The room is filled with row upon row of desks. Employees are doing much the same work, processing documents and shuffling large amounts of paper. Technology has eliminated the need for many people doing similar tasks. Work spaces are more open and collaborative.
Human resources isn't a revenue-producing department, but it's an essential component of any viable business. For example, HR helps the company sustain its operations.
Generally, HR departments are composed of several functional areas, each with staff who are specialists in their fields. These functional areas are: Line managers in the HR department supervise these specialists, and report to an HR manager or director.
The responsibilities of an HR line manager vary according to the functional area and job duties. Employee Relations and Labor Relations Depending on staff qualifications and HR department size, the employee relations and labor relations functions might be combined, because the skill sets required to work in these areas are similar.
For example, employee relations specialists handle workplace complaints, ranging from an employee who believes she has been the subject of disparate treatment to a supervisor who is having challenges resolving conflict among her team members. Labor relations specialists, on the The respective roles and hr and hand, traditionally work for companies with a union workforce.
They are responsible for administering the labor union contract called the collective bargaining agreementinterpreting clauses in the agreement, participating in contract negotiations and managing the union grievance process.
The line manager for employee relations and labor relations usually reports complaints and grievances on the aggregate level to the HR department manager, and participates in strategic planning to improve employee and labor relations.
In addition, the line manager may be the point person who interacts with legal counsel when the company receives complaints from government enforcement agencies, such as the U. Equal Employment Opportunity Commission or the U. National Labor Relations Board.
Compensation and Benefits Compensation and benefits specialists establish wage and salary rates and ensure the wages and salaries are equitable; they also administer company benefits such as health insurance coverage, retirement plan options and employee short- and long-term disability.
The compensation and benefits line manager has a dual responsibility to oversee pay and benefits issues, including resolving vacation and sick leave issues. Line managers in this functional area report to the HR manager or director, and depending on their qualifications, may be responsible for determining the strategic direction of the company's current and future compensation structure based on their knowledge of labor market trends and the organization's plan for growth.
Employee Training and Development Specialists in this area often are responsible for developing curriculum, delivering new-hire orientation and providing developmental training, such as training for newly promoted supervisors.
In addition, they might be responsible for researching off-site training options and processing requests for employee attendance at workshops and trade conferences. The training and development line manager is responsible for high-level duties in addition to supervising the specialists.
He may be involved in conducting needs assessments and skills gap analyses to determine whether workforce planning efforts are effective, whether job classifications are accurate and if employees are in the right jobs to match their skills.
In addition, training and development line managers may be responsible for determining the strategic direction for overall workforce development that should align with the company's goals. Recruiting and Talent Acquisition Line managers for this functional area are likely to be more involved in the strategic brand of recruitment and employment, which is talent acquisition.
Talent acquisition focuses on long-term workforce planning — determining how to align the workforce with the organization's needs, whether those are simply sustaining operations or planning for business growth. These line managers are forward-thinking supervisors who also look at labor market trends and availability of workers.
Their direct reports are recruiting specialists who post online ads, screen applicants, conduct preliminary interviews, distinguish between applicants and qualified candidates, and interact with department hiring managers concerning their staffing needs.
Employee Health and Safety In some organizations, employee health and safety is a separate department; however, because it falls under the purview of employee welfare, it makes sense for it to be part of HR.
Employee safety specialists perform workplace inspections to ensure employees aren't exposed to hazardous materials and that employees are safely using equipment and machinery. They may also interact with the Occupational Safety and Health Administration OSHA to correct workplace issues concerning safe use of materials and equipment.
The line manager for health and safety oversees inspections and reports to the HR manager or director.
Jun 27, · Human resources isn't a revenue-producing department, but it's an essential component of any viable business. For example, HR helps the company sustain . The Respective Roles and Hr and Line Managers in Managing People Words | 9 Pages great focus on human resource management (HRM) and its contribution to the business environment. RURAL ENGLAND: RESPECTIVE ROLES AND RESPONSIBILITIES This paper sets out proposals for the respective roles of Rural England’s Directors and Stakeholders. They are intended to help Rural England achieve its mission by: making the best use of the skills and expertise available through its .
In addition, the line manager may approach employee health and safety from a strategic vantage point by incorporating employee wellness as a part of the overall mission to ensure a safe work environment.Jun 27, · Human resources isn't a revenue-producing department, but it's an essential component of any viable business.
For example, HR helps the company sustain . Growing Importance and Evolution of the Role of HR Over the Years Human Resources, SILA the organization and keeping the second line in command ready to take on the respective roles if.
In some companies, the HR generalist is in charge of HR, but the HR manager job title is more common when the employee is the lead HR person. The HR generalist manages the administration of human resources policies, procedures, and programs.
The Respective Roles and Hr and Line Managers in Managing People Words | 9 Pages great focus on human resource management (HRM) and its contribution to the business environment.
These all need to be based upon a foundation of clarity as to who owns the people agenda and the respective roles management and HR have to play. Motivate Another change HR can consider is to motivate executive leadership to see the added value that HR brings to the organization.
This new edition of A Handbook of Human Resource Management Practice contains a number of significant additions and revisions including substantial revisions to seventeen chapters and new chapters on: Human Capital Management, the Role of the Front Line Manager; HR Strategies; Developing and Implementing HR Strategies and Learning and Development.4/5(10).