The concept of HR management may seem simple but its realisation is not straightforward. There is a considerable debate about its role and who has prime functional responsibility. Some would argue that HR management should remain the domain of central professional people. Others would argue that HR management and HR management development is best vested in line management for it is they that have responsibility to utilise people to deliver the business targets.

How then does HR management of today differ with previous personnel practises?

The biggest difference is the shift in responsibilities with more and more line managers being given the HR management responsibility for taking care of their employees needs.

However not all line managers welcome responsibility for HR management . Some see HR management as unnecessary and time consuming and therefore should remain the responsibility of "personnel". In reality, the exact opposite must apply. Getting line managers to understand why HR management practices are important and how they can be used positively usually leads to a far more happier and productive workforce.

Unfortunately, many line managers are not properly trained in the area of HR management and HR management development. Add to this the modern problems of stress-related injury, other health & safety issues, performance management, and employment legislation and industrial relations requirements, and all of a sudden you have a lot for the line manager to take into consideration and manage. Re-assessing the role and responsibilities of the modern line manager and providing them with comprehensive HR management training is not just imperative but an invaluable investment.