Relationship between the HR system and the production team leaders is vital.

Relationship is that of partnership, mutual respect, trust and honesty.

HR had “Can we help there” for the production leads

HR i di d kl b i ith th P d ti l d i th “HRHR issues are discussed on a weekly basis with the Production leads in the “HR forum”

Problems could be brought to the HR through informal mediums also

Training and development opportunities were provided proactively by the HR to foster competence

Leadership programs for career path for team leaders

“Production Team Leader Manual” in place with initial level of guidance on all aspects of line manager’s HR tasks

Great pressure on the line managers due to the responsibility of their team and the same time being accountable for production metrics.

At time, some team leads had to sacrifice the HR responsibilities for short term production needs.

Many line managers exercise considerable discretion on the amount of practiceMany line managers exercise considerable discretion on the amount of practice enacted when implementing the HR practices.

Percentage of employees who that the HR initially intends to cover by different HR system is higher than the percentage of employees towards whom line managers actually enact the HR systemactually enact the HR system

Production metrics could suffer

There is remarkable differences between the teams, which depends on the attitudeThere is remarkable differences between the teams, which depends on the attitude as well as the attitude as well as the experience of the respective team lead, therefore, implementation may not be as initially designed to be.

Attitude of HR and the different Line managers towards each other Relationship between the two considered to be of partnership, mutual respect, trust and honesty

Production team leaders appreciate the support by HRM

Fulfillment of trainings and development needs of the production employees by HRM is highly appreciated by Line managers

HR’s advice on vital people issues are appreciated by Line managers

Some line managers also consider HR to be controlling(Bill)Some line managers also consider HR to be controlling(Bill)

Few Line managers(like Paul) also believe that HR does not pitch in unless the issues are brought to them

Advantages

Cooperation between the HR and the Line Management help in effective people management

Leads to job satisfaction for the employee

Win-Win outcome for employees, and the organization

Downsides

◦ Few Line managers are not in line with the HR priorities and vice versa, there may be lack of focus

◦ Priorities of Line managers and HR are different, so alignment to similar goal is a challenge

◦ Mutual goals between the HR and the line manager may hence often not be fulfilled