Journal of Engineering and Applied Sciences
ISSN: Online 1818-7803ISSN: Print 1816-949x
Abstract
People management has long been part of the line manager’s role but it has now become a crucial component. The prominent role of line managers in HRM is evident as they are increasingly responsible for many HRM activities. For line managers to deliver their HRM role effectively, it must be clearly defined so they can enact the role according to the expectations of their role evaluators. This study presents the preliminary findings of a study on the devolution of HRM to line managers in a Malaysian setting. Drawing on role theory concepts, role expectations and role taking are considered in this study to investigate the understanding of the line managers HRM role between role evaluators and role holders. Data about role expectation is gathered from the key members of the organization as a role evaluator. Line manager’s experience in undertaking the line manager’s HRM role is obtained to reflect their understanding as a role holder. Results of this study showed inconsistencies between role expectations and role taking. This has important implications for developing the line manager’s HRM role as to maximise their contribution to organisational outcomes.
How to cite this article:
Nik Hazimah Nik Mat and Zaharul Nizal Zabidi. The Devolution of HRM to Line Managers in Malaysia:
Role Expectations vs. Role Taking.
DOI: https://doi.org/10.36478/jeasci.2017.1419.1426
URL: https://www.makhillpublications.co/view-article/1816-949x/jeasci.2017.1419.1426