People Management Report: Evaluating HR Practices in a Company

This report examines people management practices within the context of a case study involving Hogwarts and Lannister, where Julie Lau, the Managing Partner, faces HR challenges. The report delves into key areas such as recruitment and selection, emphasizing the need for strategic HR policy development considering factors like company strategy, market conditions, and organizational needs. It also explores learning and development, highlighting the impact of training, competition, and technological changes on employee skill enhancement. Furthermore, the report analyzes performance management and reward systems, advocating for clear goals, 360-degree feedback, and management by objectives to boost employee engagement and productivity. Employee relations and engagement are also discussed, emphasizing the importance of positive communication, feedback, and addressing factors like pay structure and cultural diversity to foster a productive work environment. The report provides recommendations based on these analyses to improve overall HR effectiveness, aiming to meet the Managing Partner's expectations and enhance company performance.

People Management

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
Recruitment and Selection.......................................................................................................................3
Learning and Development......................................................................................................................4
Performance Management and Reward...................................................................................................5
Employee Relations and Employee Engagement.....................................................................................6
Internal and External Environment and Relevant Legislation..................................................................7
Recommendations.....................................................................................................................................8
CONCLUSION..........................................................................................................................................8
REFERENCES..........................................................................................................................................9

INTRODUCTION
People Management can be defined as a set of practices that include talent optimization,
retention and optimization as well as guiding the employees within the company. It is a part of
human resource management that covers various aspects like how people work, engage as well
as work. This is one of the most important skills that are required within an organization because
it increases the overall morale as well as productivity of the employees (Armstrong and Taylor,
2020). This report is based on Hogwarts and Lannister case study wherein Julie Lau, the
Managing Partner of the company has been facing issues with the Human Resource element. The
report evaluates various approaches that can be adopted in order to overcome the problem in the
areas like recruitment and selection, learning and development, performance management and
reward as well as learning development.
MAIN BODY
Recruitment and Selection
Recruitment can be defined as the process of attracting, shortlisting and hiring the right
people for the right jobs within the organization. A company can recruit candidates for new
positions through various ways which can include job boards, social media sites, advertisements
etc. On the other hand, selection is also considered to be another important HR practice as it
allows the company to hire qualified and experienced candidates so as to increase its overall
performance. In context of the case study, Julie, the Managing Partner of Hogwarts and
Lannister expects to recruit both trainees as well as fresh graduates as well as a certain number of
tax advisors who are experienced and qualified. She promoted one of her administrators, Tony
Wong to being the HR manager of the company, a newly created role.
All the issues relating to HR were previously dealt by Julie who had no qualifications or
experience in the same. Being the HR manager, Tony has been asked to develop a set of HR
policies (Banfield, Kay and Royles, 2018). But since he is not experienced in HR and also does
not have any qualifications in the area, he would be required to adopt various approaches like
strategic approach, management as well as proactive approach. There can also be various factors
that can have an influence on how Tony develops the HR policy so that the expectations of Julie
are met. One of the major factors include the strategy of the company because it is important to

develop a policy that is in accordance with the organizational strategy. Failing this, the people
working within the organization will not have a clarity as to what are they working towards.
Apart from this, any kind of uncertainties within the environment can also affect the
formulation of HR policy. Therefore, recruitment, selection as well as training policies should be
formulated carefully and this requires effective planning. Another important factor that can have
an influence on the development policy is the needs of the organization (Bhattarai and Phillips,
2017). This should be taken into consideration as to how many positions are vacant in the
company that should be filled. The HR Manager of the respective company, Tony Wong should
also take into consideration the supply as well as demand in the market. This is important
because if the demand in the market is high while the supply is low, the company will need to
recruit qualified and experienced candidates so as to match the demand. The labor market or the
employment conditions of where the company is located will also influence the HR policy.
Therefore, if the HR manager takes all these factors into consideration while developing
HR policy for recruitment and selection, the company will not only be able to attract qualified
and experienced employees, but expectations of the Managing Partner will also be met
(Nicholson and et. al., 2018). Effective recruitment and selection within the company will not
only help in fulfilling the requirements of the vacant jobs within the workplace, but also ensure
that equal opportunities are provided to all employees. Also, the management will be able to
attract and hire the best candidates who have the relevant experience and qualifications.
Learning and Development
Learning and Development can be defined as a process that is used within an
organization in order to enhance the overall skills, knowledge as well as competency of
employees. This further leads to an overall improvement of the company (Collings, Wood and
Szamosi, 2018). In simple words, it can be defined as a part of human resources that primarily
aims towards improving skills as well as knowledge of the employees and organization on the
employees. In order to enhance the learning and development within the workplace, it is
important to provide effective training to the employees. This will help them in developing new
skills and also enhancing their knowledge about the application of these skills.
There are many factors that can affect learning and development within the HR policy
within Hogwarts and Lannister. One of the many factors is competition which can affect the

overall process of learning among the employees. Technological changes can also have an
influence on the same because if the respective company decides to implement new technology
within the workplace, there will be a requirement for providing training to the employees so that
they learn and develop new skills. This will help the company in increasing its overall
performance as well as productivity levels. Other factors can include inappropriate learning tools
and techniques, education, attitude etc.
Many approaches that can be used in order to enhance the overall learning and
development within the company (Cugusi and et. al., 2017). The HR Manager of the company
should conduct training sessions for the employees regularly as this will help them in learning
and acquiring new skills. This will further lead to an overall increase in their performance as well
as productivity. Both learning as well as development can act as supporting elements of the
employees’ personal development as well as individual careers. The overall performance of the
employees will improve because the management will be able to discuss about their respective
performances in an enhanced manner. Therefore, learning and development will serve to be
important components of the HR policy.
Performance Management and Reward
Performance management can be defined as a process that ensures that different activities
within a company generate output that meets the goals and objectives of the organization in an
effective manner. It primarily focuses on the overall performance of the company as well as its
employees (Stewart and Brown, 2019). If an organization wants to improve employee
engagement and productivity, it is important that it implements the concept of performance
management. Reward is also another HR practice that respective company can implement if it
wants to enhance and maintain overall levels of performance. Recognizing the work and
rewarding employees can help in boosting their overall morale and motivation levels. This will
further lead to an enhancement in their overall performance. Not only this, rewards also build
loyalty and honesty among the employees (Reward Management: Theory & Importance, 2020).
Tony Wong, the HR Manager of Hogwarts and Lannister can adopt various approaches
for HR policy. The manager should establish goals that are clear and easy to understand. This
will allow the employees to have a clarity of the goals that they are working towards (Escobar
and et. al., 2018). Tony should develop a performance management system that is structured and

aligned with the goals of the company at the same time. Another approach that can be used is
360-degree feedback, which is a system wherein employees receive synonymous feedback from
different people like their colleagues, managers etc. This approach will help the employees who
work in the company like administrators, trainee accountants, IT support engineers, Managers
etc. to understand their areas of strengths as well as weaknesses. One of the benefits of this
approach is that the employees will become self-aware and will try to improve their
performances.
Management by Objectives is an approach to performance management that is primarily
aimed towards improving the overall performance of an organization. It is important to clearly
define the objectives to which both employees as well as management of the company (Hayes,
2018). Tony should ensure that the employees have a clear understanding of their respective
jobs. Thus, it will help in identifying and planning so that organizational goals can be achieved
effectively. Tis will lead to an overall improvement in the productivity of the employees. If
Hogwarts and Lannister will follow this approach, have high productivity and efficiency levels.
Also, the HR manager will be able to develop effective plans for the company. This is because
the employees will have a clarity about their job roles (Thomas, 2019). Apart from this, there are
various approaches in which rewards can be offered to the employees like performance and
recognition, business strategy etc.
The performance management and reward element of HR policy of the company can be
affected by a number of factors. These can include lack of goal clarity, feedback, motivation etc.
because if the employees within the company will not be motivated to do their jobs, their overall
performances will be affected. It is important that Tony, being the HR manager of the respective
company takes these factors into account so as to ensure that there is an improvement in the
overall performance of the employees. As a result, they will be more committed to their jobs
(Management By Objectives, Its Nature And Advantages, 2020).
Employee Relations and Employee Engagement
Employee relations is another important HR practice which can be defined as the efforts
made by a company to manage the relationships between employers as well as employees within
the workplace. Organizations that have positive and healthy employee relations have staff
members who are committed to their respective jobs (Kales and et. al, 2019). Effective employee

relations significantly contribute to the overall efficiency. Therefore, it is important to keep the
employees motivated so that the organization can utilize their skills as well as knowledge in the
most effective manner. Employee engagement on the other hand, can be defined as the degree or
extent to which the employees feel passionate about their jobs and are committed to it. Engaged
employees go the extra mile and put in extra efforts if there is such a need.
This not only helps the management in making effective decisions, but also performing in
an effective manner (Knies, Leisink and Kraus-Hoogeveen, 2018). The different approaches that
the HR manager of Hogwarts and Lannister can use to HR policy. This can include providing
regular and positive input wherein the employees should be spoken to regarding their
performances and expectations regarding what is expected from them should also be
communicated to them effectively. Continuous feedback should be provided to the employees so
that they have a clarity of their strengths as well as weaknesses (8 Approaches to Successfully
Implement Employee Engagement in your Organization, 2020). Apart from this, there are
various factors that can affect the way in which Tony develops the HR policy in order to ensure
that Julia’s expectations are met. This can include pay structure, cultural diversity, flexibility,
opportunities for cultural development etc.
Also, there are various factors that can also affect the overall employee relations within
the company like industrial dispute, benefits and support etc. Therefore, it is important to keep
all these factors in mind so that the final HR policy which is developed ensures an overall
improvement in the performance of the employees as well as the company on a whole. Both
employee relations as well as employee engagement are important components within an
organization (Wehrmeyer, 2017). This is because it can improve overall performance as well as
productivity of the company. Also, the overall motivation levels and morale of the employees
will also improve. This will further meet Julia’s overall expectations because the company will
be able to retain its employees for a long time. Therefore, these are some factors and approaches
that the respective company should take into consideration.
Internal and External Environment and Relevant Legislation
Internal and external environment can influence the overall performance as well as
profitability of the company in a significant manner (Knies, Leisink and Van De Schoot, 2020).
Employees and shareholders are important internal environment factors. This is because

employees of the company can help it in achieving all its goals and objectives in the most
effective manner. On the other hand, various external environment factors can include political,
cultural as well as social factors. It is important for Tony Wong, the HR Manager of Hogwarts
and Lannister to analyze these different factors and the impact that they can have on the
operations of the company (Wilkinson and et. al., 2019). The Employment Ordinance is one of
the most important parts of the legislation that governs employment within Hong Kong.
Recommendations
After completing the above report and analyzing the situation in the case study, the HR
Manager of Hogwarts and Lannister is recommended to develop an effective HR policy that
takes into account different HR practices like recruitment and selection, performance
management and reward as well as employee relations and employee engagement. Also,
different internal and external factors should be analyzed so that the overall performance as well
as productivity of the company is improved.
CONCLUSION
From the above report, it can be concluded that people management is an important part
of Human Resource Management. This is because it can help in improving the overall
performance as well as productivity of the company. Also, while developing a HR policy,
various practices like performance management and reward, recruitment and selection etc. This
is important because it will significantly contribute to the overall performance as well as
productivity of the company. Also, there are many internal as well as external factors that can
affect an organization. These factors can include employees, shareholders, political and social
factors. Apart from this, various legislation should also be followed to ensure smooth
performance of operations.

REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bhattarai, P. and Phillips, J. L., 2017. The role of digital health technologies in management of
pain in older people: An integrative review. Archives of gerontology and geriatrics, 68,
pp.14-24.
Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018. Human resource management: A
critical approach. Routledge.
Cugusi, L. and et. al., 2017. Nordic walking for the management of people with Parkinson
disease: a systematic review. PM&R, 9(11), pp.1157-1166.
Escobar, M.A. and et. al., 2018. Recommendations on multidisciplinary management of elective
surgery in people with haemophilia. Haemophilia, 24(5), pp.693-702.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Kales, H. C., and et. al, 2019. Management of behavioral and psychological symptoms in people
with Alzheimer's disease: an international Delphi consensus. International
psychogeriatrics, 31(1), pp.83-90.
Knies, E., Leisink, P. and Kraus-Hoogeveen, S., 2018. Frontline managers’ contribution to
mission achievement: A study of how people management affects thoughtful care.
Human Service Organizations: Management, Leadership & Governance, 42(2), pp.166-
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Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and testing
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Nicholson, K. and et. al., 2018. Improving symptom management for people with amyotrophic
lateral sclerosis. Muscle & nerve, 57(1), pp.20-24.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Thomas, N. ed., 2019. Renal Nursing: Care and Management of People with Kidney Disease.
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Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Wilkinson, C. and et. al., 2019. Management of atrial fibrillation for older people with frailty: a
systematic review and meta-analysis. Age and ageing, 48(2), pp.196-203.
Online
8 Approaches to Successfully Implement Employee Engagement in your Organization. 2020.
[Online]. Available through:< https://www.synergita.com/blog/8-approaches-for-
employee-engagement/ >.
Management By Objectives, Its Nature And Advantages. 2020. [Online]. Available through:<
https://blog.vantagecircle.com/management-by-objectives/ >.

Reward Management: Theory & Importance. 2020. [Online]. Available through:<
https://study.com/academy/lesson/reward-management-theory-importance.html >.