Introduction to People Management Assignment Sample

Introduction: Introduction to People Management

People management mainly refers to the different practices within the training, recruiting and retaining, engaging and recruiting people to boost the productivity and optimise the talent. The People management includes the training & development, benefits, compensation and recruitment. In the content of business unit, people management tends to make focus on ensuring that the every worker has professional support and resources. This can helpful for the workers to produce their best work and motivate them for contribution. The main aim of the assignment is to develop the role of on-going learning and development in the employee cycle. The training and development is a systematic procedure to boost the knowledge, employee skills, better work performance and competency. The L&D is main HR function and main part of the people development strategy of the organization.

The L&D makes sure that the employee development which is important for motivation, engagement, retention and achieving the organization goals. The chosen organization is Shell Plc a leading business unit within the energy sector. The organization operates in the dynamic and competitive industry which requires the effectiveness and constant innovation. The organisation is petrochemical company and group of energy with the more than 103,000 workers within the 70 countries. The organization is committed towards the effectiveness and innovation which considered as an essential part for building and sustaining competitive position. The main aim of the report is to evaluate L&D initiates which can affect the impacts on the performance management. The report will focus on the discussing the role of development and learning in the effective people and performance management. The report will delve into the identifying the Key HR strategies and processes for the continuous learning. The report will also shed light on the contemporary issues which faced by the line managers in the development and learning.

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Impact Of Continuous Learning And Development On Performance

Role of learning and development in effective people and performance management

 The continuous learning and development the major parts of the effective performance and people management. This can develop the acquisition of the knowledge, novel skills and competencies which can permit the workers to meet the organizational needs and roles. The continuous development can enhance the employee’s performance as well as competitiveness and thereby increases productivity of the organization. Within the efficient people management, the leadership fosters the innovation, continuous improvement and good culture within Shell Plc. This promotes the motivation and employee engagement by offering the growth opportunity in terms of both personal and professional aspects (Wilton, 2022). The workers who feel valued and satisfied prefer more to stay within the job for the longer duration. This can reduce the turnover and increase the retention rates. In context to the performance management, leadership and development makes sure that the competencies and skills of the workers are aligned with the organizational goals. This permits the managers to address and identify the skills gap and increase the training programs. The alignment is key aspect for maintain and achieving the objective, performance within the organization.

Key HR processes and strategies for continuous learning and development

Oriented and on boarding programs: The efficient process is related to the on-boarding which is paramount for assimilating the novel workers within the Shell. The different programs offer the initial orientation and training, this helpful for novel hires to understand the values, culture and expectation of the organization.

Training and development programs: The regular training sessions, seminars and workshops are the key aspects for keeping updated to the employees about the industry trends. For example, Shell provides the training programs for the soft and technical skills to make sure about the competiveness and competency among the workforce.

Coaching and mentorship: By providing the mentorship of the workers to senior coaches and mentors performance can be enhanced to the significant level. The rationale behind this, it facilitates personalises development and knowledge transfer effectually. The mentoring programs are helpful for the workers in developing the performance and novel skills.

Feedback systems and performance appraisal: The on-going feedbacks and performance reviews are important aspects within the performance management. This offers opportunity to the workers in relation to work on their development areas and strengths (Armstrong and Taylor, 2023). The performance appraisal system of the Shell involves the on-going feedback mechanism which mainly aligns with the organizational goals and individual performance.

Online courses and E-learning: The platforms of the digital leaning have developed the E-learning and L&D and provide the accessibility and flexibility. This permits the workers to engage in the option of self-learning. E-learning platform of shell offers the different and wide courses which permit the workers to boost the skills.

The Human capital theory provides support in increasing the investment within the L&D programs. This highlights that workers are the important assets, their knowledge and skills contribute within the performance of organization. Thus, it can be stated that on-going development of the human capital is essential for Shell to increase the competitive advantages within the energy sector (Lynch, 2022). The Shell offers the workers, various training and courses which aimed to develop the professional growth and skill development. The initiatives focus on the commitment of the Shell with the continuous leaning and development which can put impact on the performance management (Shell, 2024). The workers which participate in the training programs have developed the performance, increased job satisfaction and align with in the strategic goals of shell. Another is learning organizational model, this mainly focuses on the importance of the learning and development. In according to Senge, Shell may prioritise the learning within the different levels in more innovative and adaptable manner.

Contemporary Issues In Learning And Development

Exploring contemporary issues faced by line managers in learning and development

Development in rapid technology: The line managers within the Shell must focus on the novel technology which can put impact on the delivery and content methods of the leaning and development programs (Griffin, et al, 2020). The development of the VR, different digital tools and VR in training demands for managers to stay proficient and updated with the technologies.

Hybrid and remote working environment: The regular changes within the hybrid and remote working model showcases the different challenges in offering the efficient programs of learning and development. By making sure about the consistent and engagement via the training experiences within the different location might be complex. The important innovative solutions, such as platforms of e-learning and virtual workshops are essential.

Customisation of learning: The workers increasingly needs of customise learning which can develop the learning experiences to career goals and specific needs (Pettinger, 2020). The Line managers within Shell need to balance the personalisation within the learning and development programs with the resources and scalability.

Workforce readiness and skill gaps: By addressing and identifying the skill gaps on time is major challenge. The shell’s line managers need to apply the mechanism of feedbacks and efficient assessment tools to make sure about the alignment within the objectives and workforce readiness.

Budget constraints: The economic pressure can decrease the budgets for the initiatives related to the Learning and development. The line managers must find the different methods of cost effective to provide the opportunities for the training and development without reducing the outcomes.

Identifying essential knowledge, skills, and behaviours for effective people managers

Strategic thinking:  The efficient people managers require alignment with the effective learning and development initiatives within the shell’s strategic objectives. This can include the understanding related to the goals of organization. This is helpful in designing the supportive programs which provide support to the aims.

Technological proficiency: In according to the situational leadership, the expertise in the digital platforms and tools is important for managing the programs of learning and development. The manager needs to be more focused on the data analytics, systems of e-learning and different digital resources to boost the delivery and training.

Emotional intelligence: The effective emotional intelligence permits the managers to respond and understand the concerns and needs of workers. The skill is important for developing the learning environment and develops the relations of the mentor & mentee.

Communication skills: The effective and clear communication is essential for understanding the objectives of L&D, boost the training sessions and offers the feedback. The manager within the Shell needs to adopt the written and verbal communication to motivate and engage the workers.

Adaptability: The capability to adapt the shifting circumstances which can develop the needs of L&D (Clegget, et al, 2019). The managers need to be open and flexible to novel approaches and ideas; this makes sure about the training programs to be effective and relevant.

In according within the competency framework, this mainly focuses on the knowledge, essential skills and required behaviour for the different roles in the Shell (Competency framework, 2024). The framework offers the structure approach to the learning and development; this makes sure about the alignment of the training and development. For example, Shell utilises the competency framework to understand the areas for development according to the training programs.

RECOMMENDATIONS

• The Shell needs to implement the effective learning management systems which can utilise the AI to develop the customise experiences which is mainly based on the career aspiration and employee needs. Shell may utilise the AI driven analytics to suggest the courses, track out the leaning progress and develop the content to competencies and specific roles.
• The organization should enhance the training programs which are mainly based on the virtual training which are effective as sessions of in person. This can include the investing in the tools of the video conferencing within the high quality, content which is interactive and platform for virtual collaboration. Shell can create the systems for the robust support for the remote learners; this can include the on-going check-ins, virtual hours of office with the peers and trainers.
• The Shell can implement the tools for on-going skills assessment to address and identify the skills gaps. The organization can use the data analytics in real time to monitor the learning needs and worker’s performance; this makes sure about the timely interventions. The organization can establish the culture of on-going development and feedback.
• The organization needs to focus on the cost effectiveness which can directly put impact on the initiatives of learning and development. Shell can make use of the educational resources which are open sourced, focus on the government subside and grants for development of the training programs. The organization can conduct the ROI analysis for the learning and development programs to secure the investment and on-going development.
• Shell ought to invest in the development programs of comprehensive leadership which can prepare the line managers to reduce the L&D’s challenges. This can include the digital literacy training emotional intelligence and change management. The organization can implement the programs for the regular mentorship in which the senior leaders guide about the development.

CONCLUSION

Conclusively, it states that the People management is related to the various practices within the engaging, retaining and raining. The people management mainly focuses on the training and development programs to provide the growth opportunities to the workers. The learning and development plays an important role in effective performance and people management. The Boarding and oriented programs are important for new workers to work in the effective manner. The on-going training sessions can provide the skills development within the workers and increase the productivity within the Shell. The organization can offer the mentorship and coaching for the employees to provide the personalise development. The contemporary issues within the learning and development are related to the technology development which can affect the content and delivery of the learning and development. The on-going shifts within the remote and hybrid working poses the various challenges in the learning and development. The strategic thinking is essential for the managers to stay align with strategic goals of the shell. According to the situational theory, the leaders can develop the learning programs which can boost the skills. Shell needs to apply the effective learning management system; this can be utilising to boost the consumer experiences./p>

Reflection learning journal

Throughout the module, my main goal was to increase my understanding in the on-going learning and development which is helpful in performance management. I mainly aimed to deepen the knowledge within the important of Learning and development and success of Shell. The enhanced practical skills can be implemented in the business context which plays a crucial role. The application of the knowledge in the practical manner can include the evaluation of the Learning and development strategies within the Shell. By evaluating the theories related to the situational theory, competency framework and learning organizational model, I was able to align with the different concept of the academic to practices within Shell. The analytical approach has developed my capability to analyse the significance of the Learning and development initiatives and the influences on the performance management. The regular feedbacks from the instructors and peers have been important in my whole journey of learning.

The constructive feedbacks helpful in offering the novel perspectives and analytical skills on the Learning and development challenges, this is important. The feedback was effective in enhancing my final report; this makes sure about the well support and comprehensiveness by offering the relevant examples and theories. The personal growth at the time of module was paramount. I have developed my analytical and research skills and also developed the confidence in using the practical scenarios and theoretical concepts. This has also developed my presentation skills and writing skills. By tacking the challenges, which can include the different sources of the data and information, this can resolve the contemporary issues within the Learning and development, this has taught me about adaptability and resilience. The future goals can involve the exploration of the L&D and technology; I believe that the digital tools are important in developing the innovative solutions.

REFERENCES

Books and Journals

• Armstrong, M. and Taylor, S., 2023.em>Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
• Clegg, S.R., Pitsis, T.S. and Kornberger, M., 2019. Managing and organizations: An introduction to theory and practice.
• Griffin, R.W., Phillips, J.M. and Gully, S.M., 2020.em>Organizational behavior: Managing people and organizations. CENGAGE learning.
• Lynch, M.E., 2022. Introduction to management.em>Clinical Pain Management: A Practical Guide, pp.131-137.
• Pettinger, R., 2020.em>Introduction to management. Bloomsbury Publishing.
• Wilton, N., 2022. An introduction to human resource management.

Online

• Competency framework, 2024. Online. Available through <https://www.techtarget.com/searchhrsoftware/definition/competency-framework>
• Shell, 2024. Online. Available through https://www.shell.com/

Author Bio

Casey Bennett   7 years | PhD

My name is Casey Bennett and I have obtained my graduation, post-graduation and PhD from London Business School. I have been giving education to students for the last 7 years in the United Kingdom. I can help you deal with complex dissertation topics, assignments, and essays and finish them fast.