One of the most frequently questions asked is what role do Human Resources and Line Management play in the implementation of the CBM within a company. Most people think that this is a Human Resources project and therefore should be handled solely by the HR department. This is incorrect as all Managers and Line Managers have Human Resources functions as part of their roles and responsibilities. The Human Resources Department may control some functions (i.e. Remuneration, Recruitment and Selection, etc.), but certain functions are a shared responsibility between Human Resources and Line Management where other functions are the responsibility of Line Management. Therefore it is extremely important that both parties (Management, Line management and the Human Resources Department) will be involved in the process to implement the CBM. Management/Line Managements support commitment and participation is one of the success factors for implementation of the CBM. In fact they play a major role in compiling and updating the Job Profiles of their subordinates.
The following diagram illustrates the responsibility areas of both Human Resources and Line Management:
The following topic will have a closer look at the implementation of the methodology within a company. These are just guidelines and each company should find the best way to implement the CBM within the company.
The first thing to remember is that this is no easy tasks. It requires the involvement of Human Resources, Line Management and the employees reporting to Line Management. It is also a very time consuming process and be assured it cannot be done within a month or two (depending on the size of the company). Most of the time will be spend on compiling the Job Profiles. The good news is that once you started with the profiling, it will become easier as you go along. A lot of the information gained from one job can be used again in another job (this is seen when you start compiling capabilities and their definitions).
The following is some guidelines to keep in mind when planning the implementation of the CBM:
Communicate the intention of implementing the CBM as wide as possible to the lowest level of the organisation and keep the employees informed on the progress made. This will enhance their support to the project.