In practice the executive HR office model represents the important role which line-function staff and HR specialists is involved in and, to a certain extent, could be referred to as a line/staff partnership. Which one of the following activities cannot be regarded as a responsibility of the line function manager? a. Drafting of HR policies for consideration by upper management. b. Unravelling, interpreting and executing of HR policies and regulations. c. Familiarising, orienting and selecting of new public employees. d. Determining of job qualifications