Role of the Line Manager

Some of the advantages of line management are as follows:
• Setting a good example by avoiding even the appearance of improper conduct and by treating all staff fairly, with dignity and respect

• Reviewing their own actions regarding staff employment and career decisions to ensure that they are free of bias and discrimination, both real and perceived.

• To be aware of what is happening in the work entity, watching for hostility or inappropriate exchanges between staff, or changes in behaviour such as anxiety, depression, increased absence or reduced efficiency.

• Learning how to deal with inappropriate workplace behaviours, by becoming informed about avenues of assistance and complaint procedures, and by consulting with experts in conflict resolution and respectful workplace behaviours.

• Let others know when their behaviour is offensive and make sure that offensive pictures, posters, screen-savers, etc., are not displayed in the work area;

As well as advantages, there are also some disadvantages of line managers being more involved with HR, these are as follows:
• Managers may be handed with too much responsibility
• They may not be able to share the balance of the job in the appropriate manor.
• They may try to undertake all of the task which are allocated to the HR department, and feel they have more power of the department, which simply means they are craving to be recognised
• Size and suitability of span of control
• Relationship between HR and line manager


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?

Some of the skills in which managers need to obtain in order to develop people are as followed:
• People management
• Managing operational costs
• Providing technical expertise
• Organisation work allocation and rotas
• Monitoring work processes
• Checking quality
• Dealing with customers/clients
• Measuring operational performance.
(cipd.co. [Online] 2010)
By managers who obtain some of the skills stated above, already have the basic outline to insure people are getting the best of their ability, therefore getting the best out of their line manager. It is clear within the list stated above there is always room for improvement as a sense of self satisfaction, and workers would feel they are getting the best of his ability and are confident of him fulfilling his role as a manager.
As some members of staff are influenced by team moral and self satisfaction, they can also make a difference to their management practices which includes the following:
• performance appraisal
• training, coaching and guidance
• employee engagement (involvement and communication)
• openness – how easy is it for employees to discuss matters with their front line managers
• work-life balance
• Recognition – the extent to which employees feel their contribution is recognised.
• Build a good working relationship with their staff. They need to lead, listen, ask, communicate, be fair, respond to suggestions and deal with problems
• help and support employees to take more responsibility for how they do their jobs by coaching and guidance
• Building effective teams.
These skills are very important for a manager to posses and develop, because workers will pick up on their ability to perform well when needed. This also gives an insight that there is no need for change if the line manager is fulfilling their duties in the correct manor. Managers posses the ability to perform appraisal to members of staff, this gives them a sense of achievement, and that their good work doesn’t go unrecognised. By having this basic skill in identifying staff for the achievements, this shows staff their efforts are recognised, and are happy with the level of management within the organisation.

Do you feel your skills are more suited to the role of a line manager or an HR Manager? Explain your reasons.

Some of the job roles which are allocated to HR managers consist of the following things:
• working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
• promoting equality and diversity as part of the culture of the organisation;
• liaising with a wide range of organisations involved in areas such as race relations, disability, gender, age, religion and health and safety;
• recruiting staff - this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;
• developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews;
• negotiating with staff and their representatives on issues relating to pay and conditions;
• administering payroll and maintaining records relating to staff;
• interpreting and advising on employment legislation;
• listening to grievances and implementing disciplinary procedures;
• developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
• planning and sometimes delivering training, including inductions for new staff;
• Analysing training needs in conjunction with departmental managers.
(prospects.ac. [Online] 2010)
Some of the skill required within this specific field in order to meet the requirements of this position, are started above. The level of skill needed changes depending on the size of the organisation. This shows the volume of the job, and what you have to be willing to undertake in order to meet the personal satisfaction when completing these tasks, and staff should be recognised when considering some of the skills needed to fulfil the position.