Managing People in Practice

In: Business and Management

Submitted By navdeepbrar
Words 1805
Pages 8
In this essay human resource management and its developmental history is going to be presented. The two models ‘The Guest Model’ and ‘The Storey model of HRM’ are discussed along with its application into the hotel industry.
The growth and development of each and every industry depends upon certain factors or resources such that human resources, financial resources etc. The most critical factor among them is human resources factors. So to manage them properly, there is need of certain theories and practices. To handle these factors, management that is called human resources management is used (Price, 2011)
Human resources management is collection of the strategies that are designed and implement to manage people to achieve the goal and objectives of the business. The strategies include the growth of policies and processes to maintenance of human resources Mullins (2010). Workers or employees are considered as critical factor to achieve the competitive advantages. Corporate strategies are integrated by using HR practices and in this context HR manager or specialist organise all the activities efficiently Bratton and Gold (1999)
Now days working environment and relationships among employees and employers have been changed because of the impact of globalisation and competition all over the world. These changes are result of emergence of human resource management. Human resources can handle these types of situations so there is need to manage them in progressive manner (Redman &Wilkinson, 2009)
Human Resource Management is developmental phase of personal management according to the history of human resource management. The first phase started from early 1900s, of human resource management was related to welfare of personnel and had limited sectors to operate such that to recruit the people, to develop the discipline, manage the time, salaries, training and…...

Similar Documents

Managing People

...Introduction In today’s business world, the most important asset in any business is its people –businesses need to know how to best manage, motivate, retain and get the very best from their staff in these turbulent times. Without people, a company ceases to exist completely, but without the ‘right’ people in the right positions, a company can cease to function properly as staff performance is critical to the on-going success of any business. While poor employee performance can have a significant impact on a business, poor people management can cost the business in terms of low morale, low productivity and high staff turnover. Companies must understand people's basic needs and behaviour in the workplace, which should enable them to get the best out of the people that work for them. Gaining commitment and ensuring that people are motivated and productive requires open communication and trust between managers and staff. This is why ‘Organisational Behaviour’ has become such an important element within the modern workplace. Organisational Behaviour (OB) is defined quite simply as “the study of human behaviour in the work-place” Ellis et al (2003, p4). It is the study of individuals, groups or ‘people’ and organisations and the impact they can have, both on human behaviour and on the organisation achieving its objectives. Organisations can vary greatly, from hospitals to rail companies, for example. All organisations have some kind of structure, defined by Child (1984, p4) as......

Words: 4687 - Pages: 19

Managing People

...AMBA 620: Managing People and Groups in the Global Workplace Week 3 Individual Paper January 24, 2009 Abstract This paper will focus on how job satisfaction, job stress, and motivation can impact performance and commitment in the workplace. I will outline my specific experience as a young professional in Washington, DC. After I finished my undergraduate studies and while in my first graduate program, I had the fortunate opportunity of working with a public health accreditation agency. In my position as Director of Training Programs, I had the opportunity to oversee all of the educational programs being developed and administered by the agency. Because it was a small agency there was a large dependency for each other as colleagues. Most of what I did on a daily basis was reliant on others and vice versa. The organization was led by an inexperienced executive director that had very little leadership experience and no management experience. As a result, the staff were overworked, underpaid, and in some cases rewarded for unprofessional behaviors. On one occasion, I was verbally disrespected by a colleague, and my leadership (the executive director) did nothing because of the intimidation with the staff that did the disrespecting. Ultimately the individual was never reprimanded and he was allowed to continue to speak to others in a crude manner. As a result of the organizational behavior assessment that I took online, I also explained in detail the results of......

Words: 1886 - Pages: 8

Managing People

...Post Graduate Certificate for Wm Morrisons Supermarkets PLC Managing People Assignment (MAN4248M) "Identify an issue or problem relating to the management of people in your part of Morrisons. Evaluate and analyse this using theory to suggest possible outcomes, solutions and recommendations to resolve the issue." (3540 words) 5th June 2013 Tutor: Dr Alf Crossman By: Simon Libovitz UB:12031915 Identifying the problem: At the end of 2006, Morrisons conducted its first colleague attitude survey (Climate Survey) which showed that whilst the business had strengths in a number of areas, it could still improve. In 2007, it set out on a programme of activity designed to support the business optimisation and growth agenda, focused on four areas: Values, Leadership, Talent and Performance. Morrisons recognised that its colleagues are their most valuable asset and their success relies on them delivering great service to its customers everyday. To do that it must ,attract, motivate and develop skilled colleagues to ensure Morrisons achieves its business objectives, grows and has long term success. Engaged and involved employees are vital to the success of the business as a whole but also individually to a specific site, whether it be in manufacturing, depot or store. A target of 82% colleague engagement index (CEI) was set by the business as benchmark for all sites to achieve, thus ensuring their colleagues are motivated and satisfied in their......

Words: 3682 - Pages: 15

Managing People

...are the people and their culture. As per the case study of Baker & McKenzie (B&M), the legal industry mainly consists of partners, associates and support staff. The culture and life style of people in the industry change between different demographics, population age groups. There is also a difference between the work cultures which are adopted in various countries. There are certain frameworks and work strategies which may be applicable to one country but not suitable to other. The type of education and the living conditions in the countries affect the way legal firm operate in a global environment. Technology Environment In the legal industry the professionals manage a large amount of data and information. With the advancement of technology, managing the information becomes very convenient. There have been many tools developed particularly for legal industry to support the requirements of the professionals. For e.g. SharePoint is one of the most useful tools developed by Microsoft to handle information and data sharing. With the advent of new technologies it is now possible to manage information across the globe by document collaboration, remote access of data, remote conferencing and with greater security. Analysing the external environment it can be observed that the culture and working methods of people are affected by various factors, thus standardizing and achieving a strategic fit is not so easy. There are different approaches to manage the people which......

Words: 2252 - Pages: 10

Managing People

...Managing People for Organizational Success By Slemo D. Warigon Organizations, whether they be educational, business, industrial, government, military, service, health care, or entertainment focused, are made up of people – women and men. It is people who provide leadership, stewardship, and follower-ship in every organization. People formulate strategies to help organizations achieve their specific objectives. People constantly learn new and innovative ideas to help transform their organizations from mediocrity to greatness. It is people who make things happen in all organizations, even those operated by robots which, after all, were designed by people. To understand the causes of organizational behaviors without an understanding of people is like trying to understand the cause of a moving vehicle without knowing about the engine and driver. In fact, organizations can be defined as the major social units that people have devised for getting things done. People who work spend more of their time at work than at any other single activity. They can't eat for eight hours a day. They can't drink for eight hours a day. They can't make love for eight hours a day. What people can do for eight hours a day is work. And, in the course of those eight working hours, people are going to: • • • • • • • • • • • • • • • • • • • • • • Produce work and sabotage it. Learn something new and forget. Make decisions and procrastinate. Create and conform to rules. Exult in accomplishments, and......

Words: 2205 - Pages: 9

Managing People

...Page 9 4.1. 4.2. The Behavioural Approach. The Results Approach. 3. Job Knowledge. Page 7 3.1. 5. Definition of Motivation and Evaluation of Edith’s Motivation. Page 11 6. People Management and Planning and Allocating Work Activities. Page 12 7. Conclusion. 8. Bibliography. 9. Appendices. 2 Terms of Reference. This report will identify a range of performance problems in the St Jessica’s Urban Medical Center Emergency Room case study and suggests solutions to improve performance management, analyse techniques used for planning and allocating work activities to improve performance. 3 1. Introduction. This report will examine the theory of performance management and identify performance and behavioural issues in the St Jessica’s Urban Medical Center Emergency Room case study. It will analyse task and contextual performance and declarative and procedural knowledge and identify approaches that could be used by the management team to measure and improve performance including the traits, behavioural and results approaches. It will explain the benefits of effective performance management with reference to theory and evaluate techniques for planning and allocation of work activities to improve performance. 4 2. Performance. It is essential for any successful organisation to employ people that perform to a satisfactory level. That level is determined by the goals of the business and all employees must have a job description that sets out required......

Words: 2964 - Pages: 12

Managing People

...Managing People Contents Introduction to John Lewis Partnership and HRM Communication and involvement practices Equal Opportunities legislation – Disability Discrimination Recommendations Conclusion References and Bibliography Appendix Introduction John Lewis and HRM Introduction to John Lewis Partnership John Lewis started in 1864 with a small drapers shop on Oxford St in London. John Lewis today is the largest co-owned and democratic company in UK. The John Lewis Partnership's reputation is founded on the uniqueness of its ownership structure and their commercial success. At the time of writing, the John Lewis Partnership has 1 manufacturing company, 1 farm, 26 department shops, 185 Waitrose food shops, John Lewis .com website, and Green Bee online direct services, with more projects in the pipeline. John Lewis plan to open 12 more department stores in 6 years in the UK and want to be at the forefront of major regeneration projects around the country. Their strategy includes moving into areas such as Northern Ireland, Wales and expanding into Scotland and Northern England. Introduction to Human Resource Management (HRM) Definition of Human Resource Management “Human resource management (HRM) involves all management decisions and practices that directly affect or influence the people, or human resources, who work for the organisation”. Fisher, C.D., Schoenfeldt, L. F. and Shaw, J. B. Human......

Words: 2768 - Pages: 12

Managing People

...Kiwi Institue of Training and Education | Managing People | Assessment 02 | | Submitted by:- Prashant Sindhav | 11/26/2014 | Theories and models relating to ability, motivation and reward systems in a diverse range of business settings. | Table of Contents Part 1 Job Ability 4 1.1 Store managers job description 4 Scope 4 Roles and Responsibilities: 4 Knowledge 4 Skills 5 Personal attributes 5 1.2 Why is it practical to specify standards and procedure in the body of job description? 5 1.3 How should Jennifer go about collecting the information required for the standard procedures and job description? 5 1.4 What in your opinion, should the store manager’s job description look like and contain? 6 Skills 6 Knowledge 6 Title 6 Job Summary 7 Working conditions 7 Department 7 Part 2- Motivation 7 2.1 Three theories of motivation which can be used to motivate employees at the cleaning company. 7 Needs 7 Behavior 7 Satisfaction 7 a) Two factor theory 8 Hygiene factor 8 Motivators 8 b) Cognitive Evaluation Theory 8 Extrinsic motivation 8 Intrinsic motivation 8 c) Equity theory 8 2.3 Causes of De-motivation amongst employees in the company 9 Micromanagement 9 Lack of Progress or not sufficient training 9 Not explaining your actions 9 PArt 3 Rewards System 10 3.1 Should this plan be extended to other pressers in the stores? 10 3.2 Should other employees be put on the same plan? 10 3.3 Another......

Words: 2700 - Pages: 11

Managing People

...However, it is worth noting that smaller energy suppliers such as Welsh Gas, who account for 5% of the market, have the highest customer satisfaction. The big six averaged around 50% whereas smaller suppliers such as Ecotricity and Good Energy scored above 80%. WGYC can use this to their advantage when selling Welsh Gas’ service. Reward strategies and the initiatives established as part of these strategies are parallel to their ability to achieve certain core objectives. It is important for WGYC to develop ‘high performance human resource practices,’ (HPHRPs) that are ‘coherent, interrelated HR practices designed to promote employee motivation and commitment.’ They are key in attracting, retaining and motivating staff as well as driving change and corporate reputation.6 ‘the reward package on offer must be sufficiently attractive… to secure the services of the staff it needs. Attractive packages thus allow the appointment of high-calibre people.’6 WGYC will use these reward packages to maximize their staff retention and customer service. Recommendations First and foremost, the key performance indicators (KPI) that have been set will need to change. The first KPI will be dropped, as length of time spent on a call is not relative. Average hold time will still need to be monitored, as customers do not want long hold times. After-call-work will be changed from time to quality- the notes made between calls will have to be detailed in order to be the most relative to......

Words: 2513 - Pages: 11

Managing People

...Managing people Introduction The aim of this report is to analyze and comment on the selection practices based on the movie “Charlie and the Chocolate Factory”. According to Scott (2005), “Charlie and the Chocolate Factory” was filmed in 2005 based on children’s book by Roald Dahl. The movie reveals a story about poor young boy – Charlie, who lives in town, where located chocolate factory owned by famous confectioner - Willy Wonka. Soon, Willy Wonka decides to allow 5 children to visit his factory and distributes five Golden tickets hidden in the five chocolate’s bars to the unknown locations. The one who will find golden ticket will be allowed to visit chocolate factory. Moreover last child left will win the main prize. Thus, five children found, who found Golden tickets are: Augusutus Gloop – rude and glutton guy, who lives only for food; Veruca Salt – spoilt child, who demands whatever she wants from her parents by screaming at them; Violet Beauregarde – impudent girl, whom mind completely taken by gum chewing; Mike Teavee – bot, who addicted to television; and Charlie Bucket – very polite and shy boy, who is protagonist in this movie. Throughout all movie, mr.Wonka will apply selection processes, because he needs to identify one child, who fits his demands and choose him as a heritor of the factory(Billsberry and Gilbert, 2007) . Thereby, he observes each child behavior, when they are taking a tour through his factory and eliminate those, who failed his perceptions......

Words: 1326 - Pages: 6

Managing People

...Managing people as demonstrated in A successful Chinese company By 11220400 201021021042 Submitted to Phil Shellhaas and Pam Whitehouse Date: 7, December, 2012 Managing people Year 2 Harper Adams University College Word count: 2977 Content 1. Summary........................................................................................................................2 2. Introduction................................................................................................................4 3. Management approach of people 5 3.1 The development of management approach in COFCO 5 3.2 6S management system 6 3.3 The five steps combination theory 6 4. The style of leadership 7 4.1 Transformational leadership 7 4.2 Human are the first 8 5. COFCO appraisal system 8 5.1 KAAPP evaluation system 9 5.2 Performance evaluation crisscross 9 5.3 Scientific evaluate operating procedures. 10 6. Rewarding performance 12 6.1 Adjustment based on appraisal results 11 6.2 COFCO salry system........................................................................................11 7. Employee involvement 12 7.1 Employees involved in the management 12 7.2 Enterprise activities 13 8. Learning, training and developing............................................................................13 8.1 COFCO special training method 13 8.1.1 “Enterprise zhongliang” magezine 14 8.1.2 COFCO academy 14 8...

Words: 3865 - Pages: 16

Managing People

...standard is not indicated anywhere in the hospital’s policy, admission orders and national patient control goal data of its information management. 2. That the hospital uses standardized terminology, definitions, abbreviations, acronyms, symbols and dose designations; The findings indicate that Nightingale Community Hospital adheres to the standard under its admission orders form in section 6 for medication. 3. That the hospital follows its list of prohibited abbreviations, acronyms, symbols and dose designations; The findings prove that Nightingale Community Hospital complies to this standard through its availability of Addendum I for a list of medical staff – approved prohibited abbreviation detailing their intended meaning and best practice. (Refer to Addendum I of patient care policy of Nightingale Community Hospital). Joint Commission Standard RC 01.01.01 indicates that the hospital should maintain complete and accurate medical records for each individual patient. The Nightingale Hospital Admission order/ physician order form extensively exhausts the medical records for every individual patient making it compliant to this standard. The Elements of Performance of the Joint Commission Standard RC 01.01.01 require that the hospital adheres to them (as applicable). Below is the summary of the Elements of Performance and their respective findings. No. | ELEMENTS OF PERFORMANCE (EPs) | FINDINGS | 1. | The Hospital defines the components of a complete medial......

Words: 1726 - Pages: 7

Managing People

...for us to explore and understand the implication of human beings and the interactions of organization as well as aware the best way on nature and the role of management in designing and controlling the organizations. Organizational theory is distributed to two main approaches, Technical-rational approach and Social-human approach. Technical-rational approaches simply are considering the organization as machines and treating human as mere cogs within them which include Bureaucracy, The Classical School and Scientific management. About the Social-human approaches are seeing the organization as communities of people and treat human as emotional and social beings, which structures are more flexible and It can be called as Human rations school. Afterward, I would like to discuss them respectively and particularity. First of all, about the Bureaucracy demonstrates the people to have their own responsibilities and well-defined tasks. It indicates there are the hierarchical reporting structures in organization which means the managers have official authorities to exact obedience such as because of their position, as well as the personal authority based on individual personality, intelligence, and experience obedience and respect within an organization are absolutely essential. Good discipline requires managers to apply sanctions whenever violations become apparent. So it creates the management responsibility. Moreover, the bureaucratic organizations can complete their task......

Words: 2606 - Pages: 11

Managing People

...1. Introduction This report is going to evaluate how people management practices influence business performance within a specific sector of the service industry and will put forward suggestions to improve performance based on the findings. This report will specifically focus on the Devonshire spa and its people management practices. Furthermore it is going to be an evaluative report and will look at two different practices – Monday to Friday team and Weekend’s team. 2. Introduction to Human Resources Management Human Resource Management (further in report HRM) can be defined as a strategic and coherent approach o the management of an organization’s most valued assets – the people working for the company (Armstrong 2001). The main characteristics of HMR are listed in Table 1. Table 1 Main characteristics of HRM • It meets the need for a strategic approach to human resource management which achieves ‘fit’ between the business and the HR strategy; • A comprehensive and coherent approach to the provision of mutually supporting employment policies and practices; • The importance of gaining commitment to the organization’s mission and values is stressed – it is ‘commitment-orientated’; • Employees are seen as assets or human capital to be invested in through the provision of learning opportunities and the development of a ‘learning organization’; • Human Resources are viewed as a source of competitive advantage in line with the concept of resource-based strategy; • The......

Words: 2801 - Pages: 12

Managing People

...BUSM 1162 Management 1- Managing People Assignment 2 Individual Report Analysis and Critical Discussion of Competencies Based on CVF Framework Student ID: 3472503 Student Name: Xiaoli Sun Lecturer: Dr. Margaret Heffernan, O. A. M Tutor: Ashkan Khalili Due Date: 7th June 2015 Executive Summary As the Competing Values Framework (CVF) has been considered as an important construct for management in a business, managers use CVF to guide and examine employees’ performance. This report will take advantage of three tools: First, CVF Instrument, to examine current competencies like communicating and leading teams and competencies require further development like setting goals; the next two are Communication Styles Survey and Situational Leadership Style Questionnaire to find out strong skills like driver style and delegating style, and weak style like amiable style and coaching style. Then, related theories and concepts will be applied and interpreted to analyse the examined current competencies and skills and how to develop them further based on academic researches and articles. In this report, face negotiation theory, transformational theory and goal-setting theory are mainly used to have a detailed explanation about the competencies. Finally, a personal action plan will be made aimed......

Words: 4217 - Pages: 17

Watch movie | RULES OF SURVIVAL | Freedoms: Religion and Free Country