HR4052 - Report: Managing People in Organizations Analysis

This report provides an analysis of key concepts in managing people within organizations. It begins by examining the advantages of using a competency framework for designing selection interview questions, followed by a discussion of the pros and cons of payment by results. The report then delves into the components of financial reward, including base pay, pensions, and learning and development, along with their respective benefits and drawbacks. It also explores the benefits of employee engagement to organizations and the challenges of leading in global firms, including foreign laws, international accounting, and expatriate failure. Finally, the report defines various leadership styles such as transactional, transformational, contingency, and situational leadership. The report references relevant academic sources to support its findings.

Managing People in
Organizations
Table of Contents

MAIN BODY..............................................................................................................................................3
Advantages of using a competency framework to design selection interview questions.........................3
Pros and cons of Payment by Results......................................................................................................3
Components of financial reward with their benefits and drawbacks........................................................4
Benefits of Employee Engagement to organizations...............................................................................4
Challenges of leading in global firms......................................................................................................4
Reasons for expatriate failure in global firms..........................................................................................5
Definitions...............................................................................................................................................5
REFERENCES............................................................................................................................................6

MAIN BODY
Advantages of using a competency framework to design selection interview questions
Competency framework means that firms are communicate people and check their
behavior, lifestyle and rewards in terms of particular occupational roles (Anheier, 2000). It
ensures that staff members have a common understanding of values in business and expected
excellence performance. Key advantages of framework to design selection process are as
follows:
 It should provide a fair and related to job standards which are to be assess competencies
to perform targeted one.
 Improving their transparency process for selection by communicating staff behaviors
must to be show for success.
 It should provide clear and transparent criteria or students which gives feedback on
performance of selection process.
Pros and cons of Payment by Results
It is a public policy instrument where payments are to be made by independent
verification of results and it is also promoted that various number of governments are effective
implementation of national policy.
Benefits and drawbacks of payment by results:
 It needs to accomplish their innovation especially when there is challenging
environments and standards approaches are not working.
 To monitoring and evaluation of internally and externally team providers verification
team which will lead to better an relevant outcomes of business (Hutchin, 2001).
Drawbacks:
 For payments by results, there are high risks for provider where significant investments
are pre contract.
 There is lack of clarity which is required longer period of time to get right position.

Components of financial reward with their benefits and drawbacks
Financial reward which include bonuses, allowances, insurance, incentives and
promotions. Key components of financial rewards are as follows:
Base and variable pay: It is an element where needs are to be meet with market
expectations and depends upon supply and demand. Benefits are to encourage managed to define
our success and communicate with other team members (Singh, 2001). Disadvantages are to
maintain budget means it is difficult to make household budgets.
Pensions: It means an additional pay for each individuals who work for firm and enjoy
flexibility when it comes to pensions. Advantages are to help makes up difference in income
when working life and enter retirement. Drawback is risk of poor returns means pensions will be
invested in stocks and shares there will be risk involved.
Learning and development: It focuses on people aspiration and meets their expectations
to attention for growth and development. It increases job satisfaction and morale of employees.
Drawback is there is waste of time and money for hiring people and trained.
Benefits of Employee Engagement to organizations
Higher employee satisfaction: It is a key of firm when workers are not satisfied with job
then lack of interest in day to day and growth of firm at large (Stewart and Rogers, 2012).
Higher retention and turnover: Hiring and on boarding procedure for workers is very
expensive and time consuming process that will help to retain top employee in business
enterprise.
Higher productivity: When workers are engaged and feel that they will treat better
managers then they have feel of responsibility to return their respect in their best effort to be put.
Challenges of leading in global firms
Foreign laws and regulations: Tax implications for trading laws are legal requirements
for successful for global firms. When investing in knowledgeable and experienced can prove
invaluable.

International accounting: It is most important challenge to business where different tax
rate systems are considered. This strategy is key to maximize their income and location which
should impact tax liability.
Reasons for expatriate failure in global firms
Lack of local support: It is crucial for global firms when individual is host sponsor ad
provide support for helping to assign whether it is social, professional and national level. They
have to manage their affairs to distract host and obligations to support their assignee (Anheier,
2000).
Disconnected from home country: Firms are wise to assign a contract who is liable to
keep their assignee regarding developments at home.
Definitions
Transactional leadership: This type of leadership focus on role of supervises and group
performance. Examples are high level members of military, CEO of larger firms.
Transformational leadership: It helps to encourage people, inspire and motivate
workers that will help to grow for future success of firm.
Contingency leadership: This leadership states that leaders effectiveness is contingent or
not for specific situation (Hutchin, 2001). Examples are task structure, position power is high
Situational leadership: This leadership consists of way of adjusting one style of
management for each and every task for the needs or team members in organization. Examples
are including leaders such as Steve jobs and U.S president Dwight D. Eisenhower.

REFERENCES
Books and Journals
Anheier, H. K., 2000. Managing non-profit organisations: Towards a new approach (No. 1).
Centre for civil society, London school of economics and Political Science.
Hutchin, T., 2001. Unconstrained Organisations: Managing Sustainable Change: Unlocking the
Potential of People Within Organisations. Thomas Telford.
Singh, N., 2001. Organisational Behaviour: Concepts, Theory and Practices: Managing People
and Organisations in the 21st Century. Deep and Deep Publications.
Stewart, J. and Rogers, P. eds., 2012. Developing people and organisations. Kogan Page
Publishers.