GOOD LINE MANAGERS DO NOT NEED HR MANAGERS?

ARGUMENTS IN SUPPORT

According to the CIPD (2010) line managers are often involved & contributing in positive ways to training, coaching, performance management, employee engagement & involvement, work life balance and performance appraisal

In research done by Purcell et al (2003) Line managers were found to be a vital ingredient in making an effective organisation and needed to see why the HR policies and procedures of the organisation are relevant and how they could use them to contribute to an effective organisation

It has been shown that the goal of mutual understanding between HR strategists and line managers has been identified as problematic (Smethurst, 2005)

GOOD LINE MANAGERS DO NOT NEED HR MANAGERS?

ARGUMENTS IN SUPPORT

We found the arguments in support to be weak as although it has been shown good

line managers are vital for implementing the HR strategy of an organisation there is no

real evidence HR managers are not required and in fact we found a strong evidence to the

contrary