Introduction
Managers are those who are the person that taking responsibility to manage, control, and administrating the operation of the organization. In more detail, managers could divide into few types such as line managers and staff managers. Compared to staff managers, Line managers could also know as direct managers that manage and making decisions in the department. Due to the line manager has a big influence on making decisions, usually, the position of line manager will be handle by the expert. However, a direct manager focuses on achieving organizational targets but is possible to forget the human resources management.
经理是负责管理、控制和管理组织运作的人。更详细地说，经理可以分为几种类型，例如直线经理和员工经理。与员工经理相比，直线经理也可以称为直接经理，在部门中进行管理和决策。由于直线经理对决策的影响很大，通常直线经理的职位将由专家来处理。然而，直接经理专注于实现组织目标，却可能忘记人力资源管理。
Line managers are needed to possess basic, latest, and modern human resources management tools and methods. Considering, Line managers are responsible to build and manage employees to achieve a business goal, help employees to plan their careers. This was able to enhance employees’ sense of belonging, team cohesion in the company. In the workplace, the line manager is in charge of recruiting suitable talent, training, monitoring the employee's work progress based on their personality, skills, and so on. Moreover, the Line manager should evaluate and ensure the employee performance, contribution in terms of using analysis or key performance indicators. This can helpline managers to assure the effective and efficient usage of human resources management in the right places. To do this, line managers would need to provide a certain level of authorization to their employees to facilitate more accurate assessment results and display of talent to show the true value of employees to the company.
需要直线经理拥有基本的、最新的和现代的人力资源管理工具和方法。考虑到，直线经理负责建立和管理员工以实现业务目标，帮助员工规划职业生涯。这能够增强员工在公司的归属感和团队凝聚力。在工作场所，直线经理负责根据员工的个性、技能等招聘合适的人才、培训、监控员工的工作进度等。此外，直线经理应在使用分析或关键绩效指标方面评估和确保员工的绩效、贡献。这可以帮助热线经理确保在正确的地方有效和高效地使用人力资源管理。为此，直线经理需要为其员工提供一定程度的授权，以促进更准确的评估结果和人才展示，从而向公司展示员工的真正价值。
In another perspective too, Line managers are also playing the role of contact, two-way communication, and information transfer between management level and staff level. For example, face-to-face conversations and meetings. Even more, human is not robotic which have their own emotions and thinking. Line managers are also used to understand and recognize employee feelings and thinking to the work as well to manage their emotions and satisfaction as well. At the right time, line managers also need to comfort and encourage the employee with some word or benefit and let employees understand the remuneration and assessment approach to help employees work on the right path and increase their motivation. In an easy term, line managers are having the power on giving suggestions to the human resources department about employee training, recruiting, managing, and evaluation. This is because line managers is having a deeper understanding of those true career and employment needs more than the human resources department.
从另一个角度来看，直线经理也扮演着管理层和员工之间的联系、双向沟通和信息传递的角色。例如，面对面的谈话和会议。更重要的是，人类不是机器人，有自己的情感和思维。直线经理还习惯于了解和识别员工对工作的感受和思考，以及管理他们的情绪和满意度。在适当的时候，直线经理还需要用一些话语或福利来安慰和鼓励员工，让员工了解薪酬和考核方式，帮助员工走上正确的道路，增加他们的积极性。简单来说，直线经理有权就员工培训、招聘、管理和评估向人力资源部门提出建议。这是因为直线经理比人力资源部门更深入地了解那些真正的职业和就业需求。
Conclusion
In conclusion, Line managers are not only working on achieving the organization's mission and target but it was also needed to use all feasible factors to enable the department to achieve sustainable development on the basis of accomplishing the organization's goal.
Explain five (5) reasons why Cindy Fratelli is unprepared to play an IHR role?
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