Talent Management Report: HRM Implementation and Line Managers

This report examines the effectiveness of HRM implementation by line managers within an organization. It begins with an executive summary, followed by an introduction outlining the background, problem statement, research questions, and objectives. The literature review explores the devolution of HR functions, advantages and disadvantages of this devolution, HR practices and responsibilities of line managers, the concept of the HR Business Partner, and factors impacting line manager effectiveness. The research methodology details the research philosophy, approach, strategy, data collection, and analysis methods, including a quantitative survey. The results, discussion, and conclusions are presented, along with recommendations for further research. The report emphasizes the importance of line managers in HRM and the factors that influence their ability to perform HR functions effectively, covering junior, middle, and senior management levels. The study aims to understand how organizational support, autonomous motivation, and coworker support influence HRM implementation effectiveness.

Running head: RESEARCH PAPER 1
Talent Management
STUDENT DETAILS:
9/23/2019

RESEARCH PAPER 2
Executive summary
The HR is considered as people management as well as support functions in the
company. The research has various chapters to methodically conduct a research. In an
introductory chapter, the setting along with problem statement, aim of research and
research objective are discussed. In next chapter, it describes the HR functions,
practices as well as approaches for the line managers. It also describes a concept of
HR Business Partner, along with its relation with line manager in the company. In
subsequent part, research philosophies, research strategies as well as approaches, are
examined to meet aim and objectives of research properly and effectively. In next
chapter of research paper, data is analyzed by the researcher by conducting survey
through questionnaires. In last section, findings are evaluated for developing
understanding regarding research problem about HRM. Moreover, all findings are
briefed and suggested for conducting the further research.
Keywords: line management, HRM implementation effectiveness, HR
devolution, strategic HRM

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Contents
Introduction........................................................................................................................4
Background and problem statement..................................................................................4
Research questions...........................................................................................................5
Research objectives..........................................................................................................5
Literature review................................................................................................................6
Devolution of HR functions to line managers.................................................................6
Disadvantages and advantages and of devolution of HR functions to line managers. .6
HR practices and responsibilities of line managers.......................................................6
Concept of Human Resource Business Partner............................................................6
Relation between Human Resource Management Business Partners and line
managers........................................................................................................................6
Factors impacting effectiveness of line managers to perform HR responsibilities and
functions.........................................................................................................................6
Research methodology......................................................................................................6
Research Philosophy.....................................................................................................7
Research Approach........................................................................................................7
Research Strategy..........................................................................................................8
Data Collection Method..................................................................................................8
Research design................................................................................................................8
Sample...............................................................................................................................9
Measuring instrument........................................................................................................9
Data analysis...................................................................................................................10

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Results.............................................................................................................................10
Discussion of results........................................................................................................11
Conclusion and recommendations..................................................................................12
References list.................................................................................................................14
Appendices......................................................................................................................15

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Introduction
In most of the organizations, the line managers are engaged in procedures of the
human resource management. A unique characteristic of strategic HRM literature is
identification and recommendation of the great participation of line managers. The line
manager is a manager to whom the people and groups report in direct manner, as well
as possess high accountability in the company. For example, the manager such as
project manager is liable for directing the work to different workers; however the product
manager is not so liable for the managerial administration. The HR managers are also
considered as the line managers. In the following parts, the main mechanism is
underlined, which mediate the human resource management performance’s link, such
as effectively human resource management execution by the line managers.
Particularly, the research objective is to know an experience of line manager of to
perform the human resource role as well as the factors stating proper HRM completion
at all the managerial levels like, middle and junior management level along with senior
management level. It is stated by the findings that line managers’ HRM implementation
efficiency is connected to organizational maintenance, self-directed motivation, as well
as co-worker assistance. As per the outcome, the HR department of the company may
make the internal organizational situations essential for facilitating the successful
human resource management implementation by a line. In the similar period, this is
worth following the approaches as per the different stages of the management. This
research study stated here fills the gap by providing more insights in how line manager
involves in the human resource procedures. The findings in this paper render the base
for the complementary sight that completely identifies the implication of line manager
organization. Even though the evaluation as well as most subsequent discussion has
made focus on the actions of senior level management, and a managerial discretion
concept applicable to various managerial stages in the organization.

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Background and problem statement
More favorable to admiration of line manager organization, as the significant element of
the human resource systems, is findings in assessment literature of performance upon
“cognizant effort of supervisor for generating the rating that would get own objectives”
like keeping harmony as well as encouraging the subordinate for performing (Taylor,
Doherty and McGraw, 2015). Further, the manager is considered as the implementer,
enactor or translator of the human resource policy, however what accurately is
considered by which states not clear. The accounts related to how line manager
influences process of human resource have affected the influences on practical along
with HRM implementation’s inter-personal facets. In the paper, the success of HRM
implementation will be discussed. This paper does not focus only on the HR functions
however on a part and functions of line manager. The line manager finds applying
human resource practices at functional stage complicated and expresses unwillingness
with the responsibilities of HR. On the other hand, they have become increasingly liable
to implement of HRM and consequently, the performances are significant for efficiency
of HRM. This paper also pointed to five factors, which can lead to problems in
implementing the HRM (Berman, et. al, 2019). The case study in 3 dissimilar
management levels like junior, middle as well as senior management level is stated
here for investigating the salience of the factors. It can say that challenges faced by line
managers differ per business unit. Furthermore, the key objective of this research paper
is to analyze HR functions as well as responsibilities of line manager, decentralization of
functions of human resource, Benefits along with drawbacks of devolution of Human
Resource functions, and actors affecting efficiency of line managers for performing the
HR responsibilities and HR functions. This paper also discusses the notion of human
resources business partner, and relation between human resources business partners
along with line managers (Bratton and Gold, 2017).
Research questions

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The research objectives lead to various research questions. They are below -
1. To what level can line manager implements HR-functions and the practices in
effective manner?
2. What are the HR practices along with functions of line mangers?
3. What is a concept and reason of devaluating the functions of human resources to line
managers?
4. What is Human Resource Business Partner concept?
5. What is relation between HR Business Partners and line managers?
5. What are elements influencing efficiency of line managers to perform the HR
functions along with responsibilities in a proper as well as effective way?
Research objectives
This is necessary for the researcher to know that how to evaluate the research aims
and objectives as it are very helpful for researcher to attain the outcomes of research.
The research aims to determine that what is human resources practices along with
functions of line manager, and what level line managers distinguish the provided
limitations as holding back, and whether the workers perceive the HRM implementation
effectively. Furthermore, it aims to examine to what level limitations of line manager
affect effectiveness in HRM (according to view of employees). There are some
research objectives. They are discussed as follows-
 To know the HR practices as well as functions of line mangers
 To know the concept and reason to devaluate the functions of HR to line
manager
 For discovering disadvantages along with benefit of devolution of activities of
human resources to line manager
 To get knowledge of HR Business Partner concept

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 To discover the relation between line managers as well as the human resource
business partner
 To explore factors that affect effectiveness of the line managers for performing
the HR functions along with responsibilities
Literature review
The next chapter of the paper is literature review. In this section of research paper, the
research issue is discussed by implementing various concepts, theories along with
models. While reviewing the literature, the researcher can be enabled to have
evaluation of current data regarding problem of research. To conduct literature review,
various articles as well as journals are reviewed as this is helpful for developing the
knowledge about HRM implementation. This can also be helpful for the investigator to
evaluate the gap of knowledge and create the basis for applying the main research
methods.
Devolution of Human Resources functions to line manager
The devolution of accountabilities of Human Resource to line manager is the
international as well as increasing tendency. There can be positive consequences
along with unconstructive results of decentralization. There is the constructive result
of devolution is administration effectiveness. Though, the positive results were qualified
by interaction between line supports as well as devolution. The decentralization has
wider range of implications for line manager’s role and for a part of workforce’s
expertise. It is also important for assessing the significance to assess the capacity of
organization to develop and regulate the people management approaches across the
whole establishment. There are various companies that are involved in establishing the
line activities. It can be great risk for the companies adopting the decentralization of HR

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functions to the line managers’ strategies. They are placing care as well as feeding
accountability of the most significant assets.
The daily human resource activities are very difficult to affect the bottom line of
performing indicators of the company. It is essentially required to consider that whether
the effects of decentralization of human resources activities to line managers of
company are affected to the extent to which the senior as well as junior line managers.
and middle line managers are trained in the people administration or whether they have
provided the support by human resource managers.
Disadvantages and advantages of decentralization of human resources functions
to line manager
There are various drawbacks as well as benefits of decentralization of functions of HR
to the line managers. The main disadvantage is difference of knowledge. The HR
department interviews potential workers. It handles the paper-work as part of the job.
The HR managers have knowledge of paperwork. They are able to explain the benefit
packages along with vacation policy to the worker. They also have knowledge regarding
the labor law along with employment law. This knowledge frees line managers for
running the department without nonessential works. The line mangers cannot be
capable to respond the questions in relation to the health insurance. On the other hand,
human resource managers deal with these cases daily. The human resources also take
care of record of workers. They can handle the payroll in better way. Furthermore, other
point is objectivity. The line managers work in the thick of actions, so they cannot be
considered as best people for handling the personnel cases. The line manager’s
nearness to the condition can influence the capability for suspending the workers. The
human resource managers provide the buffer or distance between the supervisors and
the upsetting workers. HR often renders other step in chain of command of the
organization; if the workers have issue with supervisors that is not solved, the
department may consider this case. On the other hand, the main advantage of

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devolution is that it increases the speed of taking decision. It ensures the local
administration accountabilities, probable cost saving, along with strategic part for key
human resources and short lines of the communication. The work-load of the HR can be
reduced by the devolution.
HR practices and responsibilities of line manager
The line manager has the significant part to play within practices of human resource.
Line managers may help the procedure of revitalization of the company with increased
customer’s focus as well as team’s performance. Line manager also makes sure that
the workers are highly motivated, creative as well as competent, and associated to the
business strategies. The line managers also very significant to ensure that the company
complies with related rules, regulations as well as laws (Makhecha, et. al, 2018). The
line manager’s part in private company along with public company has modified pretty
considerably in the latest time. The line managers have been provided more
accountability. They are not just liable for budgeting as well as distributing the
resources, however most significantly for the problem related to people management.
Further, the HR Devolvement has led to line manager who purchasing the middle
management functions as well as becoming “small general-manager” accompanied by
the losses of decision-making function downwards to the work team. Henceforth, this is
appropriate for line managers to have responsibilities in relation to personnel growth as
they run beside public they handle (Ostroff and Bowen, 2016).
Concept of HR Business Partner as well as relation amid them and line managers
The HR business partners are considered as human resource professionals who work
personally with senior team leaders of the company for developing the human resource
strategies that closely support the whole objectives of the organization (Stewart, 2018).
The procedure of the alignment is considered as the Human resource business
partnering, and can include the Human Resource business partner sitting on BOD or

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functioning directly with C-suite as well as board of directors. In addition, the concept of
Human resource business partners was popularized by educational along with
consultant David Ulrich, who considers the human resource business partners as part of
successful contemporary Human Resource functions. Communication skills are so
significant for HR business partners as they are required to have communication with
the financial values as well as upcoming worth of person centered policies of Human
Resource to the leadership of organization, along with communicate higher-level
decision down to different people of Human Resource sector as well as complete
company. The relation between line managers and HR business partners is dynamic,
multifaceted and reliant on the organizational culture and the skills or competencies of
major shareholders in a partnership (Cappelli, 2015).
Factors impacting efficiency of line manager for performing HR responsibilities
along with functions
The research study considers factors, which are detractors as well as enhancers of
efficient HRM functions executed by line manager in company. The HR managers have
the significant part in making the favorable work climate in the organization. There are
five factors recognized as having the influence on the Human Resources Management.
It is required by the line managers that they should be aware about the matters of
company. They should have knowledge that what is going on in the company for
developing the better practices and for attaining the pre-determined results in a proper
as well as effective way. These factors are essentially required to be considered by the
line managers when performing the HR functions as well as HR practices. They are
required to have knowledge of the industry as well as the wider marketplace regarding
the factors that affect the changes. In this way, these five factors are desire, capacity-
role overload, occupational self-efficacy, human resource support service as well as
policies and procedures. The desire in industry as well as the wider market in relation to
elements that influence the changes may affect the HR practices. The HR support
services are one of significant factors. By using supporting services of the human

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resource, the line managers of different level can understand the HR functions and role
in the better way. They will also be able to know the legal implications in a better way.
With the help of understanding the factors, the line managers will be able to make better
human resource planning. In this way, it will be easy for them to get the pre-determined
results in quick as well as effective way. In addition, the new policies and procedures
bring the new changes in this sector to affect the human resource planning (Eric
Friedman, 2017).
Research methodology
The next chapter of research paper is research methodology. There are various
approaches and research strategies are discussed for doing research in the
methodological along with moral way. Further, different, research approaches and
philosophies; research approaches, methods to collect data, sampling, data analysis,
and research design are defined for ensuring proper validation of the findings of
research. Moreover, the research methods are acceptable as per the research
objectives and subject matter as this is significant for attaining relevant outcome
(Marchington, 2015).
Research Philosophy
The research philosophy is helpful in developing the information and understanding
regarding research concern. It is very important to select the correct and relevant
research philosophy. By using correct research philosophy, the investigator will be
capable to examine data estimating and data interpreting as well as data pooling
method by using research procedure. There are three kinds of research philosophies
such as realism research philosophy, interpretivism and positivism research philosophy.
As per this, positivism philosophy can be used in defining the factual data according to
the observation along with measurement. This research philosophy also permits the