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People Management Assignment Sample 2

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People Management Assignment Sample 2


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1.1 Evaluation of the concept

The concept of evidence-based approaches would help to analyse the situational condition of the business organisation. The evidence-based approaches would help to review the critical aspects of the organisation which would help to evaluate and identify the requirements of the organisation in an effective manner. The presence of available evidence would help to understand the impact of the incident. The implementation of evidence-based approaches would help to conduct the decision-making process of the business organisation (Taylor et al. 2018). The application of the evidence-based approaches would help to mitigate the organisational issues. The evidence-based approaches are the most suitable approaches in the pathway of people practitioners. The prospects of evidence-based approaches would help in the process of practice management. The implementation of such approaches would be entirely based on the available scientific evidence. The three major segments of evidence-based approaches are the availability of evidence, the presence of clinical expertise and the preference of the patients. The amalgamation of the three components would help to conduct the decision-making process in an effective manner (Munoz-Persy and Lucendo, 2018). The aspect of integration could be possible with the help of a critical appraisal of the available evidence. 

The notion of evidence-based practices could be implemented to provide support in the decision-making process of people practitioners. The concept of an evidence-based approach is designed on the basis of the critical thinking process. This approach makes the decision-making process and the judgement process less reliant on the aspect of personal evidence (Soffin et al. 2017). This approach has a significant impact on the practitioners as it is considered an effective strategy to develop the outcome for the patients. This approach would help to resolve the organisational issues by conducting the appropriate decision. This approach would further help to improve the quality of the decision-making process which would be beneficial for organisational growth. The major prospects of evidence-based practice would contribute to the well-being of the organisation. The major sources of evidence-based approaches are scientific data, organisational data, expert judgement and stakeholders' opinions. This approach would help to identify the risks associated with the organisation which would help to eliminate the effective barriers (Trikudanathan et al. 2019). This approach would be beneficial to formulate the structured growth of the organisation. The implementation of this approach would be beneficial for the organisation and the employees of the organisation. This approach could be applied in decision making in various ways in people's practice.

1.2 Evaluation of one appropriate analysis tool

The implementation of the Five whys analysis could be used as an effective analysis tool to evaluate the issues, challenges and opportunities faced by the organisation. The concept of this analysis tool is to identify the root cause behind the occurrence of the problem. This analysis tool would help to evaluate the cause and effect relationship of a specific problem (Saleh, 2019). The primary purpose of this model is to analyse the effective steps required to mitigate the problem. The application of this tool requires five steps which would help it to analyse the underlying reason behind the presence of the problematic dimension. The implementation of this method would help to analyse the depth of the problem. The evaluation of the different dimensions of the organisation's current and future issues could be determined with the help of this tool. The recognition and the analysis of the current issues and the future issue are necessary to address s it would help to formulate the mitigation strategy accordingly. The problem-solving aspect and the decision making aspect of an organisation could be analysed critically with the help of this analysis tool (Taylor et al. 2018). The implementation of this tool would help to identify the challenges that the organisation might face in the market. 

The implementation of this tool would help the organisation to eliminate the barriers in the pathway to attaining success. This would further help the organisation to explore the available opportunities which would help the organisation to maximize its profitability aspect in an effective manner. The implementation of this strategy would help to analyse the root cause of the error which would help the organisation to improve and develop the overall productivity level (Trikudanathan et al. 2019). The methods of implementing this tool comprise of five stages. The five stages of the methods are identification of the issue, selecting the pathway, asking the reason of the issue, evaluating the solution and spreading the solution of the problem. This method helps to provide an overview of the business activities of the organisation. The application of this tool would help to formulate the mitigation strategy as per the requirement to resolve the issues. The different challenges of the organisation could be identified with the help of this tool. This tool would further help the organisation to explore the available opportunities in the market for further growth and expansion effectively and efficiently. 

1.3 Explanation of the main principles

The identification of the critical thinking process would help to evaluate the different aspects of the organisation. The significance of the principles would help to analyse the diverse areas of the process of critical thinking. The identification of the main principles is necessary to determine the decision-making process in an effective manner (Wang, 2017). The principles of critical thinking involve gathering information, evaluating information, drawing conclusions and evaluating the conclusions. The integration of these principles would help in the process of critical thinking. The aspect of critical thinking deals with formulating the visuals with the help of necessary steps. The aspect of critical thinking could help in eliminating the barriers in the organisational pathway. This would help the organisation to achieve its goals and objectives in an effective manner. The principles of critical thinking would help to improve the critical skills of the employees which would help in the process of conducting rational decisions (Ennis, 2018). The application of the process of critical thinking would help to improve the innovative skills which would enhance the performance level of the organisation. The implementation of the principles would help individuals and colleagues of the organisation to improve and develop the ability to comprehend the entire process. 

The application of the principles of critical thinking would help the colleagues to maximize their level of creativity which would help to increase the productivity of the organisation in an effective manner. The benefits of critical thinking would help to assist and identify the organisational objectives. The application of the principles of critical thinking would help to improve the comprehension abilities of the individuals and their colleagues (Uopeople.edu, 2022). The understanding ability would get enhanced with the help of the principle of critical thinking. The ability to approach the different aspects of the organisational issues would get improved with the implementation of the various principles of critical thinking. The application of the principles of critical thinking skills would affect organisational growth and development in a positive manner. The implementation of critical thinking skills is available to resolve the conflict among the employees. The introduction of the principles of critical thinking would help to establish coordination and cooperation in the organisational structure (Wang, 2017). The presence of principles would be advantageous for individuals and work colleagues. 

1.4 Explanation of different ethical theories and perspectives

The different ethical theories of decision making would help to increase the effectiveness of the decision. The diverse decision making theories include utilitarianism, deontology, social justice and social contract theory, and virtue theory. The integration of these theories would help to enhance the process of decision making. The role of the ethical theories would help to improve the value and quality of the decisions (Serrat, 2017). The ethical theories would help identify the limits of the decision-making process. The application of these ethical theories would help differentiate the prospects of right or wrong in the process of decision making. The understanding of the utilitarianism theory would help to evaluate the essential benefits of the societal constraints. This theory would help to predict the accuracy of the resulted output which would help in the process of influencing the morale of the decision-making process. The concept of deontology theory deals with aligning the obligations and the duties of the individuals while conducting the process of decision making (Card, 2017). The implementation of this theory would help an individual to maintain the aspect of consistency in the decision-making process. The application of this theory would help in the rectification process of conflicting obligations in the decision-making process. 

The notion of social justice theory states that focussing on the actions is necessary to justify the inconsistency of the actions in the process of decision making. The theory further states that the decision-making process must be focused on the process of fair actions which would help to boost the morale of the employees in an effective manner. This theory focuses on the ethical circumstances on which the process of decision making depends largely (Serrat, 2017). The aspect of social contract theory helps to evaluate the views of the individual while participating in the decision-making process. The application of this theory would help to investigate the moral obligations of the individual while evaluating the decision-making process in an organisation. The concept of virtue theory would help to analyse the action of the individual. The implementation of this theory would help to analyse the aspect of motivation while evaluating the different aspects of the decision-making process. The application of this theory is necessary for influencing the moral decision-making process within the organisation (Paul et al. 2019). The ethical perspectives in moral decision making would help to analyse the consequences of the preferred action which would help to evaluate the different aspects of the organisational structure. The implementation of ethical perspectives and ethical theories would help to conduct the decision-making process in an effective and appropriate manner. 

1.5 Identification of possible solutions

The issues faced by people practice involves in various things. The issues comprise of finding the appropriate talent, exploring the talent, developing the leaders, finding appropriate resources for the workforce and achieving diversity within the workforce. The people practitioners also face numerous issues in the aspect of change management, leadership development and organisational effectiveness. The first and foremost approach which must be adopted by people practitioners to resolve the specific issues relating to people's practice is identifying the issue. The identification of the issue is necessary for further investigation and for formulating the mitigation strategy accordingly (Stupple et al. 2017). The analysis of the root cause of the underlying problems is necessary to determine the problems of the people practitioners. The other aspects of resolving the issues are the identification of risk association and the impact of risk on the business organisation. The development of the mitigation strategy would be done according to the organisational requirements. The mitigation strategy also includes limiting and controlling the occurrence of risks in the organisational structure which would help to analyse the issues faced by the people practitioners. The issues could be resolved by implementing an effective mitigation strategy. 

The appropriate solutions to mitigate the issues faced by people practitioners include training and development strategy, enhancement of two way communication, presence of facilities, effectiveness in employee recognition, handling of change etc. The implementation of the above-mentioned strategies would help to resolve the conflict and eliminate the barriers in an effective manner (Careertrend.com, 2022). The people practitioner must adopt these strategies to resolve the issues in an effective manner. The issues faced by the people practitioners could be resolved by establishing b channels of communication. The establishment of two-way communication would help to resolve the issues faced by the practitioners. The people practitioners must adapt the above mentioned strategies to identify the mitigating solutions related to people practice. The aspect of the problematic areas could be resolved with the help of effective strategies. The establishment of b and effective communication skills, cooperative skills and coordinating skills would help to overcome the barriers faced by the people practitioners (Card, 2017). This would further help the organisation to attain its goals and objectives effectively and efficiently.

1.6 Approaches to evaluate financial and non-financial performance

Financial performance of a company has been measured by financial accounting where ratio analysis has been considered as the primary option. Ratio analyzing tools has been divided by four categories where organization performance has been presenting performance for a few years. In the profitability ratio where “Gross profit” analysis is being considered as the profitability measuring approach method. Additionally, ‘net profit margin” ration could be considered as net profitability analysis tools where different years profitability analyzing helps present growth or decreasing trend of profitability. In this context of measuring financial performance in the liquidity section management could use “current ratio” to evaluate comparison between assets and liabilities. In this concept of 'current ratio’ management follows the formula is “(current assets / current liabilities)”. Using this formula in liquidity calculation is another tool measuring current assets quality of an organization. Moreover, “quick ratio” is used for making understanding of the narrow liquidity of an organization. Through those presentations with data facts also help to present insights and views over financial changes in organization. Additional tool of ratio analysis is solvency ratio where management could be able to present analysis over debts and equity that has reflecting the presentation over organization strength in long term business prospect. Therefore, using those ratios is being analyzed about facts and the number of equity and debts that has represented return from “debts and equity”. Comparison of both financial facts management has gained knowledge about change in equity and debts that have presented data facts where organizations need to change strategies regarding deficits. 

Additionally, non-financial performance organizations have considered various facts for measuring increasing or decreasing trends. In the non-financial performance evaluation KPIs has been considered as an important approach for management. Moreover, the customer relationship process has been considered to present customer growth according to years (Schnell et al. 2020). Moreover, employee’s retention rate calculation has explored about employees performance in this organization or employees interest on regarding companies. High retention rate regarding organizations has an opportunity to produce more productivity (Ali et al. 2021). Moreover, low retention rate of employees has raised problems regarding productivity additionally with financial issues. According to data facts hiring employees is oriented with a high training cost where management would allocate higher funds for training. Due to low retention management would need to allocate more funds in training related expenses. Increasing numbers of employees is considered non-financial tools to measure performance. Product quality and waste management related data facts also presume about how much prosecution has been increased through reducing wastage that has been included as a non-financial tool. In this product quality management has explained about employees' intergrowth about work and management would be able to make an advantage in a competitive market (van Hassel et al. 2021). Moreover, the supply chain of a company has also an approach to measure performance where management would be able to present data facts regarding holding days of production and quantity of supplied products in the market. In this prospect of approach management evaluation capacity would be more effective for providing such important insights over the supply chain. 

1.7 Explanation over importance of variety people participation contribute value to organization

Variety of people’s involvement in organization adds more productivity through diversifying knowledge with others. In this context of approaching human management if a company where involving various types of employees participation. Moreover, various people's involvement in organization provides different types of ideas and strategies regarding production. Increasing diversity of people in organizations helps management to understand the needs of different communities (Nguyen et al. 2020). Additionally, this approach to other employees had made sustainable human resources for production. Basic fundamental business activity of every company is to provide service or product that has enhanced people's quality of life. In this context participation of various people in organizations has been helped by different unique ideas that have helped companies to make a sustainable presence in the market. In the comparative market unique service or product add more chances to raise profit through business operation. 

Performance of employees depends on their thinking about their organization where employees' positive approach toward organization is useful to ensure productivity. Management of a company focuses over diversified employees that approaching each other is important for making an integrated organization. Through the diversified approach in human resource management would be able to make various outputs through suffering employees with another team. Therefore, teamwork of employee’s efficiency has depended over diversification. Globalization of business has included various regions for business expansion where employees need linear communication with each other (Seidl and Werle, 2018). Through diversified employee engagement in organization employees would be efficient to globalization of business. Various employees' participation in organization has made more advantage in human resource planning where management has become capable of planning allocation of resources in different departments. Additionally, those employers have capability to provide legacy to new recruitment where management would afford to make other decisions regarding expansion. Market demand and productivity of an organization both need to maintain equilibrium to make advantage through selling a higher volume of product (He, 2018). In addition process of including various things to make advantage in production department. Additionally, employee holidays regarding leaves need to be maintained by management selective employees from one community would be a problem to continue business operation (Kuykendall et al. 2018). Moreover, diversified people involvement in organization has helped to maintain continuity in business operation where this process recruiting various people in organization has maintained continuation in business operation. Exploring calculator and behavioral habits of different communities of people has been considered as capacity three employees have set a role model organization toward society. Through approach organization perfume CSR practice. In this prospect of accumulation of human resource various people involvement provider different types of advantage ion organizational practice. Moreover, the cultural structure of a company depends on diversity where employees with their specialty serve highly effective performance toward organization. 


2.1 Presenting cost calculation of three departments

Presenting cost of each department has required the number of employees and expenses due to recruiting of employees per head. In this context of calculating different department where measuring different years recruitment cost has been considered to make a corrective approach in calculating cost structure (Shabbir et al. 2020). Moreover, in this case study has provided data regarding recruitment related expenditure where management has faced a cost around £2065 to FY 2016 to 2018. Additionally, in other financial years that cost has risen up to £3012. This figure influences the cost of every department. Moreover, in FY 2016 the cost of administration department is 8260 that has cost has of each employee are forward to GFY 2018. Additionally, in FY 2019 and 2020 where cost of employees over recruitment excide to 36144 and 27108. Those facts have governed projection over recruitment of employees' hands raised due to different reasons. In the context of total cost of the diver department in FY 2016 has occurred around 43365, similarly in FY 2017 and 2018 costs have become 37170 and 66080. Through cost incurred in next year’s where total cost of the driver department are 48192 and 96384. On the other hand, the production department's total cost in the last five years has been presented by considering the respective per head cost of recruitment where 80535 cost has been made in FY 2017. Moreover, 111510 cost has occurred in FY 2018 and 169330 cost is considered FY 2019. In addition, years of 2020 the expenditure regarding recruitment of production related employees total cost is 337344.

2.2 Turnover of employees of each department

Turnover of employees is being considered to maintain the trend of employee retention every year. In this prospect of retention of employees the above table has included changes in percentage of employee’s turnover. Providing those data facts are being considered to evaluate the percentage where In FY 2017 change of employees in the administration department is around 0.55. Moreover, in FY 2018 change percentage is negative 3 percent that means employees are being added in this organization. Additionally, in FY 2019, employee’s percentage change is -0.5% that also provides information about increment in administration employees increasing. Similarly, in other departments like divers negative change in most of the years are projecting about low retention rate of drivers. In FY 2018 and 2020 driver’s retention rate become positive that has zeppelin about new driver’s involvement in organization. According to those facts, the production department has explored the reaction rate of employees through turnover where in FY 2018 the retention rate has become positive around 0.5 percent. Moreover, in FY 2018 the negative turnover percentage also explores about organization has failed to retain production work related employees. This negative turnover carries to FY 2020 that has created issues in production related business operation. 

2.3 Analysis presentation of highlight themes and trends

In order to presenting data of every years change of employees, turnover has presented through presentation that has help to evaluate years where organization face low retention of administration department. 

This above presentation of trend has explored about the facts were organization has struggled to retain employees of driver department in this context of issues management need to focusing over strategies of FY 2020. In this financial year management has faced negative reaction rate in the driver department. 

Moreover, figure 3 has explored the trend of employee retaliation in the production department where negative and positive retain rate in production department organization would face problems regarding productivity. Moreover low retention of employees also raises issues to make comparative advantage through a low costing strategy. 

2.3 Recommendations

Analyzing different department retention rates of employees where some recommendations could be prescribed for future development. 

  • Managing retention issues in department and production management has failed to meet expected production where management could implement incentive strategy for workers. Through incentive strategies workers would be interested in making more production in a short time frame that would deliver high productivity in minimum costing policy.
  • In the driver’s department, negative repetition rate can affect distribution of produced goods where management would hire contractual drivers for delivering goods in specific construct. Moreover, management would be able to mitigate those retain related issues where delivery partners would be an efficient strategy to deliver products in time. Delivery partner’s diversification additionally provides advantage in costing of products that would help to maintain affordable prices for consumers. 
  • Administration department and management need to focus on employee satisfaction related issues that are the reason behind their resignation. In this context a good salary package would be a wise move to retain existing employees. Moreover, adding new well-being strategies toward employees would help to make sustainable choices for making an advantage in employee retention. Attractive salary package from management would change the attitude of employees that would be more advantageous for management. Employees' well-being related to performance like health checkup and providing sufficient leaves would be able to make a good image of organization among employees. 

Reference List


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