The Role Interaction between the Human Resource Function and Line Managers - Essay Example

Human Resource Management is important in all organisations irrespective of their size and volume. The growing importance of Human Resource Management can be adjudged by the fact that rising competition is compelling more complicated decision thereby making it important that department continues to guide business and help the employees in difficult situations. The role of lime managers is slowly increasing and engulfing areas which are of prime importance and helps business achieve their set objectives. The paper looks into the interaction betwen the line managers and Human Resource Management and the manner in which the interaction can help organization. Examples from various organizations are used to highlight the importance of the interaction which has further been backed by research and findings to substantiat the point. Human Resource management and line managers form an important part of the organizational function and the efforts of both this department helps to ensure that the work is carried out efficiently. Despite the growing importance of both this department they demonstrate opposing style in their functioning which changes the relative importance of each. A research conducted says that both this opposing style forms a part of the organisation and to be successful it is important to have both qualities. This research thus highlights that both this qualities though different in their approach gives similar results (Kumle, Kelly & Nancy, 2000). This study highlights the importance being accredited to both the human resource function and line managers and a proper interaction of this department helps to ensure that the work is accomplished efficiently. An example in this direction is a hotel industry. It is seen that human resource management is a vast concept compared to line managers especially in the hotel industry as human resource management have broader roles to play (Angelo, 2007). This shows that a certain type of quality is preferred at one place and other at another. It has given stress on various factors to be successful. This has been further substantiated by a study conducted in Greek over the collaboration of human resource and line manager interaction highlights that the synergistic relation between the two improves but more responsibilities fall on the human resource department to ensure that they in collaboration towards a common goal (Papalexandris & Panayotopoulou, 2005). This highlights the fact to achieve organizational success it is imperative to have a vision. The attitude of the employees towards the organizational vision determines the sucsess and also helps to ensure satisfaction (Testa, 1999). This will ensure that the interaction between the line manager and human resource improves. In the case of Tata Group, where Ratan Tata the chairman, was able to integrate the function of the human resource department and line manager to achieve the goals. Ratan Tata ensured that different cultures were integrated together which helped him go global and achieve results from the employees (Lakshman & Shukla, 2005). This showed his self confidence and the ability to communicate clearly. This was on the backdrop of the interaction between the human resource management and the line managers. Alternatively, Mukesh Ambani of Reliance Group used coercive power to ensure that the interaction between the line manager and human resource department was effective. He ensured that employees who didn’t perform the task as per the requirements were dealt severely. Ambani ensured that “a combination of reward and punishment is used to compensate employees to ensure that their behaviour are directed in the correct direction and yield positive results both for the organisation and employee”. (Barnett, 2010) He ensured that steps were taken to use his authorative power to ensure smooth interaction between the two departments. To demonstrate the interaction between the line manager and human resource management a finding was carried out in four organizations which evolve that devolving responsibilities from human resource to line managers ensure a better integrated organizational culture which promotes agreed responsibilities (Cunningham & Hyman, 1999). However, in reality there is hardly any organization which has devlved the role of human respurce to line managers which raises fear of tension between the two. The above finding has been contradicted by a study and variation witnessed in Europe. It is seen in Europe that the role of line managers has increased in organizations and they perform the responsibilities once performed by the human resource department (Larsen & Brewster, 2003). This brings opposing views and highlights that the interaction between HRM and line managers differ on the basis of country. To improve the interaction between the line and human resource management is is important that line managers have this skill as they are “able to understand the interaction between the units working in the organisation” (Yukl, 2002). This will act as a bridge and help to deliver better result. Line managers need to possess this as “the change in any part of the system is understood and new ideas developed to bring better result” (Yukl, 2002). A study conducted in UK over three organizations by interviewing 40 personnel stressed that line managers have been an important corner stone for HRM and using line managers for HRM brings certain benefits along with cost but increases problems for the organizations as both the department looks to penetrate into other areas (Renwick, 2003). Ths highlights the growing importance being laid on line managers and the importance of interaction to ensure that the transformation is easy between the two departments. Line managers competent with this are able to deliver value. For example, a production line manager having conceptual skill will be able to come with new production ways. This will improve production at the same time reduce waste. Organisations look forward to see that people have these skills and integrating it with the human resource function multiplies the importance of it. This is highlighted from a study carried over 328 line manager highlights that previously line managers played an important role in helping organization and used to work as HRM but the increased work load, lack of expertise and increased pressure has made it difficult for them to carry out both the functions. This requires specialist from their own field that can ensure that the effectiveness of the working environment improves (Watson & Maxwell, 2007). These are the skills which line managers acquire in their work and some are inherited. These skills help line managers to understand behaviour of people, develop interpersonal relation and improve motivation and communication. (El-Sabaa, 2001) Having these skills will ensure that line managers solve problems at that time. This also helps to ensure that they are able to carry out some functions of the human resource department though the interaction between the two helps to reap maximum benefit. Thus, we see that line managers need to have the requisite skills and require interaction with the human resource departmnt to achieve their objectives. Having these skills will ensure that the efforts yield better results. Line Managers who have these skills are able to handle people and resources better thereby looking towards peforming some of the function of the human resource department. Their ability to solve matters is better and sees things differently. Managers who have these skills are able to get the best out of everyone. Thus, the paper presents the role interaction between the human resource function and line managers have in the organiation by substantiating the study from various findings. This helps to understand the growing importance of having a mechanism which supports this interaction so that the goals are easily achieved. References Angelo, C. 2007. Transcendental Leadership versus management in hospitality industry. 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