Comprehensive Report: Principles of People Management

This report provides a comprehensive overview of people management principles, covering various aspects crucial for effective human resource management. It begins by examining the relationship between HR functions and other business units, emphasizing the importance of workforce planning and the impacts of employment law on organizational policies. The report then delves into the evaluation and implications of different types of employment contracts for both organizations and individuals. It further explores organizational responsibilities under equality legislation, the benefits of diversity and inclusion, and the language and behaviors that support equality. Team dynamics are analyzed, including the differences between groups and teams, characteristics of effective teams, team-building techniques, motivation strategies, and conflict management. The report also covers performance management systems, including objective setting, appraisal best practices, and employee well-being. Finally, it addresses employee development, exploring different training methods, the role of targets and feedback, personal development plans, and reward systems, including pay structures and associated risks. The report concludes with a synthesis of these elements, emphasizing the interconnectedness of effective people management practices.

Principles of people
management

Table of Contents
INTRODUCTION...........................................................................................................................1
1.1 The relationship between human resource functions and other business..............................1
1.2 The purpose and process of workforce planning...................................................................2
1.3 Impacts of employment law on an organization's HR and business policies........................2
1.4 Evaluation and implication for an organization of utilizing different types of employment
contracts.......................................................................................................................................2
1.5 Evaluation and implication for an individual of different types of employment contracts...3
2.1 Organization's responsibilities and liabilities under equality legislation...............................3
2.2 Explanation of benefits that effective quality of opportunity, diversity and inclusion
policies bring to organizations and individuals...........................................................................3
2.3 The language and behaviour that support commitments to equality of opportunity.............4
2.4 Ways of measuring diversity within an organization............................................................4
3.1 The difference between a group and a team..........................................................................4
3.2 The characteristics of an effective team.................................................................................5
3.3 The techniques of building a team.........................................................................................5

3.4 Techniques to motivate team members..................................................................................6
3.5 The importance of communicating targets & objectives to a team.......................................6
3.6 Theories of team development...............................................................................................7
3.7 Common causes of conflicts within a team...........................................................................7
3.8 Techniques to manage conflict within a team........................................................................7
4.1 The characteristics of an effective performance management system...................................8
4.2 The uses of measurable, specific, achievable, realistic and time bound objectives &
priorities.......................................................................................................................................8
4.3 The best practice in conducting appraisal..............................................................................9
4.4 Factors that required to be taken into account while managing people's well-being and
performance.................................................................................................................................9
4.5 The importance of following disciplinary and grievance processes......................................9
5.1 Benefit of employee development.......................................................................................10
5.2 Advantage and limitations of various type of training and development methods..............10
5.3 Role of targets, objectives and feedbacks in employee development..................................11
5.4 How personal development plan support the training and development of individuals......11
5.5 How to use planned and unplanned learning opportunities.................................................11
5.6 How to support individual's learning and development.......................................................12
6.1 Component of Total reward.................................................................................................12
6.2 Relationship between motivation and reward......................................................................12
6.3 Different types of pay structure...........................................................................................13
6.4 Risk involved in the management of reward schemes.........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
People management is a subset of human resource managwme4nt and also the most
difficult part of manager's job which deals with policy, strategic and financial issues. This
present study is going to present and show about the purpose of workforce planning and
importance of human resource functions in any type of organization. There are various factors
that need to be required for manager to keep in mind while managing people's performance.
There are various reasons of conflicts such as unequal pay, ineffective communication that can
be solved by developing an effective team by manager. Further this report will show about the
importance of team working, rewards and motivation to employees. There are various
employment legislations that also play an important role in an organization to follow with the
main aim of being in a competition and increase brand image (Noe and et.al., 2017). Present
study also analyse some techniques of motivating employees and building an effective team as it
helps a manager to increase their productivity and also increase their sales. It will not only show
about benefits of motivation and reward system but it will also tell about negative impacts of
reward scheme that are being used by organizations for motivating their employees.
1.1 The relationship between human resource functions and other business
The most important department of any type of organization is HR that plays various
functions with the main aim of developing their team members and achieving their goals. HR
mainly performs development, compensation, staffing, developing employees' relationship
functions and so on. Without performing these main functions, an organization can not achieve
their vision and make profits. There is a strong relationship between HR department and other
department and businesses. The way of motivating and developing employees impact all their
functions and departments of an organization. For example, HR motivate and develop their
employees by satisfying and performing various roles for them then that time employees feel
happy and encouraged. Motivated employees are likely to work more productively that directly
impacts on the improvement of quality. Improved quality satisfy customers, and then they likely
to purchase products of the company to the great extent, So it can be said that HR functions are
interrelated with other functions and business.
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1.2 The purpose and process of workforce planning
Workforce planning defines a continuous process that is being used to align all the needs
of an organization with those workforces that can achieve and fulfil their all the needs. The main
aim of an effective workforce planning is to ensure that an organization has an appropriate and
adequate supply of employees with required skills and experience. This planning involves to
identify current as well as future employees' needs and then use the most appropriate methods to
recruit and retain them (Nankervis and et.al., 2016).
There are some reasons which shows that workforce planning plays a vital role such as: It
can improve an organization's image, employees and business can take advantages of all
opportunities, they can prevent problems and can tackle them with effectively. There are some
steps included in the process of workforce planning such as to set strategic planning, to analyse
current workplace profile, to develop an action plan, to implement that plan and then monitor
and evaluate that action plan.
1.3 Impacts of employment law on an organization's HR and business policies
Employment laws can be defined as the collection of laws & rules that regulate
relationship between employees and employers. There is a relationship between employment
laws and HR and business policies. HR hire, recruit and motivate employees, and they make sure
them that they will provide them better and safe working environment and will provide all the
benefits that are being made for them. Employment laws includes anti discrimination laws,
protection of wages, disability and medical privacy protection etc. If HR and business policies do
not consist of these laws and do not follow employment laws then they have to face various
problems. Employment laws can make HR processes easy if they follow ethically and it can also
increase their sales as well. When an organization consists of laws and make structure and
policies accordingly that time they can improve their brand image and make customers and
employees sure that they will be protected, So it can be said that employment laws can have
positive as well as have negative impacts on business policies.
1.4 Evaluation and implication for an organization of utilizing different types of employment
contracts
An employment contract can be defined as a binding contract between an employer and
employee that consists of necessary aspects such as termination procedures, employment
agreements, wages, roles and duties of employees. It can be evaluated that employment
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agreements allow for a high level of specificity regarding the details of the employment. It
fosters a strong and positive relationship between the employer and employee.
1.5 Evaluation and implication for an individual of different types of employment contracts
It is not only important for employers to implicate different types of employment
contracts but also beneficial for employees. There are various importance and factors which
shows that it plays a vital role such as: It provides the job security and also protects them from
certain risks. There are various reason which put pressure on employees to leave the organization
and interpersonal conflicts (De Cuyper, De Witte and Isaksson, 2017). Employees also plays
their duties in an effective manner according to the employment laws and contracts. They do not
behave unethically and help each other which make them happy. It also increases their
productivity and performance level.
2.1 Organization's responsibilities and liabilities under equality legislation
Equality act plays an important role as it ensures consistency in what employees as well
as employers require doing to make their workplace a fair environment. Under equality act, it is
important for employers to make sure that all employees are following this act and if someone
does not follow and discriminate any employees then they need to show evidence that they are
taking a positive action that make sure employees that they will not discriminate again. They
have liability and right to ask questions from their employees that how they feel at workplace
and what may have happened to them (Finnis, 2016). By getting answers it can make sure that all
employees are being treated equally or not.
2.2 Explanation of benefits that effective quality of opportunity, diversity and inclusion policies
bring to organizations and individuals
There is an importance to give equal opportunities to employees and do not discriminate them.
When employers treat equally to their employees then they feel motivated and respected towards
achieving their pre determined goals.
Attract more customers & workers: Diversity and quality of opportunity can make all
employees able to reach to a target wider range of customers. They can also attract a wider and
skilled employees by seeing that the company accommodates a diverse workforce.
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Development: Business can also make growth and development is they have workforce
diversity and treat equally with all employees. Those businesses who have different types and
nature of employees can bring different creativity and way of doing things.
2.3 The language and behaviour that support commitments to equality of opportunity
It is important to access the current organizational behaviours to achieve equality and
diversity at workplace. In the context of behaviour it is important to use the best and suitable
communication style and to understand needs and feeling of employees. Behaviour shows
employees that they are being respected. Ethical behaviour and language helps an employer to
retain employees within an organization for the long run. It is also important to show integrity
and consistency in decision-making for taking advantages of workforce diversity and equality of
opportunities. If managers and employers support to thei5r employees that time employees feel
encouraged are less likely to leave the organization.
2.4 Ways of measuring diversity within an organization
There are some ways of measuring diversity at workplace by using different
measurements and observation. By maintaining hiring records as HR recruit different types of
employees from different cities, so they can measure with the help of hiring records. Manager
can also measure diversity at workplace with the help of turnover rates. Turnover rates can make
them able to see that which type of employees are more likely to leave the organization and find
out the reason. Observation is the main and important technique of measuring diversity to see
that how all employees are being treated. Diversity training teach employees to maintain a level
of respect and treat ethically with one another (Abrams and et.al., 2015).
3.1 The difference between a group and a team
A group is being made by individuals and it is a collection of individuals that coordinate
their individual efforts, On the other hand team is being made by a group of people and it can be
said that group is involved in a team that consists a common goal. Here is the difference between
a group and a team:
Basis Group Team
Meaning The meaning of group can be
defined as a collection of
various type of people that
Team refers a group of person
that work in a team and
collaboratively for achieving a
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work collaboratively for
completing a task.
common goal.
Process The process of a group
involves discuss, decide &
delegate.
Team process includes discuss,
decide and do.
Leadership In a group there is an authority
of leading in the hand of one
individual.
In a team, more than one
people can lead the team.
Concentration Group and members of a group
focus on accomplishing their
own and individual goals.
Team members focus on
accomplishing team goals.
Dependency All individuals are
independent in a group.
All team members are
interdependent.
3.2 The characteristics of an effective team
An effective team make themselves able to achieve their common goal and work productively.
There are some benefits and characteristics of having an effective team that includes:
Clear direction: It is not possible to achieve a team and common goal without having a
clear direction. The most important benefit of an effective team as all the members have clear
direction about the work as what they need to do.
Support risk taking: We all know that members of team work for achieving a common
goal and if a member of a team is having a problem then without solving that problem they can
not work further, So all members of a team share and help each other in solving problem, and
they support risk.
Communicate freely: Team members of a particular team do not feel hesitate to
communicate with other members. This communication improves their interpersonal relationship
and also reduce the chances of disputes (Harris and Sherblom, 2018).
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3.3 The techniques of building a team
Leaders and manager of any type of organization know the importance and value of an
effective team, so they more focus on developing team. For that they use various techniques
which includes: Strength, Teamwork, alignment and result. Strength is an important technique if
team development for that a manager identify their team members according and on the basis of
clear strengths and then determine skills and strengths that are required by them in order to
achieve the results of the team. Other technique is team work by which team member can easily
achieve their goals. By this technique, manager allow all members of team to interact with each
other in order to identify their strengths and weaknesses and improve relationship. With the
alignment technique, team leader align and bring all individuals together and tell them the reason
and importance of their existence.
3.4 Techniques to motivate team members
Motivation also plays a significant role as it is the main reason of doing and performing
all the roles with effectively. There are some techniques and ways that helps a manager in
motivating their employees towards achieving their goals such as:
Appreciation: Appreciation is an effective way of motivating employees and people.
Employees try to work more productively and are dedicated towards achieving goals when they
are appreciated. It is the greatest reward than money as it make employees feel that they are
doing great.
Celebration: When team leader and manager celebrate their team members success then
they feel more motivated. By celebrating their team members achievements, a manager can show
them that they made 1 more important step forward.
Effective Payment: The main reason of employees and people of working is to salary.
When employer pay them an effective salary which they deserve that time they more focus on
their work (Vos, 2015).
3.5 The importance of communicating targets & objectives to a team
Every manager have some goals that need to be achieved and that goals can be achieved
with the help of their employees and team members. For achieving determined goals it is
important to communicate target and objectives to a team. If manager do not communicate and
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tell their employees about targets and objectives then it can lead to confusion and
ineffectiveness. For increasing sales and productivity it is very important to communicate targets.
It also decreases the chances of conflicts when employees communicate effectively. It he4lps
them in getting success and make a separate and strong image.
3.6 Theories of team development
There are several theories of team development and the most important and appropriate
theory is Tuckman's theory which has 4 main phases such as:
Forming: In this stage, team members try to interact with each other to work out that
what is expected from them. They have mixed feelings of Excitement & enthusiasm with fear &
uncertainty.
Storming: In this 2nd stage, team members see themselves as a team. Conflicts also occur
as personal agenda come to in light. They start questioning with each other and seek authority.
Norming: In this stage, members find out the ways of resolving problems and conflicts.
They help each other and collaborate in work.
Performing: In this stage they see improved relationship which increases their
confidence and performance level.
3.7 Common causes of conflicts within a team
There are some reasons which create conflicts among team members and destroy their
interpersonal relationship. Some reasons are described as below:
Unresolved workplace issues: When manager do not consider on employees and
workplace issues that time employees feel disrespected. It makes them feel frustrated which
become the reason of conflict.
Lack of equal opportunities: Team leader and manger give authority to few team
members. Other members who do not get equal opportunities and opportunities as other team
member then they feel discriminated which also create conflicts.
Bullying: Team members who get authority and are skilled as other employee that time
they take undue advantages of their post and bully other employees and team member. It also
makes them feel unhappy at workplace which become the reason of conflict.
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3.8 Techniques to manage conflict within a team
There are several techniques which can help team leader and manger to solve and manage
conflicts within a team such as:
Collaboration: Lack of communication and interpersonal relationship become the reason
of conflicts. Collaboration make team members able to improve their relationship and help each
other which can solve the problem of conflict.
Compromising: This strategy and technique can be used where participants are partially
cooperative and assertive. When no one is happy with the final decisions made by manager that
time this compromising strategy become beneficial (Mengistu, 2015).
4.1 The characteristics of an effective performance management system
Performance management system reefers the systematic approach to measure employees'
performance. There are some characteristics and benefits of the best performance management
system including:
Performance criteria is well-defined: The main benefit and importance of Performance
appraisal is it defines job and performance criteria to all members as it consists of rules and
procedures. It helps employees and employer to measure performance level.
Less time consuming: The best and effective performance appraisal are being designed
to be less time consuming and economical as well.
Valid and reliable data: The best and effective performance management system
provides authenticate and reliable data that is good for employers and employees to measure
performance (Van Dooren, Bouckaert and Halligan, 2015).
4.2 The uses of measurable, specific, achievable, realistic and time bound objectives & priorities
Using of SMART objectives can help manager and employers to guide goal setting as it
makes clear to employees and employers that what they need to achieve and how they can
achieve.
Specific: Employee and employers work for achieving objectives so it is very important
to have clear understanding and having specific objectives.
Measurable: Measurement of objectives make people able to know that determined
objectives has been achieved by them
Achievable: Objectives also need to be achievable. Objectives which is being set by
manager can be stretching and complex but should not unachievable.
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Realistic: Objectives which is being set should be realistic but its does not mean they
should be easy. They can be set which are demanding.
Time bound: It is also important to set a time and deadline of achieving objectives.
Deadline and time help to create the necessary and urgent work before.
4.3 The best practice in conducting appraisal
For conducting an effective appraisal for the staff a manager require to follow some steps
such as: They require thinking of performance and develop them for employees through
counselling, orientation and training. There is no requirement of communicating about
performance appraisal as it is an annual event. To seek feedbacks from employees and managers
in order to know about performance level an ongoing basis. Encourage employees participation
in the process of performance appraisal. After getting feedbacks there is a requirement of
encouragement and then agreeing on goals. In this they require addressing performance issues,
training and other issues (Bjerke and Renger, 2017).
4.4 Factors that required to be taken into account while managing people's well-being and
performance
There are some factors that affect people's well-being and performance such as
organizational culture, motivation, management, competition, workplace conditions etc. For
managing employees' well-being and for improving employees performance4 level it is
important for the manager of an organization to keep all the factors in the mind. For example,
When employers provide all facilities and adequate resources then they are more likely to work
towards their work. On the other hand if employees do not feel secure and happy at workplace
then it increases staff turnover and absenteeism. Organizational culture is other main factor that
can impact performance level and people's well-being. Organizational culture shows the way of
doing business like if they are performing ethically then employees feel motivated. If they do not
follow policies and do not treat ethically with their employees then they become demotivated, so
all these factors are required to keep in the mind.
4.5 The importance of following disciplinary and grievance processes
Grievance and disciplinary processes plays an important role for employees as it provides
them job security and guidance that increases their efficiency and productivity. Grievance
procedure give and allow employees to raise voice against unexpected and unbearable things.
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