Talent management | Project Report

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Talent management

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Line manager and Roles in HR
Definition
Line managers are that person or employees who are involved in directing the employees and
takes the in charge of all the other individuals who are working in the business function. They
are accountable for the administrative management work and their function management helps in
contributing to the output. They are responsible for executing functions like decision making,
setting targets and making policies (Dany, et al., 2018).
Importance
Line managers are responsible for managing the resources as well as employees for achieving the
functions and goals of the organization. They are involved in recruitment and hiring the right
candidate with a talent for filling the position in the team. They provide the training and support
to the new joiners. Line managers evaluate the performance of teams and individuals and deliver
reviews of performance. Line managers are important for talent management and training
development in the organization. Line managers are involved in the organization with team
members for providing support, offering encouragement and deliver positive as well as
constructive feedback. They are responsible for influencing the satisfaction of employees and
engagements. Talent management is considered a key priority for the line manager which
includes identifying, developing and promoting the talent employees for managing the teams.
Line managers are important for playing the role in administrating the rewards which are directly
connected with the employees (McCarthy, et al., 2010). They are responsible for engaging the
employees in achieving the goals and objectives. They ensure the management for providing
effective training to employees and maintaining the discipline at the workplace. They are
responsible for conducting the performance appraisals for encouraging the employees towards
the work which is assigned to them. It is the responsibility of the line manager to determine the
pay structure according to the performance of the organization.
Line managers in talent management are required to help employees to understand the reasons
behind processes and requests that are much more effective than placing an order. Not only can
this help employees take responsibility for their tasks, but it can also help them become more
proactive in times of crisis. Investing time, money, and energy to train the team will only bring a

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positive atmosphere to the organization and can greatly improve the morale and professionalism
of employees (Sadler-Smith, 2009).
Challenges are faced by line managers in talent management
Line managers face the challenge in talent management as they required analyzing and
evaluating the performance of the employees. They must evaluate the performance fairly. In the
case of implementing the performance appraisal, the line manager faces the issue in evaluating
the performance. Line managers are responsible for overall operations within the limited
resources. The span of control of the line manager is required to prepare the reports. The
difficulty which is faced by line managers is to provide support on time with effective training
(Schuler, et al., 2011).
Line managers are responsible for frequent employee turnover in which line managers take the
responsibility of hiring and training the employees and it is difficult for them to implement the
operational improvements for increasing the targets of productivity. It requires engaging and
motivating the employees. It is the responsibility of line managers in talent management to
provide an effective training and development program to the employees (Harrison, 2011).
Overcoming the challenges
In order to overcome the challenges, the line managers are required to adopt the strategies and
approaches. Learning and development strategies will be effective for overcoming the challenge
by line manager. Timely training is required to be provided by the line managers to the
employees. Line managers are required to work as a talent developer which includes following
the bottom-line approach for managing the proactive skills and career development of the
employees. They are required for facilitating the development to deliver the best performance.
Line managers are required to help the individuals for accessing the experiences of work
(Mosson, et al., 2018). HR is required to communicate talent management for setting the
procedures and solving the issues of the business and workforce issues.
In the Coca-cola company, Senior management is responsible for developing organizational
strategy, and the task of implementing the strategy occurs at the grassroots level of the
organization. Department managers responsible for ensuring that strategies are implemented at