People and Organisation Management Essay Example | Topics and Well Written Essays - 1000 words

People and Organisation Management - Essay Example The researcher states that HRM can be considered as the base of all management activities but it certainly is not the base for all business activities. The anorexic nature of businesses has made HRM too vital to be restricted to recruitment and people management rather it now demands a balance between achieving business objectives of financial and strategic requirements and meeting the human ambitions. Purcell and Hutchinson specify that by incorporating the responsibilities of HRM with line managers has shown constructive results considering performance appraisal, team briefing, discipline, recruitment, dismissal, staffing, quality circles and employee empowerment. Hall and Torrington determine that the main reason for voluntary resignation in many organizations is the inequity of the supervisors leading to disappointment amongst the employees. HRM should integrate into line with line managers in order to reduce staff turnover. They further state that high employees’ turnover and poor performance is directly related to low motivation – i.e. employees are not satisfied due to many reasons, e.g. unfair HR policies or favoritism/discrimination/biases during the performance appraisal, etc. etc. Katzenbach and Santamaria point out that keeping front-line employees motivated is a crucial aspect for any organization in terms of the long-term success. Line Managers have the direct relationship with employees and customers and play a key role in the HR aspect of general management work by making certain that absence procedures work and a reduced level of the absentee is achieved. HR and Line managers’ interaction The essay basically investigates as a making reference to theoretical aspects whilst focusing on some organizations. It will shed light onto the front line environment of organizations in relation to the interaction between HR and Line manager and evaluate issues associated to the integration of line managers into HRM for the improved perf ormance of the staff and organizations. When investigating from the perspectives of line managers and HR, it is important to discuss how HR involves the functions of Human resource management (HRM) and human resource development (HRD). Line managers embrace HRD activities. Gibb indicates that the relationships connecting line managers to HRM and HRD are questionably changing – i.e. the inclusion of line managers’ has become mandatory in designing and implementing HRD and has now become more crucial than ever before. He further claims that the increased involvement of the line manager in HRD shall certainly demonstrate a more transparent use of HR resources. HRM in practice recruits people and manages employment relationships by involving the planning, acquisition, development, and utilization of manpower. HRM gives great importance to good people management and according to many like a set of specifications developed and customized HR practices quantifiably upgrade the level of performance.