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部门经理角色研究评述(Literature review)

时间:2015-07-08 09:45来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
“Understanding how HR function equips line manager to deal with devolved responsibility”

Literature review:

Government deregulation, strong competition and big pressure in domestic and overseas market have led many organisations to concentrate on the management of employees in order to meet increasing demands for quality goods and services.

It was posited that HRM represented an opportunity for the function to improve its status by making innovative and positive contributions to corporate goals and business success (Tyson, 1987)

There is however general agreement over one structural change that has taken place, many organisations have devolved manpower responsibility from a function personnel office to line manager ( Hutchinson and wood,1995)

In order to maintain competitive advantage, companies have been forced to come up with a new strategic innovation and devolved some HR responsibility to line managers to keep the business on track and to achieve the overall HRM strategy and thus the business strategy.

This new vision of bringing HR task to the line has been dictated by the fast changing business environment, keenoy (1990) tend to see HRM as an instrumental approach to people management, driven by market oriented activities that affect the business as a whole.

Cunningham and Hymans (1999) noticed that personnel function was being removed from departments and devolved to line managers because it has consistently failed to achieve results in the past, but other causes that helped to build up a new way in how hr function and line managers work together, many changes in the corporate environment like competition, decentralisation, and privatisation has reformed HR function. Another problem is that HR profession does not control access to personnel job, a non HR manager can become an HR manager when the employers decide so. The rational of why line involvement has become more frequent following the idea of (Brewster, Larsen.2000.p196) is mainly because of five factors:

To reduce cost
To provide a more comprehensive approach of HRM.
To place responsibility for HRM with managers most responsible for it.
To speed-up decision making.

As an alternative to outsourcing the HR function.

Defining line managers role :

The literature make a distinction between line and staff function, line function are those who have direct responsibility for achieving the objectives of the organisation (Stewart ,1963). Dalton (1959) said that line officers are lacking skills when translating staff advice into effective working practice. We can notice different layers of line activity within organisations but for the purpose of our research the term line managers refers to section or area heads that exists above supervisory level but doesn’t include senior position within the hierarchy (Noreen, Michael, 1995)(责任编辑:BUG)

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