This report provides an introduction to people management and its significance in organizational effectiveness. It covers topics such as leadership and management, training and development, and talent management. The report also includes relevant theoretical models and recommendations for effective management.
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Introduction to people management
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Table of Contents INTRODUCTION...........................................................................................................................1 Area 1: Leadership and management..............................................................................................1 The operational context of the organisation.................................................................................1 Relevant applicable theoretical models......................................................................................2 Recommendations with a focus to required knowledge, skills and behaviour needed by management................................................................................................................................2 Area 2: Training and development..................................................................................................3 The operational context of the organisation.................................................................................3 Relevant applicable theoretical models......................................................................................3 Recommendations with a focus to required knowledge, skills and behaviour needed by management................................................................................................................................4 Area 3: Talent management............................................................................................................4 The operational context of the organisation................................................................................4 Relevant applicable theoretical models.......................................................................................5 Recommendations with a focus to required knowledge, skills and behaviour needed by management.................................................................................................................................6 CONCLUSION................................................................................................................................6 REFERENCE...................................................................................................................................7
INTRODUCTION Management of people is the essence of organisational effectiveness that helps to manage the things and activities in business organisation. Managers enter in to technical background from management which is required to organise all things and maintain the profitability. In organisation there is require effective management which underpins leadership in order to improve effectiveness and increase the people performance who are working at workplace. This programme will be enable middle managers to get the positive results with the help of employees contribution (Armstrong and Taylor, 2014). This is important for organisation to manage people who are working at work place and maintain the good performance. In organisation HRM is main department in which a person have responsibilities and authority to make rules and regulation for organisation welfare as well as people welfare. To understand about managing people NHS organisation has been selected that was established in 1948 in England. By using different policies and regulation such organisation is influencing people effectively. This report covers three areas leadership & management, training & development and talent management. Topicswhicharediscussedinthisreportthatareorganisationalcontext,theoriesand recommendation about all areas. Area 1: Leadership and management The operational context of the organisation NHS refers National health services that is health care organisation running their business by providing health to people who are suffering from diseases. This is public healthcare providers in UK that offers a comprehensive range of health services, free at the point of use for people ordinary resident in UK. This organisation research the market and make network position in order to run their business and increase the operation. This corporation his having various department which are managed by HRM who is playing an important role and making the services well(Collings, Wood and Szamosi, 2018). Leadership and management are playing important role in NHS where all activities are operated by HR department in which Management and leadership manage all activities and motivate employees to work effectively. Managers in NHS understand the problems of employees and their customers and supports them to work in good way by solving their problems. Leader, supports their employees which helps to accept the new challenges and improve the business performance. 1
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Relevant applicable theoretical models NHS is large size organisation where it provides health care services to poor people at free of cost. Its aim is to develop the research and provide good health to people so they can live long term. For maintain their effective management different management and leadership theory is used by NHS management that are as defined: Trait theory –This theory states that leaders and managers are born who is not made. They have good characteristics, traits and personality which distinguish from others. By using this theory leaders and managers perform all functions and motivate their employees which helps to deal with difficulties and make efforts to complete the task. This is effective theory in which manager and leaders uses their characteristics and skills which helps to improve their health services(Gibbons, 2018). Human relation management theory –This theory states that people who are working in organisation have desire to be a component of their supportive team in order to growth and developmentofbusiness.Accordingtothistheorymanagementandleadersfocuseson organisational productivity by maintaining good relations with employees and people. According to this, leaders motivates its people and increased motivation and productivity. This is effective model which helps NHS management to take part in supportive group and helps people to complete task(Hislop, Bosua and Helms, 2018). Recommendationswithafocustorequiredknowledge,skillsandbehaviourneededby management From the above discussion it has recommended that NHS management is require knowledge about health care services, employees information, knowledge about rules and regulations which is related to employees welfare, management skills, communication skills and motivationalskillswhichhelpstomaintaingoodmanagementandeffectivenesswithin organisation.Moreover,behaviourofleaderandmanagershouldbeattractionand understandablewhichcanhelpstounderstandproblemsandgetthemabettersolution (Flyvbjerg, 2017). 2
Area 2: Training and development The operational context of the organisation Training and development is important for employees as well as organisation where people are get learn new things in order to face the new technology and challenges. New technology and process is used used by management to provide good health to people which can help to increase the organisation productivity and profitability. In context to NHS organisation different types of training and development programme are run by management which helps to deal with new challenge. In other words, this is main operation of organisation where employees are instructed and taught technical knowledge which is related to their jobs. NHS focuses on teaching employees which helps to complete specific tasks by increasing efficiency(Analoui, ed., 2018). Relevant applicable theoretical models Reinforcement theory –This theory mainly emphasis on training and development to individualswhoareworkinginorganisation.Italso emphasisonlearningbehaviourof employees and suggest them to repeat this behaviour which is attached with positive results. Accordingtothistheorytraininganddevelopmentprogrammesshouldbealignedwith company's goal and expected to get positive results. Different types of rewards and provides to employees in the form of salary raises, bonuses, certificates awards, promotion and support which definitely processes to effective management. In context to NHS, employees are running their organisation by providing training and development to them which raises their confidence level and maintain the profitability(Dumas and et. al., 2018). Expectancytheory–Thisisalsoeffectivetheorywhichareusedbybusiness organisation to complete their targets with the help of employees. If new technology and process is adopted by management then this is required to provide them training and learning which can help to increase the organisational performance. NHS is health care organisation which uses expectancy theory in which individual behave in certain way because they are motivated by selecting a behaviour which can help to get good results(Ballantyne, 2018). 3
Recommendationswithafocustorequiredknowledge,skillsandbehaviourneededby management From the training and development area it recommends that training and development is important for organisation which helps to accept the new methods and process of work in order to maintain good performance. There should be information about new technology and process which is company is providing in order to improve business performance. To provide training to people manager should have certain knowledge, skills and behaviour which can help to maintain the good performance and increase organisational profitability. In training and development programme managers generally supervises their staff which helps to deal with daily activities and maintain the quality of work(Russ, 2014). In context to NHS, to provide training and development an individual should have knowledge about changes and area in which, going to provide education. There should be bachelor's degree from many position and knowledge about organisational development which helps to deal with challenges. Training and development managershouldhavecommunicationskills,thinkingskills,decisionmakingskillsand interpersonal skills and leadership skills which helps to motivate, organize and instruct their employees so they can increase their knowledge and experience in order to improve the business performance. By having knowledge and skills organisation can perform their business activities and raises the profitability. Area 3: Talent management The operational context of the organisation Organisation is having different types of operation and work which needs to done efficiently. The manager of corporation recruits talented people who have special knowledge and ideas to complete the task and attain business goals. If managers are talented then they can perform well in organisation and increase the performance. In NHS, talent manager is having speciality which helps to complete the goals and objectives by identifying position, hiring suitable person, developing skills and expertise in order to attain them. To operate their business talent manager of NHS facilitates good education and skills which helps to deal with challenges and maintain the effectiveness (Honarpour, Jusoh and Md Nor, 2018). All operations in context to chosen corporation maintain the all activities in good form and create advantages by sharing the knowledge. The roles and responsibilities of talent manager is to develop and present pitches 4
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to potential clients, evaluating talent, conducting auditions, negotiating prospective business deals,creatingmarketingstrategiestopromoteclients,securingandmarketinggigsand performance. Relevant applicable theoretical models Talentmanagementiscriticalfor organisationalsuccess asit becomedifficultto complete the needs and wants of people and increase the organisational performance. HRM department implies attracts and selects the best talent in order to managing and developing effectively(Meyer and Grosse, 2018). In NHS, this is required to have talented managers who are capable to understand problems of patients and provide them better solution which helps to improve the business performance. To maintain the talent management NHS is using different theories that are as defined: 5 B's of talent management – This model is used to increase the knowledge and skills of people which make them experienced and good in business performance. All description about B's are as defined: Buy – This is a recruitment process which states how a talent is buy and how it works in organisation in order to accomplish goals. Build – This helps to build, grow and develop the people from skills and competence perspective to make sure continued competitive advantages. Borrow – Securing the assistance of internal and external consultants that can help for short time by showing talent(Pool-Funai, 2018). Bind – In this process management focuses on how to retain and bind their talented employees in the organisation which gives positive outcomes. Bounce – In this management focuses on how to let go people who are not fit for organisational purpose. Each organisation is having different culture and work where needs talented employees is also different. By using 5 B's talent management theory, organisation can find out best employees who are specialised in health care, make strategy to retain them in NHS that helps to increase the business performance. 5
Recommendationswithafocustorequiredknowledge,skillsandbehaviourneededby management From the discussion it has recommended that managers should know talent in their employees and should assign the work accordingly which can help to increase the organisational productivityandprofitability(Stark,2015).InNHS,managersevaluatetheemployee's performance and get information what work they perform effectively and good way. They assign the work or area of health services in which they are specialised and have capability to perform well. To become a talent manager there is need to have high knowledge, capabilities, experience and good performance which helps to improve the organisational productivity and profitability. With the help of this the goals and objectives of organisation are improving on continuous basis. CONCLUSION From the report it has concluded that people management is the course that provides excellent knowledge about people management skills. Manager should have good knowledge and skills which helps to improve the organisational performance. Management and leadership is the process of organisation where management understand needs and provide a good knowledge to maintain high performance. With the help of effective leadership and management, talent management and training and development organisation can retain their employees for long term.Tomaintaingoodworkandmotivateemployeestrainingshouldbeprovidedby management and leaders which can satisfied employees and they feel comfortable. 6
REFERENCE Books and Journal Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical approach. InHuman Resource Management (pp. 1-23). Routledge. Gibbons,P.,2018.ManagingHumanitarianAction:AnIntroduction.InInternational Humanitarian Action (pp. 397-415). Springer, Cham. Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical introduction. Oxford University Press. Flyvbjerg, B., 2017. Introduction: The iron law of megaproject management.Bent Flyvbjerg, pp.1-18. Analoui, F. ed., 2018.Human resource management issues in developing countries. Routledge. Dumas, M., and et. al., 2018. Introduction to business process management. InFundamentals of Business Process Management (pp. 1-33). Springer, Berlin, Heidelberg. Ballantyne, H., 2018. An introduction to change management theory for veterinary nurses: part one.Veterinary Nursing Journal. 33(11). pp.305-308. Russ, M., 2014. Introduction—What Kind of an Asset Is Human Capital, How Should It Be Measured, and in What Markets?. InManagement, Valuation, and Risk for Human Capital and Human Assets(pp. 1-33). Palgrave Macmillan, New York. Honarpour, A., Jusoh, A. and Md Nor, K., 2018. Total quality management, knowledge management,andinnovation:anempiricalstudyinR&Dunits.TotalQuality Management & Business Excellence. 29(7-8). pp.798-816. Meyer, K. E. and Grosse, R., 2018. Introduction to managing in emerging markets.Oxford handbook of managing in emerging markets, pp.3-34. Pool-Funai, A., 2018.Ethics in Fiscal Administration: An Introduction. Routledge. Stark, J., 2015. Product lifecycle management. InProduct lifecycle management (Volume 1)(pp. 1-29). Springer, Cham. (Armstrong and Taylor, 2014)(Collings, Wood and Szamosi, 2018)(Gibbons, 2018)(Hislop, Bosua and Helms, 2018)(Flyvbjerg, 2017)(Analoui, ed., 2018)(Dumas and et. al., 2018) (Ballantyne, 2018)(Russ, 2014)9Honarpour, Jusoh and Md Nor, 2018)(Meyer and Grosse, 2018)(Pool-Funai, 2018)(Stark, 2015) 7