Hello Everybody,
Does anyone have information to share regarding HR roles and responsibilities versus those of Line Managers? I currently work in a support team and have noticed some doubts about HR duties concerning Human Resource Management. For example, who is responsible for recruitment, HR or Line Managers? The same question applies to manpower, succession planning, training, etc.
Thanks for your help.
Sarasse
From Mauritius,
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Does anyone have information to share regarding HR roles and responsibilities versus those of Line Managers? I currently work in a support team and have noticed some doubts about HR duties concerning Human Resource Management. For example, who is responsible for recruitment, HR or Line Managers? The same question applies to manpower, succession planning, training, etc.
Thanks for your help.
Sarasse
From Mauritius,
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The Role/Responsibilities of HR/Line Managers
Are not the same in every organization. There are no hard and fast rules. This needs to be defined very clearly by the senior management.
Normally, if your section works in a supportive role, that means on all important matters, the line manager's decision is final.
Example:
1. Recruitment
- Need justification for a person [line manager]
- Job analysis [HR]
- Job description writing [HR]
- Job specification writing [HR]
- Approval of both [line manager]
- Job ad/media selection [HR]
2. Selection
- Applications reviews [HR]
- Initial interviews [HR]
- Shortlisting [HR]
- All tests [HR]
- Reference check [HR]
- Final interview/selection [line manager]
3. Manpower Planning
- Generally, a committee, coordinated by HR, makes the final decision on numbers/types.
4. Succession Planning
- Generally, a management committee, chaired by CEO, makes the final decision on numbers/types with coordination by HR.
5. Training
- Initiatives could be from HR as well as the line managers.
- Program coordination by HR.
In this way, the roles/responsibilities must be stated clearly for HR/line managers. If the HRM is well-qualified/experienced and carries a high profile, HRM can influence/persuade the line managers in almost all decisions. If the line managers have more influence/weight in the organization, as well as personality-wise, the line managers will run over HRM.
From the above analysis, you will see that a number of factors influence the role/responsibilities. You should get your CEO/senior management to clearly define the roles and leave no room for interpretation.
Regards, Leo Lingham
From India, Mumbai
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270Are not the same in every organization. There are no hard and fast rules. This needs to be defined very clearly by the senior management.
Normally, if your section works in a supportive role, that means on all important matters, the line manager's decision is final.
Example:
1. Recruitment
- Need justification for a person [line manager]
- Job analysis [HR]
- Job description writing [HR]
- Job specification writing [HR]
- Approval of both [line manager]
- Job ad/media selection [HR]
2. Selection
- Applications reviews [HR]
- Initial interviews [HR]
- Shortlisting [HR]
- All tests [HR]
- Reference check [HR]
- Final interview/selection [line manager]
3. Manpower Planning
- Generally, a committee, coordinated by HR, makes the final decision on numbers/types.
4. Succession Planning
- Generally, a management committee, chaired by CEO, makes the final decision on numbers/types with coordination by HR.
5. Training
- Initiatives could be from HR as well as the line managers.
- Program coordination by HR.
In this way, the roles/responsibilities must be stated clearly for HR/line managers. If the HRM is well-qualified/experienced and carries a high profile, HRM can influence/persuade the line managers in almost all decisions. If the line managers have more influence/weight in the organization, as well as personality-wise, the line managers will run over HRM.
From the above analysis, you will see that a number of factors influence the role/responsibilities. You should get your CEO/senior management to clearly define the roles and leave no room for interpretation.
Regards, Leo Lingham
From India, Mumbai
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