Line managers:agents of human resource - Essay Example

? Line Managers; Agents of Human Resource Line Managers; Agents of Human Resource Introduction The traditional bureaucratic approaches are proven inadequate to deal with the complexity of the information age. The demand for swift and effective services has intensified the service management practices which in turn have set new parameters, targets, and measurement in organizational behavior. These changes are not confined to private enterprises; instead, even in public sector, a newer approach is visible that has made the sector more responsive to customer services. As McGuire, Stoner and Mylona (2008) point out, in order to deliver the top quality service demanded by stakeholders, the public sector is also reviewing the roles and responsibilities of employees and managers. Evidently, the most notable internal change associated with employee empowerment and HR function is the promising career of line managers. Who Are Line Managers? To understand the various roles and functions of a line manager it is necessary to know who/what a line manager is. To define, the managers to whom the lower level of employees or teams is bound to report directly are commonly known as line managers. At the same time, these line managers are responsible to a higher level of authority as well. Although different people define the term ‘line manager’ differently, all definitions certainly agree with the point that a line manager must be efficient in handling human resource aspects. The more specific and more accurate term in this regard might be ‘front-line managers’. Normally line managers are promoted from within and so they need not necessarily have any formal management education. This might be the reason why they are always considered to be in the lower layers of the management hierarchy. To an extent, they are devoid of higher managerial or supervisory responsibilities. Roles and Responsibilities A line manager is normally endowed with a large number of roles and responsibilities among which the responsibilities related to the human resources are most important. As explained earlier, he or she is normally the one who heads a revenue-generating department. But this is not his sole responsibility. People tend to misunderstand the duties of HR managers with that of line managers. It is important to note the difference and correlation. “HR managers work side by side with line managers to address people related issues of the organization”; and the major difference is that as compared to line managers, “HR managers assume a greater role in top management planning and decision making” (Bohlander & Snell, 2009, p. 31) . By fulfilling various functions such as setting the target, making decisions, etc. a line manager would help achieve the main objectives of the organization. At the same time, all these functions are very much related to human resource management. A line manager is thus expected to head a department so as to achieve the objectives of the organization in which he or she is appointed. But their roles and responsibilities are not just limited to making the organization achieve its financial goals. Today, line managers, as agents of Human Resource are more concerned with their role of fostering organizational change in the public. Typically the management responsibilities carried out by line managers (particularly front-line managers) might include: Day - to-day people management Providing technical expertise Organization of work allocation Monitoring work processes Checking quality Dealing with customers/clients, and Measuring operational performance (Source: The role of line managers in HR, 2012.) Evidently, looking into the matters related to human resources management is one of the main and most important functions of a line manager. In other words, line managers’ level of involvement, commitment, and cooperation determine the effectiveness of all HR strategies implemented in an organization. This is because the line manager knows the individuals who constitute the workforce of the organization in which the line manager himself is an inevitable part. Normally the line managers are expected to display the very positive behaviors apt to their work place. They normally keep a very good and positive relation with people who collaborates with them in the workplace. Generally a line manager is capable of keeping balance between life and work despite his or her busy schedule and functions. Their life is not so affected by the greater responsibilities they do at their offices. It is one of the most important functions of the line manager to manage his people in the day – to – day affairs of the organization. It includes the details of the number of people needed for the day to day functioning of the organization. It is another important aspect of the line manager to provide technical assistance to the team he leads. It is in fact closely associated with the human resource factors. Being an expert in the assigned field, he can easily guide others. The line managers also make sure that adequate training is given to the newly appointed staff and team members. Allotting the work is another important responsibility of a line manager. The line manager has to see that the work is properly distributed among the people according to each individual’s proficiency. It is a disastrous thing if work is assigned to a wrong individual. The line manager not only assigns work but also gives guidelines on how to meet the work requirements. It is their responsibility to have a plan for the work and a clear idea about the skills required for completing the very task. This is the reason why interviews are usually conducted by line managers in almost every modern organization. As noted by Ensaff and Rooney (2010), one of the most fundamental functions of a line manager is to deal with customers. If he is not able to interact with the customers effectively, then the further position of the organization will be at a stake (p. 11). Only a customer friendly organization will withstand all turmoil and tempests. This is the very reason why a line manager is of a person with attractive personality. As Koontz and Weihrich (2006, pp. 194-196) point out, how the organization operates and how its performance is rated are the most important questions a line manager is trying to answer. At any cost the line manager will have to find solutions for all the problems his group is facing. The line manager is bound to measure the outcome of every operation so as to know whether the operation is effective or what remedies can be taken to make it a successful one. This will also help him make sure if the appointed persons are apt to the posts or whether they need to be replaced with better ones. Impact of Line Manager Behavior Line managers can make significant difference to people management practices such as ‘performance appraisal, training, coaching and guidance’ (The role of line managers in HR, 2012). Their active involvement make employees feel that their contribution, regardless of its intensity might be recognized. The employees also feel free to discuss matters with the line managers. Thus it creates a sort of openness among employees, which in turn will encourage them to communicate the necessary changes needed for the achievement of the business goals or core values. So to say, line managers are in fact an active medium between the organization and the people in it. Conclusion In total, the career of a line manager is a challenging reward as it demands personal integrity, organizational skills, and extensive knowledge in HR management theories and human behavior. A line manager remains to be an active link between the department he leads and the helm of affairs of the organization. He is simultaneously an active worker and a leader of the particular labor group he represents. Since the employees get enough opportunity to interact with the line managers, they normally feel involved in the decision making process of the organization. References Bohlander, G. W & Snell, S. (2009). Managing Human Resources. US: Cengage Learning. Ensaff, N & Rooney, A. (2010). Retail. London: Evans Brothers Koontz, H & Weihrich, H. (2006). Essentials Of Management. US: Tata McGraw-Hill Education. The role of line managers in HR. (2012). People Power. Retrieved from http://www.peoplepower.co.tz/aspire/article/?id=97 Read More