Changes and trends in management function, relationship between human Essay

Changes and trends in management function, relationship between human resource and line managers areas where line managers make - Essay Example This means that they direct the work and ensure high employee productivity in their areas of work but do not carry out administrative duties for the employees. These administrative duties include discipline, promotions, demotions, and salary administration among others. The line manager is charged with the responsibility of meeting corporate objectives in his or her field. In the recent past, however, other aspects like risk management, Human resource function and finance have crossed into the line management. Research shows that the human resources in an organisation contribute to almost eighty percent of the organisation’s net value. This means that if human resource is not managed properly, the organisation can undergo a great loss. It is, therefore up to the Human Resource Department to bring out the best in all workers and thus leading to the realization of the set organisational goals. As such, the management of Human resource has recently become every manager’s j ob. This means that the main functions of the HR Department are increasingly being devolved to other Managers, and this is where the relationship between the line manager and the HR department becomes crucial. ... (Handy 1999) The functions of the HR department will include Manpower planning, Job analysis and description, Determination of wages and salaries, the recruitment and selection method for performance appraisals, training and development, Employee welfare and motivation, employee grievances among others. These functions are interrelate the HR function in that they require the participation and feedback from the line managers. The role of the line managers include: 1. Managing the daily running of the line 2. Managing the operational costs of his area of production 3. Providing technical expertise 4. Organising the allocation of work and duties 5. Monitoring the work process 6. Checking and ensuring quality production 7. Dealing with customers and clients 8. Measuring operational performance of the line More recently, these functions have been widened to include: 1. Providing coaching for employees 2. Performance appraisals 3. Handling discipline and employee grievances 4. Participatio n of the line managers in the recruitment and selection function From the fore-mentioned responsibilities, it is evident that the HR department relies so much on the line managers to get things done and get a follow up on the set policy. It is as if the HR department formulates the policies and the line managers implement them. This makes the HR department appear like a ‘big Brother† to the line managers refusing them to do their work properly. Emerging trends and changes in the HR function Training and Internships Norbert (1967) notes that not all employees who go through the recruitment process successfully are best placed to produce quality work in the