1. Line Function: Although the Human Resource Department may delegate much of the implementation of Human Resource Managers it is still responsible for seeing that activities are implemented fairly and consistently First the Human Resource Manager Performs a line function by directing the activities of the people in his or her own department and in services areas In other words, He or she exerts line authority with in the personal department. Human Resource Managers are also likely to exert implied authority. This is so because line managers know that the Human Resource Managers often has access to top management in personnel areas such as testing and affirmative action. Expertise also needed for implementing many Human Resource activities such as distributing employee benefits. Since having personal expert is costly, or
ganisations hire as few as possible and centralise them. 2. A Coordinate Function: Human Resource Managers also function as coordinators of personnel activities, a duty often referred to as Functional control. Here the Human Resource Managers and Departments act as “right arm of the top executive to assure him that HR objectives, policies, and procedures. 3. The policy formulator function: one role the department can play is that of providing information for top management’s use. The specific types of information can include employee concerns, the external environment’s impact, and now Human Resource Management activities can be used to gain competitive advantage. The department staff can also advise in the process of policy formulation. The chief executive may still make policy statements, but these could be regard
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