Human Resource Management Collaboration: Roles and Responsibilities

This assignment examines the critical collaboration between Human Resources (HR) and line managers within an organization. It explores how effective teamwork between these two entities can streamline department staffing, ensuring the right skills and qualifications are in place, and enhance workforce strategy by aligning employee training with future business demands. The assignment emphasizes the line managers' role in implementing new programs and policies, adapting them to specific situations for organizational benefit, and addressing employee needs through collaborative planning. It also acknowledges situations where line managers have more direct employee interaction, allowing them greater decision-making authority in rewards and development plans. The assignment provides a comprehensive overview of the dynamics of this collaboration, highlighting how it contributes to organizational success by addressing various aspects of human resource management.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of Student:
Name of University:
Author note:

Table of Contents
A. Answer to question 1:......................................................................................................3
B. Answer to question 2:......................................................................................................3
C. Answer to question 3:......................................................................................................4
D. Answer to question 4:......................................................................................................4
E. Reference:.......................................................................................................................5

A. Answer to question 1:
The HR and the line managers work together which will result from an efficient way to
tackle the functions of the organization regarding human resources. It becomes more
time-efficient. The ways which may result the concern is as follows:
 Department staffing:
In this case, the HR and the line managers can communicate regularly if they
work together. This will help in understanding the skills and the qualifications
which are required for any kind of operations that are seamless (Cappelli 2015). In
any case of the post of the line, the management department is vacant the HR and
the line manager can review the description of the job in a case to increase the
accuracy and the completeness.
 Workforce strategy:
Making of a strategic plan in between the HR and the line managers which
includes the review of the projections which concern the demands for the business
of the future which also helps to understand that the present employees should
give proper training while they are promoted.
This is the way that will help in supporting the objectives of the business.
B. Answer to question 2:
Line managers are in such a position that ensures t implement new programs in perfect
time and which should also be effective. It is not always that the line managers will only
implement the policies depending upon as intended (Crawshaw and Game 2015).
Depending upon the situation they can implement the policies for the benefit of the
organization. Developing talents is the main thing and thus in this case, if the line

managers get talents for taking down the talents certain policies should be included, thus,
in this case, the line managers can implement the policies.
C. Answer to question 3:
An organization is always dependent on the employees, so it is necessary to fulfill the
needs of the employees (Ulrich and Dulebohn 2015). Thus in this case when there is need
of any policy on behalf of the need or the interest of the employee, the HR department
and the line managers should discuss among themselves and make certain plans
depending upon which they can implement a new policy for fulfilling the needs and the
interests of the employee. This is how they can work together for the betterment of the
organization.
D. Answer to question 4:
Certain situations arise where the relation between the line managers and employees are
closer than the HR to the managers. In this case, the position is not the main priority, a
better result is given more priority (Hopkins and Markham 2018). Due to this, the line
managers are allowed in this case to take any decisions for the employees. This will be
more efficient because the line managers know the employees better than that of the HR
managers. This is why in this cases the line managers have the full authority to reward or
develop any plans on behalf of the employees.

E. Reference:
Cappelli, P., 2015. Why we love to hate HR… and what HR can do about it. Harvard
Business Review, 93(7/8), pp.54-61.
Crawshaw, J.R. and Game, A., 2015. The role of line managers in employee career
management: An attachment theory perspective. The International Journal of Human
Resource Management, 26(9), pp.1182-1203.
Hopkins, B. and Markham, J., 2018. E-HR: using intranets to improve the effectiveness of
your people. Routledge.
Ulrich, D. and Dulebohn, J.H., 2015. Are we there yet? What's next for HR?. Human
Resource Management Review, 25(2), pp.188-204.