Comments are closed. Previous Article Next Article Line managers provide the crucial link between HR and delivering businessperformance. This was the key message from the People Mean Business seminar, based on thelatest CIPD research on the link between people management and businessperformance at the Royal United Hospital in Bath and Nationwide BuildingSociety. John Purcell, professor of human resource management at the University ofBath, said it is impossible for progressive HR policies to have an impactunless line managers and team leaders actually apply them in practice. “The degree to which line managers engage their staff and degree towhich they are trusted by their staff is crucial,” he said. Angela Hayday, formerly the associate director of leadership development atthe RUH, said the hospital’s cardiology department has managed to improve allaspects of staff satisfaction despite the poor publicity the hospital attractedafter receiving a zero star rating from the NHS. She believes most of the improvement is the result of better line managementputting HR polices, such as flexible working, into practice. The hospital has extended its leadership programme to all members of staffto develop people management skills after a pilot scheme among ward sistersproved effective. Staff appraisals have also been adapted to include 360-degreefeedback. The staff survey shows that following the moves its employees believe theyhave a better balance between work and home, are more motivated and have ahigher opinion of managers. Julia Wallace, nurse manager at RUH, told delegates it was vital that staffwith line management responsibilities are given the skills to help themmotivate and manage their staff effectively. By Ben Willmottwww.cipd.co.uk Line managers buy-in is crucial to HR’s deliveryOn 29 Oct 2002 in Personnel Today Related posts:No related photos.