Answer to Question 1
Answer: Individuals directly involved in accomplishing the primary purpose of the organization are line managers. As the traditional work of HR managers diminishes, line managers are stepping up and performing some duties typically done by human resource professionals. Automation has assisted greatly in this process. Managers are being assisted by manager self-service, the use of software, and the corporate network to automate paper-based human resource processes that require a manager's approval, record-keeping or input, and processes that support the manager's job. Everything from recruitment, selection, performance appraisal, to employee development has been automated to assist line managers in performing traditional HR tasks.
Answer to Question 2
Answer: With the increased sophistication of technology has come the ability to design more useful human resource information systems (HRIS). An HRIS is any organized approach for obtaining relevant and timely information on which to base human resource decisions. Think of an HRIS as an umbrella for merging the various subsystems, such as applicant tracking systems, online assessment, and automated reference checking. Today, mainstay HR responsibilities such as recruitment, selection, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without HRIS. Line managers, HR outsourcing, HR shared service centers, and professional employer organizations are now handling many of the traditional HR tasks because of technology. In addition, many activities associated with staffing have been automated, so line managers can be more involved in the selection process.
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