The Field Of Managing People

Published Date: 02 Nov 2017

The field of managing people is the process of acquisition, training, evaluation, and employee compensation, and participation in the labor relations, health and safety, and equity issues. Managing people also refers to Human Resource Management (HRM), the scope of HRM is involving analysis of job positions, planning and the determine the demand for labor recruitment process, selecting job candidates for those who come for interviews, training of new employees, wage and salary administration, and providing incentives and subsidies.

The topic of assignment is covers to with the case study of Marks and Spencer’s (M&S) organization. Human resources management is vital to the Organization, particularly in the Organization re-invention; and also to provide a brief discussion on the perspectives of the human resource management. The key factor which affect the management of M&S which emphasis and when they are trying to maintain the best condition and relationship with the customer. The flatter organization structure also will be conduct in within the M&S workplace to make it more flexible during daily business routine.

The equal chances within the workplace are important to the employees and employers it is because everyone must be treated as equal. So that the employees must be have a look with the handbook or law statement within the organization, how they maintain the equal chances in M&S. When the organizations run through in the global world so that they must always to adapt changes in global world; including the competitor, distributor, and customer, so they can given out the new strategy when doing the business in different country. So that the Human Resource (HR) may implement the HR scorecard to conduct the organization become more effectively and efficiency.

2.0 – Presentation and analysis of findings (Task 1)

2.1 - Introduction to task 1

The human resource management is one of the major issues that concerns in an organization. The human resource department or personnel department is to retain or employ the people within the organization. For sure, before appoint someone else to a position job must have the interview to ensure to getting the right person to perform the right job. For example, people with accounting and finance experience or qualification the interviewers or management team of organization designate them to the job position in accounting or finance department.

2.1.1 – Human resource is crucial to organization change (Managing People)

Process Improvement means that change the way we do business. Therefore, it brings uncertainty, despite the fact that managers naturally tend to like to keep things as they are. Truly, in managing change, the challenge is to encourage more people to accept the changes and bring them to take risks, and the change for the better.

Managing people is considered more is to act as a survival of the option is not a must. In spite of it may be too late, and improve the company's competitive position to make minor improvements to the existing process; it may be requiring redesigning the entire procedure. The challenge then is to make people feel satisfied with the status quo, but it is not safe enough recommendations for change. As we know about the continuous improvement, this incentive can be gradually reduced, to balance the resources available or step-by-step improvement goals, and requests the same level of performance, and less of the resources, or a higher level of performance the same resources. In a word, if there are any changes in the structure of an organization more easy to achieve if everyone is affected, the company is involved in one of the participating spirit and with an open channel of communication.

If the company don't have a vision of organization about the future and people were confused in the process of change. Do they really believe that the judgment or decision making is reasonable or logical, is a common within the organization. The competitors spread rumors because they need more information towards their competitors which is selling the similar products or services. Conversely, the human resource or personnel department must aware of the selection of employees before get them into the organization.

2.1.2 – The perspectives of human resource management (Managing human resources)

In his work on business information, Alan Price (2011) states that, there are a number of definitions, but it is generally agreed that it is one that is more appropriate for business strategy than previous models, especially in human resource management. Early models of the human resources management to take a "soft" or a "hard" way, but economic circumstances are more likely to select the drive and any humanitarian. To what extent by the Human Resources Management is also a problem, many commentators and the prevalence of controversy through the evidence is still at a very slow pace.

The human resource management is to retain people, develop system of organization, implementing system, to run the system must have the human resource department manager or personnel manager. From another perspective human resource can run with advanced technology. Internet are the issues of technological changes, who have the education or working experience with information technology (IT) can take over the job to accommodate the machines or product.

2.1.3 – The Marks and Spencers’s (M&S) case study (The importance of human resource management)

"Marks & Spencer (M&S) is UK based one of the biggest retailers in the world, Over 895 store in more than 40 territories around the world are being operated by the Company. Plan A that consists of 100 commitments such as climate change, waste, sustainable raw materials, and fair partnership has been announced by M&S to become a world first environmental friendly retailer of the world by 2015." (Mark Spencer, ukessays.com)

Earlier research (online blogger, ukessays.com) states that, most important, efficiency and professional approach of M &S staff for their work is to be successful, and committed to the human resources of the major sources of the competitive advantage is the organization change issue. The importance of the human resource management is a critical factor in lean operations. And there are two approaches available in the managing human resources, the employee involvement. Human rights also refer to the people and resources, which are useful a "tools" towards the organization.

The mechanistic approach and behavioral approach is the issue that consists in managing human resource, employee involvement. The mechanistic method is based on the premise, the workers themselves, there is no availability or initiatives, or to planned their own work. And the behavior approach which is the theories that relates to Theory Y, Theory Z or Quality of Work Life proposed occupation as the main roles to more challenging, and job satisfaction. If the human resource management is runs successfully, the consumer behavior is not just making a purchase decision or the act of purchasing; it is also involves the full range of the experiences which associated with using or consuming the products and services. It also includes the possession or collects "things" of pleasure and satisfaction.

2.1.4 – Conclusions for task 1

A consumer is generally thought of as a person who identifies a need or desire, makes a purchase, and then disposes of the product during the three stages in the consumption process. So that the human resource management is closely related regarding to the customers.

3.0 - Presentation and analysis of findings (Task 2)

3.1 – Introduction for task 2

A flat organization structure with several level of management between managers and employees. Have a flat organization is a relatively low levels of management. Staff Supervision there is often a wide range of control, which means that they may have a large number of direct reports.

3.1.1 – The model flexibility on the workplace which Marks and Spencer’s (M&S) could apply

One online blogger Suchi Moorty illustrates that the Flat Organizational Structure Flexible" working is an organization with the work of the working time, and place of work and mode of operation, resources that cover all aspects of the work of the flexible and non-typical. On the other hand, to avoid and make sure that the daily business routine or the office work running smooth, the management team needs to understand about the employee’s attitudes and personality.

3.1.2 – Implementing the flexibility of workplace

The advantages of the flexibility work are to provide an attitude check-up which is more focus on stress that they will often affect the attitude toward how to succeed in their jobs. If you attitude has made constructive comments and an example is only in the event of a failure, the staff asked what some of you have said or that is suspected. At the same time that the human resource managers give to the team or staff their annual performance report, also gives a chance for them to provide feedback in order to improve the communication skills, how they communicate their attitude during work. Let the employees or customers know what they are and how to come through the other people who say that they act, and its paralanguage. To managing the individual and team negativity need to be prepared with examples just in case they are asked for some or what are the "sender" trying to say is doubted. Today, most companies can easily access the thru the advanced technology, thus, the technology itself is very small, with the exception of one company. After the employees able to handle the communication skills or technology, the creation and management of are create a chance of evaluation of candidates for these jobs.

The disadvantages is if the organization tend to generate the flexibility of workplace, the employees may be will disagreeing with management, putting down decisions that make the management team or human resource managers, etc. Management and team leadership seems to be more reluctant to deal with behavior problems, but not performance. It seems to be that the reason for their logic, in compliance with the following. The behavior problems that are too close, it was the character we all know that we cannot try to change this situation. Behavior problems are not as easily can be recorded in documented form.

A study by CEO in EHS, the on line U.S. magazine argues that the serious efforts to find appropriate, in the current working time arrangements and also the impact of the policy it is may also be the current condition of M&S organization. Compare what the M&S organization can reach through the innovation, a more effective solution backed up by clear and agreed upon the rules that towards the combination Web technology which coupled with specially designed environment. Learn about Lesson study confirmed that, by default, overtime and staff turnover is reduced through flexible working.

3.1.3 – Conclusions for task 2

Change is a leading cause of workplace negativity. People become negative-thinking when the change is not implemented smoothly, by the organization or the leader. People have different reactions to change and risk-taking therefore the employees in must try to adapt the changes within the organization even in globalization. Developers who need to plan some of the projections, the projected needs of the needs of the project, product or service.

4.0 - Presentation and analysis of findings (Task 3)

4.1 – Introduction for task 1

The employment situation of women has improved considerably in recent years. Even thought the legislation take action to barring the discrimination issue against members of minority groups in the United States, but there are still significant differences between the sexes in the field of employment, for example like, wage discrimination and reconciliation of career.

4.1.1 – Establishing equal opportunities within the workplace

"The Equal Pay Act of 1963 (amended in 1972) made it unlawful to discriminate in pay on the basis of gender when jobs involve equal work; require equivalent skills, effort, and responsibility; and are performed under similar working conditions. Differences based on a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or based on any factor other than gender do not violate act." (U.S. Equal Employment Opportunity Commission)

When the organization promoting each of the positions advertised, or recruitment, interviewing, testing, or selected a candidate or evaluation of an employee, have to take equal employment laws. But as a practical matter, the human resource team no one can handle well the tasks like when they are facing discrimination issues. Federal agencies are liable to make sure compliance with the laws and executive orders on their own principle or outline.

Earlier research (Gary Dessler) demonstrated that the case of Griggs v. Duke Power Company, Griggs was a landmark case, since the Supreme Court used it to define unfair discrimination. Lawyers sued the Duke Power Company on behalf of Willie Grigss, an applicant for job as a coal handler. In the Griggs acknowledge the following concepts, these all theories can be the reference for Marks and Spencer’s organization which is a test or other selection practice must be occupation related, and the burden of proof is on the employer. An employer’s intent not to discriminate is irrelevant.

4.1.2 – The solution and suggestion for M&S to against workplace discrimination claim

The management team can be the core of the organization to solve those sensitive issues. A supervisor, but it is his or her staff is too high or too low is doing this all, to the detriment of their performance. The human resource also plays an important role as a policy-making and advisory role. Generally, the HR human resource department is to deliver and provide support towards the appraisal tool to use.

Federal Law

The laws on workplace discrimination, the views are often weight and appearance of the individual properties can be controlled. Therefore, the anti-discrimination legislation, such as the Civil Rights Act of 1964, does not discourage employers from discriminating against employees or applicants based on appearance or weight. Although there are a number of national and local laws and regulations in effect for this kind of protection, (Tonia Williams, 2012) but there are no federal civil rights laws prevent an employer from discriminating against a person based on weight or appearance.

Let the employers understand and aware

Make the employees aware

In the workplace itself, if there are any issues happen, no one can judge or determine right or wrong, it is because both parties (employers and employees) have to be responsibilities on it. M&S organization are responsible for compliance with laws, but the employees are responsible for ensuring about the personal rights is protected. The employees in M&S may request an investigation and allegations of violations of the law and discipline you or corrective measures against offenders. Keep an eye on the daily routine in the organization, of any kind of discrimination or harassment, in detail to record down the specific date, time, place, the parties that involved in the case, the witnesses and the incident. The employees could check the anti discrimination policy of, M&S organization may write it down, and acknowledges that it is not discriminatory, are beneficial for the employees position.

Have a review on legislation and federal law and retain a lawyer

The law could provide assistance to public when they require the support; the laws are available in law libraries which can found in online or public library.

Title VII of the Civil Rights Act of 1964: 42 U.S.C. § 2000e, et seq. This federal law prohibits discrimination in terms and conditions of employment on the bases of race, color, national origin, sex, and religion.One of this federal anti-discrimination could be example -

Figure 4-1 - Source: The U.S. Equal Employment Opportunity Commission, an article by Editor’s note, S.Topchik, in the online official website (www.eeo.noaa.gov)

National anti-discrimination laws are very different in different jurisdictions, may require different things in each jurisdiction. Lawyers are able to assist the employees classify through the complicated laws that may apply, and can be the guidance through the complicated legal process. Generally, discrimination or harassment is that the dreadful cry, feeling the reason the people affected by discrimination or harassment and in some cases and it will be difficult to separate from the emotional to the reality and the border of the legal system.

4.1.3 – Conclusion for Task 3

Legislation against discrimination is nothing new. For example, the 5th amendment to the Constitution of the United States, ratified in 1791, pointed out that no person shall be deprived of life, liberty or property without due process of law.

5.0 – Findings and analysis for task 4

5.1 – Introduction to task 4

Human resource managers need to know to build a competitive advantage, high-performance work system of the M&S organization and the working system is in a rapidly changing environmental condition, it is not an easy job to perform. So that, the organization needs to introduce some new strategy or module to keep updating with the daily business routine.

5.1.1 – The HR scorecard able to measure efficiency and effectiveness within an organization

Basically, resources department management functions and their solutions and assist them to create value or goal of the M&S organization, whereas the "create value" refers to a method of measuring to achieve the company's strategic objectives. Human resource creates value by engaging in activities that bring about the employee behavior’s the company needs to achieve these strategic goals. HR scorecard is a compendious measurement system. It shows the quantitative standards, or to the standard measurement used in the company human resource activities. [1] Measure the actions of employees generated from these activities within the organization, and also to measure the consequent which linked to the strategy of the organization of these employees. Therefore, it is giving prominence towards organization outcomes, and in a compendious but painstaking way of doing thing, the connection between the HR activities.

[1] Human resource scorecard (Anon., 2006) is to measures the HR function’s effectiveness and efficiency in producing employee behavior’s needed to achieve the company’s strategic goals.

7. Regularly reevaluate the HR scorecard measurement

1. Determine the business strategy

6. Create the HR scorecard measurement system.

5. Evaluate the strategically corresponding HR system policies and activities.

4. Evaluate the necessary towards workforce behaviors.

3. Evaluate the strategically that needed for M&S organization outcomes.

2. Gather up the M&S organization’s value chain activities

Figure 5-1 – Source: The Seven Steps in the HR Scorecard Approach to Formulating HR Policies, Activities and Strategies, a study by Gary Dessler, Ph.D., in the book of topic of Strategic Human Resource Management and the HR Scorecard, 2005

Step 1 is to Designed the human resources system starts to define the organization of the Strategic Plan. The senior in Human Resources leaders of opinion on the integrated management of human resources information system in their own companies in competition towards their competitors, and provide valuable input into the planning. Step 2 gather up the M&S organization’s value chain activities is to implement its strategic objectives, and any type of business must have some strategies which operate in the activities, also to provide an overview of the company's value chain shows the links of important activities. This can assist the M&S HR managers an easier way to understand the activity, the innovate performance of the company. Step 3 is related to the strategically that needs for organization outcome. Every of the companies may to generate their key strategic relate of the results, in order to accomplish their own target and strategic objectives.

Step 4 to evaluate the necessary towards workforce behaviors in order to achieve the capacity and behavior for example like such as a personal responsibility, and polite behavior, and the compliance of the organization's strategic production results and thereby promote organizational performance. Step 5 is to those employees within the M&S organization to have a capacity and behavior, involving the special training programs and compensation plan change to Step 6 is to provide the assistance to how to prove that human resources manager human resources support the organizations strategic and financial success in a stable condition. It is also decide on appropriate measures or metrics need a lot of consideration. For example like, how will M&S organization measure accurately the morale of the staff, what accurately compose a unfairness or injustice.

The last step of HR scorecard is to assist the HR manager to conduct the daily business routine more efficiency and perhaps it is regularly to perform the evaluation measures and connection to make sure they are still under an appropriate condition. It is hopefully to reduce the injustice within the organization is not having the presumed consequent in order to raising morale of employees.

5.1.2 – The performance after implementation of the Human Resource Management practices

The HR scorecard is works with the human resources system, high-performing to cope with M&S organization do have many things in common, and that they be short in measurable solution from those of the low-performing organization. And the HR systems are "high-performing work systems". The "high-performing work systems" (HPWS) create more jobs position and it is more efficiently, the applicant screening candidates, and to provide more and better training within the organization. The HR managers are required to be involved in the implementation of the practices which implement in within the organization.

5.1.3 – Conclusions for task 4

For the HR department they need to focus on competitiveness and productivity a requirement which is measurable. It is look forward to the demand for human resources management which able to provide measurable, performance standards based on the declaration of current human resources condition.

6.0 – Conclusions and recommendations

In conclusions, the HR management should be responsible for increasing the value to serve and also establish to M&S which relates moral successful organizations of these organizations. Evaluate the workplace feedback and evaluation solution for the proposal of work also important within the workplace. A senior director should have the responsible to push forward the moral climate in the enterprise in order to prevent the discrimination issues happened in organization. Basic skills have become necessary occupational qualifications, having advance implications for product quality level and to innovate the customer service.

The elements should have in the HR department is good communication skill between the internal and external environment. The M&S organization may send people to training, why should send them to training and who should send and also how to get the feedback form also the key factor which affect the recruitment within the workplace. The relationship of M&S and Ministry towards HRM, they should set policy so that all the organization has to follow the legislation but not only M&S. The ethnics what should do and should not do.