Devolution of HR Responsibilities to Line Managers - Keys to Successful Implementation within the IPA

Devolvement is important for the development of strategic human resource management(HRM); in general terms it has been identified by many authors (such as Beer et a1 and Schuler) as one of two key elements, along with integration of HRM into the corporate framework, for developing strategic HRM within business circles. Since Albert Reynolds as then Taoiseach began the Strategic Management Initiative (SMI) in 1994 a strategic approach to HRM has also been high on the public service agenda. A major part of the move towards strategic HRM in the public sector is the devolution of some day-to-day HR activities to Line Managers, ideally in conjunction with the roll out of PMDS. Although reform of HRM has been progressing at a slower pace than some of the proposed reforms under the initiative visible reform has taken place. As the Institute of Public Administration (PA) sees its role as a standard setter and training organisation within the public service arena it is vital that it attempts to take a leading role in all aspects of the modernisation agenda. This leading role has been taken on with great success in most areas of SMI and Delivering Better Government (DBG), however, it would be fair to say that one area in which the IPA has been slow to change is the modernisation of its HRM activities and especially devolving certain aspects of the HRM function to line managers/supervisors