Akademik Veri Yönetim Sistemi
9. International Social Sciences and Innovation Congress, Şanlıurfa, Türkiye, 17 - 18 Mart 2024, ss.37-38, (Özet Bildiri)
Human Resource Management (HRM) practices are critical tools to enhance employee performance, increase motivation and engagement, and ultimately improve firm performance. Effective workforce planning, selection and placement, training and development, performance management, compensation and benefits, diversity management, career planning, succession planning, intergenerational management strategies, leadership development programs, digital transformation of the workforce, promotion decisions, and strategies to increase employee engagement are common HRM practices. In today’s dynamic business environment, the demand for flexibility in managing employees, the trend towards personalization in employment relations, the adoption of agile methodologies in management and HRM, along with the rising significance of digitalization, artificial intelligence, machine learning, and automation heralded by Industry 4.0, have positioned line managers at the forefront of HRM responsibilities and practices. This shift has expanded line managers’ responsibilities and enhanced their authority and efficacy in HRM practices. Such developments have transitioned HRM from a specialty-centric structure to a shared responsibility paradigm. The proximity of line managers to employees and the strong relationships they forge position them as pivotal in achieving HRM objectives through their influence on conflict resolution, employee commitment, dedication, and performance. With their intimate knowledge of their subordinates, line managers have grown more influential and effective by sharing HRM responsibilities. This shift has propelled line managers, who play a significant role in attaining organizational goals, into a more active stance in addressing employee-related issues and day-to-day challenges. Thus, the delegation of HRM responsibilities to line managers emerges as a critical consideration, given its positive impact on employee performance and, by extension, firm success. Key words: HRM, Line Managers, Delegation of Authority. Key words: HRM, Line Managers, Delegation of Authority