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HUMAN RESOURCE MANAGEMENT

THE POLICIES AND PRACTISES INVOLVED IN CARRYING OUT THE PEOPLE OR HUMAN RESOURCE ASPECTS OF A MANAGEMENT POSITION, INCLUDING RECRUITING, SCREENING, TRAINING, REWARDING, AND APPRAISING.

HR MANAGER’S DUTIESGROUP : 7

THREE DISTINCT DUTIES/FUNCTIONS

LINE AUTHORITY ASPECTS OF HRM

• LINE MANAGER

• A MANAGER WHO IS AUTHORIZED TO DIRECT THE WORK OF SUBORDINATES AND IS RESPONSIBLE FOR ACCOMPLISHING THE ORGANIZATION’S TASKS.

• THE AUTHORITY EXERTED BY AN HR MANAGER BY DIRECTING THE ACTIVITIES OF THE PEOPLE IN HIS OR HER OWN DEPARTMENT AND IN SERVICE AREAS.

THE LINE FUNCTION

• Direct the activities of people.• His/her own department.• Placing right people at right job.• Training employees.• Improving job performance.• Gain cooperation for smooth working.• Control labour cost.• Create and maintain employee morale.• Protecting employee health and welfare.

THE COORDINATIVE FUNCTION

• HR managers also coordinate personnel activities, a duty often referred to as functional control.

• Coordination of personnel activities (Functional authority/control).

• Ensure that line managers are implementing firm’s HR policies/practices.

• E.g. Adhering to sexual harassment policy

STAFF FUNCTIONSStaff manager

A manager who assists and advises line managers

• To understand the personnel aspects of the company.

• Other roles :• Assist > Hiring, training, evaluation, compensation etc.• Administer > Benefit programmes, retirement benefits etc.• Innovator > Up to date information, new methods for HR

practices etc.• Employee advocacy > Clearly defining how management

should be treating employees.• .

IN A NUT SHELL….HR Manager’s Functions

Line Function Coordinative Function Staff Function

• Directing the people• Own Department

• Ensuring line managers

• Adopting HR policies/Practices

• Advising line managers• Assist• Administer• Innovator• Employee

advocacy