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Why is the support of line management critical to the effective functioning of HRM practises in organisation?

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A great deal of research indicates that it is line management which will determine whether or not HR can create and sustain a competitive advantage for organisation. Q: Why is the support of line management critical to the effective functioning of HRM practises in organisation? If shows do really we need an HR department? Introduction The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofits) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. It is proposed that we take human resource management to be that part of management concerned with: * all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organisation (including small and micro enterprises and virtual organisations); * all the dimensions related to people in their employment relationships, and all the dynamics that flow from it (including in the realisation of the potential of individual employees in terms of their aspirations); * all aimed at adding value to the delivery of goods and services, as ...read more.


Regular employee attitude surveys are used to design bespoke reward and training programmes and to develop employment policy. Employees are encouraged to support local charities via the Charity Champions initiative and Employee Volunteering scheme - any funds raised for Group charities are also matched by the company. The Group is also committed to its annual Charity of the Year partnerships - in 2002-3 employees raised half a million pounds for 4 health charities, under the Health Matters campaign. Above case study shows how an organisation motivates employees through different ways which is best example of Management using HRM policies. (www.management-issues.com) Influences of a changing environment in Management To define and describe the scope of human resource management requires an understanding of the influences that the changing environment in which human resource management is situated have on human resource management systems and roles Why we need HR Department Without implementing HRM no company can create better growth. HRM used to be referred to as manpower planning. Human resource costs are the most significant item in the financial outgoings of most work organisations, whether they labour intensive or not. Every organization must engage in some form of corporate or strategic planning. It is fashionable to argue that this is difficult when many changes can occur especially in the environment external to the organization. Rapid currency changes, change in the nature of the competition through technological development, to say nothing of political upheavals on an international scale, serve as suitable examples. Being a good leader involves a lot more negotiation than most people think, even in the military or a very traditional organization where "what the boss says" is supposed to be law. ...read more.


* Management of individual as well as collective labour (organisational) performance. Industrial relations * Develop and communicate industrial relations policies and procedures in line with legislation. * Involvement in grievance and disciplinary hearings * Lead negotiations (where necessary). * Implement termination procedures * Assessment and management of organisational climate and employee relations * Liaison with trade unions * Implementation of outcomes of collective bargaining and negotiation One good news from the Motor industry is that Ford announced it was creating 460 new jobs by building diesel engines at its Dafgenham plant in Essex. The company is getting a 4.5m GBP government grant towards the cost of a 169m GBP project to build 400,000 engines. (Metro, 17th Dec 2004) Conclusion HRM increasingly seen as important weapon in the battle to maintain the competitive edge. Change has fundamental implications for 'the way people in the organisation line up to get work done'. In the internal battle of survival, human resource professionals will need to demonstrate competence in the design and development area if they are to be seen as a relevant managerial group. It is an area above all which HR professionals can legitimately call their own since it rests so heavily on the applications of the behavioural sciences. The most important element of HR management is contained in the day to day working relationships of manager and employee, rather than in the exercise of charm by a limited number of specialists. Modern human resource management, then, is pragmatic in its concern with value for money rather than being tied to an employee-centred philosophy. It is also strategic in its concern with the integration of human resource planning with corporate strategy. It is appropriate now to apply this overall view of the human resource role to specific managerial issues. ...read more.

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