Line managers roles in continuous professional development (CPD) and human resourse (HR)

• Main Authors: Abu Mansor, Nur Naha, Ramachandra, Anubama, Idris, Norhalimah
• Format: Conference or Workshop Item
• Published: 2011
• Subjects: H Social Sciences (General)
• Online Access: http://eprints.utm.my/id/eprint/45987/; http://www.sobiad.org/CONFERENCES_held/ICBMEF/mainpage.html

This paper contributes to the existing knowledge by relating LM’s roles in HR roles and employee’s CPD. The study also aims to id entify factors that promote LMs’ involvement in the HR roles. Based on literatu re, three significant factors are found to promote LMs’ involvement in HR initiat ives, which are ‘desire’, ‘self-efficacy’ and ‘support’. Four key HR roles ar e relevant, which are; Strategic Partner, Administrative Expert, Employee Champion a nd Change Agent. Quantitative approach, using questionnaire is adapt ed 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 earson 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.