Element Of People Management That Contribute To The High Performance

An essay about the analyse and evaluate a particular element of people management that contribute to the high performance

Today in the aggressively competitive market and fluid environment, employers of all kind of organisations are struggling to deal with discovering human resource, how to maintain people asset effectively and developing employee’s skills to capture success in the future. Comparing to 1980s last century when organisation’s target attached special importance to the quality products and services for the consumer. In the 1990s focused on of speed, so now in the 21st century it has been changing world of work which are flexible working arrangement, penetrated diversity, greater outsourcing and off souring(Leitschuh, 2005). In order to adapt with the new change, people management known as human resources management needs to figure out the answer for demands of shortage of people with right skills and how to improve job satisfaction and work life balance in the work place.

This essay concentrates on management at non-managers and all activities point out implementation of personal work. The effective people management plays a vital role to make an important contribution to the organisation success. In organisation the formal structure is divided base on division of purpose such as production, marketing, finance, research and development, division of product or service, division of location. Members of staff in different frame work related to each other therefore the role of people management is to conduct the relationship and interaction within different jobs of organisation. The more efficient the management of people is the more effective the organisation operates.

Accordingly the Chartered Institute of Personnel & Development highlighted that: “people management represent the catalytic condition that combines other factors into a formula for high performance.” The high performance of people management mentions the rank of techniques that build up for the successful of organisation. Al-though different business departments require specific techniques, but overall it would be determined about common important elements such as:

• improving internal communications

• sickness absence management

• addressing work-life balance issues

• team-based working

• recruitment and retention

• training and development of non-manager

These elements above are quoted from the Improvement Network of the UK Government.

These elements are related to the demands for organisation framework which comprises organisation’s policies, procedures, ethical and legal issues. In order to build up the framework, the collation will be gradually implemented by both sides of employers and employees. This helps an employer is able to recruit, elect and conduct people toward organisation’s objective.

As many authors and theorist suggest an effective human resources management is the key factor for successful performance of organisation. Human resources management can be defined as a formal system in an organisation to ensure effective use of human talent to accomplish organisation’s goals (Mathis & Jackson, 2003). In the high level of organisational performance, the nature of human resources management is about planning, conduct and directs the most important asset of organisation. Otherwise the terminology people management emphasizes on what individuals contribute toward the working systems, organisational environment. That is not difficult to realize how important of human resources management is providing a significant support and vital resource for sustainable competitive advantage. By the way to strengthening the workforce management human resources management can create a valuable and successful performance (Hsuan Chen, 2001). In order to control the promoting performance and labour force management, managers need to emphasize several human resources management areas which are planning; equal employment opportunities; staffing; development; compensation and benefits; health and safety; management relation.

In the modern business investing in people is very important and more than that the role of managers is capable to help their staffs contribute their competences to capture the organisation objectives. There are some elements of effective people management such as people strategy, managing individual performance and high performance management. The high performance management contain a rank of techniques which improve the internal communication, work life balance, team-based working, effective recruitment and selection. Organisation objectives are mostly implemented in team work which is built up by group of individuals. In the intellectual economic, people need to shared responsibilities, knowledge and experiences by acting in team. Internal communication describes the environment, culture inside the organisation. Member of staffs across the organisation’s system are co-ordinated to enhance the overall achievement. In case the internal communication is strong and robust let the operation runs fluently and empower each individuals express their abilities in best. If not the worst impact will destroy the organisation structure, employees cannot be satisfied and the role of managers can be isolated. Many organisations are now aware the essential of work life balance policies to maximise support material for employees and showing the respect to them. Whatever the different kind of organisation, its running rely upon on people who managers plan to recruiting and selecting. The demand to recruit and select employees is increasing rapidly and becoming the big challenge for managers on the way to approach who is the right people for organisation.

In the manufacturing loop-system have three main elements are input, process and output, this system always begin to work with the perceiving economic resources likely capital, materials, machinery, equipment and human resources planning. Nowadays awareness about the vital role of human resources planning has been increasing by the reasons of demand of human resources in both quantity and quality. Politic issues to provide jobs for people, technology change and new kind of venture require getting right people with suitable skills and knowledge moreover the globalisation brings the new managing climate in diversity, change culture and training condition (Lingham, 2004). Human resources planning is defined