Line managers role in continuous professional development and human resources
This paper contributes to the existing knowledge by relating LM’s roles in HR roles and employee’s CPD. The study also aims to identify factors that promote LMs’ involvement in the HR roles. Based on literature, three significant factors are found to promote LMs’ involvement in HR initiatives, which...
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| Main Authors: | , , |
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| Format: | Article |
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The Social Sciences Research Society
2011
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| Subjects: | |
| Online Access: | http://eprints.utm.my/id/eprint/39903/ http://www.sobiad.org/ejournals/journal_ijss/2011.htm |
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| Summary: | This paper contributes to the existing knowledge by relating LM’s roles in HR roles and employee’s CPD. The study also aims to identify factors that promote LMs’ involvement in the HR roles. Based on literature, three significant factors are found to promote LMs’ involvement in HR initiatives, which are ‘desire’, ‘self-efficacy’ and ‘support’. Four key HR roles are relevant, which are; Strategic Partner, Administrative Expert, Employee Champion and Change Agent. Quantitative approach, using questionnaire is adapted to identify factors that promotes LM’s role in HR initiatives, LM’s HR roles, and its relationship, as well as its relationship with employee’s CPD. The research methodology that would be used to study the relationship between the factors and LMs’ HR role, as well as LMs’ HR role with employee CPD is Pearson Moment’s Correlation Coefficient. Therefore, the outcome of this research is the LM’s participation in HR role is higher when the promoting factors are higher, and the more the LMs participated in HR roles, the more they participated in employees’ CPD. |
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