In contemporary society, every company is meeting resources shortage, and then a new conception “human resource” proposed by economists. They suggest that if a corporation wants to be outstanding in the future, he must pay more attention to Human Resource Management (HRM). Recently, a large number of researches have indicated that using HR practices, such as training and development, performance appraisal, information sharing or participation, in HRM will in a certain term improve HRM outcomes (Connie Zheng, Mark Morrison & Grant O’Neill, 2006: 50). However, with the development of Human Resource Management, HR practices are no longer just be used by HR managers, increasing line managers are required to execute HR practices at the same time. Thus this article will focus on why growing line managers involved in HRM. Specifically, it states the importance of the line managers in the organization firstly and then explains the benefits that adopting new management approach brings to, although some obstacles exist. Finally, the conclusion will be there.
Firstly, it is critical to know about the importance of the line manager in the organization. Line managers directly contact with employees (Cantrell & Miele, 2007). Thus, they are clearest about how their employee work and what problems frequently appear in their working place, such as absence rate or turnover rate that are needed by HR managers should ask to line managers. Peter Ducker once said: “The first secret to effectiveness is to understand the people you work with and depend on so that you can make use of their strengths, their ways of working, and their values.” (Cantrell & Miele, 2007: 2), therefore, outstanding line managers unquestionable will enhance the firm’s effectiveness. Besides that, line managers are most sensitive to the change of the external environment. Especially in modern society this skill is more essential because it can improve customer satisfaction effectively. According to Cantrell...
References: Chow, I. & Liu, S.S.: ‘Business Strategy, Organizational Culture and Performance Outcomes in China’s Technology Industry’, Journal of Human Resource Planning.
Huang Wu (2008): ‘New understand of HR Manager vs. Line Manager’s Role’, http://cio.it168.com/e/2008-02-21/200802211334942.shtml
McGuire, D., Stoner, L. & Mylona, S. (2008): ‘The Role of Line Managers as Human Resource Agents in Fostering Organisational Change in Public Services’, Journal of Change Management, Vol. 8, No. 1, p. 73–84.
Cantrell, S. & Miele, S. (2007): ‘Workforce of One: The Role of the Line Manager’, research note.
Zheng, C., Morrison, M. & O’Neill, G. (2006): ‘An empirical study of high performance HRM practices in Chinese SMEs’, int.J. of Human Resource Management, 1772-1803.
Please join StudyMode to read the full document