A Report on Managing People: Functional Areas, Strategy, and Skills

This report analyzes the importance of managing people within an organization, focusing on functional areas, strategy, and required skills. Using Mitchell's and Butlers (M&B) as a case study, the report explores the roles of managers in various functional areas such as operations, marketing, accounting, and finance. It examines how organizational strategy and structure integrate to achieve key goals, emphasizing the significance of strategic planning and organizational structure. Furthermore, the report details essential personal and professional skills for HR managers, including multitasking, recruitment, communication, negotiation, problem-solving, compensation, performance evaluation, training, and ethical conduct. The conclusion highlights the overall importance of effective people management for organizational success, with an emphasis on the role of the HR manager in fostering a productive and efficient work environment.

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................1
Role and impact of key business and management functional areas. ........................................1
Strategy and organisational structures and how they integrate together to achieve key
organisational goals.....................................................................................................................3
Personal and professional skills .................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6
Books and Journals.....................................................................................................................6

INTRODUCTION
Managing people is not simply a duty - there is now an accelerative identification of the
value of the ability of individual management. How a social unit is managed can affect worker
retention, ratio, ability and employees’ health. So it makes good business sense to be an
effective people manager. In addition to this, Managing People is an essential skill in business,
whether within a larger organisation or for own business so as to achieve effective and efficient
outcome. This report is based on the organisation ‘Mitchell's and Butlers’ which is one of the
largest operators of restaurants, pubs and bars in the UK, providing a wide choice of eating and
drinking-out experiences through their well known brands, and delivering great service, quality
and value for money for their guests. This report gives the brief about the roles of manager in
different functional areas of an organization. In addition to this it also explains about the strategy
used to achieve the organizational goal on stipulated time period.
Role and impact of key business and management functional areas.
In an organisation different functions are performed and controlled by various teams of
employees having expertise and similar skill-sets, which results in efficiency and effective
management of the business as a whole. In an organisation such as Mitchell's and Butlers(M&B)
the management by functional areas helps in (Turner, J. R., 2014)supervision of the work by the
manager having a similar expertise and skills as he could bring in his significant knowledge for
assistance and guidance. The key functional areas of the business are as follows:
 Management
 Operations
 Marketing
 Accounting
 Finance
Marketing
As a manager of M and B, the primary role is to manage and supervise the performances
of the other employees. The manager has to plan his activities into categories, such as –
Planning – The managers plan by deciding a goal and then setting long term goals to
achieve the same, for instance, how to improve sales of the organisation.
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Organising – The managers after setting the goals organise the operations of the
business, such as assigning work and granting authority.
Controlling – The managers are majorly responsible for controlling the activities within
the business and see whether the goals are achieved or not, as whenever the people deviate from
the goal the managers are the first to notice and take corrective measures.
Leading – The managers are perceived as leaders in an organisation as they lead, guide,
motivate, communicate and encourage the teams in an organisation.
Operations
The operations manager of M and B would be responsible for managing the everyday
business operations of the company as the operations are like heart of a business. Under
operations a manager seeks that the inputs such as raw material etc., are converted into outputs
such as finished goods or services.
Marketing
Under marketing the manage is responsible for looking into the customer's needs and
design the goods and services accordingly while managing the promotional activities and
advertising, for instance, in today's technology driven businesses, social media marketing is noe
of the important and fastest growing sector in marketing.
Accounting
The manager of M and B would analyse the information provided by the accountants for
management and allocation of resources of the company and take decisions. The managers
provide the information to the accountants as well for preparation of financial statement, reports
etc. The managers are also responsible for providing financial transactions' summary to the
investors, owners, government etc. accurately.
Finance
The finance managers of M and B company are responsible for setting long term and
short term financial needs of the company. The finance team of a company is answerable for the
funds raised, borrowing and impacts of the these finances on the long-term growth and
development of the company.
Strategy and organisational structures and how they integrate together to achieve key
organisational goals
Strategy:
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Strategy is obsessed with deciding the creation, domain and extent of an organisation’s
act and the way its attainment will be evaluated. An system strategy is its design for the whole
concern that sets out how the administration will use its major resources. In other words, an
administration strategy is a plan of state intent at reaching particular goals and staying in good
lieu with customer and merchandiser. Strategic planning is vital to ensure that your organisation
follows the most effective course towards its mission.
Strategy formulation is a vital function for Mitchell's and Butlers’ company. A well-
focussed and definite plan of action is necessary to ensure optimum development towards
mission and vision of an organization. (Tovey, M. D., Uren, M. A. L. and Sheldon, N. E.,
2015)A good and effective strategy must render influence to the mission of the administration, it
must accomplish possibility and scourge in the environment, it inert threats to the administration
and helps to overcome imperfection in the organization.
Mitchell's and Butlers’ company managers may apply techniques such as Grand Strategy
Selection Matrix or Grand Strategy Cluster to plan the means that will be enforced to fulfil the
Mitchell's and Butlers’ company long-term goals.
Organization structure:
Structure defines how job work are formally separated, sorted and interconnected. It
indicates the firm‟s formal coverage relationships, operation, controls, authority and decision-
making processes. Structure specifies field of responsibility, control and accountability.
Organizational structure refers to the means that an administration arranges individual and task
so that its work can be performed and its aims and objectives can be achieved. There are various
benefits that stiff derive from a good structure because it contributes to the stiff‟s presentation.
Some of the importance of organizational structure for Mitchell's and Butlers’ company are as
stated below; a clearly-established(Taylor, T., Doherty, A. and McGraw, P., 2015) structure of
Mitchell's and Butlers’ company gives the group a means to resolve disagreements. Moreover,
proper organizational structure helps to bind up both the employer and employee together which
result in achieving company goal on stipulation time period. Structure also helps to make clear
the human action and coordination form within the administration. In addition to this, decision
making centres in the administration are made clear with the aid of structure. Structure
encourage growth in the system, as it helps in boosting its capability in handling accrued level of
activities. (Stark, J., 2015)Furthermore, Structure also helps to make over proper equalisation
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among organizations work and helps to express coordination of group action. Overall it can be
said that proper organizational structure helps in boosting up and accomplishing organizational
goal on stipulate time period.
Personal and professional skills
In order to accomplish organizational objective the HR manager of Mitchell's and
Butlers’ company should possess certain personal and professional skills which are as stated
below:
Multi-tasking: The primary skill for human resource management is the multitasking
ability and to manage many tasks at a single time. (Purcell, J., 2014)This will in turn will be
helpful in achieving revenue generation for the company as well as to accomplish organizational
goal.
Recruitment and hiring: The HR managers of Mitchell's and Butlers should have the
skill where they are capable to determine best practice procedure, so that competitive candidates
can be evaluated and selected. Thus it will help the organization to get the best suitable candidate
who will help the company to bring to next best future.
Communication skills: The HR manger of Mitchell's and Butlers should possess the skill
of communicating effectively and politely with everyone within the organization. Thus, it will
result in achievement of company goal within the fixed time period.
Negotiation: This is one another important skill that an HR manager of Mitchell's and
Butlers needs to develop. He must be successful (Molla, M. I. H., 2015)enough and should have
the ability to negotiate. This in turn will be beneficial in achieving organizational objectives.
Problem solving and conflict management: It is also one of the essential skill which is
necessary for the HR manager of the Mitchell's and Butlers to possess. This skill of HR manager
help the company to overcome from critical issues and will help in achieving company aims and
objectives.
Compensation and benefits:An impressive compensation system must be formed by the
HR manager of Mitchell's and Butlers(Jap, S., Gould, A. N. and Liu, A. H., 2017) as they work
with the management. In order to obtain new talented worker and hold them in the organization,
compensation and benefits must be planned in the accurate way. This will help the company in
motivating their workers to work for achieving organizational goal.
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Performance evaluation:The needs of governing body and workers are balanced by the
HR managers of Mitchell's and Butlers and they are able to win trust from all concerns. The
process of utilizing performance betterment (Ingamells, B. and Morrissey, C., 2014)procedure is
challenging but is advised as a satisfying role for human resources as they aid in current
professional development. When the judgement is done in a productive manner, evolution are
framed in a affirmative manner with versatile communication. This will be helpful in achieving
company objectives.
Training and development: The HR manager of Mitchell's and Butlers should posses the
skill to train and develop the existing and new employees so as to reap good benefits to the
administration. In order to generate tangible results for the administration, the HR manager
should have presentation quality and to render best training programs. This in turn will be
beneficial for both the employee and the employer in order to generate revenue for the company.
Deal with grey: The HR manager of Mitchell's and Butlers must have the ability to act
with partial or also best available data. They must also possess the knowledge as when required
to seek the help of experts, professionals and union. This skill of HR manger will help the
company to overcome the issues if any arises within the company.
Ethical and discrete:The chief consciences of any administration are the HR managers
and they are also said to be the security manager of classified information.(Hickman, C. R. and
Silva, M. A., 2018) The HR of Mitchell's and Butlers deals with the uppermost level of
governing body and make sure that the regulations and plan of action are followed in the right
manner. This is also one of the skills which the HR manager must possess in order to achieve
target goal.
Understanding others: The HR manager of Mitchell's and Butlers should be stable at
understanding non-verbal human activity and voice(Gassmann, O. and Schweitzer, F., 2014)
speech abstract from what other individual tell them. It takes time for this soft skill to be
formulated. But this will help the company in understanding what the employees want from them
and will result in achieving organizational goal.
Fairness: There should be fairness from the HR management of Mitchell's and Butlers’
company towards all worker. This incline that there should be a lucid communication and that all
the plan of action are followed. (Carley, M. and Christie, I., 2017)Respect and privacy should
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also be maintained. This in turn will help in generating trust among the members of an
organization and will work towards achieving company aims.
Dedication: The chief skill the HR management of Mitchell's and Butlers’ company
needs to dominate is to assist, instruct and develop the workers. The chief intention of the HR
management should be rectification,(Arias, A., 2015) continued advancement and innovation. In
addition to this ,HR manager should ensure to make use of technology and update themselves so
that the HR function is improved. Thus, it will be beneficial in accomplishing organizational
goal.
CONCLUSION
Overall from the above project it can be concluded that managing people within the
company is an important aspect which the HR manger of the company should consider. As its
the people who help in accomplishing organizational objective on a time period. Beside this, it
can also be concluded that each functional areas of an organization has its own importance and
the manger have to perform separate role for carrying out each functional area smoothly.
REFERENCES
Books and Journals
Arias, A., 2015. Understanding and managing compliance in the nature conservation context.
Journal of environmental management. 153. pp.134-143.
Carley, M. and Christie, I., 2017. Managing sustainable development. Routledge.
Gassmann, O. and Schweitzer, F., 2014. Managing the unmanageable: the fuzzy front end of
innovation. In Management of the Fuzzy front end of innovation (pp. 3-14). Springer,
Cham.
Hickman, C. R. and Silva, M. A., 2018. Creating excellence: Managing corporate culture,
strategy, and change in the new age. Routledge.
Ingamells, B. and Morrissey, C., 2014. I Can Feel Good: Skills training for people with
intellectual disabilities and problems managing emotions.
Jap, S., Gould, A. N. and Liu, A. H., 2017. Managing mergers: Why people first can improve
brand and IT consolidations. Business Horizons. 60(1). pp.123-134.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Molla, M. I. H., 2015. Ensuring job satisfaction for managing people at work. Global Disclosure
of Economics and Business. 4(2). pp.155-166.
Neyroud, P., 2017. Managing the Police through a Time of Change. In Transformations of
policing (pp. 227-238). Routledge.
Purcell, J., 2014. Disengaging from engagement. Human Resource Management Journal. 24(3).
pp.241-254.
Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
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Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume 1)
(pp. 1-29). Springer, Cham.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Tovey, M. D., Uren, M. A. L. and Sheldon, N. E., 2015. Managing performance improvement.
Pearson Higher Education AU.
Turner, J. R., 2014. Handbook of project-based management(Vol. 92). New York, NY: McGraw-
hill.
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