Responsibilities of Line Mangers for the Human Resource Management Activities

The Rosemary Batt (2004) article is about the Workers, Supervisors and the Managers. This article defines about the workers, supervisors and the mangers and the comparison between them in managing the different problems associated with the organization. The Henry Mintzberg (2010) article is all about the Manager’s Job; Folklore and Fact. In this article the author defines the tasks of the manager and his responsibilities in the organization in the field of management.   The Lopez Cotarelo (2018) article is about the line managers and the HRM. In this article, the role pf the line managers in the HRM Practices is defined, that how line managers contribute in the implementation of the HRM practices. The similarities between these articles is that in all the articles the role of manager has been discussed with difference aspects in different ways. But there are some differences as well between these articles. The difference is that all the three articles do no depict the role of line managers in the HRM activities, only the Lopez Cotarelo’s article depict the role of line managers in the HRM activities.

Collection of the data of Responsibilities of Line Mangers for the Human Resource Management Activities

The data collected in all of the above articles are collected with different ways. But the data of the most organizations and the line mangers that are working in the organization by the semi structured interviews with different managers in the organization and by interviewing the different members of the organization so that we can define the role of the line managers in the organization.

Responsibilities of the line managers of Responsibilities of Line Mangers for the Human Resource Management Activities

The above three articles depicts the responsibilities of the line managers, that what are the responsibilities of the line managers and how these responsibilities vary from different organization and different circumstances. In most of the organization line manager play an important role either if it is relevant to the interviewing the candidates or communicating or conducting any appraisals, conducting a job training or giving some career advices. Line manager’s involve directly or indirectly within the organization in order to shape the organization and successfully implement HRM practices in the organizations. The managers in different organizations depend on the field of management in the organization and how they perform managerial practices in the modern organization to boast up the employees and conduct different training programs for the employees. The line managers improve the skills of the employees, make them sharper and allow them to use the management science in the areas of marketing and finance and motivate them so that these employees can take the organization to a next level. According to a literature form the other article, the managers and supervisors are the persons that seek to full their requirements and needs regarding the company that what does the company needed in terms of the economic constraints that are imposed on the organization due to the production process. These are the responsibilities of the line managers in the organization and the responsibilities of line managers in the HRM activities. Basically in the HRM activities, the line manager has to focus on the Human resource activities by just taking caring of the employees, the customer and the people that are engaged with the organization, and how to manage people and develop a sense of responsibility for the people of the organization.

More effective management of Responsibilities of Line Mangers for the Human Resource Management Activities

The line managers can improve their effectiveness just by implementing the HRM strategies in their organization. The line manager should implement the HRM activities in the organization to improve the efficiency of the workers and make them more comfortable while working in the organization. The performance of the line manager depends on how the manager is working in the organization, how dedicated and honest he is to the organization, only then he can take the responsibilities of the HRM activities in the organization. To make the line manager work more effectively, they need to take care of the employees and the responsibilities of the HRM activities. The manger can also improve its efficiency by designing the HRM decision making processes. He has to store the structure of the organization, like he has to set the working hours for the employees and the shifts and the employees working in the organization have to achieve this structure. He should give the salaries to the employees on time and he should also give bonuses to the employees when they are doing some exceptional work for the organization. And he also triggers on the performance of the employees by improving the performance of the employees by making them motivated and boost up their potential so that they can work more effectively and efficiently in the environment. The line manager should conduct different training and development workshops for the employees in order to improve the skills of the employees and make them aware of the current market trends and conditions so that they can work accordingly to the new trends and modern world and can take their organization to  a next level, as well as some training programs should be conducted by the line managers to develop a sense of management in the employees so that the employees can know the managerial activities and hoe ,management activities are performed in the organization so that they can know about the implementation of the HRM activities in the organization. Moreover, the line managers should give promotions to the employees in order to keep them motivated so that they can work more diligently and effectively in the organization. The major aim of the Line manager is to hire the workers or the employees appropriately because hiring is on of the major factor in the development of the company. If the line manager is hiring the employees properly by looking at the potential of the workers and their capabilities and if they are capable enough to work in this organization, then by hiring these kinds of the employees, the line manager can develop the organization with the most skillful workers and in this way the organization will become successful. These are the ways in which the manager can be more effective and can implement the HRM activities in the organization.

Role of the line managers in the organization of Responsibilities of Line Mangers for the Human Resource Management Activities

The role of the line mangers in the organization, is an important factor because, the line managers are the person that keep the organization intact and running and are responsible for the development of the organization. The line manager has to make a positive relation between him and the employees so that they can work confidently in the organization with the full potential. Moreover, the line manger should be train the employees for the development of the organization. And during the recruitment process the line manger should be active so that he can hire the best possible employees for the organization so that the organization will have a greater impact on the economy of the country and can generate revenue for the country. Moreover the line manager should take care of the health and safety of the employee’s by providing the safety measure to the employees. The line manger should develop proper policies for the workers that are working in the organization so that the workers can follow the policies and can have a comfortable working environment for them. Some risk management strategies should be developed in the organization so that the organization can reduce the risks and loss that can occur in the future.

Conclusion of Responsibilities of Line Mangers for the Human Resource Management Activities

It was concluded that in all the three articles, the responsibilities of the line manager is consistent because the mangers are working with their efforts. In the articles it is was concluded that the emotional intelligence is a learning power and can be learned but it is not easy because commitment is a difficult task. But in these articles the role of the line managers have defined with such variance that there are come controlling variables for the line managers that thy cam use in order to run he company successfully under the HRM activities. The controlling variables include the Training, the mobility, compensation and the managerial support, the labor management climate. These are the controlling factors for the line mangers and they can use these factors and implement these factors in the companies.

But the managerial roles can be improved in the context of the HRM activities by implementing and introducing some new aloes in the organization. And by implementing the HRM practice in the organization. There are two recommendation in the HRM implementation in the organization. First, to implement the HRM practices appropriately in the organization, a proper strategy should be developed in order to identify the areas of interest, that where the line mangers and comfortable and encourage and supported as well do the work. And they can utilize their capabilities and overcome the hesitation and implement open up their capacities and capabilities to work appropriately in the organization. Secondly, the potential of the company should be identified that that are the potential of the employees working in the company and the capabilities of the line manager in order to implement the HRM activities more appropriately. If we know the potentials of the organization than we can easily know the potential of the workers and to which extent the HRM activities should be implemented in the organization. Maybe come organizations have already implemented the HRM activities or some organizations have not properly implemented the HRM activities in the organization. These are the research gaps in in that should be overcome with the time.

Appendix

References of Responsibilities of Line Mangers for the Human Resource Management Activities

BATT, R. (2004). Who Benefits from Teams? Comparing. Industrila Relations, 180-210.

Hales, C. a. (2003). "Supervisors and Supervisors Plus". ", Edge, Vol. 2,, 12-15.

Lopez-Cotarelo, J. (2018). Line Managers and HRM: A Managerial Discretion Perspective. Human Resource Management Journal, 255-271.

Mintzberg, H. (1975). "The Manager's Job: Folklore and Fact". Harvard Business, 49-61.