HR SERVICES FOR LINE MANAGERS

Line Managers described the following ‘most valued’ services they require
from HR Office :

(1) Help in achieving their mission;

(2) Help in dealing effectively with employees; and

(3) Good and timely advice on the options available to accomplish

particular task / program. The types of service can be provided by
HR Office are :

1. Collaborative relationship between the Line Manager and HR Team to effect

needed action.
2. Guidance directly applicable to the manpower issue involved.
3. Assistance provided in a timely manner.
4. A supportive attitude shown by HR Team.
Some Predictions in the Future

Prediction 1: In-house HR will downsize and outsourcing will

increase.
Prediction 2: Strategic thinking will become in-house HR’s new core
competence.
 
Prediction 3: HR will increasingly utilize analytics and big data to
augment its value to the organization.

Prediction 4: Managing a remote workforce will be the new norm.

Prediction 5: HR will need to become more like Marketing -

promoting and selling products or services, including market
research and advertising.
Strategies to Prepare for the Future of HR

1.Understand How the Company Succeeds.

• Company Business Strategy
2.Focus on what “Get HR to the table”.
• PESTEL, Stakeholders.
3.Embrace Technology and Analytics:
• HR Department, HR Practices, HR People and Metrics.

4.Market a Modern Benefits Package

5.Stay Focused on People:
• Individual talent, Leadership, and the Organization (culture, work
environment, teamwork)

6.Stay Abreast of Compliance Issues

• Laws, regulations, policies and procedures.
 HR Roles in the Company
Future/Strategic Focus
Consultative Business Partner
• Focuses on aligning HR strategies & practices
with business strategy - translate business
strategy into HR priorities,
• Contributes to management team’s strategic
decision-making,
• Fosters systems thinking,
• Strategically manages workforce development
Process
Administrative Expert
• Creates and delivers effective & efficient HR practices
and services tailored to unique THPC business needs
• Manages people & HR related costs
• Ensures internal & external customer focus
• Applies information technology to rapidly deliver quality
HR products and services
Day to Day Operational Focus
Change Agent
• Understands the organization’s culture & what is
effective and ineffective.
• Institutionalizes change capability within the
organization.
• Assists line managers to lead & facilitate change.
• Acts as a consultant in organizational effectiveness.
• Model the change, Communicate about the change
Engage others to participate, Help others to break
from the past, Create a supporting environment
People
Employee Champion
• Helps build workforce commitment
• Ensures fair, ethical, and equitable people
processes and practices
• Voice of Employee
• Equip managers with skills to respond effectively to
employees; equip the employees with skills to
overcome challenges
 HR in THPC

A model of excellence that provides

specialized knowledge, serves through
best practices & technology, and be a
strategic partner to support the business
achievement.
 HR Processes

Business Strategy (mission, organization, size, operations, structure, culture etc)

Identify and Select

Human Resource Selection
Recruitment Competent
Planning
Employee

Decruitment

Provide employees
Training & with up-to-date Performance
Orientation
Development knowledge and Management
skills

Compensation Career Retain competent

high-performing Labor Relations
and Benefits Development
employees
Health
 Effective HRM

Change management
Top leader sponsorship Correspondence with and communication
and buy-in stakeholder strategy

Stay focused on the Comply with Employees and top Address issues
needs of the company strategy management’s and issues
business involvement in relating to
company’s resistance to
professional change
development
 Training Responsibilities

A source of training assistance

and coordination

1. Coordinates employee development • Monitor training needs

efforts (training, long term professional
training, succession planning, PE) • Conduct on-the-job training
2. Provides inputs for organizational • Plan and
development e.g soft skills/non-
technical training.
• Provide technical information
3. Arranges or facilitates for off-the-job • Continually discuss employees’
training especially for group & across growth and future potential
company trainings.
4. Ensure Employee Professional
• Plan and manage training
Development follow Company budget
Procedures, and record in the system. • Enter training record in to
5. Follow up training implementation with
systems HR portal, ERP.
divisions
6. Discipline enforcement when employee
fail to participate the training provided
7. Provide supports when needed.