Line managers possess the power of directing and controlling their immediate subordinates while the staffs specialists are the individuals who are responsible to advice, counsel and recommend specialists staff or area expertise individuals and their duties are less as compared to line managers. The first most important area of line manager is to deliver their work on time with complete responsibilities and complete targets. Moreover they are also required to properly manage the involvement of staff in different areas of work and provide them personal development for conducting better performance appraisals. The staffs specialists on the other hand are departmental heads, whose duties are to supervise, control and teach their staff toward work (Mayhew, 2015).
The first most important point to consider here is that improving the workplace mental health in considered significant and for the interest of both employees and the managers. Hence both of these positions have formal rights of protection against discrimination, work health safety and privacy. It is the duty of managers to be responsive towards their employee needs and provide them with the opportunities in which they can grow. Similarly it is the right of the employee to inform immediate manager regarding any concern and let them knows the areas in which he/she feels strong. It must be assured that the employee possesses the ability and the right skill set for accomplishing a particular task. Hence it is the responsibility of the manager to determine the appropriate staff requirements and manage the work schedules properly(headsup.org, 2015).
Business starts with human resource planning which has a strong impact on workforce and once they are on board the management has to introduce human resource professionals for creating proactive plans for addressing the workforce requirements, managing organizational structure, budgeting and retention. Hence the best part of HRM planning is that it caters the workforce issues in advance as opposed to HRM which deals with employees issues once they are on board and working for the company. In short it can be ascertained that HRM planning is a complete process which plans future business, define workforce requirements, demand forecasting and consequently supply forecasting and eventually handles the environmental forces and their impacts on the organization (Accountlearning, 2015).