People Management and HR Practices

This assignment requires a thorough analysis of various articles and books related to people management and HR practices. The provided references cover topics such as the mediating role of leadership and people management practices on HRD and organizational performance, devolving people management to line managers, crafting clinical practice guidelines, and more. Students are expected to review these sources and provide a summary or analysis, depending on the specific requirements of the assignment.

PEOPLE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.) Organisations.....................................................................................................................1
2.) Impact on people...............................................................................................................2
3.) The workforce...................................................................................................................2
TASK 2............................................................................................................................................3
a) Structure of organisation and how it impact on people of organisation ............................3
b) Culture of organisation and its impact on people...............................................................3
c) Leadership styles and their effect on individual and team.................................................4
d.) Working environment and practises with flexible working as well..................................5
e.)Ethical practises and CSR agendas in organisation and its impact on motivation level of
staff.........................................................................................................................................6
f.) Difference in between people and how it impact on behaviour........................................7
g.) Management style need to deal with difference in behaviours as well.............................7
h.) Motivation theory and different uses of coaching and mentoring in company.................8
I.) Benefits of training and development to individuals and organisation.............................9
j.) People management strategies and impact of such on people.........................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In today's business world, different companies are using various methods and approaches
which help them to retain their employees and manage workforce in a better manner. Even
different culture and structure of business also impact the people and human resource in several
manner and thus this effect the organisation to earn higher profit as well (Knies and Leisink,
2014). Although the working environment of business should be flexible so that they workforce
can work in effective manner and can increase their working and such thing make them to attain
their goal and objective in better manner. The report is based on ROLEX which is a Wrist Watch
Company and founded by HANS WIDORF and ALFRED DAVIS in the year around 1905.
Assignment will include structure and culture of organisation, various leadership styles and
strategies to manage people, impact of leadership styles and methods used to develop workforce
in right way.
TASK 1
1.) Organisations
a.) Organisational structure and culture.
Hierarchy of business should be in right contrast so that workforce of company would not
face any issues and problems while working in a correct format. Moreover, the organisation
changes their structure and working scenario in the way they want to serve millions of people.
ROLEX is a multinational company and therefore, firms cannot set their company’s structure in
an easy manner. Although may be ROLEX chooses full length structure as this is something
which provide the powers to top executive from top to down so that they can have a better
working criteria as well.
b.) Leadership styles used.
Trait theory: This is such theory which helps to gather detailed information about
leadership. Although such thing can be used by various kind of people in companies at every
step.
Behavioural approach: The every combination and also include the external and
implicit as well and thus it is also being used to make a perceived by subordinates and it is being
called as leadership styles as well.

Contingency approach: Contingency approach is such with the technology and
somewhere the size as well and it also being used to determine the various factors of
environment and it is also affecting them to have a potential of different and several organisation
forms.
c.) Working environment
ROLEX working condition and environment is being wonderful for employees from last
so may years the labour turnover of company is reduced this make them to perform in better
manner and have a better working condition in company. This is something a result of the great
work which create a trust in between the employer and employee as well. Even if productivity of
firm is higher as well in practising.
d.) CSR agenda
Ethics are such which is a aspect of organisation is very much valuable and it makes to
have a relationship with different supplier and it is such which make them to have a technique
and distribution is such that increases satisfaction level of stakeholders and many others as well
2.) Impact on people.
The various factors do have their impact on staff and teams in different manner and thus
this thing become hurdle in between the working of company. Although this is that which make
company to organise a training and development program so that they can increase their
performance and productivity as well which make them to work with motivation level as well.
The culture and structure, leadership styles are those which has various impact on people and it
takes time to overcome from such impacts and work even in better manner too.
3.) The workforce.
a.) Strategies for manage people
The company chooses various strategies so that they can make their working in smoother
manner and such thing help organisation to manage their people in better manner too. Strategies
are such which are being made after having research of market and use such information in right
context to make a great work as well. Through strategies the behaviour and situations can be
managed in proper manner too.
b.) Impact of leadership style.

Leadership style is such which is having a great impact on the motivation and the
creativity as well. Somewhere the behavioural approach is that which increases credibility and
trust as well and also bring supervisor trust with also bring motive employees as well.
c.) Workforce are developed.
Normally, guidance is such which also provide solution to there particular task is required
to be perfect and skills set workers which is needed to create a great deal with changing situation.
Both mentoring and coaching help in bringing effectiveness in performance level of business and
such thing make them increase their working and make company to attain their goal and
objective as well.
TASK 2
a) Structure of organisation and how it impact on people of organisation
Every large company like ROLEX uses a well profound structure of firm and thus, this
makes them have an effective working in their organisation. The hierarchical way is an important
business with intensiveness and their structure on various people (Pinto, 2015). Whatever the
structure of organisation is there whether full-length or flat, it will impact on workforce and their
ability to perform in a better manner as well.
Therefore, structure of company should be effective as this makes them have an efficient
working and thus, top managers also make such policy and procedure that has to be followed by
the workforce so a better working can be seen and such thing allow to attain goal and objective
in right context as well.
All such thing is that which also impact on people and thus it is something that has a
great cognition on people and their working as well. In an organisation, if employees are
organized and deal in a right manner, then their influence can be noticeable with employees in
company. If somewhere the organisation is having a great leadership style and thus such thing
make people to get motivated. This is that which leads to have a betterment of ROLEX and it
also promote various propel to work for such organisation. If a people is satisfied with the job
and working in positive attitude then it has been seen that company and firms are likely to get
more benefits from such thing (Wilkinson, Wood and Demirbag, 2014).
b) Culture of organisation and its impact on people
Company’s culture is like in which manner they are performing their working scenario
and this it makes them to have an effective working as well. Employees is such which is being

driven by manipulation and it could have impact on workforce health. Moreover, the company is
having their values which always direct human resource day to day operation in right way as
well. Organisation values are like which make them to have an act in integrity, also with the
transparency and it is like to demonstrate respect which people help them to act in better manner
as well.
Firms are such which has different assumptions and beliefs as well which help to
strengthen the employee’s morality in right manner as well. Although it has been seen that
operating and various ethical with responsibility is something which is a key thing to their
success as well (Michie and et. al., 2016). Generally, code of conduct of ROLEX is that which
also spirit working of company. Culture and different sense of responsibility on individual make
them to have a proper working as well.
Impact of culture on people is being there in effective manner and thus company culture
is that which support the individuals and workforce to speak up and provide more and upper
level power to them with ease manner as well. Although the culture of company is also being
defined with the power of various individuals and to their teams as well. Therefore, creativity in
working is a result of having a better and effective culture in ROLEX organisation and such
thing always encourages to have an innovation as well.
c) Leadership styles and their effect on individual and team
There are various leadership styles which help leaders to motivate their employees in a
better manner and thus, such thing makes them to have an effective working as well. Leadership
style is such which also solves the problem of various situations and make their employees to
face different challenges and working in right direction as well. Various leadership styles are as
follows:
Trait theory: This is that which make company to collect the needed information which
is required for better performance. Thus concept is such which help to create the executive
awake and somewhere their pros and cons are also of knowing of how they have to create an
authority in features as well.
Behavioural approach: Various combination are there in organisation which include
explicit and implicit with factors and it is conceived by subordinates so that proper working can
be done. This is something which can be used with attributes, skills and attitude (Armstrong. and

Taylor, 2014). The effect of behavioural approach is there in organisation in great manner and
behavioural pattern of something which can be superior and it also affects the others too.
Contingency approach: This is that in which the leaders watch and see which king of
situation is and after analysing they take corrective actions. Although various thing like
surroundings, centralization and standardization are such which also help in increasing
performance and reliability as well.
Impact on people:
Moreover, well structured thing leadership style is such which is also committed to have
a better communication with is workforce this has to be done in proper manner so that company
can accomplish success.
d.) Working environment and practises with flexible working as well.
In organisation it is required to have a better working environment for staff the
employees of whole business(Bennett and Dearden, 2014). ROLEX is such company which is
having a great working condition work in right contrast as well and thus this make them to
provide effective criteria of working as well.
Moreover there are various benefits of flexible working to organisation thus they have a great
high level of autonomy and to employees as well which is being, generally having a process of
authorization within various organisation as well. This is something a result of the great work
which create a trust in between the employer and employee as well. Even if productivity of firm
is higher as well in practising. Moreover various benefits are like:
 Job satisfaction
 Reduced stress
 Better paid work etc.
Although with this company is also having various benefits for organisation and they are
also having flexible working environment as well. This is something which also increases
participation and creativity, with all such everything is being higher level performs and thus this
make them to have a better environment (Alagaraja, Cumberland and Choi, 2015). The benefit
for organisation are as follows:
 Decreased absences of employees
 Can retain their staff
 other benefits etc.

The working environment of company also impact performance of people in
organisation. In company where all factors of working exist in better manner and provide various
flexibility as well and in such situation and environment, human resource and workforce feel
better to work in great manner too. Therefore, intrinsic factors are such which is being related
with the satisfaction level of job in working environment and such theory is that which also
states that satisfier and factors are those which is being a people performance.
There are some theories of motivation which help to manipulate employee to work hard
in proper manner and thus it also make them to increase their performance as well.
MASLOW NEED HIERARCHY
According to such theory, people are generally motivated to attain some certain needs in
right context. Although when a desire is fulfilled workers do go further to achieve another one as
well. Generally, human is having a five needs which is arranged in correct format to attain them
in better manner as well and those are as:
 Physiological needs
 Safety needs
 Social needs
 Esteem needs
 Self- actualization
These steps motivation of people to achieve such level one by one and work hard, even
though such concept is applicable in organisation as well which also motivate people to increase
their performance as with these they also get appraisals in correct way and with such they also
attain their personal goals as well.
e.)Ethical practises and CSR agendas in organisation and its impact on motivation level of staff.
Organisational ethical practises are such which is being a needed motivator influence
which make them to manipulate them for performance of employees in better manner (Goetsch
and Davis, 2014). Application of ethics and other things are such and such thing is important
scenario and it bring success as well. This all makes them to have what is right and also having
application of it is in selling increases sales volume which also goes with creating good
impression of sales force. If motivation level of employees is required to get increase then ethics
in staff is also being developed is a obvious criteria. A proper thing of promotion, incentives and
different benefits helps in benefiting staff and increasing the level of employee as well.

When a company is such which is being involved in CSR activities and such thing is that
which support community as well. Moreover, ROLEX also plays their CSR roles by having
diversity in their workforce as well. Mentoring and the coaching to various people and and thus
it is quite related with industry and having a people in another way which lead to implement
CSR as well (Li, Jiang and Lin, 2014). Different company CSR as like supporting to the career
progression, proving enough as well with various opportunity and this make them to motivate
them in further scenario. Although the supporting in the various environmental policy and it is
regarded as profound involvement in the different CSR activities. Normally, big companies are
now getting involved in environmental programs and activities as well.
f.) Difference in between people and how it impact on behaviour.
In various organisation the difference among the employees can be seen easily. The
competence, knowledge and skills are such which differ people from people. Although few
people has their quality in solving problem in better manner and few other people don't have
which is a sign of difference in person (Wehrmeyer, 2017). A people's attitude also make
difference in various person and thus it also bring them to have a in behaviours as well.
Religion and beliefs of people create difference in between them, in ROLEX firm, there
are various people with different religion working under one roof. Their working styles and
behaviour world be different, although personality of individuals are such which also make
organisation which also affects the behaviour of individuals as well. A perception of something
will always differ from people to people just because of their psychological facts and such thing
impact people in organisation and such thing bring difference in working as well. Moreover, a
different people is also aggressive in their working, lead to have a modern life as well, which
keep in high confidence level as well and may it lead to generate life and working is such which
create differences in behaviourist as well.
g.) Management style need to deal with difference in behaviours as well.
Theory of X and Y is such which states that an organisation, which is being handled in
two ways as well. There are first is something which can be negative and comes under the X and
under the Y conspiracy positive criteria is being included. Although the X factor is such which
include the “power to use obedience” and “right to control” as well. If comparison is being done
with the Y part then it will include the “Participative” criteria and such thing help in attaining

their own objectives and it can be used as better initiatives towards various achievement of
organisation (Bainbridge, 2015).
Company like ROLEX is having a theory which remind to have work with code of
conduct and this is something which is a corrective actions which is being immediately and such
thing is being occupied in fluctuation (theory X), and somewhere it also make to speak up and it
also show their creativity in their working as well. Management is such which also used to boost
up their productivity of workforce and somewhere it also control behaviour of people and it also
increases confidence level of unity and among workers and employees too.
The Hawthorne effect is such which has a psychological trend and it is used to enhance
the performance of human, various concept is also used in organisation and this is something
which also result into the improved attention from the superior, customer or having co-workers
as well. This is such also impact and bring a improvement in result as well by setting up the
common and interactive objective as well (Uhlig and et. al., 2014).
h.) Motivation theory and different uses of coaching and mentoring in company.
The people in organisation has to be satisfied with their working as because this is such
which make them to have an effective working and also increase their performance in company
and such thing also build to gain competitive advantage in organisation as well. There are
various methods of motivation in firm and those are as follows:
Self actualization: Maslow is such which is as biggest and highest need of structure as
well. This is something which is being used to generate one capable of becoming, it contains
various development as well and it also accomplishing someone's prospective and also include
the self fulfilment in better manner as well. This is there which is used to prospective and it also
used to achieve something in right contrast too (Head and Alford, 2015). Moreover, standpoint is
such of inspiration and the concept for such which also say that never being needs are satisfied
and also substantially nothing is more inspires to work. Although if it is required to motivate
anyone and it also include the various stages and having structures like to have individual
working and also make concentrate on fulfilling these needs in better manner.
Empowerment: Empowerment of something is such which also has strategy viewpoint
as well that helps to make different choices about risks as well. Workers is having different
powers on their own as well which is liability of results as well. In such method the workers and
it also serve customers at the various levels in company and it also interface the prevails as well.

Uses of coaching and mentoring.
Coaching is such which is more effective and having a great reaction among and to
increase the task as well. Projects and abilities are those which is being considered to resolve
training and possibilities as well (Kramar, 2014). Mentoring is the form of offering support such
thing also consider people with data and innovation as well are being printed with the smaller
experienced people with people who has great experience for meeting and improving the better
and men-tees growth as well.
I.) Benefits of training and development to individuals and organisation.
There are various benefits to the individual and organisation which help them to improve
the working criteria of company, training and development is being used to have a proper
working by employees in firm and this make workers to increase their performance as well
(Hamari, Sjöklint and Ukkonen, 2016). Several benefits of training and development program
are as follows:
 Employees are always being helped to focus in working and priority is being placed in
strengthening workers in better manner.
 Productivity is such which is improved, favour impact of the various main point here.
 Moreover, employees and workers are kept in with new information related to job and
also looking forward to have a better customer support working as well.
 Employees are also modified and worked with new and improved abilities as well, with
having a aim of company and firms goals and objectives in better manner.
 Job satisfaction, workers inspiration and comfort is also being improved which also
reduce the worker revenues.
 Organisation is such which also has a great fresh or the impartial professional which has
same opinion or having a discovery with assessment as well.
Training does provided to employees in firm, although company do require of training
and development in organisation and this is being done after identifying the need of development
theory in firm and help employees to work hard and make entity to work in better condition and
somewhere in proper manner as well.
The training and development session is such which also help in increase in performance
and productivity of employees and thus with training session the employees and human resource
do learn new skills, knowledge and ability to perform everything in better manner as well.

Training does help them to know how to face risk in organisation and make them competent to
cope up with environment as well, which directly help firm to attain their goals and objectives
with earning higher profits too.
j.) People management strategies and impact of such on people.
Managing is such which is having a successful and in expansion programs and this is
something which needs to have expertise and this make them to have a continuous and various
growth and planning as well. Moreover the position of people is also result into social interaction
which comes to have a access details (Shields and et. al., 2015). Information is such which also
allows administrator and also look to develop the technique and make choices and also become
apply actions as well. Moreover, procedure and function is such which is having a number of
related activities and this also bring a bigger actions as well. Some of the objective are as
follows:
 Creating official and the casual organisation components which meant to have a
assigning power and also went on discussing the responsibilities as well.
 Keeping effective and efficient communication criteria within team, group and even in
large community as well.
 Although selecting, motivating, training and also looking forward for analysing the staff
as well.
K.) Recommendations.
Recommendations are such which help company to improve their working condition in
organisation although this also help in making a better place for working. This is something
which help firm to produce a better plan and decision for entity and through this they also make a
better strategy for organisation to fight in market as well. Some of the recommendations are as
follows:
 Proper people management cab be implemented by having a better policy and procedure
for employees in organisation.
 A effective working environment in company make workforce to work in right direction.
 A proper facilities to employees at their work place motivate them to work hard in
organisation.
 A proper performance appraisal format can bring a better people management in
ROLEX.

 A better working structure can help workforce to work in proper manner as well.
CONCLUSION
From the above report it is being concluded that, people management is very crucial and
important aspect in company which make organisation to take care of their employees in better
manner and thus making them to work in different environment. Various leadership styles and
strategies of management make ROLEX to have a great working. Therefore, various CSR
activities are also being worked by company and this make them to attain their goal and
objective in better manner as well.

REFERENCES
Books and Journals
Knies, E. and Leisink, P., 2014. Linking people management and extra‐role behaviour: results of
a longitudinal study. Human Resource Management Journal. 24(1). pp.57-76.
Pinto, J.K., 2015. Project management: achieving competitive advantage. Prentice Hall.
Wilkinson, A., Wood, G. and Demirbag, M., 2014. Guest editors’ introduction: People
management and emerging market multinationals. Human Resource Management.
53(6). pp.835-849.
Michie, J., and et. al., 2016. Do we need HR?: Repositioning people management for success.
Springer.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bennett, N.J. and Dearden, P., 2014. Why local people do not support conservation: Community
perceptions of marine protected area livelihood impacts, governance and management
in Thailand. Marine Policy. 44. pp.107-116.
Alagaraja, M., Cumberland, D.M. and Choi, N., 2015. The mediating role of leadership and
people management practices on HRD and organizational performance. Human
Resource Development International. 18(3). pp.220-234.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Bainbridge, H., 2015. Devolving people management to the line: How different rationales for
devolution influence people management effectiveness. Personnel Review. 44(6).
pp.847-865.
Uhlig, K., and et. al., 2014. A framework for crafting clinical practice guidelines that are relevant
to the care and management of people with multimorbidity. Journal of general internal
medicine. 29(4). pp.670-679.
Head, B.W. and Alford, J., 2015. Wicked problems: Implications for public policy and
management. Administration & Society. 47(6). pp.711-739.

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Hamari, J., Sjöklint, M. and Ukkonen, A., 2016. The sharing economy: Why people participate
in collaborative consumption. Journal of the Association for Information Science and
Technology. 67(9). pp.2047-2059.
Shields, J., and et. al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Li, H., Jiang, Y.F. and Lin, C.C., 2014. Factors associated with self-management by people
undergoing hemodialysis: a descriptive study. International journal of nursing
studies. 51(2). pp.208-216.