1)

A. In the recruitment process for example, HR must inform the Line Managers about the
prevailing processes and the accompanying forms to be used in fulfilling their manpower
needs. In this procedure, the recruitment system will surely become smooth flowing and
fast moving. From the filling-in of the Personnel Requisition Form up to the Selection
Process, Line Managers and HR are often seen in the limelight. Hence, both parties are
involved in the most critical process of choosing the right candidate for the vacant
position.
B. Training and development is an HR function that prepares line managers for a number
of leadership tasks. One such task is conducting employee performance appraisals.
Human resources trainers develop learning objectives based on line managers
understanding of the organizations coaching philosophy.
C. HR serves as a resource to managers for compensation and classification issues by
communicating policies and practices for better understanding. HR will provide
information and advice on pay levels, policies and practices, and provide expert
guidance, perspective and support to managers. HR reviews all compensation decisions
to identify and address any significant variations in practices within and among
departments.
HRs role is to work with managers to help them make appropriate decisions. It is also
HRs responsibility to keep the Presidents staff aware of compensation practices across
the company.
Line Managers
Managers play a critical role in managing the compensation program by making pay
recommendations and communicating with staff. Managers are responsible and
accountable for establishing and maintaining equitable compensation practices within
their areas of responsibility. Additionally, managers may recommend hiring rates and pay
increases. Managers are expected to communicate pay increases, compensation
guidelines and processes, and honest and timely feedback to staff on compensation
issues.
Managers are responsible for working with their staff to keep job descriptions current.
Managers should also stay in communication with budget and business managers to
ensure that the financial resources are in place to support their compensation decisions.
D. Fair and the same approach must be applied by both HR and Line Managers when
doing the Performance Evaluation most especially in giving feedbacks to the employee
concerned. You can imagine the chaos it may produce if HR gives a different opinion
about the result of the Performance rating given by the superior or most especially the
Line Managers themselves.

E. Human resources simplifies employee relations in the workplace by working to ensure

certain workplace standards are met, and that employee concerns and requests are
addressed. A companys human resource department has numerous functions when it
comes to employee relations, from approving relocation requests to assisting an employee
in getting a raise. It is the line managers role is to ensure that the performance and
development procedures have been followed properly.
2) The primary reason human resources and line managers should work together is
because both parties have a vested interest in ensuring the company achieves success.
Through working together, line management becomes more proficient in tactical human
resources functions. This frees up time for human resources professionals to devote more
time to strategic HR management.