MANAGEMENT
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1.3 The role and responsibilities of the line managers in the human resource
management
The relationship between the human resource function and line
managers has been subject to a various of changes in recent times. Line
managers are those managers to whom employees have to report. The line
manager has a key role in managing and implementing the HR rules and
responsibilities(Bratton, and Gold, 2012). The human resource department of
this company has planed the specification of store line manager to guide the
employees working in their shops. In many organization line managers work
on the behalf of HRM and they are involved with many HR related tasks such
as shortlisted candidate for employment and interviewing candidate for
employment. Line manager insure that they can take correct decision to
support their employees in working in effective manner and are valuable for
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customers in their visit to shop. It is very clear that line manager is crucial if
the organization is to fulfil its desired needs for the employees. Line manager
in this company is responsible to manage various functions related with
human resource such as training and development, performance
management, motivation, performance appraisal, employee retention and
career planning. For the recruitment and selection process line manager
should handle the role and responsibility to advertise particular job(Bennett,
and Ho, 2014). In Tesco, training and development programme is a crucial
activity which is performed by line managers. Performance appraisal is a key
activity which is performed by line managers in Tesco, In this company line
manager is responsible for the shortlist some of the high performing
applicants to apply for the top management jobs. Role and responsibilities of
line managers can be listed below:
Line manager supervise their employee.
To determine and evaluate the strengths and weakness of the employees.
To provide valid feedback to employees regarding their work related
issues and other problems.
They provide proper information to the senior management about the
work process in organization.
Its play a crucial role in human resource department, to meet marketing,
financial, as well as operational targets.
1.4 Analyse the impact of the legal and regulatory framework on human
resource management.
In HRM, legal and regulatory framework is an important to protect the
employees from unfair discrimination in the organization. In Tesco, human
resource manager must be meet with all employment legislation. In any
organization employee relations are main body to ensure that the employees
are satisfied within the organization. This company has high deliberation for
thelegal and regulatory frameworks while carrying out miscellaneous human
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resource activities like,recruitment and selection, performance appraisal and
development programme(Guest, 2011). The most important element of the
legal and regulatory framework which is taken care by the human resource
department. The impact of the legal and regulatory framework provides a
safe and security for employees from unfair discrimination and other
problems in the organization. In this company all legal framework take care
of the rights and duties of employees and management within the company.
The main and crucial areas of regulatory framework, which has impact on
human resource department are sex discrimination Act, Equal pat Act, and
Disability Discrimination Acts. In work place, discrimination is a massive
issue that employees have to deal with on daily basis. In Tesco, all rules and
regulations are apply for all employees(Jackson, Schuler, and Werner, 2011).
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3.2 Evaluation of process of job evaluation and other factors determining pay
Job evaluation involves judging worth of work done as per the amount of
compensation. The evaluation process doesn't fix the pay scale but evaluate
the work according to the present pay structure. While determining pay
different factors such as size of the organization, seniority and experience of
person regarding working in that profile, industry sector to which the
company belongs that is whether the offered pay is as per industry norms,
current profitability of organization and employee performance. While
evaluating these factors and judging about their effectiveness conclusion can
be drawn that these methods works as a really effective tool as by
evaluating employee current performance, bonus and incentives can be
decided and comparison of pay with other companies in same industry
assures the employee that they are not being exploited by there present
company. Further on evaluating various job evaluation process deficiencies
can be find out with present employees regarding what they accept from
their current job profile and suggestions that need to be implemented in that
profile for future satisfaction of employees. While evaluating different jobs
deficiencies on the part of employees are also identified, by providing them
the areas of their bottlenecks, that they need to cover up to ensure proper
performance(Kehoe and Wright, 2013)
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