Unit 03 Managing people (T/616/9039) Assignment Sample

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LO1 Understand how to manage people

Effective people management is the foundation of organisational success. It involves not only guiding and supervising employees but also understanding their needs, strengths, and motivations to foster a productive and positive work environment.

Assignment samples are shared to clarify coursework structure and key learning outcomes. Through our help with assignment UK, guidance is reflected while maintaining ethical learning support and originality. The Unit 03 Managing People (T/616/9039) Assignment Sample highlights effective management practices, team dynamics, and practical approaches to people management. These materials are intended solely for study and reference purposes.

1.1 Evaluate people and team management approaches

People play a most crucial role within any organisation and entire organisation relies on them. In line with Unit 03 Managing people (T/616/9039), understanding how to manage staff effectively ensures business operations run smoothly. Conversely, poor people management leads to dissatisfaction, low morale and eventually adversely affects the organisation.

Team Management: Management of the team is vital in the organisation in order to complete project on time, retain top talent and attract the potential candidates. According to AIHR, 50% of workers have left their job to run away from their managers and almost 69% of managers usually feel uncomfortable while communicating with staff members and providing feedback (Verinden, 2025).

Unit 03 Managing people (T/616/9039) Assignment Sample

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There are numerous factors that must be considered while managing employees:

• Consistency: It is crucial to treat all the staff members fairly without any discrimination and offer equal opportunities.
• Respect: It is essential for the managers to treat their all team members with respect and their different perspective must be valued.
• Inclusion: All the employees must be involved in the decision-making and encouraged to give creative ideas and opinions.
• Honesty: A manager must communicate with team members, be open and honest regarding what is not going well.
• Tuckman’s team development model: The model describes how teams are developed and various stages a new team goes through. The model involves six stages such as; forming, storming, norming, performing, mourning/adjourning and transforming (Deng et al, 2021). Forming is initial stage where team are formed and people do not know each other. Further, in storming stage conflicts happen among the team members because of different opinions. In norming phase, team begin to settle down and in performing phase employees help each other. Adjourning is the stage when a specific project ends and the next stage is transforming which is followed by the organisations to form new team.
• Belbin’s team roles: Belbin explains a team role as tendency to act, contribute and correlate with others in specific way. The model explains nine team roles such as; shaper, implementer, completer/finisher, co-ordinator, team worker, Resource investigator, plant, monitor evaluator and specialist. The organisation can use the Belbin model in team project to achieve the best outcome.
• Motivation: Motivation of employees is necessary to reduce the stress and burnout which in turn significantly increases their work engagement. There are few motivational theories that can be utilised by the managers to enhance employee motivation.
• Maslow’s hierarchy of needs is one of the best motivational models that divide human needs from basic to advance. It includes physiological, safety, love/belonging, self-esteem and self-actualisation needs (Urhahne and Wijnia, 2023). By fulfilling the needs like job satisfaction, fair wages, job security, health and safety, skill development and respect at the workplace, the manager can increase motivation of employees.
• Herzberg two-factor theory states that satisfaction and dissatisfaction regarding job is affected by the motivators and hygiene factors. The company should offer fair salary, good working conditions, job security, recognition, appreciation, rewards and growth opportunities to employees to boost their motivation.

1.2 Explain HR systems and legal requirements relating to the organisation

Human resource management (HRM) refers to the department of the company charged with identifying, screening, hiring and training of employees. According to Unit 03 Managing people (T/616/9039), effective HR systems are essential for ensuring compliance and enhancing employee performance. Recruitment is an integral and crucial function of the organisation. Human resource managers use their skills and knowledge to attract potential candidates and hire them after conducting interviews. HRM also organises on-boarding and training program for the new and existing employees to enhance their skills and knowledge. HR system is explained as combination of procedure and tools used to manage the employees (Gurusinghe, Arachchige and Dayarathna, 2021). Human resource information system (HRIS) is one of the tools or software that records key information of employees. With the help of the software, HR department gets all the relevant information regarding employees such as; education qualification, work experience, contact details, salary etc. Performance management system allows HR managers to track and evaluate performance & productivity of each employee. By finding individual’s weaknesses, managers make essential adjustments to improve the weak areas. Payroll system is another crucial element of HR system that facilitates to calculate salary, overtime and bonus of workers. It also focuses on sales related tasks and determines the pay accordingly. It is crucial that the staff members paid the accurate amounts timely because any delays can create massive financial difficulties.

Compliance with the HR legal requirements is another vital responsibility of human resource department. An organisation should apply and follow the all relevant law. All documents with regard to HR policies and requirements must be available and described to all staff members informing them about their rights. There are many laws and legal requirements for the HR such as; Employment Act, Data Protection Act, Contracts of Employment, Equality Act, Disciplinary Procedures, Health and Safety Act, Dismissals and Redundancies and Working time regulations (Huang et al, 2023). In addition to this, there are many other legal requirements that must be followed by HRM. It includes Maternity and Paternity Rights, Employment Tribunals, Disabilities, Workplace Pension rules and Industrial Action.

All acts and regulations mentioned above deal with the various aspects of employment in an organisation like employment agreements, Equality act, safe working condition etc. It is the accountability of HR team to make sure that all decisions must be made according to the laws. It is also necessary for the all employees to follow the rules and regulations like disciplinary procedures, industry action etc.

1.3 Describe performance management techniques and how they are used to manage people

Performance management refers to the technique utilised to monitor development, performance and progress of each employee. It is necessary to track and measure the individual’s performance to find out their strengths and those areas where they are lacking. Through evaluating performance, the company can maintain performance, productivity and engagement of employees and enhance business performance. Performance management aims to maintain and enhance the performance of the employees align with the organisation’s goals. There are several major techniques and methods for performance management.

1. Setting goals: By setting SMART goals which are specific, measurable, achievable, relevant and time-bound, the performance management monitor performance. It allows the staff members to understand the expectations as well as how their performance contributes towards the company’s goals (Amri, Putri and Wahjono, 2023). It makes sure that individual and team objectives are aligned with the strategic goals of firm which further helps in achieving the long-term success at marketplace.
2. Key Performance Indicators (KPI): It is basically key indicators obtained or required to be captured to track the organisation’s performance. The KPI’s can be utilised to make comparisons with the past performance against the milestones or goals. For examples: In a customer service firm, the performance management system helps in monitoring the employee’s contribution in customer satisfaction and sales developments. Further, it is essential for the organisation to conduct regular monitoring in order to whether the employee performance is fulfilled the organisation’s expectations or need some improvements. This helps in make improvement plan to enhance the employee skill and knowledge.
3. 360-Degree Feedback: It is a performance review procedure which collects feedback from various sources, including managers, co-workers and supervisors. In simple words, 360-degree feedback is obtaining from the people an employee work with and come into contact (Aguinis and Burgi-Tian, 2021). All people, including senior managers, subordinates, peers and supervisors are motivated to give feedback on what performed well and where improvement is required. For instance, large organisation often utilise software or survey applications to gather and compare information from workers and customers.
4. Rewards and recognition: In this technique, a performance management acknowledges the hard work and success of the employee and offers them rewards. It encompasses both monetary and non-monetary rewards. For example: A firm offers bonus, paid leaves or salary hike as monetary rewards for the outstanding performance. Managers also provide appreciation, praises and recognition to the hard workings staff members. It helps in boosting employee motivation and morale and they continue to perform the best in their field.

LO2 Be able to build a high performing team

Building a high-performing team requires careful development, support, and motivation of individuals. By encouraging collaboration, setting clear objectives, and providing continuous guidance, organisations can ensure teams achieve both personal and operational goals effectively.

2.1 Support, develop and motivate individuals to achieve their personal development goals and objectives

In today’s dynamic and competitive business world, it has become crucial for organisations to support, develop and encourage employees to accomplish their personal goals. As highlighted in Unit 03 Managing people (T/616/9039), providing the right guidance and motivation is key to building skills, confidence, and engagement. The manager of the company uses both formal and informal methods to provide support & motivation and contribute to their development. The methods are:

• One-on-One meetings: Through conducting on-on-one meetings with the employees, a manager communicates and discusses about work and career development. By knowing their expectations regarding profession and career goals, the company provides full support to the employees. Further, by personal meetings the managers facilitate the staffs identify their strengths, areas of improvements and career aspirations (Latham, 2023). It also allows the employees to share concerns and issues regarding work. Managers make strategies to solve the issues so that employees perform best in their field and achieve growth in personal and professional life. With the help of the one-on-one meetings, the managers closely pay attention on employee’s opinions and concerns that lead better communication between them. By this approach employees feel that they are heard at the workplace, leading to outstanding performance.
• Coaching: It is one of the excellent methods to support and develop the workers so that they obtain personal development goals. Coaching provides a holistic approach to personal and professional development, including productive guidance, skill development, goal attainment, confidence building and career development (Lejeune, Beausaert and Raemdonck, 2023). For example: Experienced person like manager or team leader acts as a coach and offers proper guidance to the learners for improving their abilities and skills for the accomplishment of particular goals. It also helps in establishing trust & understanding between coach and employees that ensures supportive learning environment. Coach offers productive feedback to the employees regarding their performance and weaknesses and provides ways to improve their weak skills that help them to accomplish their personal goals appropriately. The organisation also utilises relevant motivational theory in order to encourage and support the staff members.
• Expectancy Theory: The theory suggested that a person’s behaviour is motivated by anticipated outcomes as well as consequences. The expectance theory assumes that the motivation to do task is reinforced by whether the final result is desirable and whether doing work in specific way will lead to desired results. By using the expectancy theory at the workplace, the managers can enhance satisfaction of employee towards their job and reduce the amount of dissatisfaction for workers. It allows the employees to make realistic goals and work consistently to achieve the goals on time with accuracy.

2.2 Support, develop and motivate individuals to achieve their operational goals and objectives

It is significant for the company to provide support to employees so that they achieve personal development goals, but it is also crucial to motivate them to accomplish operational goals and objectives. The organisation can use different formal and informal ways which are explained below:

• Job Shadowing: It is a beneficial training method in which an employee observe a professionals at workplace and get practical experience. It allows the staff members to work closely with the managers and observe how they perform activities (Gabriel and Aguinis, 2022). Employees ask the questions related to work and also help professionals to complete their work. Job shadowing method facilitates to enhance the skills required for doing job and learn about the job related challenges. In addition, it assists the staff members to learn about the day to day responsibilities and improve their own practices and working ways to carry out the work. Employees use this knowledge to perform their tasks properly and help the organisation to achieve goals and objectives.
• Training: It is common technique used by the organisations in order to improve the skills, abilities and knowledge of the employees. HR managers organise the training programs at the workplace on regular basis so that employees learn about latest technologies, market trends and new skills. Some organisations also offers online training that allow the employees to learn from their home whenever they want (Kumar, 2022). For instance, a retail organisation can offer training on customer service skills so that employees gain advanced level of customer service skills. The training allows the customer representatives to know how to handle different types of customers and helps in carrying out the work to achieve business goals on time. Motivational theory also holds a valuable place to support, grow and encourage staff members to do hard work and contribute to organisation success.
• Self-determination theory: The motivational theory states individuals are encouraged by the three fundamental psychological needs. These needs involve autonomy, competence and relatedness which emphasise development and growth. The organisation uses self-determination theory at the workplace to foster the intrinsic motivation through providing employees with choices in their learning activities. The organisation plans and tailors the training programs according to employee’s needs. It allows the employees to gain advance knowledge in their field and use this knowledge and skills to carry out tasks and activities in an effective manner. The theory facilitates the company build a work environment which supports worker autonomy, competence and relatedness. It helps to enhance job satisfaction, performance, productivity and engagement in work.

2.3 Monitor the progress of others towards personal and operational objectives and provide clear guidance and feedback

Monitoring and evaluation of the progress of employees or others is crucial function. It helps to determine whether the staff members are on right path and their individual goals are aligned with the organisational goals or need adjustments.

1. By providing clear guidelines: Managers, leaders or supervisors offer the clear guidelines and instructions to the employees so that they carry out their tasks in right direction. They give specific as well as actionable guidelines and create clear expectations and goals. Managers make sure that the expectations are clearly communicated and goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound). Clear communication helps in maintaining the transparency and reduces the chances of conflicts & confusion (Rajapakshe, 2024). Managers always make sure that the individual objectives are aligned with the business goals in order to achieve the desired outcomes and achieve the goals successfully.
2. By offering feedback: Offering feedback on regular basis is another way to evaluate the progress efficiently. The managers provide feedback by using different ways such as; one-on-one meetings, performance review and group discussions. Through one-on-one meetings and performance review, a manager offers constructive feedback to the employees personally that helps them to know their performance and improvement areas. Group discussion is also good performance evaluation technique that helps in evaluating communication between team members while doing teamwork and to determine whether the team perform well or not.

SBI (Situation-Behaviour-Impact) is an excellent feedback model that can be applied by the organisations.

• Situation: Manager explains the situation or circumstances, it could be individual task, activity, training program or team work.
• Behaviour: In this stage, a manager or supervisor explain about particular behaviour, action and strengths of the employees. They also address the weaknesses that could impact performance (Lelivelt, 2022).
• Impact: In this phase, manager describes the positive as well as negative outcomes to the employees. It helps employees to determine the skills and technique they used are right or wrong. They shed light on positive and negative impact of particular action taken by the employees to do work.

At last, manager offers the relevant suggestions so that employees can enhance their working ways and approaches to complete work effectively.

By using the feedback model, manager provides feedback in systematic manner by focusing on each aspect. Manager not only highlights the weaknesses and negative impacts but they also explain about the strengths and relevant skills used by the employees. It helps to encourage the employees to change their ways and put more efforts to improve their skills and carry out tasks to achieve the personal and professional objectives.

References

• Aguinis, H. and Burgi-Tian, J., 2021. Talent management challenges during COVID-19 and beyond: Performance management to the rescue. BRQ Business Research Quarterly, 24(3), pp.233-240.
• Amri, U.H., Putri, N.A. and Wahjono, S.I., 2023, November. Performance Appraisal and Performance Appraisal Methods. In Proceeding International Conference on Economy, Management, and Business (Volume 1, 2023) (Vol. 1, No. 1, pp. 1338-1342).
• Deng, X., Guo, X., Wu, Y.J. and Chen, M., 2021. Perceived environmental dynamism promotes entrepreneurial team member’s innovation: explanations based on the uncertainty reduction theory. International journal of environmental research and public health, 18(4), p.2033.
• Gabriel, K.P. and Aguinis, H., 2022. How to prevent and combat employee burnout and create healthier workplaces during crises and beyond. Business horizons, 65(2), pp.183-192.
• Gurusinghe, R.N., Arachchige, B.J. and Dayarathna, D., 2021. Predictive HR analytics and talent management: a conceptual framework. Journal of Management Analytics, 8(2), pp.195-221.
• Huang, X., Yang, F., Zheng, J., Feng, C. and Zhang, L., 2023. Personalized human resource management via HR analytics and artificial intelligence: Theory and implications. Asia Pacific Management Review, 28(4), pp.598-610.
• Kumar, S., 2022. The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), pp.21-34.
• Latham, G.P., 2023. Motivate employee performance through goal setting. Principles of Organizational Behavior: The Handbook of Evidence‐Based Management 3rd Edition, pp.83-111.
• Lejeune, C., Beausaert, S. and Raemdonck, I., 2023. Effective personal development plans contextualized: The role of the autonomy‐supportive people manager in sustaining employees' self‐directed learning. Human Resource Development Quarterly, 34(4), pp.389-412.
• Rajapakshe, W., 2024. Performance Management Process: Performance Planning and Monitoring. In Employee Performance Management for Improved Workplace Motivation (pp. 31-56). IGI Global.
• Urhahne, D. and Wijnia, L., 2023. Theories of motivation in education: An integrative framework. Educational Psychology Review, 35(2), p.45.

Online

• Lelivelt, F., 2022. 10 powerful feedback models to use at work. Online. Available through < https://join.com/recruitment-hr-blog/feedback-models >
• Verinden, N., 2025. People Management: All You Need To Know + 10 Top Skills. Online. Available through < https://www.aihr.com/blog/people-management-skills/ >