Managing Peoples: Induction and Training Programs for Greater Performance

This presentation explores the importance of managing people in organizations, with a focus on induction and training programs. Using Marks and Spencer as a case study, it discusses the benefits, challenges, and solutions of implementing such programs. It also examines different management and leadership styles and how organizational structure and culture influence the overall performance of an organization.

Managing Peoples

INTRODUCTION
 Managing people in organization is quite important for every firm.
 This report helps to assess transferable skills and capability such as
cooperation, negotiation and leadership.
 The chosen company for this report is Marks and Spencer which is
one of the largest retail company in UK.

Presenting how induction and training programs lead to
greater performance and output
Induction:
Training:
 It is a simplest process under which
someone is introduced into a new
job and organization.
 It is an action or developing a
person with any skills and
knowledge in order to achieve or
improve one's capability, capacity
and performance as well as
productivity

Benefits of training and induction In Marks and Spencer:
High Morale:
 Employees of Marks and Spencer
who receive training sessions have
increased their confidence and
motivation so that they give best
output for the company (Aasi and
et.al., 2018).

Continued...
 Encourage productivity:
• Marks and Spencer encourage
employees and spends money to
provide training and induction
session to their employees.

Challenges and solution faced by Marks and Spencer during
training and induction process:
 Hectic Employee schedule:
 During process of training,
company faces problem because
of hectic schedule and there is a
risk that training which adds to
stress.
 As employee are quite busy in
their schedule that is why
training are not effective is such
a way as it should be.

Continued...
 Time and resources are limited:
Sometimes company finds that there is lack of time and resources which
cannot lead to a better training sessions. Therefore, this is consider of
the biggest challenge faced by a company.

2. Presenting management and leadership styles
• Leadership style is a simplest
manner and approach which
provide direction, implementing
plans and also motivating peoples
in order to achieve all defined goals
of a company (Rosenbach, 2018).
• There are so many styles which are
describe below:

Transformational
Leadership:
•Under this, they inspire staff with their
effective communication and also by
creating an environment of intellectual
input (Shamir and Eilam-Shamir, 2018).
•Leadership who follow this leadership
style, require more oriented detail
managers so that they successfully
implemented their strategies into the
working areas.
Autocratic Leadership:
•It is an advance version of transactional
leadership style and leaders who follow
this they have a significant control over
the staff.
•This style is mostly suited in those
company where jobs are fairly routine
and require limited skills, such as military
organization (Spencer, 2018).

Democratic Leadership:
Another name of this style is participative leadership style in which
leaders are ask to their employees for an input before making final
decision.
If such leadership style is follow in many organization then as a
result workers usually feels job satisfaction and company can
benefited from best creativity.
But sometimes it is consider as a slowest process and not hep to take
quick decisions.

Best for Marks and Spencer:
The quoted company follow democratic leadership style
because an the management style is consultative.
In this, leader consult with other team members before
making any decision. Such that entire group influence final
decision even though it is made by the leader.

3. Presenting how organizational structure influence
and culture within organization
 Organizational culture develops around its structure and cultural
change is also required in order to change company's structure.
 Further organizational structure always remain same but on the other
side, its culture can be changed if management changes how workers
are assigning their roles in that structure only (Van Grembergen and De
Haes, 2018).

Functional structure:

Divisional Structure:

Flat Structure:

RECOMMENDATIONS:
 Marks and Spencer needs to adopt new structure i.e.
hierarchical structure because under this, employees
recognize their defined levels of leadership which is quite
necessary.
 Further company must provide different opportunities to
their employees for promotion such that it motivate them to
perform well.

CONCLUSION
 By summing up above report it has been concluded that it is quite
necessary to manage peoples such as managers, employees within an
organization.
 The report concluded that by providing better training session and
induction programs M&S will definitely raise their employee's
performance and gets better result that affect their entire working
performance.

REFERENCES
Books and Journals
Aasi, P. and et.al., 2018. How Does the Organizational Culture of Collaborative
Networks Influence IT Governance Performance in a Large Organization?.
Bhalla, P., Qazi, S. and Miralam, M. S., 2018. Effect of organizational role stress on
organizational culture: an empirical evidence from service-sector. The Business &
Management Review.9(3). pp.112-112.
Donovan, S. L. and et.al., 2018. Ending on a positive: Examining the role of safety
leadership decisions, behaviours and actions in a safety critical situation. Applied
ergonomics.66. pp.139-150.