Mgt501 - Human Resource Management Lesson 10

Line authority refers to the right and power of a manager or supervisor to make decisions and give orders to subordinates within their department or area of responsibility. This authority allows them to direct and control the activities of their subordinates, ensuring that tasks are completed and organizational goals are achieved. Line authority is essential for effective decision-making and maintaining a clear chain of command within an organization. It enables managers to exercise control, delegate tasks, and ensure that work is carried out efficiently and effectively.

The statement is true because the term "line" is often used to distinguish line managers from staff managers. Line managers are directly responsible for the production or delivery of goods or services, while staff managers support and advise the line managers. This differentiation helps to clarify the roles and responsibilities of different managers within an organization.

The responsibility of the HR department is to assist the organization, its managers, and its employees. This includes various tasks such as recruitment, training and development, performance management, employee relations, and ensuring compliance with labor laws and regulations. HR plays a crucial role in supporting the overall functioning and success of the organization by providing guidance and support to both the management and employees. Therefore, the statement is true.

Staff authority refers to the authority given to staff members to advise and assist those who have line authority. Line authority is the authority to make decisions and give orders to subordinates. Therefore, staff authority is the right to provide guidance and support to those who have the power to make decisions and give orders. This statement is true as staff authority is indeed the right to advise and help those who possess line authority.

HR managers are generally staff managers because their primary role is to manage and support the employees within an organization. They are responsible for tasks such as recruiting, hiring, training, and ensuring compliance with employment laws. HR managers also handle employee relations, performance evaluations, and often act as a liaison between employees and management. Their focus is on the overall well-being and development of the staff, making them staff managers in the organizational hierarchy.

Line authority refers to the right of a manager or supervisor to make decisions and give orders to subordinates within their department or area of responsibility. This authority is derived from the formal hierarchical structure of an organization, where managers have the power to direct and control the activities of their subordinates. Line authority is typically associated with positions such as department heads or team leaders who have direct control over the employees under their supervision. This type of authority ensures clear lines of communication and accountability within the organization.

Authority is the right to make decisions, to direct the work of others, and to give orders.

a. HR Executives
Executives are top-level managers, who report directly to the corporation’s chief executive officer or the
head of a major division.

Specialist may be a human resource executive, manager, or non-manager who typically is concerned with
only one of the functional areas of human resource management.

Generalists are people who perform tasks in a wide variety of human resource-related areas. The generalist
is involved in several, or all, of the human resource management functions

Authority is related to one's position and ignores personal characteristics.

Functional authority is the right of giving orders within a segment of the management system where the right is normally non-existent. This means that individuals with functional authority have the power to direct and make decisions within a specific area of expertise or function, even if they do not have direct line authority over those they are giving orders to. Functional authority allows for specialization and expertise to be utilized within an organization, ensuring that decisions and orders are made by those with the necessary knowledge and skills in a particular area.

III. Cooperative line and staff hr management:
In recruiting and hiring, it’s generally the line manager’s responsibility to specify the qualifications
employees need to fill specific positions. Then the HR staff takes over. They develop sources of qualified
applicants and conduct initial screening interviews.

An HR Specialist can be any of the options provided: HR Executive, HR manager, or HR Non-Manager. This implies that individuals working in any of these roles have the expertise and knowledge required to handle HR-related tasks and responsibilities. A Line manager, on the other hand, may not necessarily possess the specialized skills and knowledge needed for HR functions, so they may not be considered as an HR Specialist. Therefore, the correct answer is HR Executive, HR manager, and HR Non-Manager.