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Line and Staff Aspects of HRM

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t io
ni
• Authority is the right to make decisions, to direct the
ef i

work of others, and to give orders

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• Line Managers are authorized to direct the work of

subordinates. They are always someone’s boss. In
general they are in charge of accomplishing of the
group’s goals

• Staff Managers
– are authorized to assist and advise line
managers in their goals. They aid line managers
in areas like recruiting, hiring and compensation
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Line Manager’s HRM Jobs
• 1. Placing the right person on
the right job
• 2. Starting new employees in
the organization (orientation)
• 3. Training employees for jobs
that are new to them
• 4. Improving the job
performance of each person
• 5. Gaining creative
cooperation and developing
smooth working relationships
© 2003 Prentice Hall, Inc.
• 6. Interpreting the company’s
policies and procedures
• 7. Controlling labor costs
• 8. Developing the abilities of
each person
• 9. Creating and maintaining
department morale
• 10. Protecting employees’
health and physical condition
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Human Resource Managers’

Duties

Line Function Coordinative

Line Authority Function
Implied Authority Functional Authority

Functions of
HR Managers

Staff Functions
Staff Authority 3
Innovator
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Human Resource Specialties

Recruiters

Labor Relations EEO

Specialists Coordinators
Human
Resource
Specialties
Training
Job Analysts
Specialists

Compensation
Managers

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Typical HR Positions
• Recruiters; maintain contact with community and search
for qualified job applicants.
• Job analysts; Collect and examine information about
jobs to prepare job descriptions and job specifications
• Compensation managers; Develop compensation
plans and handle the employee benefits program.
• Training specialists; Plan, organize, and direct training
activities.
• Labor relations specialists. Advise management on all
aspects of union–management relations.

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The Changing © 2003 Prentice Hall, Inc.

Environment of Human
Resource Management
Globalization Trends

Technological Trends
Changes and Trends
in Human Resource
Management
Trends in the Nature of Work

Workforce Demographic Trends

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The Changing Environment of

Human Resource Management
• Globalization; tendency of firms to extend their
sales and manufacturing to new markets abroad
• Technological advances; technology has been
forcing and enabling firms to become more
competitive (skilled employee, empowerment)
• The nature of work; Human capital(knowledge,
education, training, skills and expertise of a
firm’s worker) provides competitive advantage
• The workforce diversity; increased diversity
provide challenges for HR management

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The Changing Role of

Human Resource Management
Strategic Human
Resource
Management

Managing with the New Creating High-

HR Scorecard Responsibilities Performance Work
Process for HR Managers Systems

Measuring the HRM

Team’s Performance

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The Importance of HRM Efficiency

As a Strategic Partner HR must

assist the organisation to
successfully address the needs
for optimal utilization of Human
Resources by developing and
implementing HRM policies and
practices, to realize
organisational goals.
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WHAT IS EFFICIENCY?

• Webster’s: being or involving the

immediate agent in producing an effect
• According to Hackett - Doing things
right
• For HR this often means delivering HR
services for maximum value to the
organisation
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Focal Areas for HRM

Human Resources is configured into two main areas:

Transactional HR:- Management of Conditions of Service

(HRA); Compensation Management Systems and
Collective Bargaining

Transformational HR:- Employment Practices;

HRD; HRP/OS; Diversity Mgt; SMS; EH&W

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Human Resources Management and
Development SF

Human Human Diversity

Resources Resources Management
Planning Development

Employee Senior
Health and Performance
Management
Wellness Management
Service

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CONCLUSION
The significant problems in life
cannot be solved from the same
mode of thinking that created
them……

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