Advantages Of Human Resource Management

The primary reason human resources and line managers should work together is because both parties have a vested interest in ensuring the company achieves success. Through working together, line management

Collaboration across the organisation is imperative to ensure the full impact and implementation of any HR initiative. Managing HR across the organisation involves maintaining inter-department relationships and alliances, facilitating communication channels, ensuring credibility and the positive perception of the HR Function. Managing across the organisation by using its line managers to implement HR initiatives will ensure the HR Functions objectives are much more likely to be realised.

HR and Line Managers work together to find a balance that best supports the business and employees. Line managers are dependent on the HR function for assistance in knowledge sharing and facilitation.

It is viable for overall success of the organization that strategies and procedures are fashioned that encourages a culture of increased collaboration and partnership between Line Managers and HR professionals to address people management responsibilities. Listed below are 3 key areas where HR professionals partners with Line Managers and team :

More effective responses to changes ? improved trust and communication help a team to adapt to new circumstances.

Report on 3 HR activities that support the organisation’s strategy and 3 ways HR professionals support line managers and their staff

HRM’s purpose is to ensure that success is achieved through its people, to retain and expand the customer profile whilst increasing and maximising profit. Organisations need HRM who know the business, can influence the culture, and make positive change, within an organisation (Ulrich, 1997). Line managers have a partnership with HR, so a full analysis of the external environment can be assessed. It is likely that where employee involvement practises are pursued, line management are aware of corporate strategy, including mission statement and values.

If an organization can trust, and depend on the strengths of their personnel and capitalize on their commitment, dedication and talents, then that is what HRM is involved in business Leon C. (1977)

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

Throughout this essay, I am going to investigate using various references and ABS journals, what exactly is the role of a line manager in Human Resource Management. Mangers in any type of business are so vital as they control what happens in the background, whether it being with fellow employees or their head of office. They also meet the needs of many consumers, mangers are often seen as important when consumers may have a problem, whether it being in retail , manger will be on the floor, or by contacting either over the phone or e-mail etc. No place can run without a manger, you need someone to be able to direct and influence employees so that the business or organization’s goals are met and achieve to the highest standard.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

It makes it realistic by motivating the workforce, developing commitment in them and improving communication.(Armstrong M,2003) Traditional Personnel management deals with short term planning and controlled externally. With employee relations’ perspective, it has low trust and less communication. It has lot to do with labour management.(limited to the people and not deals with strategy) On the other hand, HRM emphasizes that employees are critical to achieving sustainable competitive advantage and is central to organisational strategic performance.(Bratton and Gold,1999).HRM plays great role with organisation’s corporate strategy. But to do this, all HR strategies must be integrated and must be in line with overall business strategies.(Lecture Notes,2004 Topic 1)

Although the trend of developing new management style is unavoidable, there are some obstacles. Line managers are reluctant to new responsibilities. Traditionally, line managers mainly focus on short term requirement (deJong et al. 1999) in terms of expanding sales and cost efficient and so forth (Harrison, 2002 cited in McGuire, 2008), consequently, line managers are unlikely to spend time on exploring how to coach employees which is unrelated to job (Harrison, 2002: pp 83). What’s more, HRM is a relative fresh knowledge for them, thus they need be trained, nevertheless, line managers resistant it via rejecting to attend training courses and non-implementation of punitive sanctions (Cunningham & James, 2001). In addition, how to deal with the relationship with HR managers is another problem that line managers should face. Huang Wu (2008) states that according to some line managers, HR managers should only be responsible for trivial business such as signing contract with employees, applying for a leave or clearing wage and so forth, while under the majority situations, line managers should pay more attention to financial, market, quality and security problems and then ignore the worthiest resources—human resources. (Huang Wu, 2008)They usually regard

The aim of strategic orientated HRM is the creation of competition advantages by integrated measures in the areas of selection, use, cooperation, remuneration systems, education and further education as well as the motivation of the executives and employees. Strategic orientated HRM comprise not only the selection and development of persons, also the arrangement of an organisation and the corporate culture in accordance with the corporate policy and the