Managing and Leading People

Running Head: Managing and Leading People
Managing and Leading People

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Table of Contents
Recruitment & Selection..................................................................................................................2
Responsibilities of line manager in terms of recruitment and selection process.........................4
Employee and labour relations.................................................................................................5
Compensation and benefits......................................................................................................6
Employee training and development........................................................................................6
Models related to Recruitment and Selection..................................................................................7
Importance of line manager.........................................................................................................7
Relationship between line manager and HR representative.......................................................10
Department staffing................................................................................................................10
Workforce strategy.................................................................................................................10
Performance management......................................................................................................10
Conflict resolution..................................................................................................................11
Recruiting and talent acquisition............................................................................................11
Employee health and safety....................................................................................................12
Conclusion.....................................................................................................................................12
References......................................................................................................................................14

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Introduction
Line managers play vital role not only in day to day operations of organization but they also play
essential role in the management of people and their actions in one direction so that the desired
goals and objectives could be attained. Apart from this, line managers also have a significant
impact on HR policies and mainly on those policies and measures which are linked with the line
management. Line manager is also known as direct manager and it majorly plays role for
managing organizational operations. Amongst their duties and responsibilities, management of
resources and employees is the key task performed by line manager for the purpose of attainment
of organizational desired goals and objectives. Apart from this responsibility, line managers are
responsible for recruitment and selection, providing training to the new as well as existing
employees, executing cross-training to employees to enhance their skills along with ensuring job
rotation and removing gaps, ensuring the standards set for maintaining the quality are considered
by the employees, etc. are various effective and crucial functionalities and responsibilities of a
line manager (Victorian Public Sector Commission, 2018).
In this report, role of line manager will be analysed along with determining the relationship of
line managers with HR representatives in managing people in organization in contemporary
business environment. Apart from this, report will also focus over relationship of line managers
in the recruitment and selection procedures through which appropriate talent could be hired as
per organizational requirements. In relevance with the recruitment and selection, appropriate
models and theories will be discussed for better understanding of the relationship of line
managers and recruitment and selection procedures. Further, the last part of the report will focus
on evaluation of relationship between line managers’ role and representatives of human resource
department with regards to the benefits, limitations, overlaps, clarity, development, tensions, etc.
Task 1 Recruitment & Selection
Recruitment and selection is the most effective element of organizational operations. In relation
with enhancing organizational performance, it is must to appoint talented and skilled employees
so that appropriate outcomes could be gained. Apart from this, human resources are considered
as the vital element for organizational performance because they are people who convert

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planning done by top management into reality. In relation with hiring the employees, line
managers’ contribution is big as well as effective because they provide appropriate details for the
HR representatives for their requirements in terms of human resources (The Balance Careers,
2018).
Recruitment is the process of analysing requirement of organization in terms of candidates in
different departments so that HR management could made appropriate policies and the
recruitment plans to invite candidates so that appropriate and desired candidates could be
appointed. Further, selection is being executed so that the appropriate and suitable candidates to
fill the vacant position. Recruitment and selection are the two crucial elements for improving
organizational performance. These activities are executed by analysing organizational
requirements in terms of human resources. After selection of the candidates as per organizational
requirements, training is provided to the selected candidates so that their skills, knowledge and
experience could be moulded as per organizational requirements so that the objectives could be
attained (Workforce Select, 2018).
Selection is the process of picking up the most appropriate candidate as per organizational
requirements for the vacant position. In other words, selection can also be defined as the process
of selecting the most appropriate by interviewing them to determine their ability required for the
particular job so that suitable candidate could be appointed. Recruitment could be internally or
externally which is appointment of individuals from outside or by promoting existing staff
members. Finding an appropriate candidate for vacant position act as an asset for the
organization and helps the organization to attain its goals and objectives. Employee selection is
the process of appointing right candidate at right place in terms of attainment of desired goals
and objectives. The major difference between recruitment and selection are:
 Process of recruitment is defined as the process of identification of potential candidates
for application of job. While selection is the procedure for identification of the most
appropriate candidate from the all applicants for the vacant position (Thebe & Van der
Waldt, 2014).