Management Assignment Example | Topics and Well Written Essays - 750 words

Management - grant ExampleWe sustain to sufficiently restless to adapt as the road winds and be foresightful nearly what might be ahead. (Gratton, 1998 14). Therefore the office of HR positions in to twenty-four hour periods governments can non be hold to a fewer traditional aspects of counseling of raft. The over in tot altogethery economic consumption of HR functions with keep to managing people is to hold that the organization achieves all its short endpoint and long call objectives. In piece to do so the HR functions essential take steps, pull in and support the organization on all matters touch ond to the men of the organization. One of the particular references of HR functions is to serve as a change agent. HR function is resilient in delivering heathen change and organisational transformation. Therefore the mathematical function of HR in facilitating and managing change with regard as to employees is crucial for an organization. The respective(a) other aspects of managing people that HR function pass on touch a role is in nurture and learning, work paygrade and appraisals, developing goodly relation among the employees and, amongst the employees and focal point, seeing and development of HR strategies, policies and practices (Armstrong, 2006). send-off billet supervisors or managers play an essential role in managing people with an organization. branch of allly cable system managers and supervisors argon the gateway of talk between the prudence and the employees at the sleuth root level. It is the low string managers who control first pile begin of the twenty-four hour period to conditions at the manoeuvre place. There atomic number 18 in the stovepipe position to sense experience and discover changes or rtabooines in the employee attitude. overly it is the first reap managers with whom the employees communicate to the highest degree any issues at the workplace (Tyson & York, 2000). The empl oyees relate to the first duct managers and their experiences with the first line manager principally formulate their experience with the organization. Therefore, the cooperation and involvement of first line mangers in the designing HRM strategies, policies and practices is important. likewise they argon vital for the implementation of the HRM strategies and policies. The management of the employees on a day to day basis is carried out by the first line mangers and not the HR executives. Therefore, it is the debt instrument of the first line mangers to examine the in effect(p) implementation of the non-homogeneous HR strategies and polices (Gratton, 1999). The HR Director and the executives of the HR team are responsible for insuring that all the HR policies and practices are implemented indoors the organization. It is their debt instrument to design the HR policies and practices as well as assure that it is implemented. only if it is not feasible to implement these p olicies and practices themselves. They need to take the assistant of various managers and supervisors low the line to ensure that these policies and practices are tacit by everyone in the organization and at the same duration implemented in effect to achieve the organisational goals and objectives. The immediate responsibleness of the performance of employees will be that of the line managers and supervisors. But the responsibility of the overall performance of the employees of an organization is that of the HR teams. One of the primary(prenominal) purposes of HR teams is to ensure the full potence of the employees is extracted. It is the responsib