Front-line managers' HR roles



Introduction 

If managers and supervisors are not willing to do what HR needs them to do, they will not do it. HR can introduce new policies and procedures, but the line management is ultimately responsible for putting them into action. 


The main factor that HR department and line managers should collaborate is that both sides have a financial interest in the organization's growth. Line management improves its operational human resource functions via collaboration. This allows more time for human resource professionals to focus on strategic human resource management. 


“HRM is too important to be left to personnel managers.” 

Guest (1991) 


Role of line-manager 

Front-line managers are those who supervise employees on the front lines, are accountable to a top management level for a work group. They are positioned at the bottom of the managerial structure, usually at the very first level. 


They frequently have individuals reported to them who have no experience. Managerial or supervisory duty and oversee the day-to-day operations. 


"Better HR depended not so much on better procedures but better implementation and ownership of implementation by line managers”( Guest & King 2004). Organizational performance at high levels is not guaranteed simply by putting in place a variety of well-thought-out HR strategies. What matters is how these rules and procedures are executed. That is the location of the Line managers play an important role in people management. 


Another aspect influencing line managers' roles is their capacity to perform the HR responsibilities allocated to them. In their case People-cantered tasks such as, 

  •  position defining 
  •  interviewing 
  •  performance evaluation 
  • Feedback 
  • Coaching 
  • detecting learning and growth 

 needs all necessitate unique abilities.

Some managers have them, while many do not. Performance-based remuneration might fail due to inexperienced line managers. 

 

How to be a people manager? 


These could be enhancing the performance of line management as people managers

(Hutchinson and Purcell 2003). 

. 

  • Allow them time to do their people management obligations. They are frequently overtaken by other managerial responsibilities. 
  • Choose them with care, paying special attention to the needed behavioral qualities. 
  • Empower them with strong organizational leadership ideals as well as personnel management. 
  • Promote the creation of a favorable work relationship with their own supervisors. 
  • Ensure that they receive adequate skill skills to prepare them to execute. 
  • Performance management is one of their people management tasks.  

 


 

 

References 


Guest, D E (1991) Personnel management: the end of orthodoxy, British Journal of Industrial Relations,29 (2), pp 149–76


Guest, D E and King, Z (2004) Power, innovation and problem solving: the personnel managers’ three steps to heaven?, Journal of Management Studies, 41 (3), pp 401–23


Hutchinson, S and Purcell, J (2003) Bringing Policies to Life: The vital role of front line managers in people management, CIPD, London

 

 

Comments

  1. shayanika83December 10, 2022 at 4:00 AM

    Frontline managers contact with employees and fulfill numerous HR tasks. They evaluate employee performance and offer advice on how to enhance it.

    ReplyDelete
  2. Chamara RanasingheDecember 10, 2022 at 4:12 AM

    Front line managers (FLMs) are the managers of staff who are on the front lines of completing management tasks. They are crucial to the accomplishment of the company's overall goal and the implementation of the corporate strategies to the first-line staff and individual employees. FLMs are starting to take on a few of the duties associated with human resources management as management approaches progress.

    ReplyDelete

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