BA 204 - Assignment # 3

ESSAY:

1. Discuss the role of line managers in making a reward program successful.

Line managers oversee other employees and the operations of a business while
reporting to a higher-ranking manager. They play an important role in the operation of
many businesses, supervising and managing workers on a daily basis and acting as a
liaison between employees and upper management.
In effective reward-program implementation, it is a must to consider first the line
manager’s role. Line management is the core to making things happen within the
organization. Given that line managers take the lead role in planning, coaching and
assessing employee performance and reinforcing performance via reward outcomes, it
should also be within their role to influence the employee regarding the intent and
relevance of the organization’s reward programs.
Managers also have the most influence on the array of intangible rewards the
organization provides. Often, these intangible rewards drive the company as the best
choice as an employer and are the primary vehicles in attracting and retaining talent. In
this context, managers play a significant role in creating the work climate of an
organization and in creating development and career growth opportunities for
employees.
Moreover, the immediate supervisor is often the lead influencer in the
employee’s satisfaction with the organization. In many situations, when it comes to
voluntary employee turnover, people tend to leave bad bosses rather than bad
organizations.
Employees also trust their line managers more than any other authority role in
the organization—more than senior leadership and more than HR. A management role is
not just about the traditional functions of “planning, organizing and controlling.”
Managers also play the important role of acting as the role model of organization values.
To be effective, managers need to engage employees’ hearts and minds as well as live
and model appropriate values and behavior.
Moreover, line managers play an important role in communicating the
organization’s reward benefits to staff as well as helping to develop the reward strategy.
It is important that line managers are supported with the tools and resources they need
to communicate your reward offer to staff effectively. Communicating the reward
package to employees can benefit the organization by helping to improve employee
engagement, increase retention and reinforce organizational values.
Consequently, line managers take the lead in coaching, developing and setting
goals for their employees. They decide if or how their employees’ performance should
be rewarded. Employees tend to trust the information they get from their line managers
more than senior leaders and more than HR. They are generally seen as the ‘doers’ and
the ones who make things happen within the organization. Hence, line managers are
important in making a reward program successful.

2. Compare and contrast:

a. HRM and SHRM in terms of “APPROACH”
 HRM follows fragmented approach, which stresses on applying management
principles while managing people in an organization. It is a set of interrelated
policies used in managing people. Further, it is expressed as a combination of
generic processes or activities that is performed in all organizations such as like
recruiting, training and development, performance appraisal, safety and health,
industrial relations and so on so that they achieve success in the organization. These
activities involved in HRM are pertinent to human resources. Moreover, it covers
functions like planning, staffing, developing, maintaining, monitoring, managing
relationships, evaluating, managing change, etc.
As against this, SHRM follows an integrated approach, which involves lining
up of business strategy with the company’s HR practices. It is integrated because
development of policies, programs and practices related to human resources are
coordinated with business strategy, so as to achieve strategic objectives of the
organization. The aim of SHRM is that companies must adjust their HR strategy
within the periphery of overall business objectives, thus ensuring that HR practices
are in tune with the strategic objectives of the organization. It lays down a clear
corporate strategy and vision for future and its primary purpose is to improve the
performance of the business and maintain a culture that encourages innovation and
works continuously to gain competitive advantage.

b. Prime HRM and SHRM in terms of “FOCUS”

Prime HRM focuses to continuously capacitate agencies in the performance of
their human resource management, recognize best practices and serve as a venue
for exchange and development of expertise. It covers the assessment of HRM
Management System and Standards and the competency level of Agencies HRMD’s.
It also entails the survey of agency HRM climate and customized Technical
Assistance and Developmental Interventions according to determined needs of the
agency. Lastly, it covers the review of decisions made and action taken regarding
rewards, incentives, performance ratings, leave benefits, discipline and other
matters.
Conversely, SHRM focuses on a partnership with internal and external
constituent groups. A major advantage of strategic human resource management is
that it ascertains and analyses external opportunities and threats to the business
organization.