Calling Line Managers in Human Resource Business Partnership Nur Naha Abu Mansor (PhD in HR and IS)Fellow ITOL /CIPD, Head of Masters Programme in HRDDepartment of HRD, Faculty of Management and HRD, UNIVERSITI TEKNOLOGI MALAYSIA

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LM IS SEEN AS THE SOURCE OF PROFESSIONAL KNOWLEDGE FOR DEVELOPMENTAL PURPOSES

MOST OF THE DISCUSSION REGARDING CONTINUOUS PROFESSIONAL DEVELOPMENT (CPD) HAS INCLINED TO FOCUS ON EITHER THE NEEDS OF THE INDIVIDUAL PROFESSIONAL OR THE INTERESTS OF THE PROFESSIONAL BODIES

THE LMS, WHO HAVE IN-DEPTH KNOWLEDGE ABOUT THE LEARNER AS WELL AS THE ORGANIZATION, WOULD BE THE BEST PERSON TO SEEK REFERENCE

Line Managers*

Continued.Line Managers *3. Developer: Championing2. Life long learning environment1. CPD ActivitiesCulture developmentCoaching and mentoring Management developmentTalent development

Leaders

Changing Role of HRHR ROLE/CONTRIBUTIONLOW VALUEHIGH VALUETRANSACTIONALCONSULTANTBUSINESS PARTNER*

Changing Role of HRTRANSACTIONAL

Inform PoliceControl ReactiveCONSULTANT

Advise SolutionsInwardReactive BUSINESS PARTNER

Integrate StrategyOutwardProactive*Recruit an EngineerInvestigate a discipline CaseBook Training for the participantsProvide ConsultingRecord keeping Functionssolve a specific problem.define competence requirementsGiving advice in dealing with specific issuesParticipating in defining business strategy.Actively live up to vision and mission statement.

HR Community A series of partnership *(Ulrich, 1997, Brockbank, 2007)leveraging HR practices to devise and integrate organizational capabilities that create value and deliver results.bring technical expertise respective to their functional areas.authority, power and sponsorship. overall responsibility for the HR community. bring HR or subject-matter expertise, organization wideoffer advice or perform routine standardized work.

LMs HR Roles*(Ulrich, 1997, Brocbank , 2003)Aligning HR strategies and practiceswith business strategiesHR roles are performedeffectively &efficientlyDeliverance of orgtransformation &changeConcerns of employee needs-day to day operations

Conclusion*LM is seen as the source of professional knowledge for developmental purposes

The LMs, who have in-depth knowledge about the learner as well as the organization, would be the best person to seek reference

Line Managers Role in Employee Continuous Professional DevelopmentANUBAMA A/P RAMACHANDRADR. NUR NAHA ABU MANSOR

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Problem Statement*LM is seen as the source of professional knowledge for developmental purposesMost of the discussion regarding Continuous Professional Development (CPD) has inclined to focus on either the needs of the individual professional or the interests of the professional bodiesThe LMs, who have in-depth knowledge about the learner as well as the organization, would be the best person to seek reference

Research Questionsa) Which HR roles are LMs involved in?b) Does a relationship exist between HR roles and employees CPD?

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Concept of CPD*CPD is an initiative to update professional knowledge throughout employment(Bowell, 2000) CPD is related to business-driven objectives(Jones and Fear, 1994)

L Ms HR Roles*(Ulrich, 1997)

Research Instrument Part 1: Demographic CharacteristicsPart 2: Line Managers HR rolesAdapted mainly from Ulrich (1997) and Brockbank and Ulrichs (2003)Part 3: Employee Continuous Professional Development (CPD)Modified from CISI CPD tracker survey: Trends in CPD, by Chartered Institute for Security and Investment (2010)

5 likert scale questionnaireUnit of Analysis - Line Managers*

Data Analysis*

Research ObjectiveStatistic Analysis ToolTo identify the roles of LM in the HRinitiatives.Descriptive StatisticsTo identify if there is a relationship betweenthese roles and employees CPD.Pearson Correlation Co-efficient

RQ 1: Which HR roles are LMs involved in?Descriptive Statistics

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RQ 1: DiscussionStrategic Partner (3.30)Administrative Expert (3.46)Employee Champion (3.71)Change Agent (3.80)

Employee Champion and Change Agent both have significantly higher mean, due to the people-oriented nature of LMs.*

RQ 2: Does a relationship exist between HR roles and employees CPD?Correlation Co-efficient

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r-valueSigStrategic Partner0.3720.000**Administrative Expert0.1310.113Employee Champion 0.3110.002**Change Agent0.1910.038*

RQ 2: DiscussionAdministrative Expert is more task and process oriented.

Therefore, this role, as supported by previous literature do not have much importance to employees CPD.

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Thank you for your attention*

Thank you for your attention*