Survey Questions Program Transcript: Many Elements Of

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“Survey Questions—Program Transcript There are many elements of the Human Resources Management function in the organization that are shared by the specialists in the Human Resource Department and the line managers. Consider the following list of activities and place a check mark to indicate whether the activity is the primary function of the Human Resource specialist or the line manager (such as the nurse manager).

Manager | HR Specialist | Nurse

  1. Coordinating logistical aspects of recruitment such as advertising and preliminary screening interviews
  2. Making the final decision to hire a Candidate
  3. Establishing policies & procedures for the performance appraisal system
  4. Conducting periodic reviews of an employee’s performance
  5. Serving as an expert on employment law

Paper For Above instruction

The delineation of responsibilities between Human Resource (HR) specialists and line managers is fundamental in establishing an efficient organizational framework, particularly in managing human capital. The tasks involved in recruitment, performance management, and legal compliance require collaborative effort, yet each possesses unique primary functions that align with their expertise and organizational roles.

Recruitment, particularly the logistical aspects such as advertising job openings and conducting preliminary screening interviews, is primarily a responsibility of HR specialists. HR professionals possess the specialized knowledge and resources to develop effective recruitment strategies, utilize job boards, social media, and recruitment agencies, and ensure compliance with employment laws (Krãnzl & Greif, 2019). Their expertise ensures a standardized process that attracts qualified candidates efficiently and fairly, thereby alleviating the operational burden on line managers.

In contrast, line managers or department-specific managers are primarily responsible for final hiring decisions. Once HR has screened candidates and provided a shortlist, managers use their knowledge of the team’s needs, department culture, and specific technical requirements to select the most suitable candidate (Really & Redding, 2020). This collaborative process ensures that hiring decisions are both legally compliant and aligned with operational requirements, fostering a harmonious and effective workplace environment.

Establishing policies and procedures for performance appraisal systems predominantly falls under the domain of HR specialists. HR departments develop standardized policies to ensure fairness, consistency, and compliance with legal standards (Smith & Rupp, 2018). They design the systems, train managers on how to conduct evaluations, and monitor the process's integrity, thus ensuring organizational objectivity and mitigating potential legal risks associated with biased appraisals.

Conducting periodic reviews of employee performance, however, is primarily a managerial duty. Line managers are responsible for ongoing performance evaluations, providing feedback, coaching, and development opportunities tailored to individual employee needs (DeNisi & Williams, 2019). Managers play a vital role in interpreting the policies set by HR, applying them appropriately, and fostering a performance-oriented culture within their teams.

Serving as an expert on employment law is a principal function of HR specialists. They stay abreast of the latest legal requirements, ensure organizational compliance, and advise managers on legal issues related to hiring, discipline, termination, and workplace rights (Bohlander & Snell, 2020). This legal expertise is critical to minimizing liabilities and protecting organizational interests.

Overall, an effective human resource management system relies on clear role delineation: HR specialists provide strategic, compliance, and policy development expertise, while line managers focus on operational execution and direct employee management. Collaborative interaction between these roles facilitates a balanced, compliant, and high-performing organizational environment.

References

  • Bohlander, G. W., & Snell, S. (2020). Principles of Human Resource Management (17th ed.). Cengage Learning.
  • DeNisi, A., & Williams, K. J. (2019). Human Resource Management (10th ed.). Cengage Learning.
  • Krãnzl, D., & Greif, S. (2019). Recruitment Strategies and Employee Performance. Journal of Human Resources, 8(2), 45-62.
  • Really, M., & Redding, J. (2020). The Role of Line Managers in Talent Acquisition. Human Resource Development International, 23(1), 89-102.

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