Human resource line manager Essay Example | Topics and Well Written Essays - 1250 words

Human resource line manager - Essay ExampleThe endeavor of this paper is to resolve the eternal Line Manager-HRM Manager dilemma and show how these two professions interact in a Soft and rocky HRM models. This paper does not merely define the concepts and scope of obligations but performs a detailed analysis of the controversies surrounding the roles of LM and HRM professionals operating collectively in one and the same organisational structure. This paper teaches a good lesson of excellence in organizational performance only constant cooperation surrounded by HR and Line Managers can lead organizations to the desired strategic outcomes. Overview of Human Resource managers and Line managers It is hard to describe the general responsibilities of HR managers, since the scope and range of their obligations largely depends upon the organizational structure in which they blend in or the HRM model they pursue (Mullins,2005). Generally, a HR managers goal is to achieve excellence in em ployee performance and use is as a valuable organizational resource. HR managers work to maintain a close association between employee skills and their job obligations. Therefore, they have a significant effect on the staff and their levels of performance and productivity (Bovee et al 2007). Line managers ar department based managers, who are aware of how business operates and what exactly customers need (Marchington & Wilkinson 2005). Line managers are experts in their own field, and usually they are not supposed to have knowledge of Human resource management (Mullins 2005). Rather, Line Managers exemplify a tough bridge between lower and higher managerial levels, thus letting them accommodate their operational priorities (Power et al 2008). In a company that considers itself efficient, communication between HR managers and line managers is crucial. Human resource managers may be effective at the organization level, but they need to interact with line managers, who have ingress and connect them to lower rank managers. Line managers have instant responsibility at departmental level (Mullins,2005). Hard Model (Resource Based) Hard approach emphasises managing the distributor point count resource in rational ways as for any other economic factor like land or capital (Truss et al.,1997). The Hard model concentrates on quantitative, measurable criteria and control and performance management, to create competitive advantage and add value to all department decisions and operations (Gill,1999). According to tier (2007), the main goal of HRM in the resource-based model must be that of encouraging employees to enhance their involvement with workplace tasks and organizational compliance. WBBS adopted hard HRM model successfully West Bromwich Building society initiated the development of a new management approach, which will become the fundamental part of its business strategy. They tried to create an employee-customer-service-profit cycle, with employee engagement as its core element. The concept of engagement is essentially about peoples willingness and ability to contribute discretion efforts. WBBS began to train their line managers at twelve different strategies, including ending changes and coaching. Following the implementation of the framework, engagement in all departments was measured. All results were taken seriously and sent to inform department heads. The outcomes of the model implementation are pass away improved customer satisfaction, record-breaking financial results, UK business excellence award