本文是英国HR论文代写范文:人力资源和直线经理HR and Line Managers，主要内容是分别讲述人力资源经理和直线经理的基本定义，已经相互间的差别对比。
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通过定义和组织中的人力资源管理人员和管理人员的关联作用开始本文相关。人力资源管理是一种管理功能，使管理人员培训、招聘、选拔和培养一个组织的成员。
人力资源经理，经理负责人力资源管理的基本服务如招聘、培训、组织发展提供招聘、培训、员工关系，沟通，领导，建议，薪酬和福利，在一个组织内的管理层和员工之间的关系，人和幸福的员工团队建设，另一方面，直线经理的管理者，负责人的行政管理，直接管理人员在组织中的监督和纪律的员工，绩效考核。还必须指出，直线经理有权对员工行为的影响。
显然，人力资源经理和一线经理的职责是有区别的。前者用来从事劳动，后者用于劳动。然而，有HR经理和直线经理之间的相互作用的迫切需要。
It is pertinent to start this essay by attempting to define the role and relevance of HR Managers and line managers in an organization.human resource management is a management function that enables managers to train,recruit select and develop the members of an organization(Aswathappa,k,2007).
HR managers are managers responsible for delivery of basic HRM services such as recruiting,hiring,training,organizational development,coaching,employee relation,communication,leadership,advice,salary and benefits,team building of staffs within an organization including the well-being of people and relationship between management and employees(Susan,H,2012).On the other hand,line managers are managers that are responsible for the administrative management of individuals,direct management of staffs within an organization and the supervision and discipline of their employees and performance appraisal(John,F,2012).It must also be noted that line managers have the power to influence the employees behavior(cascio,2008;cited in faisal et al,2011).
Apparently,there is a distinction between the responsibilities of a HR manager and that of a Line manager.While the former serves to engage labour,the latter deals with labour.However,there is a compelling need for Interaction between the HR mangers and line managers.
Interaction between the HR mangers and line managers
The need for interaction between the HR manager and the line manager cannot be overemphasized.It is very essential within an organization and a research carried out by Stockton Borough Council(2011)showed that there is an existing culture of both managers working together to address people management responsibilities.The research also showed that line managers were ready to take up more responsibities to deal with poor staff performance without direct access to HR support and going through the required training on the task like conflict management.For an organization to be fit for current and future challenges,Line managers have to be involved in the development and review of HR policies(Liz,F.2012).
Furthermore,mark et al(2012)pointed out that the establishment of corporate agility and its basic cultural responsibilities require a close and adequate interaction between the HR manager and line manager.HR sets up new policies and systems but the line manager is responsible for the application of these practices and policies.Technically,the HRM proposes while the line manager disposes(Armstrong,M,2012)
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