Exclusive: As HR moves towards strategic business development ,line managers ...
22.05.12
Between 2010 and 2011, agreement with the statement 'HR produces relevant and timely initiatives' increased a little (55% to 59%), but this year it decreased significantly, to 50%. And when asked if they 'strongly agreed' with the statement, less than a fifth (18%) answered in the affirmative.
Dilip Boury, researcher at Roffey Park Institute and author of the report, explains: "This is, of course, based on the perceptions of line managers. They believe where HR adds value is in the transactional - but this is not where HR departments achieve the best outcomes for the business. When HR directors become strategic, line managers will need the appropriate training to understand why and I don't think employers have been having these sorts of conversations with them. It is a change management issue."
David Pardey, head of research and policy at Institute of Leadership and Management (ILM), adds: "I wasn't surprised when I heard this finding - but then I asked myself, 'why am I not surprised?'. We have found a problem - 60% of line managers don't want to be managers. They struggle with people issues and, although it is central to their role, they find it the hardest.
Source: HRmagazine.co.uk