Line managers’ views on adopting human resource roles: the case of Hilton (UK) hotels

Watson, Sandra; Maxwell, Gillian A.; Farquharson, Lois

doi:10.1108/01425450710714469

Cited by 68 publications

(60 citation statements)

References 31 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This might explain the reason why LMs at Airport X demanded more support to perform their HRM role. The results corroborate the findings of much previous work regarding the importance of support for LMs for their HRM role (Cunningham & Hyman, 1995;Floyd & Lane, 2000;Renwick, 2003;Watson, et al, 2007). Slow and inconsistent feedback from HR specialists was not surprising, as prior studies have reported frustration among LMs not receiving sufficient and consistent support from key members in the organization, including HR specialists (Cunningham & Hyman, 1995;Whittaker & Marchington, 2003).…”

supporting

confidence: 81%

Enacting the HRM Role: What Matters to Line Managers?

Mat¹,

Salleh²,

Mohamed³

et al. 2015

MJSS

View full text Add to dashboard Cite

show abstract

supporting

confidence: 81%

Enacting the HRM Role: What Matters to Line Managers?

Mat¹,

Salleh²,

Mohamed³

et al. 2015

MJSS

View full text Add to dashboard Cite

show abstract

“…On the other hand, (Renwick, 2003) postulated that HRM is a "centre stage" role for line managers and there could be many reasons for this like decentralization, which have been cited as rightsizing, restructuring and an increased need to put emphasizes on employees inputs in order to improve organizational performance (Gibbs & Renwick, 2003). In fact, line managers play a significant role in creating a positive influence on employee commitment ISSN 2162-3058 2016 and engagement and ultimately, business performance (Watson & Maxwell, 2006) for e.g (Cunningham & Hayman, p.9, 1999) emphasized the role of line managers in promoting an "integrative culture of employee management through line management". A recent report of (CIPD, 2006) indicates that line manager"s intervention in various aspects of employee development such as coaching, communication, empowering employees, developing an organizational culture, work engagement and involvement has a positive impact on the overall organizational performance (Hutchinson & Purcell, 2003).…”

Section: Examining the Nature Of Link: Line Managers" Intervention Inmentioning

confidence: 99%

Line Managers’ Devolution in Achieving Employee Engagement: Cracking the Code for Organizational Performance

Khan¹

2017

ijhrs

View full text Add to dashboard Cite

In this era of economic downturn, corporate and organizational progress does not necessarily translates into human and people development and thus due to the past decades, there is a growing competition all over the world and every business organization is seeking for ways on how to compete successfully in such an environment and this apparently would induce the corporate world to jump at the opportunity to promote productivity within an organization. In this context, the research discovered the need of the most significant and contemporary practice of organization called "Employee Engagement" that could easily foster organizational performance in the long run. Seen in this light, this piece of research identifies the root causes of engagement issues and processes. To put it in other way, this study significantly examines what the employees aspire in order to get involved and engaged within their job roles and also think about the implications of addressing the factors that Line Managers" should espoused to enhance engagement in order to improve organizational performance. In fact, the primary research findings indicated the lack of engagement processes among employees within the firm and exhibit the importance of promoting pay, recognition, autonomy, social support, and relationships, transparent methods of recruitment & selection, and flexible work hours to engage employees.

show abstract

“…The line managers' involvement factors in HR initiatives can be seen in the devolution of the HR function to line managers (Watson et al, 2007). There are three factors that are evaluated, which are the relationship with HR specialists, organizational support, and commitment of line managers.…”

Section: Line Manager Involvement Factors In Hr Initiativesmentioning

confidence: 99%

“…Line managers play an important role in practicing HR initiatives, because they are the responsible managers for implementing HR practices in the production of products or the provision of services (Qadeer, Shafique & Rehman, 2011;Watson, Maxwell & Farquhason, 2007). HR initiatives such as training have always been considered as one of line managers' job (Papalexandris & Panayotopoulou, 2005).…”

Section: Line Managers Issues In Human Resourcesmentioning

confidence: 99%

Do line managers’ have ‘linking pin’ in HR roles?

Hassan

Mansor

Rahman

et al. 2015

View full text Add to dashboard Cite

Purpose: The present article aims to identify the possible line managers' involvement factors in human resource (HR) initiatives and its 'linking pin' to the HR roles. In this regard, few factors have been considered pertinent to line managers' involvement factors in HR initiatives which are desire, self-efficacy, and HR support. Whereas, the considered dimensions of HR roles reviewed are strategic partner, change agent, employee champion, and administrative expert.Design/methodology/approach: The paper intends to provide a conceptual review of the past literature in the areas of HR roles and line managers and further justify the proposed conceptual framework that will move this work further. Findings:The review also showed that HR devolution to line managers will boost line managers' participation and responsibility to practice HR roles at the workplace. Research limitations/implications:The main limitation of this review is no empirical evidence provided by the authors to support the literature of the article. All the provided literature is written based on the findings gained from the previous studies. Practical implications:Line managers' involvement in HR Initiatives can increase the competency diversity among line manager. This in turn can help the organization to operate at high efficiency.-1-Intangible Capital -http://dx.doi.org/10.3926/ic.483 Originality/value: There is a notable lack of research conducted to identify line managers' involvement in HR. Therefore, this article contributes to the literature on the relationship between line managers and HR roles.

show abstract

Line managers’ views on adopting human resource roles: the case of Hilton (UK) hotels

Cited by 68 publications

References 31 publications

Enacting the HRM Role: What Matters to Line Managers?

Enacting the HRM Role: What Matters to Line Managers?

Line Managers’ Devolution in Achieving Employee Engagement: Cracking the Code for Organizational Performance

Do line managers’ have ‘linking pin’ in HR roles?

Contact Info

Product

Resources

About