Questions about Human Resource Management

Human Resource Management Functions of Line Managers (Reprinted from Shenzhou Enterprise Management Training Network)

Line Managers (Line Managers) are the managers of functional departments such as finance, production, and sales. Each line manager is a manager, shouldering the responsibility of accomplishing departmental goals and managing the department. Unlike human resource managers, line managers are responsible for managing human resources within their own departments and around departmental tasks, including motivation, communication, authorization, training and other aspects of human resource management. So human resource management is not just for the human resources department, wherever there is an organization and people there is human resource management.

I, the connotation of modern human resource management

Human resource management (HRM) is based on the strategic objectives of the enterprise, through job analysis, human resource planning, employee recruitment and selection, performance appraisal, compensation management, employee incentives, talent training and development, and other means to improve labor productivity, and ultimately to achieve the development objectives of an enterprise a management behavior.

Traditional personnel management will be seen as a cost, is managed, is controlled by the object, the personnel department is an auxiliary department can not create revenue, repeat the transactional work; compared with traditional personnel management, modern human resource management will be viewed as the most valuable, the most creative resources in the enterprise, both need to be managed, and even more need to be developed, human resources department is upgraded to the height of the development strategy of the enterprise. The height of the development strategy, the efficiency of its work is directly related to the success or failure of the enterprise, human resources strategy has become one of the core competitiveness of enterprises.

So, the modern human resource management in the recruitment of people emphasizes the planned for the enterprise to recruit the right people, in the employment, retention of people everywhere embodies the people-oriented management ideas, to the ability of people, strengths, interests, psychological conditions and other comprehensive situation to scientifically arrange the most appropriate work, and in the work of the staff to fully take into account the growth and value of the use of scientific management methods through the comprehensive human resource development program and corporate culture. Comprehensive human resources development plan and corporate culture construction, so that employees can work to fully mobilize and give full play to human enthusiasm, initiative and creativity, so as to improve work efficiency, increase work performance, to achieve the development goals of the enterprise to make the greatest contribution.

Second, the line manager's HR function positioning

The basic task of the line manager is to complete the department's organizational goals, so the line manager in the day-to-day work more focused on the specific workflow and results, may ignore the department's human resources management. But as a manager, "management" is its job, then the department of "human resources management" as part of its "management function" is an indispensable part of the manager's work. A job. His core value is to lead the department staff *** with to achieve the department's work objectives, because each line department's work can not be completed by the manager alone, must be completed by the manager through the planning, organizing, directing, coordinating and controlling the department's employees, and can not simply to complete the annual work objectives as the only basis for measuring performance, but also need to be line managers through good communication, Effective incentives, proper centralization and authorization, planned staff training and talent development, etc., so that the department in the completion of the work objectives on the basis of sustainable development.

So to do this requires all line managers to have basic human resource management ideas and master modern human resource management tools and methods. For example, how to clearly define the authority and responsibility of subordinate employees through job analysis, how to reasonably evaluate the relative value of different positions through job evaluation, how to effectively decompose and manage the objectives of the department, how to understand and implement the company's compensation system and play its role in motivation, how to effectively manage the performance of employees, how to effectively talent recruitment, selection and exit management, how to help employees plan their careers and establish a learning process. How to help employees plan their careers and establish a learning organization. After training line managers to establish a modern human resources management system, so that they first become a human resources manager, in order to better undertake the recruitment of departmental employees, division of labor, authorization, evaluation, training, motivation and other responsibilities, good human resources management within the department.

Three, line manager and human resources manager of the division of labor and cooperation

The basic work of the human resources manager is combined with the medium and long-term development goals and the reality of the enterprise, the development of a sound human resources management rules and regulations and standardized operating procedures, and on this basis to perform the duties of the department, including human resources planning, staff recruitment, files, contracts, attendance, assessment, Training, salary, welfare, separation and other routine management. At the same time, the human resources manager must also stand in the height of the enterprise development strategy, take the initiative to analyze and diagnose the current situation of human resources, and formulate specific human resources plans, and provide conditions and value-added services for other line departments to achieve their goals.

The basic work of the line manager is to accomplish the work objectives of the department, and at the same time to implement the rules and regulations of human resources management within the scope of the department, and accept the guidance and supervision of the human resources manager.

Line manager and human resources manager although the division of labor is different, but the line manager can not be seen as human resources management is the human resources manager, human resources manager can not just make the system and then forced to implement, but should be the enterprise's human resources management as a never-ending, spiraling process. In this process between the line manager and the human resources manager must cooperate with each other, whether in the establishment of the system, or in the implementation of the system, there can be no disconnect.

Line managers are generally good workers in their own departments, with good professional qualities and business experience, but not necessarily with management experience, which requires job analysis under the guidance of the human resources manager, clear job responsibilities and human resources management responsibilities, and mastery of basic human resources management skills. Each line manager should know what personnel decision-making power, personnel recommendation power and personnel operation power they have within the scope of the department, and use their authority reasonably and appropriately. For example, for the performance appraisal, new employee probationary period period they have the right to make decisions; for the department of the recruitment of employees, dismissal, salary and so on they have the right to recommend; in their exercise of rights in accordance with a certain process, fill out the appropriate form, these are the right to operate. In this way, the line manager knows very well how to get the support of the human resources manager and cooperate with him. The human resources manager can focus on the company's overall personnel coordination and arrangements, when the line manager in human resources management problems, it is actively communicate and discuss, to provide the necessary human resources management services to help find solutions to the problem, and ultimately solve the problem.

Four, line manager how to fulfill their HR functions

Line manager in the correct understanding of the premise of modern human resources management ideas, but also must master the basic human resources professional skills and management skills, while actively communicating with the human resources manager to cooperate with a timely understanding of the relevant human resources management policies, try to get the human resources manager of the department's support for work, so that they can effectively fulfill their responsibilities.

First of all, I'd like to say that I'm very happy to have the opportunity to work with you in the future.

First of all, line managers are the implementers and proposers of the enterprise's human resource management system.

Enterprise human resources management system once formulated, it is necessary to follow the implementation of the line departments, the implementation of the effect of good and bad with the line manager how to implement the system has a great relationship. On the one hand, the line manager himself must be subject to the constraints of the system, and accept the system of assessment. Line managers with human resource management ideas, in the process of implementing the system, can correctly face the high and low points of their own careers, from the perspective of the overall review of their own strengths and weaknesses, in the strengths and weaknesses at the same time put forward to the system of rationalization proposals. On the other hand, line managers need to implement the established system in their departments. In order to make the system generally recognized by the department staff and effective implementation, line managers need to understand the content of the system and the background of the development, at any time for the staff to answer questions and solve problems. Such as the remuneration system, including wages, bonuses, benefits, long-term incentives, pay attention to the internal fairness and external competition, must allow employees to truly understand the content of the salary and assessment methods, in order to play an incentive role, otherwise it will only be never satisfied with the salary.

Secondly, line managers are the developers and implementers of human resource management systems in their departments.

In order to rationalize the department's working relationship, line managers should master the methods and processes of job analysis and job evaluation, but also to let each employee of the department to understand the methods and importance of job analysis, so as to accurately and efficiently define the department's employees' rights and responsibilities, and reasonably evaluate the relative value of different positions and the requirements of the position;

In order to efficiently complete the departmental work tasks, line managers Should understand the target management and performance appraisal, reasonable from the company's objectives in the decomposition of the department's tasks, and then decomposition of departmental objectives to each employee, so that each employee is clear about the relationship between the company's goals and personal goals, so that employees not only do things correctly, but also to do the right thing. At the same time combined with the performance appraisal assessment and measurement of the employee's work behavior and work effect, the purpose is to improve the employee's work performance, improve the employee's job satisfaction and sense of achievement.

On the basis of good job analysis and goal management, line managers to the human resources manager to put forward the department's employment and training programs, effective recruitment, selection of suitable talent, and targeted to help employees plan their careers, enhance the sense of belonging to the staff to enhance the cohesion of the team and the fighting force

In summary, the line manager in the modern human resources management plays an In summary, line managers play an increasingly important role in modern human resource management, and they are the most knowledgeable about the work of their departments and the situation of their employees. If you can accept the premise of modern human resource management ideas, consciously combine the department's work with the long-term goals of the enterprise, and constantly improve their management skills, mastery and use of human resource management methods, then the enterprise will be renewed vigor.