Line and staff relationship in hrms

The Best Practices for Manager-Employee Relations |

line and staff relationship in hrms

It is the employer-employee authority relationship that extends from top to bottom. A line manager directs the work of employees and makes. Line and Staff Relationships: Issues and Concerns administration', HRM has been condemned for lacking direct monetary contributions and. Organizational structure involves, in addition to task organizational boundary considerations, the designation of jobs within an organization and the relationships.

This often included recruitment and record-keeping functions. This role was primarily reactive in nature.

line and staff relationship in hrms

Human Resources responded to the needs of both managers and employees, but did not anticipate them. In the last few decades, human resource management has evolved and assumed a more proactive role. This reflects the recognition of the importance of managing people in the successful achievement of enterprise objectives.

The result now is that this function within many enterprises encompasses responsibilities that include a wide ranging spectrum of activities.

Top 10 tips for HR to build effective relationships with line managers

Payroll Management Often this has been a reactive and operational role in which payroll staff responded to the needs of both line managers and employees. There are numerous ways to structure jobs within an organization, but two of the most basic forms include simple line structures and line-and-staff structures.

In a line organization, top management has complete control, and the chain of command is clear and simple. Examples of line organizations are small businesses in which the top manager, often the owner, is positioned at the top of the organizational structure and has clear "lines" of distinction between him and his subordinates.

Top 10 tips for HR to build effective relationships with line managers | Sage Advice UK

The line-and-staff organization combines the line organization with staff departments that support and advise line departments. Most medium and large-sized firms exhibit line-and-staff organizational structures.

line and staff relationship in hrms

The distinguishing characteristic between simple line organizations and line-and-staff organizations is the multiple layers of management within line-and-staff organizations. The following sections refer primarily to line-and-staff structures, although the advantages and disadvantages discussed apply to both types of organizational structures. Several advantages and disadvantages are present within a line-and-staff organization.

line and staff relationship in hrms

An advantage of a line-and-staff organization is the availability of technical specialists. Staff experts in specific areas are incorporated into the formal chain of command. A disadvantage of a line-and-staff organization is conflict between line and staff personnel.

line and staff relationship in hrms

Some positions are primary to the company's mission, whereas others are secondary—in the form of support and indirect contribution. Although positions within a line-and-staff organization can be differentiated in several ways, the simplest approach classifies them as being either line or staff.

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A line position is directly involved in the day-to-day operations of the organization, such as producing or selling a product or service. Line positions are occupied by line personnel and line managers.

line and staff relationship in hrms

Line personnel carry out the primary activities of a business and are considered essential to the basic functioning of the organization. Line managers make the majority of the decisions and direct line personnel to achieve company goals. An example of a line manager is a marketing executive. Figure 1 Line-and-Staff Organization Although a marketing executive does not actually produce the product or service, he or she directly contributes to the firm's overall objectives through market forecasting and generating product or service demand.

It is no longer administrative but specialist and strategic. However this does mean that HR are relying on line managers to ensure employees are motivated, productive, competent and fully engaged with corporate goals. Therefore it is vital that these two functions understand each other and work together but we know this can be challenging.

So how can HR build effective relationships with line managers to ensure they are working in partnership? Top 10 tips to building effective relationships with line managers 1. Coaching and development Line managers need both skills and development to execute HR responsibilities. Make sure the necessary coaching and development is in place.