...critical analysis on the interaction of HR and line managers, including the concept of HR business partnering, the integration of businesses and HR strategies, and integration of theories with practice using examples from organisations. Name:Ikenze tony Kalu STUDENT NO: 12234835 Word count: HR AND LINE MANAGERS HR managers are managers responsible for delivery of basic HRM services such as recruiting, hiring, training, organizational development, coaching, employee relation, communication, leadership, advice, salary and benefits, team building of staffs within an organization and also the well-being of people and relationship between management and employees (Susan, H, 2012). while the line manager are managers crucially responsible for administrative management of individuals, direct management of staffs within an organization and the supervision and discipline of their employees and performance appraisal (John ,F ,2012) in addition the line managers have the power to influence the employees behaviour (cascio,2008;cited in faisal et al ,2011). Interaction between the HR mangers and line managers However the interaction between the HR manager and the line manager is very essential within an organization, a previous research carried out by Stockton Borough Council (2011) showed that there is an existing culture of both managers working together to address people management responsibilities, this research also showed that line managers were ready to take up more responsibities...
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...Explain what HR management is and how it relates to the management process. There are five basic functions that all managers perform: planning, organizing, staffing, leading, and controlling. HR management involves the policies and practices needed to carry out the staffing (or people) function of management. HR management helps the management process avoid mistakes and to get results. 2. Give several examples of how HR management concepts and techniques can be of use to all managers. HR management concepts and techniques can help all managers to ensure that they get results--through others. These concepts and techniques also help you to avoid common personnel mistakes such as: hiring the wrong person; experiencing high turnover; finding your people not doing their best; wasting time with useless interviews; having your company taken to court because of discriminatory actions; having your company cited under federal occupational safety laws for unsafe practices; have some employees think their salaries are unfair and inequitable relative to others in the organization; allow a lack of training to undermine your department’s effectiveness, and commit any unfair labor practices. 3. Illustrate the HR responsibilities of line and staff managers. Line managers are someone's boss; they direct the work of subordinates in pursuit of accomplishing the organization's basic goals. Some examples of the HR responsibilities of line managers are: placing the right person on the...
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...areas which are in the centre of the map. The HR Profession Map also includes bandings. Each area is set out in four bands, which enables you to check your level of professional competence in your current role. The HR Profession Map helps determine the required strategies, behaviours and planning needed to have a successful career in HR. “The concept is simple. Covering ten professional areas and eight behaviours set out in four bands of competence, CIPD’s HR Profession Map sets out the activities, knowledge and behaviour needed for success.” (Charity-Works 2015) The eight Professional Areas on the map detect the specific activities and knowledge you need based on your competency in HR which would allow you to have an idea of the banding you currently come under on the HR Profession Map. Throughout your HR Career you are bound to face transitional changes in your competence which in effect will change your banding on the HR Profession Map. “The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence.” (CIPD, 2015) In the centre of the HR Map you have the two core professionals which include insights, Strategy and Solutions and Leading HR. Most HR Professionals works deeply into developing their staff, leading your team and looking at potential strategies which may benefit the business. “The successful HR professional provides active, insight-led leadership:...
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... sustainable advantage in long term, companies can majorly differentiate themselves only by building its intellectual capital (employee competence) & organizational excellence (organizational capabilities) – which are very hard to copy. HR’s contribution to achieve this is vital. It is in this light that HR’s role & responsibilities needs to be relooked & redefined to extract meaningful contribution from HR. To achieve this, both, senior management’s & Line manager’s expectations from HR, and HR’s expectations from itself, needs a sea change. Challenges & Competencies needed Following are five major business challenges (that any company faces) and the corresponding competencies needed to face these challenges Challenges Competencies...
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...very important role in the modern workforce. From managing and training to compensation and benefits, the role carries a certain importance that all organizations must incorporate to be successful. It is clear to see that there is a large amount of responsibility and dependency that go along with this role. This role constantly evolves as time moves forth and new technology and trends are embraced. The human resources manager must be adaptive and understanding to be successful. The role is also very broad. Not only will the human resources manager be responsible for ensuring safety on the workplace but will also be responsible for administering discipline while attempting to minimize stress. What exactly is human resources management? Human resources management is the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, p. 4). Furthermore, it is the management of an organization and its assets. Why is human resources management so important to an organization? Staffing, designing jobs and teams, developing skillful employees, improving employee performance and approaches and rewarding success are all functions of an HR manager (Bohlander & Snell, p. 4). These are all important facets that an organization needs in order to be successful. Without a human resources department and the management within, an organization would crumble from within. Human Resources Strategy and Planning When managing a large corporation it...
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...utilize information technology to its advantage. Sonoco experienced new organizational environmental changes such as integration of the markets, disappearing of geographical barriers and condensing of time to delivery. It now must adapt to new global marketplace in order to maintain a successful business. One can say that Sonoco was operating in an organizational environment which was gradually changing from static and simple (low uncertainty) to a more dynamic and complex (high uncertainty) organizational environment. It was a shift from ERA 1 to ERA 3 organizational design. Before Cindy Hardley joined the organization, Sonoco’s organizational structure resembled more of a multidivisional structure as division HR managers reported directly to the general managers of self contained divisions, and corporate HR was responsible for overseeing the activities of the managers heading each divisions. It was more of a decentralized siloed structured and processes and services provided differ from one business to another. This kind of structure has its own strength and weaknesses which are discussed below: Strength: i. Promoting a family-friendly and team oriented culture. Sonoco fits perfectly into the HR frame, which have a family oriented culture, where employees are empowered and their needs are taken care off. It values relationship with its employees and...
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...retention rate of interns. In this project, I will explore intern’s satisfaction with company’s internship training system as well as supervisor/manager’s satisfaction of intern’s performance. In particular, I will focus on how the training system influence the retention rate as well as the effectiveness of the program it self. Desired outcome from company’s perspective view would be higher satisfaction rate from both trainee and their supervisors and in the end, retaining successful trainees. Literature review [Train interns their first day on the job—and every day thereafter—to make them better employees.]. [Katie Willoughby spent the first four weeks of her internship last summer in Kansas City, Mo.-based Hallmark Cards Inc.’s marketing department accompanying her boss from one meeting to the next and gathering background information for her data analysis project. She loved every minute of it. Janell Rodriguez, a 2005 engineering intern at National Instruments in Austin, Texas, was able to field complex customer questions on the workings of her company’s data acquisition technology after spending two weeks learning the ins and outs of the intricate hardware. She spent another three days getting the hang of her company’s phone system and learning how to best answer callers’ questions by asking her own pointed questions. In Salem, Mass., Daiana Rosario spent her first day as a Peabody Essex Museum 2003 summer intern at an orientation conducted by her future colleagues...
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...Running head: Health Care Management ` Assignment 1: Health Care Human Resources Management Policia Williams Dr. Jo-Rene Queensberry HSA 530: Human Resources Management in Health Care July 21, 2013 1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis. Two trends in health care affecting human resources management that may likely impact your hiring decision as an HR manager are recruitment and retention and technological change. Recruitment and retention of the appropriate staff who meet the job requirements is very important. Currently as we know, there is a shortage of qualified healthcare professionals, especially nurses. Health care is growing at a rapid rate and finding skilled, qualified health care professionals is a challenge. Regardless of how rapid the growth, the challenge containing cost of the organization makes it difficult for HR managers to fill current positions (Pizzi, 2011). So not only is it difficult to find and recruit qualified health care professionals, maintaining current professionals is also difficult because of the requirement to contain cost. It leaves little room to pay appropriate salaries or provide raises to current professionals. Another trend is training and development to handle the technological changes in health care. The many advances and changes in health care require constant training...
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...British Ceramic Tile | Briefly evaluate the key aspects of the role of HR in managing the impact of contemporary business issues and external business influences | Word count 920 | Terri Fenwick 16th March 2015 | HR continuously works in a changing landscape of variables, including technology and legislation. Writing in Personnel Today, Dennehy (2014) states that “every year brings with it numerous legislative changes”. This will force businesses to regularly review their policies and procedures and adjust them accordingly in light of external forces. Technology has advanced significantly and we are now seeing a massive increase in Social Media such as Twitter, Facebook and LinkedIn being used in the Business environment for many things including general business marketing and as a recruiting platform. Employers need to keep up with technology and embrace the changes in order to compete with other Businesses. The key in HR successfully keeping up with these contemporary business changes is Change Management (Massachusetts Institute of Technology MIT 2004) * Planning for change * Implementing change * Supporting continuous improvement following change According to MIT (2004) in order to successfully manage change, HR must always plan for change due to the ever changing environment. It needs to reinvent itself to develop and grow with the change. Human Resource Management comes in different national styles but none of these are ‘free from the pressures...
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...orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills. Formerly called personnel management. 2 LO 1:- Understand the difference between……………………………………………………………....3 1.1 Distinguish between personnel management and human resource management and discuss the historical development and changing context in which they operate……………………………………3 1.2 Assess the role, task and activities of the human resources practitioner……………………………5 1.3 Evaluate the role and responsibilities of line managers in human resource practices……………….5 1.4 Analyze the impact of the legal and regulatory framework in human resource management………5 LO2:- Understand how to recruit employees……………………………………………………………... 2.1 Analyze the reasons for human resource planning in organization…………………………………… 2.2 Outline the stages involved in planning Human Resource Requirements. 2.3 Compare the recruitment and selection process in two organizations. 2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organizations. LO 3:- Understand how to reward employees in order to motivate and retain them. 3.1 Assess the link between motivational theory and reward. 3.2 Evaluate the process of job evaluation and other factors...
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...relationship are the five challenges facing HRM today. What makes these challenges important? In technology advancement businesses need to keep up the latest and trendiest machinery to stay afloat and competitive, all organizations, be they manufacturing or service, public or private, large or small, with constant advances and work process organizations are under pressure to compete. However, the financial considerations of whether to adopt a new technology must be balanced with a number of strategic issues and, more specifically, a number of specific strategic HR issues. Implementing new machinery to an organization means investing in trainings for the employees, which if the organization does not meet the funds for this, it would be as good as not having the newest machinery to stay afloat (Jeffrey A. Mello, Cengage Learning, p. 47). Increasing attention to ethical behavior is the core value of any corporation, how an executive treats its employees and what core values are being implemented in that corporation, defines the mission and vision of that business. In today in age more individuals are doing more research about that particular organizations background, because when one is being hired this practices of unethical behavior are not displayed, but some have resigned from organizations at least once because employers have perceived unethical business practices (Jeffrey A. Mello, Cengage Learning, p. 51). Global HRM is an important strategic asset to a corporation because...
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...understand about HR professionals is that their responsibilities can vary considerably. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions. In smaller companies, one or two human resources professionals may be hired to handle all of the company’s HR needs. In larger organizations, the duties are divvied up between several employees or an entire department. A few of the most common things that HR professionals are involved with include * Hiring Employees – From advertising vacancies to interviewing job candidates, HR professionals play a key role in hiring employees. In larger companies, there may be recruitment specialists on staff who are strictly there to look for new talent. * Terminating Employees – No one likes having to fire anybody, but it has to be done sometimes. This responsibility often falls into the laps of HR professionals, so you have to be willing to tackle this unpleasant task if you’re serious about pursuing a career in human resources. * Coordinating Promotions and Reassignments – HR professionals work to keep a company operating as smoothly and efficiently as possible. One way they make that happen is by making sure that the right people are handling the right tasks. A fun part of the job is offering promotions to current employees. Talented HR professionals will...
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...Resources 1. Role of HR 2. HR Competencies 3. Future challenges for HR 4. Transforming process and critical success factors Introduction There has been some very important changes in the economy and business in the past two decades. The economies are merging creating a global market. The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. The role of HR has become more vital and important for each organization. It has a broader range of responsibilities and influence on the business path of an organization. Human Resources is switching from administrative and operational role to a strategic role, which makes a bigger impact on the economical well being of a company. HR should not be defined by what it does but by what it delivers – results that enrich the organization’s value to customers, investors, employees. David Ulrich 1. Traditionally HR is viewed that it performs basic functions or roles for an organizations: - Administrative role has been heavily oriented to processing and record keeping. This role has given HR management low level and...
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...The importance on MA in HR Human resources oversees the people assets that push and pull an organization toward its goals and objectives. Senior management regards HR policies and programs as success factors because they guide worker performance, which has an impact on profitability. Successful HR professionals in today's competitive global market need to be financially intelligent. Like their counterparts in sales and marketing, they need to understand the language spoken by management: accounting. Budgeting HR managers develop and control departmental budgets. An accounting background prepares them to regard budgeted items such as training, recruitment, staffing, incentives and performance evaluation in terms of their cost and dollar benefit to the organization. When accompanied by and based upon payback analyses, HR budget requests give senior management the information it needs to decide how to allocate available funds. Exposure to accounting also helps an HR manager appreciate corporate cash flow in the budgeting process. Employee vacation costs, for example, might be charged monthly rather than when actually incurred for quarterly financial reporting. Managerial accounting is also helpful when it comes to proposing changes or introducing new policies. Belief that the new activity will solve a problem is not enough; the cost must be justified. The HR manager must anticipate senior management’s questions. If he/she has studied accounting, he/she will be able to demonstrate...
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...current HRIS system installed in 1992. The system is currently in need of updating. The HRIS is part of the financial systems package. The system retains the following employee information: • Personal information (name, address, marital status, birth date, etc.) • Employee pay rate • Tax exemptions • Hire date • Seniority date (sometimes different than the hire date) • Organizational information (department for budget purposes, manager’s name, etc.) • Vacation hours Information Gathering Techniques and Design Methods The team will propose that Riordan’s IT managers use two techniques to gather the data that will determine the type of system they will use. The IT manager should first use a questionnaire or interview technique (Modell, 2007). This will ensure the end users will be giving their input, which is the best source of information that will ensure the new system is adequate. The HR management will complete an interviewed. All other employees involved should receive and fill out a questionnaire. Using Joint application development (JAD) will be helpful in determining needed components for the new system as well. JAD allows the...
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