HR activities devolved with line manager

Job analysis
Job analysis is the procedure for determining the duties (i.e. reporting relationships, working
conditions, supervisory responsibilities) and skill requirements like requisite educational skills,
personalities, and so on that are used in deciding what kind of people should be hired.
Handling grievance and disciplining employees:
According to Renwick (2002) line managers have proved to be more involved in grievance
handling and disciplining activities. Grievances are the initial stage of frustration that can be
developed among the employees if they are not properly treated by the line managers and the
authorities. Line managers also take active role in developing discipline among the employees
and dealing smoothly with the labors. This could have sprouted from the notion that line
managers are the middle managers who create a form of link between the higher level managers
or functional manager and his/her own subordinates. This issue spills over to the matter of
employee advocacy along with maintaining their responsibilities towards top management.

Performance Appraisal
Performance appraisal basically compares each employees actual performance with his or her
standard of performance. Though, it is designed by the HR professionals, they are implemented
by the line manager. Each employees job performance and behavior are evaluated by the line
managers of the respective department. Feedback is provided following a performance appraisal
in which the line manager and the employee discuss the employee ratings and possible remedial
action.
Compensating Employees:
Compensation such as salary and bonus usually depends on the jobs required skill and education
level, safety hazards, degree of responsibility and so on. Payment based on performance is one of

the most important HR activities that can be transferred to the line manager. In most cases the
line managers direct report and feedback increase the payment or compensation for the
employees.
Indicate the areas managers need support:
These days the line managers are taking adequate of HR task beside the Human Resource
Department itself. There are few areas where line managers need help from the HR to perform
their responsibilities successfully.
The areas where the managers need support are as followed:
Company rules and regulation:
The line managers should have easy accessibility to all the rules and also have the power to use
tools of the company. The company should not use any terminology which is not understandable
by the line managers in the policies and rules applicable for the line managers of the company. It
should be flexible to the line manager which will support them to do the assigned wok properly
and accurately.

Admire the views of the line managers:

Sometimes line managers have to implicate some steps by his own point of view which have to
be taken for the good of the company rather than following the HR point of view. If that
decision make good of the company HR must support the line managers decision which will in
the long run make the line managers feel important and make him provoked.
Appropriate communication:
The line managers need proper communication support from the business. If any changes took
place in the rules or any other important part of the company which will affect the goal of the
company line managers should be communicated. . They have to be informed about their goal,

how to achieve it, compensation and benefits etc. for achieving the goal. It is the duty of a HR
manager to make feel a line manager that she/he is equally important as the HR manager.
Engagement in the top level management:
To work with the top level management of the company is a dream of every line manager in the
company. If they got chance to work with the top level they feel proud and motivated. So every
should get supported by the HR managers to deal with the top level authority of the company and
had a chance to do a briefing or meeting with the top level which will speed up their motivation
level.
Peer support, buddy systems and mentoring:
In many cases, people discover it easier to verbalize to someone who isnt their supervisor. Peer
support allows line managers to support one another outside of the line-management
configuration and presents a great method to maximize the variety of skills and experience held
within your organization. Mentoring and buddy schemes can help fresh line managers to
appreciate the organization more rapidly and can support all staff to increase self-reliance and
build up new skills.

Promote positive work relationships:

Support a traditions of teamwork, association and information-sharing mutually within the team
and across the organization and archetype these optimistic behaviors to line managers. for
instance, giving feed back the instant someone does excellent job (rather than waiting until the
next scheduled one-to-one meeting) can build up a culture of admire which aids line managers
feel their hard work are accepted and keeps lines of communication open.
Persistency
HR people require confirming they don't slide addicted to previous ease regions and behaviors.
Sustaining line managers all the way through scheduled equipped tasks can help line managers
keep away from being implicated in additional extended and basically creepy actions, but to

consequence alteration and allow line managers to develop their prospective as efficient as
people managers, line managers should get the chance to work independently.

HR training for the line managers:

Line managers need some sort of expert HR trainings with the aim of performing their HR tasks.
It is HR departments responsibilities to supply training for them and organize them for the HR
tasks they need to carry out. According to Hanley, L (2011), sometimes HR managers feel
vulnerable when dealing with traditional HR aspects such as, poor performance, conflict
management. In such situations direct access to HR and additional training from HR can be
highly fruitful for the line managers.
Spotlight the same goals:
Line managers must not think their HR tasks as a supplementary task as they require recognizing
that their HR activities are eventually helping to attain his departments goals more successfully.
In relation to Mayhew, R these HR works help to manage the workers engagement, turnover and
maintenance, employee of choice etc.