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 CIPD PRESS RELEASES 29 November 2007
CIPD research shows that line managers need to be
recognised as strategic partners of HR
The role of line managers is becoming increasingly
important in influencing employee engagement in
the workplace. This may not be surprising given
that line managers play a crucial part in the
delivery of effective people management, but what
is now becoming clearer is the broadening and
deepening of their involvement. New research
commissioned by the Chartered Institute and
Personnel Development (CIPD) shows that there
is confusion as to the role of line managers
and focuses on how learning and development
specialists and reward professionals can provide
them with the support to develop the skills
necessary to carry out their roles.
The report, Line Managers in Reward, Learning and
Development, written by Sue Hutchinson, Bristol
Business School and John Purcell, ACAS and Warwick
University, builds on previous research from the
CIPD and explores issues surrounding the role of
line managers in two critical areas of people
management: reward and learning and development
and the relationship between HR and the line.
Research was undertaken in six large public and
private sector organisations (Halcrow, John Lewis
Partnership, McGraw-Hill, Ministry of Defence,
Wiltshire County Council and Wincanton) and
included the use of focus groups and interviews
with line managers and senior HR professionals.
Victoria Winkler, CIPD Learning Training and
Development Adviser, comments: "One major obstacle
preventing progress in creating sustainable high
performing organisations rests with the balance
between what are and should be HR and line manager
responsibilities for people management and development.
Increasing line manager involvement in learning
and development is one important part of the broader
changing relations between line managers and human
resources management. "
The report also highlights concerns about the
effectiveness of line managers. Common issues
raised amongst the organisations interviewed was
the lack of training for line managers, competing
business pressures and a need to align learning,
development and reward objectives with the wider
organisational strategy.
Winkler continues: "As the UK's economy becomes
increasingly service-led, organisations cannot
afford to be complacent about addressing their
employees' needs. It is disappointing to see that
only a small number of organisations saw the
importance of front-line managers in translating
people management and development policies into
practice.
"If an employee feels supported by their line
manager, they will feel engaged with and committed
to their organisation. This will in turn improve
attendance, reduce staff turnover and ensure that
employees are willing to 'go that extra mile'.
"Until line managers are recognised as the
strategic partners of HR and given the recognition
for their responsibilities, a lack of accountability
to people management will continue. Our research
will help those in the professional and development
arena best equip line managers with the right skills,
knowledge and attitudes for rewarding and recognising
the contribution of their employees and for
developing and raising their performance."
Charles Cotton, CIPD Employment Conditions Adviser,
adds: "Reward professionals expect, on the one hand,
line managers to make and communicate pay decisions,
yet on the other, rarely ask for their views when
creating reward systems. Reward professionals need
to build policies around the strengths of the
organisation, including line managers, and over
time, develop the capabilities of line managers so
that they are able to make better reward decisions.
Otherwise, money is simply being wasted."
Notes to Editors:
* For a press copy of Line Managers in Reward,
Learning and Development please contact Hannah
Smith on 020 8612 6406 or mailto:h.smith@cipd.co.uk
* Line Managers in Reward, Learning and Development
is priced at £49.99 for non members and £29.99
for CIPD members
* The report is available from the CIPD bookstore.
Log onto: http://www.cipd.co.uk/bookstore
* The Chartered Institute of Personnel and
Development (CIPD) has over 130,000 members
and is the leading professional institute for
those involved in the management and development
of people.
Press Enquiries:
Meera Vohora or Hannah Smith
Tel: 020 8612 6400
Email: mailto:press@cipd.co.uk
Website: http://www.cipd.co.uk/press
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