The dynamic global environment has influenced Human Resource Management as a valued production factor into becoming an important part of the production process. Although people management is significantly more complicated than managing for example, machinery, through it allowing the implementation of more varied ideologies and techniques.
In most companies Human Resources is being recognised as a strategic partner. Integration of the human resource strategy with the business strategy is achieved by considering HMR issues as part of the formation of business strategies. Operational human resource responsibilities became less important to the Human Resource Department once Human Resource Managers have started supporting the strategic direction of HR in management or business meetings. To achieve the strategic human resource management goal, the role of people management function has had to be changed, by moving from a traditional, centralized and controlling personnel management to strategic human resource management. Thus how crucial was to transfer operational activities of human resource managers to line management team. This way we have gained a natural transition from personnel management to strategic partnership.To make the most of this many day-to-day duties were devolved to line managers or external providers, although, in my essay I will discuss only the implications of human resource practices implemented by non-Human Resource Managers.
The term devolution is defined as transfer of power from a central government to sub national (regional) authorities. The emergence of devolved Human Resource responsibilities to non-Human Resource Managers can be explained by the corporate strategies that a company is about to implement.
This trend pushes towards devolution of some of HR responsibilities to the floor managers predominantly within the main... [continues]
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