Do line managers' have 'linking pin' in HR roles?
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 initiativ...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
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Omnia Science
2015
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| Subjects: | |
| Online Access: | http://eprints.utm.my/58326/1/NurNahaBintiMansor2015_DoLineManagersHaveLinkingPinInHRRoles.pdf |
| _version_ | 1796860486650691584 |
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| author | Hassan, Mohamed Ayyub Abu Mansor, Nur Naha Wan Abdul Rahman, Wan Mohd Zawawi Yus Kelana, Beni Widarman |
| author_facet | Hassan, Mohamed Ayyub Abu Mansor, Nur Naha Wan Abdul Rahman, Wan Mohd Zawawi Yus Kelana, Beni Widarman |
| author_sort | Hassan, Mohamed Ayyub |
| collection | ePrints |
| description | 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. 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. |
| first_indexed | 2024-03-05T19:42:05Z |
| format | Article |
| id | utm.eprints-58326 |
| institution | Universiti Teknologi Malaysia - ePrints |
| language | English |
| last_indexed | 2024-03-05T19:42:05Z |
| publishDate | 2015 |
| publisher | Omnia Science |
| record_format | dspace |
| spelling | utm.eprints-583262022-04-07T00:32:19Z http://eprints.utm.my/58326/ Do line managers' have 'linking pin' in HR roles? Hassan, Mohamed Ayyub Abu Mansor, Nur Naha Wan Abdul Rahman, Wan Mohd Zawawi Yus Kelana, Beni Widarman HD28 Management. Industrial Management 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. 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. Omnia Science 2015 Article PeerReviewed application/pdf en http://eprints.utm.my/58326/1/NurNahaBintiMansor2015_DoLineManagersHaveLinkingPinInHRRoles.pdf Hassan, Mohamed Ayyub and Abu Mansor, Nur Naha and Wan Abdul Rahman, Wan Mohd Zawawi and Yus Kelana, Beni Widarman (2015) Do line managers' have 'linking pin' in HR roles? Intangible Capital, 11 (1). pp. 1-12. ISSN 1697-9818 http://dx.doi.org/10.3926/ic.483 DOI:10.3926/ic.483 |
| spellingShingle | HD28 Management. Industrial Management Hassan, Mohamed Ayyub Abu Mansor, Nur Naha Wan Abdul Rahman, Wan Mohd Zawawi Yus Kelana, Beni Widarman Do line managers' have 'linking pin' in HR roles? |
| title | Do line managers' have 'linking pin' in HR roles? |
| title_full | Do line managers' have 'linking pin' in HR roles? |
| title_fullStr | Do line managers' have 'linking pin' in HR roles? |
| title_full_unstemmed | Do line managers' have 'linking pin' in HR roles? |
| title_short | Do line managers' have 'linking pin' in HR roles? |
| title_sort | do line managers have linking pin in hr roles |
| topic | HD28 Management. Industrial Management |
| url | http://eprints.utm.my/58326/1/NurNahaBintiMansor2015_DoLineManagersHaveLinkingPinInHRRoles.pdf |
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