Human Resource Management Perspectives

Question: Write a report about the role of the line manager in Human Resource Management in a large hospital setting. Answer: Introduction: The line managers play a central role in human resource management. In large organisations like hospital it is burdened with myriad HR related activities which consists of filling out the performance appraisals interviewing the candidate and recommending the employment related rules. The prevailing overview of the study has been so far that the managers act primarily on behalf of the organisation by applying the human resource policies in conformity with the organisational procedures. The report presents the functional role of the line managers in the separate human resource process such as personnel selection and performance appraisals. The report further illustrates that most of the work is focussed on describing the various ways in which the line manages base their decision-making. The line managers execute the human resource policies so that it can pursue a combination of organisational, departmental and individual goals. This report investigates the role of the line managers in the HR activities. The paper demonstrates that the line managers and the HR rules and regulations are consistent with the organisational rules and practices. The role of line manager and HR Manager in organisation Line manager have the responsibility for directly administering the individual employees or a particular team in large hospital. They are responsible to report to the senior rank of administration regarding the performance along with the employees or the set of teams, which the line managers administer in hospitals (Abele and Suess 2015). The front line manager is considered as more precise and usually refers to the line managers in subordinate layers of the management hierarchy. This is where the line managers manages employees who do not have any managerial responsibilities, rather than the managers. Front line managers are on regular basis promoted from within the organisation of large hospital having managerial education. There are management responsibilities carried out by the line managers in large hospitals includes; Day to day management of staffs and people in hospitals Administering the cost of operations Offering technical expertise The line managers in large hospitals allocates work and rotas The line manager in hospitals monitors work and checks the quality on regular basis. The line managers also deals with customers and clients in hospitals The line managers measures operational performance of each employees in large hospitals The relationships in relation to human resource management and line managers has been subjected to numerous change and filled with stress in the current years. Changes and modification in the liberation of human resources practices have shifted the responsibilities for several central activities in large hospitals, which consists of recruitment and setting up of objective away from the human resources practices (Bhambri and Miles 2012). In addition to this, the tendency towards individualisation of the employment relationships has put up a new weights and opportunities in the hands of line managers. Goals of Human resource management: The line managers and the human resource department plays an vital function in the accomplishment of the large hospitals. The line managers and the human resource departments within the organisation oversees the employees relations which consists of determining their remuneration and wages, hiring and recruitment of staff and creating objectives regarding the performance of employees. The policies and objectives laid down by the line managers comply with the Human resource practices keeping in mind the overall all goals of the hospitals and the objectives of the organisation (Gallo et al 2013). Purpose: A number of the overall objectives of human resource administration is to ensure that the all the workforce execute their responsibility in order to endorse the goals of the organisation. The line managers on the other hand are also responsible to ensure that the employees take the full advantage of their potential and place a right employee in the right position. Business activities: Line managers in collaboration with the human resource activities encompass a sequence of trade activities and actions used by the workforce within the hospitals. The guidelines and measures of the human resource typically consisting of the expectations, which the line managers anticipate from the employees along with the benefit and reimbursement, presented to the workforce. Some of the most important activities executed by the line managers consist of training and recruitment of employees and the retention of the valuable employees. Planning: The line managers develop and designs programmes in order to make certain that the performance of the workforce within the hospital are united with the mission of the organisation. The line managers critically analyses the rationale of the mission and create actions and measures in order to regulate the process of selection and development of the organisations employees (Gilbert et al 2015). Classification: In relation to the implementation of plans and procedures in order to attract and retain the employees, the line managers along with the human resource departments determines the significance of job responsibilities which is based on the goals of hospitals. The line managers also classify the job titles along with the responsibilities of each assigned job titles. Ethics: The line managers administer the diversity in large hospitals. The makeup of workforce comprises of an individuals with different backgrounds, qualification and experience. The line managers define the objectives to assure that the differences in employees are respected. Programmes have been established concerning violence, benefits and well-being of a person are usually specified by the large hospitals in the employee personnel manuals. Approach to management of Human resource: The approach, which is called management of human resource, appeared in the theory of 1980. It was mostly talked about human resources management approach. The approach to human resource management in large hospitals is rising and effective management of these resources is of tactical significance to organisations like large hospitals, which can offer competitive benefit over rivals (Lent2013). The following are the approach to management of human resources Personnel management: Personnel management approaches are implemented in hospitals for human resource in order to meet the requirement of certain goals of hospitals, which are namely; objectives relating to employees; goals related to work, objectives related to management changes. The objectives in relation to employees: Recognition of these goals in large hospitals involves establishing organisational structure, determining the types of contracts, which is noteworthy for employees work, selection and development of staff (Bagga and S Srivastava 2015). It is vital for large hospitals to retain the best workforce so that it can maintain the level of competency necessary for the employees. Goals related to work: Authority in the human resource of large hospitals must take care that individuals are stimulated and dedicated to work. To achieve such objectives it is relevant to impart right level of training and development along with setting up a beneficial reward system, employee discipline, and the behaviour of individuals regarding achievement and retention of high standard of workforce and their involvement in the development of new ideas. The objectives concerning the management changes: It is observed that changes do not occur because of external influences in modern hospitals but they are enduring and run through the need for modernism and competitive pressures (Sadri 2012). For large hospitals to acquire such goals, it is necessary to develop and hire individuals who are able to initiate the process of change who have influenced o the acceptance of change. Administrative Approach: These approaches consists of maintaining accurate data regarding the employees, the result of work and training, and operational activities in conformity with the law and which clearly sets out collective regulations regarding the agreement of employees about the monthly payment of remuneration in large hospitals. Figure 1: Key approaches to HRM Source: (Lent 2013) Contextual and overarching themes in HRM HRM research offers several general suggestions regarding the improvement of strategies or at least provides the guidelines to approach HR decision-making process from strategic point of view for large hospitals. Lacking, though are some of the specified recommendation in the contextual themes, which have immediate applicability for practice. The objectives of the contextual and overarching theme is to advance in the human resource fields so that the line managers can strike out the barriers and offer liking strategies to connect the workforce of a large hospitals with the with the strategy of hospitals. From the perspective of line managers, the initial piece of information that is needed before the Human Resource investment decision is to understand the values related to the performance of workforce in large hospitals (Truss et al 2013). In an industry like large hospitals which is focused on imparting service, there are only few such conditions where the performance of the workforce is not significant. Instead, the question arises how the performance of employees makes difference. What matters the most in this contextual themes is that the decision makers must examine their investment. The contextual themes defines that it is necessary to chooses the correct employees and develop the employees which has the capability to make difference and the line managers should retain those employees for efficient functioning of large hospitals where imparting service is primary objective. The higher is the value of the employer performance, the more is the interventions designed to improve the performance, which can generate value. The higher the value associated with the employees performance the more a large hospital may want to invest in this human capital. Decision makers also need to consider what the resources are required to make the strategies of the HR choice (Florn Henrik 2014). Large hospitals must ensure that the resources are needed to make the strategic HR choices. Organisation must consider whether they should make or buy the HR practices as a part of the overall competitive strategies of the organisation. The line managers take the decision to regarding the number of human assets, which can be outsourced for large hospitals. For line managers to build up an exact systems is difficult and the organisations like large hospitals is not virtually stacked against the decision makers. If the line managers illustrate upon the active research, together with their indulgent towards the human workforce and institute a concrete HR systems companies through using a planned approach to HR decision making can win big. Functions of human resource Management and their operational elements A department, which is efficiently run and administered, can offer the structure of hospitals with the ability to meet the needs of business through managing the organisation with more valuable resources and employees. There are numerous such HR decisions in each of the discipline which performance more than one of the below listed six essentials function in large hospitals; Recruitment: The success of the recruitment and employment generally is measured on the number of positions is filled in the workforce and time involved while filling up those positions. Recruiters who work as in house are opposed to the companies, which provide the service of recruitment and staffing. This plays a key role for the line managers in developing the workforce for the large hospitals (Bagga T and S Srivastava 2014). Activities like job posting, sourcing of personnel, screening of applicants and conducting preliminary interview by coordinating with the efforts of line managers are responsible for ultimate selection of candidate. Safety: Administrative centre safety is an significant factor. Beneath the work-related security and health act of 1970 hence, the line managers are under the compulsion to make available secure working surroundings for employees. One of the main purposes of line managers of line managers is to support the training and preserving the federal authorized logs for place of work injury and casualty reporting. In addition to this human resource safety and the risk specialist usually work closely with the HR reimbursement specialists to administer the hospitals workforce reimbursement issues. Employee relations: In an unorganised employment environment, the employees and labour relations purpose of HR might be united and handled by the line managers or remain completely be a separate functions which is administered by the two specialist with specific proficiency in each one such area (Gilbert et al 2015). The relations of employee in respect to the HR regulation is concerned with the corroboration of the relationship between the employer and the employee by determining job contentment, employee appointment and determining the conflict at work place. Compliance: The line managers ensure that compliance of employment laws is of utmost importance in HR functions of large hospitals. Non-compliance of workplace complaints can result in dissatisfaction among the employees, which simultaneously affects the productivity and ultimately affecting the profitability. The line managers should be aware of the federal and the state of the employment laws to be followed in the hospitals such as Fair labour laws and standard Act, The National labour Relations act and many other rules and regulations. HR planning and evaluation of the HRM function: The line managers should first study the working of the organisation. Then he should prepare the list of concerned activities, which are required to be achieved. The line managers perform the planning process in the following ways; Assessment of work force: The line manager then calculates approximately the requirement of the workforce in large hospitals. He finds out the numbers of workers and staff will be needed to do all the all the job in the organisation (Papadopoulos et al 2014). The line managers in terms of quality and quantity must make estimation of workforce requirement. Evaluation of work force supply: The line managers then approximate the work force supply. He performs such activities by finding out many managers and employers are available in the organisation. Comparison of workforce: The line managers then compare the workforce needs and work force supply. In case of dissimilarity: If the line managers notice no dissimilarity between work force wants and the workforce supply, the line managers take the desired actions. In case of no disparity: If the line managers finds there is no differences between the workforce requirements and the supply of workforce then the line managers does not takes any actions. This is due to the line managers anticipates that requirements are equal to the workforce supply. Monitoring the work force requirements: The line managers manager must continuously monitor the requirement of workforce in large hospitals. This is due to that several employees and the managers leave the organisation either by resignation or by retirement (Noe 2013). Hence, the line managers ensure that those vacancies must filled with adequate manpower. This ensures uninterruptible functioning of the organisation. Conclusion: In this report a detail description of the managers are given out to carry out their HR activities. It has been observed that the organisation like large hospitals design HR policies and descriptions with adequate support from line managers so that it can enable a varying level of discretion and they can take initiative towards aligning the line managers keeping in mind the organisational objectives. The report also demonstrates that largely the decision of the HR are locally configured by the line managers who put forth high influential political process which leads to specific decision making about the employment terms of the employees. Hence, the report also performs further research on the role of the line mangers and the discretion, which therefore proves to be a fruitful understanding of the performance effects of human resource management. Reference list: Abele, M. and J. 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