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HR vs Line managers: Getting back on track

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HC Online | 26 Mar 2014, 11:50 AM Agree 0
In many organisations, the relationship between HR and line managers is broken. So how do you even start to fix it?
  • Louise P | 26 Mar 2014, 02:14 PM Agree 0
    “HR managers estimate they spend a third of their time answering everyday requests from the line": Sounds like excuses to me. Better organisations should take care of that.
  • SUCHARIT CHAUDHURI | 28 Mar 2014, 05:16 PM Agree 0
    Despite jargon like Business partnership etc. etc. HR is basically a staff function to support the line function. It is valid till day. But for HR all employees are customers including the owner and the CEO. Internal customer satisfaction is the main motto of HR. HR is a cost center. But to transform it into profit center, is the skill of HR. AND IN THE COMING DAYS HR WILL BE DOMINATED BY IR. Industrial relations will be the main job of HR due to huge social inequality coming out of capitalist structure. These HR PPTs, PMS, HR technology, Numerous HR databases, Over communication, De-touching from shop floor, Focus on conference room will of no use. Those who will be able to manage Unions, Government, Labour laws, Statutory issues, Environmental issues, Political and social issues will win the race. These modern HR practices will further enhance the inequality. There should be strong IR practices for productivity and growth.
  • Gail Palubiak | 29 Mar 2014, 02:41 AM Agree 0
    “HR also needs to change its mindset – from the expert with access to special information who ‘rescues’ the day, to a coach or facilitator to line managers, building their confidence to make sound HR decisions.”

    No truer words! Also, line managers will be well served to pick up some of the initial candidate screening functions. HR is often the furthest removed from where the work will actually get done so is rarely as well versed to identify key human capital.
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