Sunday, March 31, 2019
Role of Line Managers in Human Resource Management (HRM)
Role of Line Managers in Human alternative Management (HRM)Human resource planning (HRP) or work force planning is virtuoso of the classic human resource (HR) administrative tools in the idea and identification of HR directments used to go the ecesis long-term objectives and stinting opportunities. It is therefore defined as the systematic process for analysing the presidency c for each one for on how m some(prenominal)(prenominal) employees atomic number 18 needed and what kind of knowledge, skills and talents is needed in order to satisfy the organization needs (Armstrong, 2009486).Line managers be acceptd to let information from their respective departments regarding to the strength of their workforce and what skills is required at the present and in the future. Thereafter, it is barter of the HR manager to gather and poll these data which go away attend them to actualize the strategic plans of the human resource and by putting in mind to apply the economic s ystem when the demand is high the supply is low and vice versa, which will assist the HR manager view the exact scenario in the organization and the grasp food market (D.Haffner vent I, 201020-21). HRP does not still assess the organizations current mode and its future labour exclusively it does helps in the management planning of any needed recruitment, schooling and development of the right employee and the evaluating the wad place of the organization which in turn helps in providing information to the managers regarding the need to review their forecasts and programs (Susan E. Jackson et al., 1990223).Connecting stemma plan with HRPThe objectives of any duty vary from peerless organization to some otherwise which could be either short-term or long-term. Due to the constant and apace changes in the dividing simple eye, economic and social environments, these factors has played a great cushion in many leading organizations to emerge their business plans with HRP so as to trace a long-term plan. HRP is therefore the key element in every organizational strategic business plan in ensuring that its woof is sustained in the marketplace. frankincense this is one of the responsibilities of the human resource in developing the human resource strategies that will be applied into the business plans. This is supported from the quoting of Kathyrn Connors (vice president of Human Resource at Liz Claiborne), who believes that the success of any organization strategies is by implementing the HR plans as shown in cecal appendage 1 (Susan E. Jackson et al.1990223).The human resource planning molding in vermiform appendix 2 shows how the various activities which atomic number 18 interlinked to each(prenominal) other and how they influence each other towards the achievement of the businesss SMART objectives, plans and its development (Armstrong,2009fig.29.1490)In a instruct case of British Gas, which is the countrys leading energy provider has impleme nted workforce planning model to help them predict the needed engineers who will help in meeting their customers quench for services. The managers are constantly carrying out a forecast programmes that will help them visualize how many more engineers they require in the future so as to meet the needs of their customers. Thus the British Gas success is because of the application of the HRP content in their business plans and putting customer first (Thetimes100.com). looking at at the PEST and trick up analysis of Bio Energy in appendix 3 has the potential of evolution because of its great and cheap services. Since British Gas is one of its competitors, they could apply the HRP principles and model as the mood British Gas shed. By doing so, they would be the of the nip energy suppliers in the world because of their environmental conscious advantage.2. Recruitment and selectionRecruiting and selecting appropriate modules is a great challenge for many HR professionals. In most of the upcoming companies the demand for labour is high save the look into conducted by many HR managers is abject and still view hassle in differentiating between recruiting and selection, therefore ap summiting the wrong employees. and then, this paper defines recruitment as the various bills an organization undertakes to attract appli tummyts to work for an organization and meet its objectives. Selection is part of recruitment process that is involved in pinpointing the productive prognosiss for the contemplates under reasonable and relevant assessment (Armstrong, 2009515). A successful organization, be it small or large, evermore has an organized and a solid workforce that is comprised of well adequate and qualified individuals. The human resource manager (HRM) and the line managers participate in different stages of recruiting and selecting the prospective tummydidates for their party.Process of recruiting and selectingAssuming that a human resource plan has been con ducted regarding on how many more staff members are required, the HRM is indeed required to develop the organizations procedures and policies relating to recruiting new staff and go out that the selection carried out in unbiased manner. Unsuccessful recruitment is when the smart sets money is been spent and no outcome is obtained, therefore HRM is as well as required to strategically plan a recruitment procedure that would be effective to the company.It is then the duty of a line manager to write up the bureau profile required to fill in his team. Description of individuals competency to arrange/operate for example operating equipment and individuals skills, abilities and experience should be included in the role profile. In any role profile there is always an additional part that informs about the terms and conditions of the employment. One can contest about experience requirement because some of the recruiters don not require experienced applicants because in the long run t hey provide schooling at their workplace. The line manager should not all over exaggerate the content in the role profile because unreal profile could lead to disappointment and dissatisfaction of the recruiter if the applicants do not meet their role profile archetype (Armstrong, 2009515-517).The next step is selecting the best and hail-effective recruitment method to attract prospective candidates. Methods such(prenominal) as internal and external recruitment, recruitment agencies and consultants among others are used by different organizations in recruiting candidates. For example the UKs human race sector prefers to advertise their job vacancies both internally and externally which they believe to a good practice. pedestrian? Before commencing, it is cardinal for HR manager to initially perform an analysis for their organization before doing a scenario planning especially when the labour market is tight (recession).This in turn helps them to analyse and use this to develo p the judge of the employee needed and the brand of the employer (Derek, 200947-48,57-58). A survey carried out by CIPD (2008) on recruitment found out that a high percentage of candidates relied on recruitment agencies and the lowest percentage used journals for seeking jobs (Armstrong, 2009520) hence it is critical for the any recruiter to recognizing the best source of recruiting candidates.Choosing the BEST selection toolsAnne and Nancy (2004) have exposit in their research findings how HR managers have wrong perception on the types of tools used for selecting employees. Poor selection of candidate is due to either poor use of tools or less time spent when selecting, thus it is the duty of line managers to carefully select the appropriate tool ensuring its cost and hardship and analyse carefully on the characteristics of the applicants. The use of psychometric tests plays a zippy role in measuring individual candidates in their ability, intelligence and nature (Anne and Na ncy, 2004 305-308).For example in an organization such Enterprise Rent-A-Car, the largest car renting business in UK has a well organized workforce of over 65,000 employees. Enterprise applies the recruitment and selection model in Appendix 4 to recruit new practiced staffs. They use the online recruiting method which they believe that is the easier way the applicant can apply. After the recruitment process, the HR manager will carefully select the appropriate candidates by using a standard documentation that matches the candidates with the required roles, qualities and skills needed in the organization. The candidates are then assessed by taking part in practical exercises and finally being interviewed by the senior manager for his final view (Times100).Howard self drive is a small upcoming company that deals with renting cars like Enterprise do. Looking into its external and internal context in Appendix 5 you can see its success is threatened by limited number of skilled staff. By applying the recruiting and selecting model used by Enterprise then they would have a better chance of being successful because of selecting the appropriate candidate for their organization.3. Training and developmentThe most effective way for a company to continue achieving its business plans is by expanding its strategies on training and development activities for their employees in order to allow them to flourish their skills and abilities. The theory a valuable employee is one who is well trained and has learnt, hence has shown continuous develop has been used by HR managers to ensure that effective training is provided to their employees and allowing them to progress continuously (D.Haffner, handout 2, 201026). The HR manager is responsible for establishing learning and development strategies that will be followed to achieve the better skills for their employees. In the other hand, line managers are in charge of planning training sections for their employees and assessing th eir progress from their learning and ensuring that every one of them has had the opportunity to train and develop continuously.The provision of learning and training opportunities in an organization provides the employers assurance for employees development and commitment to stay in the organization. Therefore money spent on their training would be worthy scarce this could also mean that training these employees would make them more competent and whitethorn decide to seek employment leading to losses (Derek, 200966).Learning programmes could be conducted either by informal or formal, web-based, self-directed or the liquefy of either 2 or more of them. Informal learning is commonly considered by many managers as a source for knowledge but it is the best way to acquire knowledge from the fellow employees as they go by. On-job learning could be another way for learning where one can be coached, mentored, job shadow etc. This type of learning is cost free and more effective (Armstro ng, 2009666-673).For example Tesco, the largest British retail is intense in providing their employees training opportunities and evaluate their skills and abilities at their position at workplace. Employees are provided both on-the-job and off-the-job training. Training techniques used in on-the-job training e.g. shadowing, coaching, and mentoring and job rotation which provides effective learning. Off-the-job training is provided if new skills are needed. all(prenominal) employee has a self-development chart which shows the learning progress. In Tesco, it is the responsibility of the employees to assess themselves on their development by setting their own SMART objectives. 360-degree appraisal is also been used in Tesco to assess the performance of the employee where the stakeholders are provided this opportunity. The development progress of any employee is rated from Red to Blue. Therefore, Tesco has applied the systematic training and Boyatzis models in appendix 6 in their trai ning and developing program in their company for effective customer service (thetimes100).From the Appendix7which shows the analysis of Ganesh supermarket. The manager should apply all the principles Tesco have used for training and assessing the competencies of their employees which will bring success in their organization.4. Health and synthetic rubber (HAS)There are many activities occurring in our workplaces which are today governed by legislation that requires the employers to implement in their organizations so as to protect and manage the Health and Safety of their employees and other community who efficacy be affected. The UK health and Safety work Act 1974 states the duties and responsibilities of employers, employees and including individuals who are self-employed on issues regarding to health and base hit (Alan, 1996 52).Health and Safety policiesIt is the duty of the employer, HAS officers, HR and line managers to bring about the policies and programmes of Health an d Safety issues so as to protect their employees. These policies and programmes do not only apply to employees alone but also the consumers, suppliers and nearby communities who will be affected by what the organization does and produces. An employer should always have a signed HAS policy statement which acknowledges the think agenda regarding to the sanctuary of the employees. Although the issue is that the employer should implement policies on HAS but this relies on the responsibility of each employee to conduct themselves using their common sense.Assessing and auditingIt is important to detect and assess any risks that threatens the HAS in an organization and be able to take proper measurements on managing them. A risk could be assessed using a 3-point scale or Holts and Andrews (1993) complex rating scale (Armstrong, 2009963) which will train if these risks are lotous to the employees. It is important that the involvement of HRM, line managers and employees in the auditing HAS programmes as to ensure safety measurements are applied constantly.Training in HASIt is natural for every employee to be trained on ways to handle safety when a hazard has occurred but the issue is that it is not implementing into action. Many organizations only apply training when an accident has happened and at the time when vigilance has risen. This point is supported by the illustration below which was obtain from Herald of chuck up the sponge Enterprise, kings cross and challenges (Mark,1998 354)many of the principles of good training are widely know in management circles and organization of highly quality will adopt them as part of their explicit policy. Unfortunately it is also true that organizations may pronounce them publicly and yet at the operational levels treat them causally. higher-ranking management may fail to realize that this is happening. The true state of personal matters only emerges when some disaster occurs..A successful health and safety management s ystem (SMS) is one that comprises of strategic plans and the implementation of policies according to HSE exit and British Standard guide which should be set up in an organization. A SMS model in appendix 8 has been developed to be applied in the management of HAS which shows how different issue influences each other in the achievement of safety at the workplaces (Alan, 1996For example FirstGroup, is the leading public transport company have developed safety culture as one of their activities and their first priority is to provide safety to both their employees and customers. The employers of FirstGroup have implemented the Health and Safety Act 1974 in their organization and provide Prevention Handbook to their employees. Each employee is provided and assessed in their safety training programmes ensuring that each one of them is competent in providing first aid when a hazard has occurred. They have also introduced Disability Discrimination Act 1995 in their organization policies in order to consider those applicants that are physically challenged to join their workforce. Safety-themes are also displayed in their intranet and published in the companys newsletters.ConclusionThis article describes the important of the roles and responsibilities of HRM and line managers in these activities in an organization and how they support each in various ways. Human resource planning ensures that the need of the right people at the right time and place are selected who are competent and able to fulfil the business strategies of an organization. Recruiting and selecting the applicants is crucial step for any system of rules because of the difficulty in choosing the appropriate method and tools for selecting the candidate of choice. Finally, the need of training employees is an important issue today so that they are well gruelling with their appointed roles and duties at their workplace and making sure that health and safety in their surrounding is established.