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    Effective Human Resource Management Methodology

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    The role of HRM has been rapidly evolving over the last decade from a bureaucratic enforcer of policies to that of a strategic business partner with line managers. Accordingly, to be successful in todayâ??s organizations, HRM must forge relationships with line managers and win their support. Why should line managers resist letting HRM members become a part of the â??line teamâ?? How would you organize the company and HRM function to ensure a maximum relationship? For example, would you decentralize HRM and have HRM managers reporting to line managers with a dotted line to the VP, HRM or centralize HRM as a staff function reporting to the VP, HRM with assigned responsibilities to the line manager? What are the pros and cons of each type of organizational structure?

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    I do not believe that line managers should resist letting HRM members become a part of the line team, due to the fact that inclusion of HMR members to the line management team would be beneficial to the line managers. HRM personnel could help line managers to strategically manage their employees in a manner that will increase the efficiency, effectiveness, and proficiency, of employees in completing their assigned tasks. In ...

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