The benefits of having a line manager are that the line manager is closer to their staff and the HR manager. Also the line manager has a better knowledge of certain areas because line manager usually deals with day to day basis.
Mullins (2007) stated that line managers provides better feedback than the HR manager because line managers used the hands on approach and observed their staff directly.
According to Mullins (2007), line managers can identify the needs and wants of staff without certain barriers, for example, staff may be scared of asking the HR manager because the question may seen to be unreasonable.
Another benefit of having a line manager is they can share the work load from the manager.
The disadvantages of having a line manager are that there are two managers in one department and this might cause conflict between the line manager and head of the department due to different beliefs.
Another disadvantage is that a line manager is closer to their staff and this may affect their decision making, for example, disciplinary.
Needham (1999) stated that line managers are not specialist in certain areas of the department.
What skills do you think that line managers need to develop
in order to effectively manage people and why? How are
your line managers developed at work?
According to CIPD (2009), line managers have wide areas of responsibilities, for example, organising work allocation and rotas, checking quality and monitoring work processes. Also line managers are on the lower levels of management so therefore they have a wide range of areas that they need to improve on, for example, good relationship with colleagues so communications is one of the key roles of improving line managers development.
Another area that line managers have to take on is carrying out activities which traditionally belonged to the HR department such as providing coaching, guidance and dealing with discipline and grievances. However line managers will be provided training to deal with these issues and line managers can also improve their skills during work, for example, improving their confidence when dealing with conflicts (CIPD, 2009).
During my employment with John Lewis the line managers were very professional when they were carrying their tasks and our team relationship was very good because at every day before and after the store opened or closed, there would be a team meeting so that we are up to date with sales targets and improve our relationship between colleagues.
• Go on to Prospects website and research the job roles for an HR manager. Do you feel your skills are more suited to the role of a line manager or an HR Manager? Explain your reasons.
After looking at numbers of career web sites and news papers, for example, The Times, The Guardian and reed.co.uk, I feel that I am not quite suitable for the role of line manager or HR manager. There are numbers of reasons, for example, experience that I do not have and this is one of the main reasons why I think I am not suitable. Also if I am going to apply for the role of line manager or HR manager, I will be competing with other candidates that have more experience than me.
When applying for this kind of level of employment usually employers will look for what types of training that the candidate have received, for example, CIPD qualification, skills and knowledge of the sector. Although I have been studying HR throughout my career in education I still think it is not enough because I have not been putting the theories and models in use. If I am going in to a HR sector I will prefer an assistant role or clerk role because these roles will provide me the skills, knowledge and experience.
Nowadays having a degree in HR is quite essential but also experience will be needed because this can prove to the employer that I have put my knowledge into good practice.
Reference and Bibliography
Charted institute of personnel and development (2009) [online] Available at: http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm [Accessed 20 March 2010]
Mullins, L (2007) Management and organisational behaviour. 8th ed. Harlow: FT Prentice Hall.
Needham, D (1999) Business for higher awards [online] Available at: http://books.google.co.uk/books?id=8w3hXLIBfywC&pg=PA223&dq=disadvantages+of+having+line+managers&cd=5#v=onepage&q=disadvantages%20of%20having%20line%20managers&f=false [Accessed 20 March 2010]
Reed (2010) Job search results [online] Available from
http://www.reed.co.uk/job-details/London/HR-
Manager/?JobID=18830429&k=hr+manager&ns=True&lit=3 [Accessed 20 March 2010]
The Guardian (2010) HR manager [online] Available from http://jobs.guardian.co.uk/job/978057/hr-manager/ [Accessed 20 March 2010]
The Times (2010) HR manager / human resources manager [online] Available from http://jobs.timesonline.co.uk/job/390323/hr-manager-human-resources-manager [Accessed 20 March 2010]
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