Analyzing Employee Development: Leaders Role in IPG Group, Belgium

This research report investigates the role of line managers and leaders in employee development within the IPG Group in Belgium, focusing on understanding the concept, evaluating strategies, and analyzing challenges. The project aims to provide insights into how line managers and leaders contribute to employee growth, performance management, and talent retention. It explores strategies such as formal education, job assessment, job experience, and interpersonal relationships, while also addressing issues like resistance to change, employee engagement, and limited skills application. The research methodology combines exploratory and conclusive approaches, utilizing secondary data collection from books, journals, and articles to analyze the information. Ultimately, the report seeks to offer recommendations for enhancing employee development programs and fostering organizational growth within the IPG Group.

Research proposal

Contents
Introduction......................................................................................................................................1
Project’s aim...........................................................................................................................1
Project objectives....................................................................................................................1
Research questions.................................................................................................................1
Project scope...........................................................................................................................1
Project background.................................................................................................................2
Literature Review.............................................................................................................................2
Concept of role played by line managers and leaders in employee development in Ipg group,
Belgium..................................................................................................................................2
Strategies adopted by line managers and leaders in employee development in Ipg group,
Belgium..................................................................................................................................3
Issues faced by line managers and leaders in the course of implementing various employee
development strategies in Ipg group, Belgium.......................................................................4
Research Methodology....................................................................................................................5
Data collection.................................................................................................................................5
Population and Sampling.................................................................................................................5
Data Analysis...................................................................................................................................6
Statement of Ethics..........................................................................................................................6
Timeline...........................................................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................9

Introduction
Project’s aim
To analyse the role played by line managers and leaders in employee
development in organisation.' a study on Ipg group, Belgium.
Project objectives
 To understand the basic concept of role played by line managers and leaders in employee
development in Ipg group, Belgium.
 To evaluate the various strategies adopted by line managers and leaders in employee
development in Ipg group, Belgium.
 To analyze various issues faced by line managers and leaders in the course of
implementing various employee development strategies in Ipg group, Belgium.
Research questions
What is the basic concept of role played by line managers and leaders in employee development
in Ipg group, Belgium?
What are the various strategies adopted by line managers and leaders in employee development
in Ipg group, Belgium?
What are the various issues faced by line managers and leaders in the course of implementing
various employee development strategies in Ipg group, Belgium?
Project scope
Scope of the project is to basically understand the concept role played by the line
managers and leaders in order to develop and train employees. It will help in formulating the
strategies adopted by line managers and leaders so that other various issues can be found out and
mitigate such problems in the implementation of employee development strategies. The entire
project is based on the ipg group Belgium. Organisation has the scope of this research because it
expands into cross-cultural training which a good scope of every organisation is nowadays
(Qing, Asif, Hussain and Jameel, 2020). This is because it focuses on the development of an
individual employee which helps in the development literature to frame innovative training
programs. Scope of the entire research report is to identify and evaluate the information which is
gathered from the primary and the secondary research of the organisation regarding employee
development and retention. This project can assist in finding out the motivation of the employees
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and to retain the talented employees and this is done with the help of employee development
programs and adopting various strategies (Jones, Comfort and Hillier, 2018)(Puncheva-
Michelotti, Hudson and Jin, 2018). This will ultimately help your organisation increase its
productivity and sales turnover. Therefore the basic scope of the project is to provide benefit to
the organisation in terms of employee development and organisational growth and expansion
(Audenaert, Decramer, George and Van Waeyenberg, 2019).
Project background
The following research undertaken is based on the IPG group of companies which was
established in 1902 and headquartered in the United States. It is one of the leading international
advertising companies known as the Interpublic group of companies. It deals with the products
and services to provide the marketing solutions to other companies for better promotion activities
and formulating the loyalty brand in the marketplace. Companies having the five major networks
are the FCB, ipg mediabrands, McCann world group, MullenLowe and Weber shandwick (Thiel,
2019). The following discussion is based on the basic concepts of role played by line managers
and leaders in employee development. The report also gives the insights of the various strategies
adopted by the line managers and leaders in employee development. The following report also
gives the view of issues faced by the line managers and leaders in the course of implementing the
various employee development strategies in the context of the ipg group. The entire report is
structured in terms of research methodology and data collection along with the population and
sampling which is followed by the data analysis and statement of ethics. Timeline with
conclusion is also covered in the research report (Armstrong and Taylor, 2020).
Literature Review
Concept of role played by line managers and leaders in employee development in Ipg group,
Belgium
There are various roles which are played by the line managers and leaders in employee
development in IPG group Belgium. Line managers and leaders are responsible for the
performance management and appraisal of the employees so that they can get motivation in order
to work in a more improved and productive Manner (Petrenko, Pritvorova and Dzhazykbaeva,
2018). It also includes the health and well-being policies along with the team bonding
formulating of the strategies that the growth and development of the employees can have the
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positive hike within the organisation. Responsibility of the line managers and leaders to recruit
the right talent for the right job at the right place at the right time. Moreover, they are also
responsible for the training and coaching along with the mentoring of the new employees in
order to get them up to speed at work (de Waal Malefyt and Morais, 2020). Planning of the goals
and objectives along with the task of the particular domain and communication flow to the
employees are also the responsibility of the line managers and leaders. Furthermore they are also
responsible for the management of the resources in order to fulfil the objective set such as the
staff timings and finance. They are responsible to make sure that the compliance with
organisational policy and legislation is balanced. That's because it includes business ethics and
sustainability. Additionally they are also responsible in providing the blueprint and guidance
along with the planning with their team so that they can encourage their people to participate in
the decision making process as well. They also conduct the regular meetings with the staff
members in order to discuss the progress and performance reviews with better feedback systems.
They take the corrective actions to enhance the team performance and ensure the quality
standards at expected levels (Kenney and Zysman, 2019). They are also responsible for the
employee performance and providing the employee performance appraisals for better motivation
and engaging the employees in a timely manner in order to ensure productivity. They are also
responsible for providing the report on performance and goals to higher authorities. Therefore
the major role of the line managers and leaders is to attract and engage the talent so that the set
work expectations of cross-functional teams can be performed. Improve the employee
engagement and communicate with the team effectively by providing the relevant training and
creating the successful working relationships among employees and the employers (Bratton,
2020).
Strategies adopted by line managers and leaders in employee development in Ipg group, Belgium
There are various strategies which are adopted by the line managers and leaders in
employee development. Formal education is one of the strategies which is adopted in the
organisation. This is the education which is basic in nature and is given to the employees for the
basic knowledge and acknowledgement in the organisation. Job assessment is another strategy
adopted in the company (Iglesias, Markovic and Rialp, 2019). According to the roles and
responsibilities of each and every employee job assessment is formulated and assigned to
employees so that knowledge regarding the profile can be reviewed and accordingly the
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enhancement can be made. Job experience is also one of the strategies adopted by the
organisation. This is the proper development where experience is counted in the growth of the
employee. Practical knowledge helps the organisation in bringing up the good expansion and
talent within the organisation. Interpersonal relationship is also another strategy adopted by the
organisation. This helps in conflict management and team Management along with the diversity
and cultural management as well. This helps in the engagement and the motivation of the
employees to participate in the complicated activities with good innovation and creative sense of
mind. Line managers and leaders adopt various stages in the employee development process such
as formulation is the first stage where strategies are formulated. Implementation is a second stage
where execution of the strategies is performed. Evaluation is the third stage where performance
review is conducted for better appraisal. Modification is the fifth state where in husband and
improvement is made as per the needs and requirements of the job profile. These are the various
strategies and stages which are followed by the line managers and leaders in the company
(Pandita and Ray, 2018).
Issues faced by line managers and leaders in the course of implementing various employee
development strategies in Ipg group, Belgium
There are various issues which are placed by the line managers and leaders in the course
of implementing various employee development strategies within the organisation. Some of the
issues such as it is difficult to deal with the change. There are some leaders who are still
developing but not developed in order to handle the staff (Miles, Belousova and Chichkanov,
2018). Engagement of the employees is difficult while delivering the consistent training content.
There are the limited skills application and a restricted conflict management due to the tracking
and post assessment. Problems in the effectiveness of learning and value to the leadership are all
the issues because of the limited adoption of training as per the needs and requirements of the
associated job profile. All such challenges of learning and development of the employees can be
mitigated by formulating the strategic plan and implementing in a real time basis by using the
technology and accuracy while conducting the performance appraisal and feedback systems to
the employees (Fletcher, 2019).
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Research Methodology
Research methodology used in the current research report is the combination of
exploratory and conclusive research. Exploratory research is based on different theories and
explanations of the research topic. It does not have any proper structure but is flexible and the
investigative approach to study about the topic. Findings are related to the topic which improves
the research for further investigation. Conclusive research investigates the appropriate research
topic and proper design in the methodology. It is generic in nature which solves the problems in
the real world and helps society and your organization today with better results for future
considerations (Amor, Vázquez and Faíña, 2020).
Data collection
Data collection method used is the secondary research. Secondary research is extracted
from the primary research which involves the secondary source of data analysis. There are
various authors who have written the books and journals along with the magazines and articles.
They have properly researched with the help of primary methodology and provided the accurate
information about the study conducted in the current research report. This has helped in the
authentication of the information provided in an easy and effective manner. Textbooks and
encyclopedias along with the news articles and meta-analysis are the types of secondary research
which are used in the current research report. it basically uses the existing data in order to
formulate the relevant information (Haque, Fernando and Caputi, 2019).
Population and Sampling
Research population is considered as the entire group which is used to draw the
conclusion. Sampling is basically the specific group through which the data is collected from.
The size of the sample is less than the total size of the population this is because the population
does not always refer to the people. There are various authors used who have given the relevant
information about the research topic. Some of the authors were not good at providing the
information and were eliminated for the same. Therefore all the authors are preferred for the
current research but some of them who have provided the relevant information are used in the
content of the research (Rubel, Rimi, Yusliza and Kee, 2018).
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Data Analysis
Data analysis is done by reading out the information provided by different authors on the
research topic of employee development and its various strategies and issues faced by the line
managers and the leaders within the chosen organization. Analysis is accurately reviewed in the
literature review section which is used actually in the organization and how they can improve as
well. Data analysis has helped in the current research report to know about the existing
information about the organization and the future consideration as well for better decision
making process (Gallardo-Gallardo, Thunnissen and Scullion, 2020).
Statement of Ethics
A statement of ethics in the current research report includes that the research is conducted
in the professional manner which has performed all the works with the highest level of the
creation. It has accepted the responsibility of the professional actions and decisions in order to
maintain the level of professional knowledge and accuracy along with the competence which
must be appropriate to the associated roles and responsibilities. Authenticated sources are used
so that the relevant information can be inserted in the research report (Leroy, Segers, Van
Dierendonck and Den Hartog, 2018).
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Timeline
Conclusion
It is concluded that employee development is an important concept to learn and study so
that its applications can be applied in real world organisations. This is because employees are
considered as the most important and major assets of the company. Therefore, it is important to
take care of them in order to retain the best talent in the organisation for better productivity and
growth of the company. This is the reason this research report is created to better understand the
concept of employee development while conducting the proper data research as well. Hence the
above information covers the project aim and objectives along with the questions and scope of
the research which also includes the background of the study. The above investigation also
contains the literature review which covers the topics such as the role played by the line
managers and leaders in employee development along with the strategies adopted by them in
order to mitigate various issues faced by them in implementing strategies of employee
development. It is important to analyse the strategic research methodology and data collection
along with the population and sampling for better understanding of The authenticity of the
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research report. Data analysis and statement of ethics along with timeline is also essential to
examine for better future consideration and strategic decision-making within the chosen
organisation. Hence this report covers all such areas in order to better understand the conception
of employee development.
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References
Books and Journals
Amor, A.M., Vázquez, J.P.A. and Faíña, J.A., 2020. Transformational leadership and work
engagement: Exploring the mediating role of structural empowerment. European
Management Journal, 38(1), pp.169-178.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Audenaert, M., Decramer, A., George, B. and Van Waeyenberg, T., 2019. When employee
performance management affects individual innovation in public organizations: The role of
consistency and LMX. The International Journal of Human Resource Management, 30(5),
pp.815-834.
Bratton, J. ed., 2020. Organizational leadership. Sage.
de Waal Malefyt, T. and Morais, R.J., 2020. Advertising and anthropology: ethnographic
practice and cultural perspectives. Routledge.
Fletcher, L., 2019. How can personal development lead to increased engagement? The roles of
meaningfulness and perceived line manager relations. The International Journal of Human
Resource Management, 30(7), pp.1203-1226.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Haque, A., Fernando, M. and Caputi, P., 2019. The relationship between responsible leadership
and organisational commitment and the mediating effect of employee turnover intentions:
An empirical study with Australian employees. Journal of Business Ethics, 156(3), pp.759-
774.
Iglesias, O., Markovic, S. and Rialp, J., 2019. How does sensory brand experience influence
brand equity? Considering the roles of customer satisfaction, customer affective
commitment, and employee empathy. Journal of Business Research, 96, pp.343-354.
Jones, P., Comfort, D. and Hillier, D., 2018. Common ground: The sustainable development
goals and the marketing and advertising industry. Journal of Public Affairs, 18(2),
p.e1619.
Kenney, M. and Zysman, J., 2019. Work and value creation in the platform economy. In Work
and Labor in the Digital Age. Emerald Publishing Limited.
Leroy, H., Segers, J., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in
organizations: Integrating the study of HRM and leadership.
Miles, I.D., Belousova, V. and Chichkanov, N., 2018. Knowledge intensive business services:
ambiguities and continuities. foresight.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Petrenko, E., Pritvorova, T. and Dzhazykbaeva, B., 2018. Sustainable developmet processes:
Service sector in post-industrial economy.
Puncheva-Michelotti, P., Hudson, S. and Jin, G., 2018. Employer branding and CSR
communication in online recruitment advertising. Business Horizons, 61(4), pp.643-651.
Qing, M., Asif, M., Hussain, A. and Jameel, A., 2020. Exploring the impact of ethical leadership
on job satisfaction and organizational commitment in public sector organizations: The
mediating role of psychological empowerment. Review of Managerial Science, 14(6),
pp.1405-1432.
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Rubel, M.R.B., Rimi, N.N., Yusliza, M.Y. and Kee, D.M.H., 2018. High commitment human
resource management practices and employee service behaviour: Trust in management as
mediator. IIMB Management Review, 30(4), pp.316-329.
Thiel, J., 2019. Creativity and space: Labour and the restructuring of the german advertising
industry. Routledge.
Yue, C.A., Men, L.R. and Ferguson, M.A., 2019. Bridging transformational leadership,
transparent communication, and employee openness to change: The mediating role of
trust. Public relations review, 45(3), p.101779.
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