由于直线经理显然拒绝了人力资源部门之前的请求，人力资源部门开始逐渐提拔其他的员工经理是很重要的。任何在大型组织工作过的员工都知道，每个人的日程安排通常都有充足的额外时间。拒绝协助人力资源部门做一些家务显然是对组织发展的疏忽和无知。这也意味着那些不愿参与公司的部门经理可能会妨碍公司的发展，因为他们不愿意干预与人力资源相关的职责，这可能会导致员工在地板上失去兴趣和士气(Whitaker, Whitaker， & Lumpa, 2013)。正如前面所提到的，人力资源管理不仅意味着雇佣员工，而且还要评估员工的工作态度和态度。快乐的员工可能比那些有压力的员工表现得更好，而生产线和楼层的经理们则在岗位上观察员工并决定他们的情绪。
With the line managers clearly rejecting the HR department’s previous requests for assistance, it’s important for the HR department to begin gradually promoting alternative staff managers. Any staff member who has worked for a large organization will know that there is usually ample of extra time reserved for each individual’s daily schedule. Rejecting to assist the HR department in doing some chores can clearly be terms as negligence and ignorance towards the organization’s development. This also means the line managers that are unwilling to corporate may hamper the organization’s growth since they are not willing to intervene in HR-related responsibilities and this could result in the staff losing interest and morale while on the floor (Whitaker, Whitaker, & Lumpa, 2013). As mentioned earlier, Human resource management does not only imply on hiring staff but also assessing the staff’s temperament and attitude towards work. Staffs who are happy are likely to perform better than those who are stressed and the line and floor managers are in positions to observe the staff and determine their mood.