MG411 Introduction to People Management Assignment Sample

• Type Assignment
• Downloads558
• Pages8
• Words1913

Introduction to People Management Assignment

People management is procedure of developing, leading and hiring team members to support the overall mission of organization. The people managers mainly handle the tasks related to people; it is including the career development, employee engagement and novel talent. These are responsible for the training and on boarding procedure for the novel workers. The report will be based on the Boux Avenue, this is a retailer based in the UK, it is having less than 250 workers (Retail organizations in UK, 2023). The employee life focuses on the ongoing management, on boarding and recruitment. This plays a major role in developing the organizational performance. The pandemic related to the COVID-19 has developed the major workplace dynamics. By Creating the effective on boarding processes and recruitment play a major role for retaining and attracting the top talent. The report will shed light on the on boarding and recruitment stages of Boux Avenue. Moreover it will evaluate the major HR practices.

MG411 Introduction to People Management Assignment Sample

Liked This Sample? Hire Me Now

Leslie King 7 Years | PhD

Students exploring similar topics in human resource management can enhance their academic performance and understanding with expert academic guidance through Assignment Help UK, offering structured support for HR and management assignments.

Recruitment within the organization

The recruitment is one of the major stages within the Boux Avenue’s employee life cycle. This is an organization of retail sector with the less than 250 workers. This might face the various challenges related to appealing the talented workers while managing the rivalry within the competitive retail market. The effective recruitment can makes sure that right and skilled workers can join the company. The Boux Avenue utilises the mix of digital and traditional recruitment strategies (Boux Avenue, 2023). The different platforms related to the job postings such as Glassdoor and LinkedIn, advertisement in store, these offers help in reaching the major candidates (Pettinger, 2020). On the other hand, the high rates of turnover within the retail sector offer various challenges. Additionally, pandemic focused on the requirement of the remote procedures of hiring, encouraging the company to adopt the online assessments and virtual interviews. The Model of (ASA) attraction selection attrition of Schneider focuses on the significance of the individual recruitment. These need to align with the values and culture (Attraction-selection-attrition model, 2023). In the Boux Avenue, workers recruitment that is focusing on the commitment to the brand identifies and consumer services play a major role. However, the different gaps occur within the recruitment practices inclusivity. This limits the demonstration on the outreach and diversity to the group which are underrepresented.

In the post pandemic, the effective recruitment needs to focus on the different skills such as the digital expertise and adaptability. The Boux Avenue might boost the procedure via developing the (ATS) Applicant tracking systems driven by the AI to make sure about the goals and screening of candidates (Griffin, 2022). Moreover, by increasing the employer branding via the platform of social media might attract the major younger skilled candidates. This is significant for the major success within the retail market.

On boarding in the organization

The On boarding is essential phase within the developing the productivity and long term engagement of the workers within the Boux Avenue (Wilton, 2022). The phase recruits within the team members who are productive and developing the foundation related to the retention and job satisfaction. The on boarding procedures of the Boux Avenue start with the effective activities such as orientation sessions, team member’s introduction and paperwork completion. On the other hand, the demanding nature of the retail industry means that the major on boarding demonstrates on the operational readiness. The different functional factors such as specific role training are focused, within it there is major scope in order to boost the social and culture on boarding. This might increase the stronger belongings.

The decision making model of Vroom-Yetton, it showcases the significance of the management of participatory within the on boarding (The Vroom-Yetton Decision Model, 2023). This is including the workers within discussions related to the expectations and roles at the time of on boarding might increase the engagement. Moreover, the research, demonstrates that the programs related to the structured on boarding boost the rates of retention via 69% and 50% on the productivity. The Post pandemic the different tools of the remote on boarding such as e-learning and virtual orientations modules are important. The organization has introduced the on boarding digital tools; it is making sure about the accessibility and flexibility. On the contrary hand, the this can resolve the challenges, developing the team connections and managing the customization within the environment of hybrid work.

The Boux Avenue’s effective on boarding need to emphasize on the three major factors:

• Cultural integration: By introducing the novel hires to team dynamics and values of organization.
• Ongoing support: By offering the ongoing check ins and mentorship at the time of initial 90 days.
• Technology adoption: By developing the digital tools related to the effective and seamless on boarding.

HR procedures for supporting the performance management

The HR procedures are effective within Boux Avenue’s employee performance and offers support as well. The performance management makes sure about the goals of workers need to be aligning with the objectives of organization, at the time of development and engagement. The Boux Avenue’s major HR processes involve the feedback mechanisms, training and development programs and performance appraisals. The whole processes align with the Goal setting theory. This mainly focuses on the significance of the attainable, challenging and specific objectives within boosting the performance (Gutterman, 2023). The Boux Avenue’s annual performance reviews mainly analyze the metrics like as consumer satisfaction scores and sales targets. On the other hand, the change related to the ongoing feedback within the post pandemic, this has mainly proven it in the more efficient manner. It might resolve the challenges and engaging the workers in the proactive manner. The 360-degree feedback and one on one session might offer help in making the development of transparent culture.

The training is also one of the major HR function. In the Boux Avenue, this offers the training which is role specific for the workers but developed the programs on the digital skills, communication and leadership. By providing the customized learning methods via the (LMS) learning management system boost the worker’s growth. The procedure of HR influences the well being of workers. Within the era of post pandemic, the organization might emphasize on the initiatives of the mental health (Hoffman and Tadelis 2021). This includes the flexible working arrangements and counseling support, to boost the supportive working environment. The Box Avenue’s potential hindrances related to the HR procedures are limitation in the technological integration and burarucaritc inefficiencies. By introducing the tools of HR analytics might offer the insight in the trends of workers performance and streamline procedure. This is permitting the for the decision making based on the data driven. HR system which is well structured within the Boux Avenue can boost the organizational commitment, job satisfaction and offer support to the worker’s performance.

Key contemporary issues facing line manager relayed t the people management

The Boux Avenue’s line manager face the different challenges related to the people management.

Employee engagement: The workers of retail may experience the high burnout because of the task repetition and demanding schedules. The managers needs to find out the innovative methods which to keep the workers engaged and motivated like as recognition programs and performance tracking.

Employee well being and mental health: The pandemic boosted the significance of the mental health within the workplace. Boux Avenue’s managers need to balance the objectives of operations with the effective empathetic leadership. This offers support to workers’ emotional demand.

Inclusion and diversity: Promoting the effective diversity play a major role in organizational reputation and worker’s satisfaction. The managers need to make sure about the inclusive practices within the day to day operations, promotions, recruitment and resolve unconscious bias.

Technological adaption: Now the retail operations are mainly depends on the different digital tool, this is majorly from the management of the inventory to the scheduling workers (Certo and Certo, 2019). The line manager needs to boost the support ad leverage technology within the teams.

Retention challenges: The trend related to the Great resignation has developed the worker’s retention a major priority. The managers need to develop the effective relationship along with the each member within the team and develop the career development pathways.

To resolve the different issues, the Boux Avenue’s managers need to boost the skills within the conflict resolution, change management and emotional intelligence. The Goldman’s framework related to the emotional intelligence might offer help to the managers to reduce the workplace challenges and boost the better relationships (Daniel Goleman’s Emotional Intelligence, 2023).

By offering the regular resources and training by the line manager can resolve the main contemporary issues would boost the success of workers.

Recommendations

In order to boost the employee lifecycle within the Boux Avenue, the proposed recommendation:

• The organization should use the tools which is AI driven for expand the effort to outreach and applicant screening to underrepresented groups, this increases the diversity. Showcase the opportunities of career progression within the job advertisement which attract the skilled talent.
• The company needs to introduce the on boarding plan which is structured 90 day on the customized training, mentorship and cultural integration. By using the digital tools for the effective flexibility can boost the human connection.
• Boux Avenue can offers the pathways of personalized training and apply the ongoing feedback system via LMS. The development of the analytics tools related to HR to boost the decision making and streamline the procedures.
• The line manager within the organization can provide the ongoing training related to the digital tools, diversity management and emotional intelligence. This offers resources to resolve the engagement and mental health challenges.
• The company can establish the flexible work policies and mental health programs to offer support in the retention and worker’s satisfaction.

By effectively implementing the different strategies would offer help to the organization in gain the sustainable growth and optimize the worker lifecycle.

Conclusion

The success of Boux Avenue relies on the capability to maintain the worker lifecycle, from the on boarding and recruitment to the performance management. The on boarding and modernizing recruitment procedures play a major role. This equips the Boux Avenue’s line manager with diverse skills which reduce the contemporary challenges and boost the HR practices. Within the era of post pandemic, leveraging the technology, promoting diversity and boosting the well being of workers are important for productive and supportive workplace. Through using the recommendations, the organization can boost the organizational performance, worker retention and satisfaction. The effective strategic approach which maintains the worker lifecycle would resolve the immediate challenges. This also positions the organization for success within the long term the sector of competitive retail. By developing the regular on boarding procedures, the organization can make sure about the success and workers can easily feel valued. This is mainly affected the loyalty and performance within the brand.

References

Books and journals

• Boux Avenue, 2023. Online. Available through < https://www.bouxavenue.com/>
• Certo, S.C. and Certo, S.T., 2019. Modern management: Concepts and skills. Pearson.
• Griffin, R.W., 2022. Fundamentals of management. Cengage Learning, Inc..
• Gutterman, A.S., 2023. Management Skills. Available at SSRN 4393214.
• Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager rewards: An empirical analysis. Journal of political economy, 129(1), pp.243-285.
• Pettinger, R., 2020. Introduction to management. Bloomsbury Publishing.
• Wilton, N., 2022. An introduction to human resource management.

Online

• Attraction-selection-attrition model, 2023. Online. Available through < https://www.oxfordreference.com/display/10.1093/oi/authority.20110803095433929 >
• Daniel Goleman’s Emotional Intelligence, 2023. Online. Available. through <https://ohio4h.org/sites/ohio4h/files/imce/Emotional%20Intelligence%20Background.pdf>
• Retail organizations in UK, 2023. Online. Available through < https://www.glassdoor.com/Explore/browse-companies.htm?overall_rating_low=3.5&page=9&locId=1133&locType=M&locName=Bristol,%20United%20Kingdom&sector=10022&filterType=RATING_OVERALL>
• The Vroom-Yetton Decision Model, 2023. Online. Available through < https://www.mindtools.com/adamhmy/the-vroom-yetton-decision-model >