Effective Strategies for Managing People: A Comprehensive Report

This report addresses the critical aspects of managing people within an organization, focusing on the identification of issues, justification of the chosen issue, and the implementation of change. The report uses a case study approach, specifically examining a scenario related to a company facing challenges in managing its employees. It explores the scope of the problem, diagnoses organizational issues, and proposes solutions centered on improving financial viability and increasing staff. An implementation plan with actionable steps is outlined, including strategies for maintaining customer loyalty, analyzing staffing needs, and recruiting skilled personnel. The report also considers potential obstacles to implementation, change evaluation processes, and strategies for adjusting the plan based on organizational progress. Finally, the report incorporates a comprehensive bibliography of relevant academic sources, providing a strong foundation for the analysis and recommendations.

Running head: MANAGING PEOPLE
Managing People
Name of Student
Name of University
Author Note

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MANAGING PEOPLE
Table of Contents
The Issue....................................................................................................................................2
Scope......................................................................................................................................2
Justification of the chosen issue.............................................................................................2
Change roles in the organisation............................................................................................2
Identifying change......................................................................................................................3
Diagnosis of the organisation.................................................................................................3
Statement of the problem........................................................................................................3
Solution...................................................................................................................................3
Assessment of change.............................................................................................................4
Implementation plan...................................................................................................................4
Actions steps...........................................................................................................................4
Ensuring action steps are implemented..................................................................................5
Identification of obstacles to implementation plans...............................................................5
Change evaluation......................................................................................................................6
Expectations from the project.................................................................................................6
Process to evaluate success plan.............................................................................................6
Process for adjusting the strategy...........................................................................................6
Bibliography...............................................................................................................................7

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The Issue
Scope
The scope of the project is to identify ways by which people can be managed in an
organisation. According to Armstrong (2016), managing people in organisations is an
important duty of the HR manager as without efficient people an organisation cannot
succeed. With the help of the project, the issues relating to the managing of people can be
analysed and the manner in which these issues can be resolved can be identified. A case study
relating to HBR and the manner in which it manages people is taken into consideration.
Justification of the chosen issue
The chosen issue focuses on the management of people and the benefits that can be
obtained if the people are managed in a proper manner. In the case study of HBR, the issue
faced by the managers in managing the customers as well as the employees are focused.
According to Mamic (2017), managing customers as well as employees is important for the
success of the organisations. These important stakeholders define the success of the
organisations. Therefore, managing people is important for the success of an organisation.
Change roles in the organisation
As stated by Gattorna (2015) changing the roles of the people needs to be done based
on the capabilities and skills of the people. It is important that an organisation like HBR
maintain the changing role of the people and ensure that these changes remain related to the
focus of the organisation. It has been evidenced from the case study that the company aims to
continue their production level without having to add staffs. The multi-talented skills of the
employees in the organisation can help in the effective implementation of the strategies that is
the focus of HBR.

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Identifying change
Diagnosis of the organisation
The current state of HBR is that the company is short of employees and the aim is to
continue doing the same amount of task with the current employees. The task is mainly
related to the ground tasks that the employees need to perform so that they can provide proper
customer satisfaction. The poor financial condition of the company is the main reason behind
the understaffed situation in the organisation. Therefore, the change that is needed in HBR is
gaining more staff or ensuring that the existing staffs are well trained to perform multiple
tasks.
Statement of the problem
The analysis of the case study justifies that the problem is mainly based on the current
state of the employees and the manner in which the financial position of the company can be
managed. Responsibility on one person to perform various roles is the main function of HBR
mainly due to the shortage of staffs. Hence, it can be said that the problem related to the
management of people in the organisations can be attributed to the manner in which the
people perform their work and increase the current condition of HBR.
Solution
In order to ensure that HBR can manage the employees in an organisation, it needs to
focus on increasing the financial viability. According to Edwards and Tofan (2016), finances
of an organisation can be increased by proper customer services. HBR need to ensure that the
current employees perform their best so that the revenue of the organisation increases and
more staffs can be employed. At the same time, the company can recruit people on a
contractual basis so that less salary can be provided to them but they can increase the labour-
force and hope for a full time job in the organisation.

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Assessment of change
The change that needs to be maintained in HBR is the increase of staffs and the
increase of finances. To do so it is necessary that a change in the top-level be applied. The
current manager needs to be replaced with a manager that is aggressive and understands the
needs of the employees. The required level of commitment for the change is that the current
employees need to accept the new manager without any resistance. This can help the
company to ensure that revenue can be increased and with the current level of finance, new
employees specialised in different positions are appointment.
Implementation plan
Actions steps
The strategy that HBR need to adopt for the successful implementation can be stated
as:
Action Responsible person Timeline
Ensure that the loyalty of the
customers are maintained so
that revenue can be increased
Marketing manager 2 months
Analyse the number of staffs
that are present and the
capabilities they have for
working in the organisation
Recruitment manager 3 months
Recruit people that are
capable of providing
assistance based on the
current requirement of the
HR manager 1 month

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organisation
Table: Action plan
(Source: Created by author)
Ensuring action steps are implemented
In order to ensure that the steps towards building the change is implemented it is
important that HBR undertake a session that provides employees with the opportunity to be
ready for the changes. The readiness of the change that needs to be implemented in the
organisation includes change of management and the strategies implied in the working
method. The action steps in terms of maintaining changes need to be taken within 3 months
so that the failing finances of the company can be taken into consideration and based on it the
employees required for the vacant positions are fulfilled.
Identification of obstacles to implementation plans
According to Dalton (2017), in order to implement the change management plan,
certain obstacles need to be dealt with by the manager. For example, one of the obstacles that
need to be removed is the lack of finances. The implementation plan requires certain amount
of finances as it contains adopting actions that require excessive financial support. Recruiting
an experienced manager require HBR to spend more finances as people tend to join a
company only if it provides a better scope of progress in the future. At the same time,
employees may resist the changes a new manager may be the cause of the disruption of work
in the organisation.

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Change evaluation
Expectations from the project
The change intervention can help in identifying the required manner needed for the
support of HBR. The implementation of theory E and theory O can help HBR to understand
the returns of the value of the stakeholders and the importance of maintaining the loyalty of
the stakeholders in the organisations. Therefore, the project can provide a proper
understanding of the development of people and motivating people to accept changes for the
betterment of HBR.
Process to evaluate success plan
In order to ensure that the proposed change management plan is successful in the
organisation evaluation of it is necessary by monitoring the effectiveness of the changes. The
evaluation can be done by analysing and comparing the increase in financial condition of
HBR and the improvement of the people.
Process for adjusting the strategy
With the development of the change initiatives, the strategies can be adjusted based
on the progress and success of the organisation. For example, adjustment can be made on the
recruitment of talented employees and the adoption of technologies that are needed for the
implementation of the satisfaction of the customers. At the same time, the period for the
completion of the plan can be adjusted based on the responses of the employees.

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Bibliography
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
Armstrong, M. (2016). How to manage people. Kogan Page Publishers.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Dalton, M. (2017). Men who manage: Fusions of feeling and theory in administration.
Routledge.
Edwards, L., & Tofan, C. (2016). Manager in the making: Learning to manage people,
projects, and time.
Gattorna, J. (2015). Dynamic supply chains: How to design, build and manage people-centric
value networks. FT Press.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics).
Harvard Business Press.
Heifetz, R., & Linsky, M. (2017). Leadership on the Line, With a New Preface: Staying Alive
Through the Dangers of Change. Harvard Business Press.
Kharicha, K., Manthorpe, J., Iliffe, S., Davies, N., & Walters, K. (2018). Strategies employed
by older people to manage loneliness: Systematic review of qualitative studies and
model development. International Psychogeriatrics.
Mamic, I. (2017). Implementing codes of conduct: How businesses manage social
performance in global supply chains. Routledge.