UNIT: MANAGING PEOPLE, INFORMATION AND KNOWLEDGE.

Unit: Managing People, Information and Knowledge.

Unit: Managing People, Information and Knowledge.

Introduction

Each and every organisation has a lot of challenges on its way to success and vision. It streams to reach desired position fully focused on the results and solutions, to be internally and externally perceived as innovative, dynamic and competitive regardless of dynamic and complex surroundings, to build strong and transparent relationships with customers. The fact is that the only constant is change and there are major challenges for an organisation to continuously find solutions and keys for business success. Competitive advantage in the marketplace can be achieved with unique services, products or internal processes and mainly they can be achieved through the most valuable resource i.e. human resources.

Application of principles, methodologies, and tools for people management in daily business is the successful strategic guideline, and it is certainly an efficient response of business organisations on today's trends and turbulent environment. Many companies and organisations from different regions and industries have recognised the advantages of performing and conducting business activities through the efficient management of people, and have become aware of their benefits, and their success can thank to this approach. Today we meet up with challenges in almost all branches in daily operations, such as the construction industry, telecommunications, financial sector, manufacturing, most services such as IT, marketing, public relations, tourism, organisation of events, etc. Human resource managers carry the major role in the management of people and represent the main responsible factor of the organisation's success.

However, in this paper, we have to identify the importance of line managers in the people management and organisation's success. Mainly, we have to differentiate between the roles and responsibilities of both, the HR manager and the line manager. We have to argue that good human resource management is the responsibility of line manager and not the HR manager.Description and Analysis

HR managers are seen as a barrier to Line managers also as a "policy-manual-thumping" department of police. On the other hand, HR managers may see line managers as "walking lawsuits" because they are lack in knowledge of employment laws and training. HR managers have to spend their time with the line managers in getting knowledge of the business and goals that are achieved. Line managers must be trained by HR managers in employee relations and legal issues. There seems to have been some positive meeting of the minds of line managers and human resources managers since work becomes more complex and employment laws more strict. The HR managers are also working toward better relationships with the line managers by increasing their knowledge of the business (Benschop 2001, 1166).Role of a Human Resource Manager

At the time of empowerment, where organisations encourage participation of all its people, even the lowest levels within the structure, the role of HR manager turned around 360 degrees. Some authors argue that the role of HR manager defines the type of business, in fact, if their main function is to eliminate salaries and manage bundles (high absences, licenses, ...