People Management and Development Strategies for Performance

7CO02 - People
management and
development strategies for
performance

1 Understand the benefits of aligning people practices with organizational
strategy and culture.
1.1- Explain the major objectives of people practice and the ways achieving these may
benefit employers and employees.
To ensure the best experience for staff and other people who are associated with the
organisations and management goals the main objectives of HRM is compliance ensuring, easy
access to data, on-time payroll, availability to resources, etc. these objectives may help by
influencing an individual, organisations, goals and objectives. Human resource management is
mainly inclined by organizational goals and vertical. To provide a stable work environment with
effective operations is also the duty of HRM.
Effective HRM motivates the employees to work effectively which may benefit the company’s
performance and also the employees. HRM practices for instance: teamwork, flexible work,
cross-training reliance, may improve organisations performance; also numerous motivational HR
practices lead to enhance employee’s performance (8 Primary Objectives of Human Resource
Management (HRM), 2021).
Development and training:
Effective workforce training and development are the two most basic work elements for
achieving organisations basic objectives. If employees are trained properly they will develop
properly and provide future opportunities and they will feel organized and safe. Effective
employment is reliant highly on the training practices. Providing chances to employees is one
effective step to guarantee workforce management (8 Primary Objectives of Human Resource
Management (HRM), 2021).

Team integration
Another prime role of HRM is to have good communication with each individual and make them
coordinate with each other effectively. Communication is vital for teams, especially at
enterprises. HR should make sure that effective tools are being used to make integration much
easier and smooth (8 Primary Objectives of Human Resource Management (HRM), 2021).
1.2- Explain the advantages associated with aligning people management policies with
organizational strategy and risk.
If HR aligned with business strategy only then employee satisfaction and performance can be
improved. HR has to make sure that all the teams are aligned close together to help the
company reach its objective and also promote decision making and encouragement around
the organisations (Aligning Human Resources and Business Strategy, 2021).
.
Reasons why it’s so important for HR to align with business strategy:
● Give HR enterprises a plan: The day by day economy of the world is changing,
there are many ways to recruit, attract, support and invest in employees one of is
almost impossible to tackle all the initiatives. HR is much more focused when it’s
aligned with the business strategy and it helps the company prioritize its goals
(Aligning Human Resources and Business Strategy, 2021).
● Secure the right talent: Effective Talent has always been valued, but companies
invest in various skills and roles today at the same time. Getting to know business
strategic goals will help HR recollect and attract the right talent at the right time
(Aligning Human Resources and Business Strategy, 2021).
Benefits of an Aligned Organization

● A dynamic culture. Choices made of the failure and success of organisation feed the
culture of that organisation.
The culture will quietly convey, disseminate, and reflect that message throughout the
company if the choices and energy are focused,positive, winning and accountable.(Deshler,
2021).● Better engagement of employee: some of the employees enjoy their work, consider that
their efforts are worthwhile, and see that they are making a difference. An affiliated
organisation ties an employee's work to the organization's strategy and communicates it
to them.(Deshler, 2021).
1.3- Evaluate ways in which organisations integrate people management practice within
their culture, brand and values.
● Be A Proactive Culture Consultant
The HR department provide advices the executive team about the organisations culture. The
present culture must be understood by the HR leaders. As well as advance a strategic culture
strategy that brings the values and goals of the company in to line (Council, 2021).
● Include Employees In The Process
the culture of every organisation is special and unique, as are its employees one must consider
them how to create and design a corporate culture that permits them to contribute to its
organization’s growth and success (Council, 2021).
If an organization is not properly aligned by HR:
Companies HR professionals are the ones who handle interviews, needs and hiring within the
company. if any company don’t have proper it can be mishandled and have an unrepeatable loss.
This is a fundamental procedure. They will hire employees who are not qualified enough, under
or over staffing or hiring employees who are not fit for the position.

1.4- Critically evaluate models of systemic thinking and how they underpin the
interconnectivity nature of people practice work.
In systems thinking, complex entities are viewed as a series of components, each of which
interacts with and influences the others. The technique can be used to manage organisations: the
many divisions, units, and teams that make up a large company are observed to interact and
affect one another performance. In effect, they function as a whole system. Rather than the
outcomes of individual activities or efforts, the system's performance is largely determined by
how the system is configured and the elements interact.
The role of holistic analytical approaches
people analytics is also known as Human resource analytics, workforce analytics, or talent
analytics, is the collection, analysis, and reporting of human resource data. It enables your
organisation to assess the impact of various HR KPIs on overall business performance and make
data-driven decisions. HR analytics, in other words, is a data-driven approach to Human
Resources Management. The holistic approach seeks to engage the entire person to understand
who they are, what they want out of life, and how this job fits into all of that, as well as to design
HR processes and practises that support and enable people to organise their work and manage
their careers in ways that complement, rather than conflict, with their personal goals (ALACH,
2021).
Management Models
Johnson and Scholes’ Cultural Web
Taken for the granted assumption of an organisation is one representation of the cultural web.
The model helps management to stay focused on the culture and their effect on strategic issues
and barriers can be identified and change implementers to improve competitiveness and
performance advantage.
There are 6 inter-related elements in this
model:

● Routines and rituals: the daily conduct and actions that signal towards adequate
behaviour.
● Symbols: the visual representation of the company consists of logos, dress code and
office decor.
● Stories: past and present events that are discussed both within and outside the company.
● Control system: the organisation is controlled by Rewards, Quality systems and financial
systems.
● Power structure: one or two executives like a department or a group of executives in the
company may have the power to control the company. They have a great amount of
influence on strategic direction, operation and operations.
● Organisation structure: it includes defined structure by the organisation’s cart, the
unwritten lines of influence and power which indicate whose contributions are most
valued (The Cultural Web: Aligning Your Organization's Culture With Strategy, 2021).
2 Understand how the development of people practices improves organizational performance
and employee experience.
2.1 Examine the merits of different models of people practice management, linking them with
effective business performance.
The Standard Causal Model of HRM
One of the well known models today is the Standard Causal Model of HRM. This model is
identical to models that were published in the 90s and 2000s and is similar to it. This model
begins with a casual chain with the business strategy and ends with the HR processes, with
financial performance that is enhanced.