Strategic People Management Video Analysis and Peer Review Assignment

This document provides a detailed peer review of a student's video presentation on strategic people management. The review analyzes the video's discussion of key principles and theories, including ethical considerations within the context of a mining company. It assesses how the video addresses topics like cultural diversity, employee motivation, and the development of management capabilities, including the use of SWOT analysis. The review evaluates the video's strengths in presenting information systematically and the student's understanding of the subject matter while also pointing out areas for improvement, such as clarity of theories and approaches used. The reviewer emphasizes the importance of linking the video's arguments with established strategic management theories and the need for a more structured presentation to support the student's analysis. The review concludes by summarizing the video's discussion of motivating employees and developing leadership skills to achieve organizational goals.

Running head: PEER REVIEW
PEER REVIEW
name of the student:
name of University:
Author's note:

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The aim of this paper is to discuss the various aspects of strategic people management
presented in the video. This paper will be analyzing key principals and theories of strategic
people management and how this help the organization to enhance the individual and
organizational performance. The paper will also discuss whether the video has presented all
of the raised issues needed to understand the strategic management of the company. The
issues regarding people strategic management have a lot of model and theories to discuss so
that the leaders can create an ethical organization by leveraging culture as well as diversity,
gaining competitive advantage by fostering innovations, incorporating the individuals, groups
and whole organization with systems and developing management and capabilities.
From the very beginning the video has been very systematic with pointing out the
importance of topic and what will be discussed in this video. In this video, the first thing
identified was the setting of the organization in which the student has claimed to be a part. In
this respect the student has discussed the complete information of the company, its location,
employee strength and most importantly its operation. In this video, the student has mainly
focused on the human resources of the company and the methods to manage them in gaining
effectiveness of the corporation. This SME where the student has served as the planning
engineer, follows a typical hierarchy chain of command and suffers from some issues within
the internal section of the company. The video has discussed the ethical problems which the
organization is facing for operating in a risky or unsafe work setting like gold mining. Here
the student has described the unethical issues related to the preferential treatments for supply
contracts, intentional or unintentional unsafe work or practices, environmental degradation
due to mining, financial profit shifting and finally practices to avoid tax (Naqshbandi, Kaur,
& MA, 2015).
In this particular context, the student has used number of studies to analyze the
impacts of the unethical behaviors in the organization. To him, there is a relation between

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unethical behavior with the cultural diversity in the company. The more culturally diverse the
workplace is more discrimination can be seen. In the country like Australia, the cultural
diversity in the workplace is much common but avoiding the allegation of discrimination on
the basis of race, religion, ethnicity or values must not be overlooked as these can cause the
defamation of the organization (Abdullah, Shamsuddin, Wahab, & Hamid, 2014). Here the
video has referred to many studies and discussion of the scholarly articles to show the
dysfunctional or counterproductive part of the human resource of the company and its effect
on the productivity of the organization. The video discloses the fact how the leader had
utilized the workforce of the organization to its fullest and enhance the working capabilities
by implementing new ideas and shifting other assumptions (Wang & Rafiq, 2014). The leader
has been shown the chief motivating factor who actually influence the work force of the firm
by showing the methods and building beliefs that they will be able to achieve the
organizational goals if they trust on their own potential (Hogan & Coote, 2014). In support of
increasing diversity in the organization, the student has referred to the scholarly article and
demonstrated how these diversities can enhance the productivity through mingling the
diverse ideology and experience.
The video has also supported strategic people management to be the key of gaining
competitive advantage. To this method, the company does not need to employ a completely
new department of marketing so that it can know what the market needs or the customers
prefer and bring changes in the production (Choi, Jang, Park, & Lee, 2014). By following the
method of manipulating the employees in one hand and build a highly engaging workforce.
The scholarly article has been used in this video in order to show how the human resource
manager can attract and retain the talents of his workforce. The effects of managing people in
the organization also leads to long-term survival of the company and help the management to
foster innovation (Nelson, Taylor, & Walsh, 2014). This is due to the fact that when the

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human resource of any organization is skilled and satisfied with all the factors in their favor,
can easily accept any change in the company. They not only show flexibility to support
change but help the organization to foster innovation. In a transformational initiative from the
management’s end can be hierarchical hence procedural to bring innovation instead of
preventing growth. These are seen to be opportunities to grow both individually as well as in
a group (Huhtala, Tolvanen, Mauno, & Feldt, 2015). The student in this video has describe
various policies taken by the leaders of the organizations to retain and encourage their
workforce through various means like appraisals, rewards and motivational promotion in the
organization. In this aspect the student has presented some argument among the scholars in
support of following these methods (Campbell & Göritz, 2014). In the next section, the video
shares the view of developing management and capabilities where he has referred to the
analyzing procedures of the strength of the organization through SWOT analysis. To this
student., the leaders are the chief factors who help to identify the problem areas of the
organizations and design changes through innovation but until the workforce is not ready to
understand the problems, they will never help in bringing changes.
In this video, the communication style of the student is much clear and what he
wanted to convey, has conveyed clearly. However, the length of the video must be 10
minutes which he has not followed as he has discussed each of the topics elaboratively. In
some points he has used repetitive words and made the communication lengthy which could
be corrected easily. The sentence stricture of this video is not very formal as the student has
presented his own experience in the company. In each of the topic he has used the names of
scholars and presented their views to support his own view points. He also has presented his
own desire to be a manager of the same company.
The strength of this particular video is its proper presentation of the topic. From this
video, the audience can understand that the student has a in depth knowledge about the

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subject as he has analysis all these topics so well. The systematic analysis of this video shows
that the student possesses knowledge about the basic component of achieving goals of the
organization. From the very beginning the policy of segmenting each one of the topics and
smooth motion of relating one topic with the next one is recognizable.
However, the number of theories and approaches he has used inn this video, is not
very clear as the names are not clearly taken by him. The approaches the student has used in
presenting his view, must be supported by the theories of strategic management. Thus, the
research will get more scholarly support and have more ideas to relate and convey.
Therefore, it can be concluded that the video has discussed the importance of
motivating the people whether in groups or individual, to develop competencies of the
workforce. In order to develop management capabilities, the student has focused on the
identifying and applying proper style of leadership so that the situations and the requirements
can be catered properly. Through growing interpersonal relationship with the employees, the
leaders or managers can motivate the employees and earn their trust. These employees
eventually help the organizations to bring success in the market by fulfilling all the
expectations.

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References
Abdullah, N. H., Shamsuddin, A., Wahab, E., & Hamid, N. A. (2014). The relationship
between organizational culture and product innovativeness. Procedia-Social and
Behavioral Sciences, 129, 140-147.
Campbell, J. L., & Göritz, A. S. (2014). Culture corrupts! A qualitative study of
organizational culture in corrupt organizations. Journal of business ethics, 120(3),
291-311.
Choi, S., Jang, I., Park, S., & Lee, H. (2014). Effects of organizational culture, self-leadership
and empowerment on job satisfaction and turnover intention in general hospital
nurses. Journal of Korean Academy of Nursing Administration, 20(2), 206-214.
Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A
test of Schein's model. Journal of Business Research, 67(8), 1609-1621.
Huhtala, M., Tolvanen, A., Mauno, S., & Feldt, T. (2015). The associations between ethical
organizational culture, burnout, and engagement: A multilevel study. Journal of
Business and Psychology, 30(2), 399-414.
Naqshbandi, M. M., Kaur, S., & MA, P. (2015). What organizational culture types enable and
retard open innovation? Quality & Quantity, 49(5), 2123-2144.
Nelson, ,. W., Taylor, E., & Walsh, T. (2014). Building an ethical organizational culture. The
health care manager, 33(2), 158-164.
Wang, C. L., & Rafiq, M. (2014). Ambidextrous Organizational Culture, Contextual
Ambidexterity and New Product Innovation: A Comparative Study of UK and C
hinese High‐tech Firms. British Journal of management, 25(1), 58-76.

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Bibliography:
Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its
effect on employees’ affective commitment: The role of transformational leadership and the
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Kangas, M., Kaptein, M., Huhtala, M., Lämsä, A. M., Pihlajasaari, P., & Feldt, T. (2016).
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