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Why should line managers resist letting HRM members become a part of the "line team"? 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?

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 today’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 “line team”? 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?

Interested in a PLAGIARISM-FREE paper based on these particular instructions?...with 100% confidentiality?

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