Of all of the administrative functions that exist in modern organizations, the Human Resources function is alone in its opportunity to interact with and have impact upon, virtually all operational staff and program areas within the organization.
Human Resources in the 21st century has been tasked with an amalgam of functions and activities to support organizational success through its ongoing interface with line managers to assist in making organizations more efficient and effective.
Why do we believe that the partnering of line managers with HR is so valuable and essential?
Today’s HR professionals deal with many issues, but probably the biggest challenges facing HR Departments today are recruitment, retention & motivation, leadership development, and organizational culture. Meeting these challenges requires a synergy that transcends the traditional approach where HR is expected to fix the problem all by itself. All of these functions require line management support if organizations are to grow and accomplish their important work in a cost effective manner.
The HR Foundations: Understanding the Elements of Human Resource Management course was designed by IPMA-HR to illustrate the need and importance of managerial partnering with the HR staff in overseeing and managing the organizations most precious resource – its employees. This course, designed specifically for line managers, explains and delineates the responsibilities and interrelationships for both line managers and HR staff in achieving organizational success.
Those managers partnering with the HR staff in overseeing and managing the organizations most precious-resource-its employees. This course is designed for line managers and explains and delineates the responsibilities and interrelationships for both line managers and HR Staff in achieving organizational success.
- Module One, Introduction: Outlines the unique nature of the public sector environment;
- Module Two, Hiring and Selecting: Covers the “Who”, “What”, and “Why” of public sector selection policies and procedures, which includes an overview of the Federal laws and regulations that govern selection and mandates certain requirements;
- Module Three, Assigning Work/Job Descriptions: Explains the value and importance of properly assigning work, as well as maintaining current and accurate job descriptions;
- Module Four, Training and Coaching: Examines the techniques for effectively coaching employees and assisting in staff training activities;
- Module Five, Employee Engagement: Reviews the research on the employee engagement, and techniques to increase employees’ engagement;
- Module Six, Monitoring and Documenting: Discusses the importance training strategies, as well as the numerous techniques available to managers in building an effective work team;
- Module Seven, Providing Feedback: Provides guidance and advice on how to provide effective feedback to employees that will result in positive performance improvements;
- Module Eight, Conducting Performance Reviews: Reviews the major types of performance management systems, the most common rating errors, and techniques in preparing a meaningful performance evaluation;
- Module Nine, Managing Consequences: Explores the most common reasons that discipline is not used properly in organizations, the legal concepts of just cause and due process, and steps that will assure successful management of the progressive discipline process;
- Module Ten, Retention and Career Development: Discusses the positive role that managers can play in retaining employees with job skills that are critical for organizational success, along with the myths and realities of employee retention.
Each Module also contains the following tools to assist managers:
- A series of questions that managers can use in their discussions with the HR staff to focus their concerns and need for information, and to obtain guidance and advice that is critical to the successful performance of their managerial duties and responsibilities;
- An exercise that that allows managers to discuss how their interactions with the HR staff could assist them in performing their HR-related responsibilities more effectively, to enhance organizational success.
Richard Heil is the founder of The Curtis Group.
Heil served the state of Pennsylvania as the first director of personnel for the Department of Aging, director of employee relations and development, and director of personnel for the Pennsylvania Department of Public Welfare.
He has conducted the Developing Competencies for HR Success course on behalf of IPMA-HR for a number of international entities, including the Asian Development Bank and Iraqi Ministries of Interior and Defense, as well as the Peoples’ Republic of China and the government of Thailand.
He is also the co-writer and developer of IPMA-HR's Public Sector HR Essentials course.