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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2011
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my.utm.399032018-11-30T06:43:47Z http://eprints.utm.my/id/eprint/39903/ Line managers role in continuous professional development and human resources Ramachandra, Anubama Abu Mansor, Nur Naha Idris, Norhalimah HD28 Management. Industrial Management 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. The Social Sciences Research Society 2011 Article PeerReviewed Ramachandra, Anubama and Abu Mansor, Nur Naha and Idris, Norhalimah (2011) Line managers role in continuous professional development and human resources. International Journal of Social Sciences and Humanity Studies, 3 (1). ISSN 1309-8063 http://www.sobiad.org/ejournals/journal_ijss/2011.htm |
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HD28 Management. Industrial Management Ramachandra, Anubama Abu Mansor, Nur Naha Idris, Norhalimah Line managers role in continuous professional development and human resources |
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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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Article |
author |
Ramachandra, Anubama Abu Mansor, Nur Naha Idris, Norhalimah |
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Ramachandra, Anubama Abu Mansor, Nur Naha Idris, Norhalimah |
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Ramachandra, Anubama |
title |
Line managers role in continuous professional development and human resources |
title_short |
Line managers role in continuous professional development and human resources |
title_full |
Line managers role in continuous professional development and human resources |
title_fullStr |
Line managers role in continuous professional development and human resources |
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Line managers role in continuous professional development and human resources |
title_sort |
line managers role in continuous professional development and human resources |
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The Social Sciences Research Society |
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2011 |
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http://eprints.utm.my/id/eprint/39903/ http://www.sobiad.org/ejournals/journal_ijss/2011.htm |
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