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.

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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?

To oversimplify, traditional HR required filling vacancies, maintaining personnel records, and managing employee benefit programs; but, the HR function has been evolving. Today, 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.

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Recruitment, retention and motivation may be the most challenging issue for HR staff. Human resource professionals anticipate that retaining the best employees will be the greatest HR challenge in the next decade.Organizations have to find new methods to attract and retain talent. The new generation of employees will be seeking jobs that provide a balance between employment and family, and the ability to make a difference within the organization.Job shaping may be needed, which requires close collaboration between HR staff and line managers.

In addition, employee retention has become tougher. Organizations need to offer more in terms of financial security because people increasingly look for jobs that reduce their financial risk in tough economic times. HR professionals, working with line managers, need to identify key employees from entry-level to upper-level management, and take appropriate steps to retain these individuals. Finding out why people are leaving and addressing these issues is a shared role between HR staff and line management.

In terms of leadership development, the workforce is aging quickly. HR professionals are scrambling to put formal succession plans in place and to increase emphasis on developing future leaders. Employees repeatedly cite poor leadership as a reason for leaving jobs. They also want a more active role in decision making within their jobs, which may necessitate broader job training.

Research has proven that culture influences organizational performance. HR professionals, along with line management, must play an active role in developing a positive organizational culture. The end result is that this symbiotic relationship will contribute substantially to overall organizational success.

Also, most organizations pay relatively little attention to culture despite its importance. Culture requires building a workplace where employees are motivated. Managers must inspire employees and coach them to become top performers. HR, in concert with line management, needs to determine what motivates their employees, and incorporate these ideas into employee compensation and rewards systems.

This course is intended to illustrate the need and importance of managerial partnering with the HR staff in overseeing and managing the organizations most precious resource – its employees. The course was designed by IPMA-HR specifically for line managers and explains and delineates the responsibilities and interrelationships for both line managers and HR staff in achieving organizational success.

Review the ten modules in this course.
  • 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.