Critically Assess the Approach to People Management Both Espoused and Practiced Within Your Organisation or One Which You Are Familiar. Within Your Response You Should Compare Your Findings to Relevant Theories and Models and Justify Your Conclusion

Human Resource Practice says “it maybe a cliché that people are an organisations greatest assest, but no orgaisation exists without people and nothing is achieved expect through their efforts” (Page 9)

HR and Line Managers work together to find a balance that best supports the business and employees. Line managers are dependent on the HR function for assistance in knowledge sharing and facilitation.

Report on 3 HR activities that support the organisation’s strategy and 3 ways HR professionals support line managers and their staff

HRM should ensure employees are focused on understanding customer needs and expectations of the organisation, if employees are aware of this, then are all aiming for the same goal and objectives of the business. This can be effective through clear communication. Understanding and communicating well with employees and managers is an important skill for HRM which, can only be leant by spending time and understanding the language of the employees and by using the language

In order to critically discuss how HR professionals and line managers work together to lead and manage people within my organisation it is necessary to look at 4 different components. Firstly it is necessary to define the characteristics or role of a line manager, secondly what does it mean to manage, thirdly what it means to lead and finally why and how HR professionals assist line managers to manage and lead. I shall then look at what the human resource department within my organisation does to facilitate line managers to lead and manage which I

Schuler (1997) summarises Strategic Human Resource Management as expressing how people are to be treated and valued in the workforce as well human resource management's responsibility for articulating the processes which encourage behaviour which is consistent with the organisation's business. In this context strategic human resource management also includes the development of guidelines for the implementation of people-related programs and, the more complex area of co-ordinating and facilitating change.

All of which will have a financial impact on the business, with reference to people management, reputation and future Budgeting. As facilitators HRM are pivotal in the achievement of continuous organisational improvements and personnel performance. Ulrich postulates a key role of HRM is that of change agents, delivering organizational transformation and culture change, the importance which has been emphasised by Johnson and

In organizations, the line managers ' role is important in ensuring that the implementation of HRM strategy and policies are successfully implemented. The devolution of HRM activities to line managers is potentially a useful tool for achieving through the implementation of HRM policies and practices that are consistent with the desired strategic intent (Brewster and Larsen (1992), Budhwar (2000), Hall and Torrington (1998), Hope-Hailey et al., (2002)).

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

Throughout this essay, I am going to investigate using various references and ABS journals, what exactly is the role of a line manager in Human Resource Management. Mangers in any type of business are so vital as they control what happens in the background, whether it being with fellow employees or their head of office. They also meet the needs of many consumers, mangers are often seen as important when consumers may have a problem, whether it being in retail , manger will be on the floor, or by contacting either over the phone or e-mail etc. No place can run without a manger, you need someone to be able to direct and influence employees so that the business or organization’s goals are met and achieve to the highest standard.

First of all, it can be argued that responding to changes and crises as they occur is a more effective way of undertaking HRM than setting to long-term goals for an unpredictable future (Stredwick, 2013). In fact, in the dynamic environment, business practice is generally uncertain and risky, so the establishment of long-term strategic goals, as well as the undertaking of efforts to meet those goals, it is more likely to result in inefficiency and ineffectiveness (Rao, 2014). Adopting short-run responses to HR

The purpose of this report is to evaluate all the enquiry methods, tools and processes used in carrying out the tasks for the Managing People in Organisations module. It will try to discuss the problems encountered during the research and enquiry process. It will also make attempt to give recommendations for future development of skills which have been identified in the report. By using analysis and reflection this report will try to outline all the major issues which have been highlighted by the student in producing assignments for the module. It will serve as a piece of work which can be used in the future to identify strengths and weaknesses, and guidance in writing future assignments.

Human Resource Management will be outlined as a perform that deals with accomplishment, coaching and improvement, motivation and worker health and safety (York, 2009). On the contrary Watson (2002) argues that there 's confused scenario concerning HRM and no precise definition exists to outline this term as a result of it’s utilized in many manners. I observe HRM as a department operating for organisation development in terms of hiring adept and proper folks and providing them the facilities they aim for to create sensible employment relationship. 60 minutes builds sensible relationship by motivating and coaching the staff to boost their experience.

This human resources model shows that human resources and the structure that an organisation is built on should be managed in a way that harmonises them strategically. It is also said that there is a human resources cycle which is made up of four functions that are generically performed in all organisations. These functions include selection, appraisal, rewards and development according to Armstrong (2006) who believes that the human resources cycle starts with selection, then goes on to appraisal – or performance management which it is also known as – before splitting off into two sections, rewards and development, before finishing the cycle with performance. This model and matching human resources cycle explain human resources management in a way that appears to cover every aspect of it simply and effectively.

The management of organizations including people management — is turning out to be a challenging task in the present international scenario. As a science, management is developing at a phenomenal pace. The political, economic, and social environments are all changing at an equally rapid speed.