Take matters future up instead of leaving them or avoiding them and providing straight feedback. To build trusts relationship with workers and the organisation. The reasons why I feel these are important are because I feel not enough action gets taken if employees have problems the problems get neglected and then from there staff feel unvalued and decide to leave as they feel they are not being noticed within the organisation. It is also important to bring values to life that will be meaningful to the organisation therefore to help make your company values more than good words behaviour and commitment is utmost important.

Ways in which line managers at my work place are developed are by carrying out regular appraisal training programs, going to off the job training centres where they get trained by professions.
They set targets and with them they give prizes that motivate us and set clear objectives and expectations that make us want to achieve them. My managers give out feedbacks sheet to the staff to see how they feel and what could be done to improve. Regular acknowledgment is given which makes us feel important and more valued. My line manager listens with empathy and help, to agree and sort out any problems and issues.

The Job roles that are needed for an HR Manager are to be aware of local, state and federal employment guidelines, manage payroll issues, maintain employees record, complete and record and to assist employees and to understand them, they are also involved in retraining or training new employees or existing employees or answering questions that employees may have on policies or procedures within the company. To provide workplace safety, employee absenteeism and any health issues also to resolve any conflict.
Common work activities include:
· Posting advertisements for new employees in newspapers, on the internet or in trade specific magazines. Contacting employment services or even executive recruiters for very specialized postings.
· Ensuring all record keeping with regards to workman's compensation, health and medical insurance, and other state and government regulations is completed as required.
· Overseeing the human resources department staff and handling all issues involving employee complaints or questions that cannot be answered by other staff.
· Managing office or agency health, safety and mental health and well-being issues.
· Working with employers and employees in training and in-service presentations as required.
· Hiring, supervising, training, monitoring and firing of staff.
Taken from
http://www.jobprofiles.org/bushrmanager.htm (accessed on 20 March 2010)

I personally feel that my skills are more suited to be a HR Manager rather then a Line Manager this is mainly because of my personality I have which is to be very understanding which allows me to communicate well with others, people tend to listen and take on my advice rather then feeling as I am looking down on them, I am very organised and good at planning and taking actions, I can be very encouraging to team members and will not let them down and am most likely to deal with any complaints at a higher level straight away. Therefore I feel I will adapt better being given the role of a HR manager.

Overall I think that both Line managers and HR managers are equally important to any organisation as the organisation highly relies on them and will not be able to manage without them,



Reference:

http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm (Accessed 20 March 2010)
http://www.hse.gov.uk/stress/roles/yourteam.htm(Accessed 20 March 2010)

Lecture Notes week 14