Business Line Managers Role In HR

Group 6:

Executive Summary

The word HR was always associated with “HIRING and FIRING”

With the evolvement of management HR role is not limited to only processing of salaries and giving offer

letters and terminations but it has evolved as both art and science.

If we assess the function of HE a decade ago it was only considered as a cost center which was used a

communication medium for management to communicate to employees.

However now role of HR function as being more important as its helps to achieve the organizational goal

and objective. Since HR manages change, organizational development, creativity and innovation in the

work force. The primitive area of HR is now undertaken or replaced by line mangers since they work

closely with the team mmbers.

New avenue of performance development and management has evolved during the years. The

assessment helps in meeting training, learning best practices and meting the ultimate organizational

development and creating leader sin long run, this is possible because we have changed the mind set by

viewing training as an investment rather than a cost.

Thereby now the role of HR is:

1. HR management & develpment

2. Talent acquisition and competencies

3. Work force planning

4. Building leaders

5. Skill development

Thereby we can see that traditional role of HR is replaced by more proactive department which works on

company’s vision and mission statement. Approach of HR is now more versatile and broad.

Nature of the Industry Studied

1. Consulting :Ernst & Young

2. Construction suppliers- Kinetic Noise Control

3. Scientific Equipment’s- Gulf Scientific Corportaion

4. Schools- GEMS Education

Broad role of HR in Companies studied: From the above companies studied the core function of HR

can be classified as below, we can see that the function would is not what HR was a decade back but

ideally it is must futuristic and moving towards achieving the organizational goal and objectives

a. Work force planning, training & inductions of staff

b. Analyzing training needs with review of line managers

c. Leadership development by immediate and long-term organizational objectives

d. Implementation of consistent HR policies like working conditions, performance management etc.

e. Dealing with grievances and employee satisfaction

f. Employees welfare, team building

g. Skill development

h. Maintaining work culture and diversities

i. Rewards and incentives

Practice and Commentary

Organizational Hierarchy:

Associate Executive/Executive

Assistant manager

Manager

Senior Manager

Associate Director/Executive Director

Partner

Performance Management and Development Program

Each subordinate is assigned his primary counselor who happens to be his line manager. At start

of the each year end a PMDP program is started which has few key area:

1. Personal Development

2. Training/Professional Development

3. Work related

Goals are assigned based on these two criteria:

a. Personal Development will include how many softskills seminars will be attended during

the year, presentation to be given to colleagues

b. Professional Development includes new academic courses undertaken, any professional

seminars attended or deliberations given.

Work related criteria will assess the performance of each individual of the area of work assigned

to him, how well the person perform to compliance related work, tax related, IFRS compliance,

complexities of work handled. The assessment of the person is also done on the basis of

feedback from serviced clients.

Goal Setting and Approvals

The immediate manager reviews the goals set by each individual and gives his feedback for any

suggested improvements or additions so that it adds value to the team member in long term.

Thereafter the goals are approved for yearend assessments.

Half Yearly Reviews:

After a span of six months all these goals are reviewed and reassessed do see that all individuals

are heading towards desired goals assigned to them.

Feedback and suggestion are given by line managers so that year end career development is

achieved.

Year End Appraisals

Based on these three criteria goals are set and year end assessment is done. Achievement in

each criteria set is evaluated and assessed by the reporting manager. Individual who outperforms

is promoted/appraisals are done, however reassessment/ rework is also suggested.

Appeals

In case an individual is not satisfied with the appraisal, there is an option to escalate to next line

managers with all the credentials, this will enable easement of that individual and a revised

appraisal can be done.

Role of HR:

a. Work force planning with the help of requirement forecasted by Managers/Top Management

b. Training and development schedules and planning (Soft skills and Technical)

c. Scheduling for best faculty for seminars

d. Improving cost of engagements

e. “CONSISTENT DEVELOPMENT AND IMPLEMENTATION OF HR POLICY THROUGH

OUT THE COMPANY”