HR and Line Managers

Line and Staff

Line function
The function that is directly responsible for
achieving organizational objectives

Staff function
The function that supports line in achieving
organizational objectives

HRM is a staff function, but line responsibility

Need for a Separate HR Department

Size of the organization

Complexity of Managers Job
Importance of Human Resources
External Influences
Trade unions
Government
Need for consistency

Line and HR Relationship

Advisory
Service
Functional guidance
Monitor/evaluate HR Practices

Status of HR Department

Positioning of the Department

Range of activities
Qualifications & Experience of the staff
Command by default
Commend through competence

Line Managers Responsibility in

HRM: An Empirical Study

Objectives

To assess the extent of level of responsibility of line

managers in various HRM activities
To examine the variations in line managers
involvement in various HRM activities, and
To out the differences in their involvement based
on:
Nature of business,
Ownership of the organizations, and
Length of service of line managers

Findings
Overall, line managers have moderate responsibility for
HRM
Higher responsibility in performance management, and
training and development
Lower responsibility in the employee compensation
No significant difference based on nature of business
Ownership wise, line managers of MNCs, both Indian and
foreign, are slightly more associated with HR activities than
others.
With respect to length of service, it was noticed that line
managers within the brackets of five to ten years of service
are slightly more associated with HR activities than their
counterparts.

HR and Line Conflict

Line managers prominent role in HRM activities may create a
rift between the HR department and line managers
Their perception of the HR department is not always favorable
HR department is expensive, dont add value, bureaucratic,
unresponsive, interferes with operations and
not focused on the business goals of the organisation (Jac-Fitz)

Major Sources of Conflict

Basis of promotion decisions

Salary
Basis of transfer decisions
Managing attrition
Grievance handling
Managers at junior level have a higher level of conflict when
compared to middle an senior level managers
Line managers in service organisations have higher level of
conflict with HR dept.
Line managers in private sector have higher level of conflict
with HR dept.

Solution
Conflicts are inevitable
It is always desirable to minimize the level of conflicts.
The problem often lies in misperception and faulty communication
between HR department and line managers
Until there is a clear understanding of what the line managers want from
HR, it may be difficult to deliver it
HR department should take the initiative to find out the expectations of
line managers and meet all their reasonable expectations, and continue to
have open, free and frank communication with line managers.
This would help in strengthening the partnership relation of HR and line
managers in carrying out HR activities in organisations.