People Management Assignment Sample

• Type Assignment
• Downloads633
• Pages14
• Words3414

INTRODUCTION

Enhance your knowledge of effective people management strategies with expert guidance. Get Professional Assignment Help for All Subjects to improve your understanding of HR practices, employee engagement, and leadership skills for academic and professional success.

People management is one of the significant processes of recruiting, leading and growing the team members to support the overall mission & objectives of the business. It is crucial for the business to have the people managers because it manages all the tasks related to employee engagement, attracting new talent and career development effectually. Proper management of people is beneficial for the business because it helps in increasing productivity, developing employees, boost employee retention and better employee performance. For this project, Morrison’s has been selected which provides customers with wide range of choices under retail category. In this, the report will highlight the particular people management challenges in the business and advocate the contemporary practices that can adapt by human resource (HR) department. This report will also confer the CPD Plan to develop the people management knowledge and skills.

TASK 1: FORMAL REPORT

People management issues 

Managing the people in the business is not an easy task for the HR department. In every business employees belong form diverse backgrounds and cultures so it is challenging for HR department to manage them effectively. It is crucial for the HR department of Morrison’s to manage people effectively because they are lifeblood of the companies. Without effective people management the firm would fail to accomplish the desired goals & objectives which ultimately negatively impact the overall operation and efficiency of the business (Röglinger et al, 2022). From the given scenario, it has been identified that, the HR department faces several challenges while managing the people effectively. Lack of employee engagement is one of the significant challenges that HR department facing while managing the people. The employees who are disengaged then they are not putting all the efforts to accomplish the goals and objectives which ultimately negatively impact the profitability as well as productivity of the business. It is the biggest challenge for HR department because it directly impacts the overall productivity and operation of the business. Moreover, low engagement of the employees result into decline in productivity level, higher turnover rates, increase absenteeism and poor workforce morale. It is crucial for the business to increase the engagement of the employees from which they put all the efforts to attain the desired goals and objectives (Aguinis and Burgi-Tian, 2021).

Another challenge facing by the HR department of Morrison’s, in related to people management, is ineffective communication. Due to ineffective communication between employees and employers then they are unable to understand their roles & responsibilities which ultimately negatively impacts the profitability as well as productivity of the business. If the communication at workplace seems ineffective and poor then the team members are less likely to collaborate with each other (Tran et al, 2020). To enhance the overall operation and increase the productivity it is crucial for Morrison’s to lay more focus on building effective communication. However, ineffective communication leads to creation of uncertainty, conflict on designation of resources, decrease in morale and engagement of employees, lack of collaboration and poor teamwork. If the employer doesn’t have effective communication which employees them they feel unmotivated and not give their best performance which ultimately adversely impacts the overall productivity.

Inadequate training and development recognized as another biggest challenge that is facing by the HR department of Morrison’s while managing the peoples effectively. Inadequate trained employees are probable to experience increase work-related stress and poor job performance. If the employees are feeling undervalued and unhappy then they are less likely to put emphasis on the significant tasks which directly impacts the profitability and productivity of business (Farooq et al, 2021). However, to manage and retain the employees within business for long duration it is crucial for them to make huge investment in the training and development. Inadequate training & development results into unsafe work environment, unhappy and satisfied employees, increase staff turnover and reduce productivity which ultimately negatively impacts their performance as well as productivity (Escano and Limos-Galay, 2023). If the business makes huge investments in the training and development then they learn new things & feel influence to do work which results in enhance overall efficiency of business.

Poor performance management is one of the main issues which company is facing with regards to people management. If the organizations doesn’t have the effective performance management approach then it increases the chance of rising compliance risks, reduce employee engagement, low employee morale, unclear reward system etc., which directly impacts the negatively on the overall profitability and productivity of business (Areiqat et al, 2020). It is crucial for the company to manage the performance of the employees effectively otherwise they feel disengaged and unmotivated which results in decline in productivity level. To manage the people effectively and appropriately it is vital for Morrison’s to adapt contemporary people management practices.

Figure 1: People management challenges

Contemporary People Management Practices

To redress these challenges, the HR department of Morrison’s can implement the following contemporary people management practices.

HR department is facing the issue of lack of employee engagement so it is beneficial for Morrison’s to conduct employee welfare programs. Implementation of this people management practice is advantageous for the business because it helps in promoting the engagement of workforce such as recognition programs and team-building activities, mentoring and coaching, knowledge sharing etc (Blštáková et al, 2020). To engage the employees, Morrison’s can conduct the mentoring and coaching for them. The mentoring and coaching system that aligns senior team members with the less experienced employees promotes the personal growth and collaboration. To engage the employees the company can recognize their great work. If the employers recognize the work of the employees then they feel committed and motivated to work which directly impacts the productivity and performance. Employee recognition helps in building the positive work environment, promote company loyalty, enhance happiness and morale of employees as well as reduce employee’s turnover which directly impacts the employee engagement. Further, by organizing cultural programs, parties, games, team-building activities etc HR can enhance employee morale as well as satisfaction.

Whether you’re dealing with strategic management, operations, or human resources, our management assignment help ensures you have the insights and tools needed to master your coursework.

Along with this, to solve the issue of ineffective communication, Morrison’s tend to make more focus on indulging transparency in the existing system. Execution of the people management practice can be useful for the company because it helps in building clear and open line communication between management and workforces (Hoffman and Tadelis, 2021). Transparent and open communication can valuable for the business in several ways such as improving productivity and performance, enhancing employee engagement and retention and strengthening teamwork and relationships. Furthermore, the workforces who feel valued, informed and involved then they are more probable to motivated, committed and loyal to the business. The employees who gave transparent and open communication then they have clear expectations, goals and feedback. This in turn increases chances to perform well and deliver quality outcomes. Open and transparent communication also enables rapport, trust and cooperation among the workers by fostering the culture of sharing ideas and resolving the conflicts (Cardona and Rey, 2022).

To solve the issue of inadequate training & development the company can focus on continuous learning and development. Adaption of this people management practice is beneficial for the HR department to manage the individuals effectively. Providing training and development is beneficial for the employees because they learn lot of things. This helps in improving their skills and increase knowledge which ultimately positively impacts on employee performance. If the organization is providing the opportunity of training and development to employees then they feel motivated and encouraged to do work as well as likely to retain with the business for long-term period of time (Blok, 2020). Offering the learning and development is beneficial for Morrison’s to manage people effectively because it helps in addressing the shortcomings which leads improvement in overall performance. This people management practice facilitates optimizing workforce potential, employee satisfaction, improving organizational productivity and cultivating self-motivated employees.

Moreover, performance management system is another people management practice from which HR department can redress the issue of managing performance effectively. It is vital for the business to develop comprehensive system of performance management that includes performance reviews and regular feedback (Siripipatthanakul et al, 2022). By reviewing the performance effectively, the companies are managing the performance of employees effectively. If the employers monitor the performance of employees easily then HR department can manage related aspects effectually (Gal, Jensen and Stein, 2020). Performance review aids in creates career growth, improve performance, increase employee engagement and address the area for improvement. Providing regular feedback to employees is another way to manage the performance effectively. Employee feedback facilitates on-going development, determine and remove blockers to reach objectives and targets. Regular feedback also helps in increase employee retention, morale, build positive company culture and create highly- skilled workforce within Morrison’s.

Figure 2: Contemporary people management practices

 Implications

Adaption of all the people management practices can be beneficial for Morrison’s because it has significant implications. These people management practice helps in increase the productivity. The employees who feel engaged and valued then they are more inclined to put all the efforts in order to complete the tasks within the time frame which outcomes in increase productivity and profitability (Röglinger et al, 2022). Conducting the employee engagement program is beneficial for the business because becomes critical in boosting the productivity. The engaged workforces are more probable to productive, committed and motivate to work. Additionally, the engaged employees are more likely to collaborate with colleagues, take ownership of their work, share knowledge and ideas which results in increase productivity and higher quality of work. This people management has massive impact on the overall business operations and employee productivity because it helps in reduces absenteeism (Aguinis and Burgi-Tian, 2021). The engaged workforces are more probable to feel connected to their work and their business which results in higher accountability and productivity.

Implementation of transparent and open communication people management practice is advantageous for Morrison’s to manage the individuals effectively. Open and transparent communication as well as recognition can help in improving the job satisfaction and employee morale. Increasing the employee morale is beneficial for the business because it aids in increase productivity and reduce turnover rates (Tran et al, 2020). If the workers are feeling valued and motivated then they are more inclined to put additional efforts when required. If the employees have transparent communication with the management then they are less probable to quit their jobs because they are satisfied with their jobs. Employee morale also helps in increasing the creativity and promotes the innovation. However, employees with low morale are not creative because they feel so much pressure and stressed. If the employee have effective communication then they will treat customers better from which they are likely to make repeat purchase and increase the satisfaction.

Adaption of continuous learning and development people management practice is useful for the HR department to manage the individuals who are associated with the business effectively (Farooq et al, 2021). Continuous learning and development has significant impact because it helps in retain the employees for long period of time with the company. Employee retention helps in increase their loyalty which directly impacts their performance and productivity. If the workers feel that their employers values and supports them, they feel more loyal to the goals of business. Increase employee loyalty results in increase productivity and improve ethical work. Generally, recruiting the new employees is costly and time-consuming process so it can be important for the business to retain the existing ones. If the existing employees are retain with the business then they have strong relations with the customers. Along with this, higher employee retention also facilitates fewer employment gaps and transitions, better brand reputation, positive company culture and more competitive staff (Escano and Limos-Galay, 2023).

Execution of performance management system is beneficial for Morrison’s in order to manage the people effectively. A comprehensive performance management system helps in enhance the performance of workforce and redress the performance challenges appropriately. Proper management of employee’s performance is beneficial for the business because it helps in setting the goals properly. Performance management can make simpler and easier for the leaders and managers to build the set to realistic goals and objectives to gauge worker’s progress (Areiqat et al, 2020). With the help of this people management practice HR department can increase the engagement of team members and persuades the open communication between managers they supervise. Effective performance management of employees helps the business in increase productivity, establish transparency, increase their knowledge and improve the skills from which they feel valued and encouraged.

TASK 2: REFLECTIVE ASSESSMENTS 

It is crucial for the HR department to have the relevant skills and knowledge in order to manage the people effectively. Being a professional, it is crucial for me to understand the significance of people management skills in order to accomplish the organizational goals and objectives. In the past few years ago, I have had the chance to lead a team that is consisting of seven people on several projects. My overall experience was good by improving the skills and knowledge related to people management. This experience has permitted to me in order to determine my strengths and weaknesses as well as areas for enhancement in people management. 

As a being professional, in initial stage I felt nervous because of lack of my skills and knowledge regarding people management. But currently in feel confident to manage the peoples effective due to various skills. Having an effective communication skill is one of the biggest strengths. With the help of effective communication skill I easily communicate feedback, expectations and instructions to my employees. From the open and transparent communication among me and my team members they clearly understand the roles and accountabilities which results in minimize conflicts and misunderstandings. On the other hand, it has been determined that, it will be crucial for me to put emphasis on the improvement of my delegation skills. If I have effective delegation skill then I will capable to allocate roles and responsibilities all the members fairly and equally. Effective delegation skill also helps in build the positive culture of business where all the employees feel motivate and encourage to do work which ultimately positively impacts the productivity and profitability (Blštáková et al, 2020).

It has been evaluated that, my overall experience was good and I learned lot of things in regarding people management which helps me in enhancing my skills and knowledge. I have propensity to take various tasks myself which can lead to decrease productivity and burnout. For delegating the tasks appropriately I need to their support and trusts. My biggest strength is leadership from which I am competent to guide and direct the team members properly and manage them effectively which results in increase productivity and profitability. On the other hand, due to lack of my decision-making skill I was incapable to make effective decisions which directly adverse impact on the team member’s motivation and performance as well as productivity of the business.

It has been analyzed that, I also require enhancing my conflict resolution skill from which I easily redress the conflicts among team members appropriately. If I had effective conflict resolution skill then I am capable to prevent conflicts through clear and concise communication. Due to lack of this skill, I found it difficult to redress the conflicts when they do arise. In addition, due to lack of this skill I tend to prevent hostility which can lead to unresolved challenges and tensions within the team members. From the reflection it has been concluded that is crucial for individual to have effective skills and knowledge in order to manage the peoples effectively. Being a professional I had effective leadership and communication skills from which I am capable to manage the people effectively. On the other hand, it will be crucial for me to make continuous professional plan (CPD) to improve the lacking of skills for managing the peoples appropriately.

CPD plan

It is used to define specific professional development goals and opportunities that will inform topics and activities in a planned and structured way over a period of time. Creating the CPL plan is beneficial for the individual in order to develop new skills, improving the career prospects and build environment of comfortable learning (Niati,, Siregar and Prayoga, 2021).

From the CPD plan it has been identified that, to manage the people effectively it is crucial for individual to enhance delegation skills within less period of time. After improvement, the people can measure the success by allocating all the tasks to team members successful and complete the set standards. On the other hand, it is significant for the individual to enhance communication skill by regularly seeking the feedback from team members. Raising the conflict among the team members is one of the biggest and common challenges. So it is crucial for the employers to enhance conflict resolution skill by joining the courses.

CONCLUSION

From the formal report it has been concluded that, HR department of Morrison’s is facing challenges of lack of employee engagement, inadequate training and development, ineffective communication and poor performance management while managing the people effectively. Adapting the contemporary people management practices can expressively enhance the overall people management within the business. It has been recommended that the HR department need to consider these practices and their implications in order to solve the challenges. Apart from this, the CPD plan will lead my professional development in the people management over the next year. It will be crucial for the professionals to have effective conflict resolution, communication, decision-making and delegation skills in order to manage the people effectively.

References

•  Aguinis, H. and Burgi-Tian, J., 2021. Talent management challenges during COVID-19 and beyond: Performance management to the rescue. BRQ Business Research Quarterly, 24(3), pp.233-240.
• Areiqat, A., Hamdan, Y., Zamil, A. and Aldabbagh, I., 2020. True workplace diversity: a key ingredient for business success, regardless of the industry or company size. Journal of Talent Development and Excellence, 12(2), pp.2304-2314.
• Areiqat, A., Hamdan, Y., Zamil, A. and Aldabbagh, I., 2020. True workplace diversity: a key ingredient for business success, regardless of the industry or company size. Journal of Talent Development and Excellence, 12(2), pp.2304-2314.
• Blok, V., 2020. What is (business) management? Laying the ground for a philosophy of management. Philosophy of Management, 19(2), pp.173-189.
• Blštáková, J., Joniaková, Z., Jankelová, N., Stachová, K. and Stacho, Z., 2020. Reflection of digitalization on business values: The results of examining values of people management in a digital age. Sustainability, 12(12), p.5202.
• Cardona, P. and Rey, C., 2022. Management by Missions: Connecting People to Strategy through Purpose (p. 156). Springer Nature.
• Escano, J.C. and Limos-Galay, J.A., 2023. Human capital management in the modern workplace: Challenges and strategies for management accountants. International Journal of Research, 11(12), pp.33-39.
• Farooq, K., Yusliza, M.Y., Wahyuningtyas, R., Haque, A.U., Muhammad, Z. and Saputra, J., 2021. Exploring challenges and solutions in performing employee ecological behaviour for a sustainable workplace. Sustainability, 13(17), p.9665.
• Gal, U., Jensen, T.B. and Stein, M.K., 2020. Breaking the vicious cycle of algorithmic management: A virtue ethics approach to people analytics. Information and Organization, 30(2), p.100301.
• Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager rewards: An empirical analysis. Journal of Political Economy, 129(1), pp.243-285.
• Niati, D.R., Siregar, Z.M.E. and Prayoga, Y., 2021. The effect of training on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(2), pp.2385-2393.
• Röglinger, M., Plattfaut, R., Borghoff, V., Kerpedzhiev, G., Becker, J., Beverungen, D., vom Brocke, J., Van Looy, A., del-Río-Ortega, A., Rinderle-Ma, S. and Rosemann, M., 2022. Exogenous shocks and business process management: a scholars’ perspective on challenges and opportunities. Business & Information Systems Engineering, 64(5), pp.669-687.
• Siripipatthanakul, S., Jaipong, P., Limna, P., Sitthipon, T., Kaewpuang, P. and Sriboonruang, P., 2022. The impact of talent management on employee satisfaction and business performance in the digital economy: A qualitative study in Bangkok, Thailand. Advance Knowledge for Executives, 1(1), pp.1-17.
• Tran, C.T., Tran, H.T., Nguyen, H.T., Mach, D.N., Phan, H.S. and Mujtaba, B.G., 2020. Stress management in the modern workplace and the role of human resource professionals.