Organizational Policies And People Management Assignment Sample

Organizational Policies And People Management Assignment

AC 1.3 Impact of organizational policies and procedures

Management of the people is very important for an organization. This is very helpful for maintaining the work process of the organization. An organization has different staff with different job roles; hence, management of the people is very important for the smooth functioning of their job. This is also very helpful for time management. However, management of the people is not limited to this. In this process, the management looks into the well-being of the staff as well (Jyoti, 2019).

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Talent management

The aim of talent management is to enhance performance, create a sustainable organization as well as achieve operational goals and strategies. Several positive impacts of effective organizational policies on employees as well as the organization can be seen. This may include Engagement, Performance, Retention and Agility. Development of p[roper strategies, finding of proper talent, management of the performance of the employees, and providing compensation can be some factors related to talent management of an organization. Talent management team of Tesco works very well for the development of the organization.

Workforce development

This can be considered as the long-term method or strategy for the development of the skills of the employees. This refers to a continuous education process for the employees. Several benefits of Workforce development may include, increasing employees’ job satisfaction, lower rate of turnover, increasing the efficiency of the employees, increased productivity of the organization, and encouraging the innovative thinking of the employees. Proper training, building relationships, conducting educational programmes are some factors related to the Workforce development. For example, Tesco has developed long-term strategies to develop their workforce.

Community engagement

It refers to the steps or procedures taken by the organization for building a proper relationship for the well-being of the employees. There are several benefits of Community engagement. Those are,

• Clarity of the employees to do the right things, this can increase the demand of local talent,
• "Community in the front, business in the rear" is another approach of Community engagement
• This is also very helpful for improvement in collaboration with different experts of the organization and
• The Community engagement helps to maintain the morality of the organization.

Community engagement in Tesco is very helpful to management the employees in the organization.

AC 2.1 Training and Development approaches

Individual improvement

Several approaches to improve the performance of individuals are as follows,

• Training: proper training is very important for increasing the efficiency of the employees. This is very helpful for the employees to get the job done. This is very helpful for “Self-actualization” and “developing potential”.
• “Personal Development Plans” or PDP: this can be considered a plan. This is completely based on the reflection of the performance of an individual employee and the needs of the employee. This is very helpful to set goals for the future performance of the employees. Proper training is needed in this action plan to enrich the performance of the employee (Olsonet al., 2018).
• Performance Appraisals: This is the most used technique for managing the performance of the individual employee. With the help of this technique, the goals of the individual and the strategies taken by the individual to achieve the goal can be aligned. The appraisal of the individual should be regular, honest, and fair. Hence, the two-way conversation between the manager and the employee should be done.
• Utilize Feedback: sometimes, the employees are not aware of their performance. Hence, they must be informed about their performance. If they are underperforming, the employees must know about the performance, hence, he or they can improve their performance.
• “Management by Objectives” or MBO: this includes the management of the objective and in this technique; the approaches to achieving the objective are discussed. This indicates doing work once at a time in every state. This is very important if the employees are aiming to achieve a common goal (Shaturaev, 2022).

Organizational improvement

• Balanced Scorecards: this can be considered one of the best management techniques in terms of organizational improvement. This is very helpful for the organization in the following ways,

1. This is very helpful to clarify the strategies and the objectives of the organization
2. This is very helpful to monitor the progress of the work. The priority of objectives is the focus of monitoring the progress.
3. This is also very helpful to manage action plans for the organization. Henec, the profit may increase.

• “360-Degree Feedback”: this is also known as Peer Reviews. This is very helpful to provide constructive and positive feedback. This is the individual review based on other people around that individual. This is very helpful in the growth of the individual being a part of a team or group. Hence, it can be said that the process is maintained by the team members of the individual (Vrchota and Řehoř, P., 2019). In this case, the feedback from other employees is important along with the feedback from the manager.
• “Key Performance Indicators” or KPIs and Metrics: this technique helps to measure the performance of the employees. This measurement is based on the strategies taken by the individuals and the objective of their work. The proper alignment with the objectives and the strategies is very important for improving the performance of the individuals.

Types of training and development

• Internal training: it is also known as in-house training. In this training process, the employees are starting in the organization with the help of the resources of the organization.This method of trainingcan be seen in Tesco.
• External training: this is training outside the organization. It refers to the training conducted by the organization and led by the experts. This is very helpful for the employees to improve their skills (Zahran and Prihadini, 2020). External training of Tesco is very helpful for the employees to develop their skills
• “Corporate training”: refers to the development of the skills of the employees that are very helpful to improve the performance of the employees in the job. This is the most important factors for theemployees of a large organization like Tesco.
• Open training: In this training process, the employees from different companies are trained together. This type of training can be seen in Tesco.
• “Soft skills training”: soft skills refer to the personal attributes of the employees. Training of soft skills may include skills in leadership, communication skills, and skills of presentation and so on. This is very important for improving the performance of the employees in the organization (Anckon, 2020). Tesco focus on the development of the employees’ soft skills as these skills is very helpful in multi-departmental works.
• “Specific training”: refers to the training of the employees to develop a specific skill.
• “Generic training”: this is opposite to specific training. It refers to the training that can be useful in several fields. For example, this may include developing skills of communication, empathy, active listening and so on. This is very important for growth of Tesco.

Talent management

• Recruiting talent: the organization must be aware of the recruitment process. However, the process of recruitment not only meets the present need of the company but also the talent recruitment must fulfil the need of the future of the organization.
• “Developing and retaining talent”: after the identification of talent, it is very important for the organization to implement the talent. Talent management strategies of the organization can be very helpful in developing talent.
• Deploying talent: After finding talent for the organization, it is very important to deploy the talent (Laing, 2021). The organization must be aware of the capacity of the employees and keep motivating them for the best performance.
• Succession planning: refers to the planning for business growth. In order to do this, the management must have knowledge of how the employees can fulfil their respective job roles.
• Mentoring and coaching: after acquisition of talent, it is very important for the organization to provide coaching and mentorship to the employees, thes are very helpful for overall development of the employees.

AC 2.2 People management strategies and their impact in TESCO

The chosen organization for the assignment is TESCO. TESCO is a multinational company of the UK. It has a wide market throughout the world. The people management of this company plays a very important role in the growth of the company. Hence, the discussion of the people management of the strategies is very important. Following are some management strategies applied by TCSO,

Working Environment: several aspects of the Working Environment have been described below,

• Physical environment: this environment refers to the size, location and layout of the workplace. Whether the workplace is indoor or outdoor, furnished or not and so on. The physical environment of Tesco helps the employees to perform better.
• Company culture: this is the way of working for employees. Hence, it refers to the working culture of their environment. In Tesco, company culture helps the employees to do their jobs efficiently (Biancarelli et al. 2019).
• Working conditions: it refers to the terms and conditions under which the employees of the company are hired. For example, pay scale, contract of employment and so on. In Tesco, the working conditions of the company are very flexible.
• Flexible Working Practices: it provides the employees' freedom to some extinct in order to complete the task. It may include, “Hours of work”, “Patterns of work”, “Locations of work” and so on. In Tesco, it is very helpful for the employees to work at their one pace.
• “Organizational Structure and Culture”: it helps the employees to speak and to put their point of view. Hence, in Tesco, “Organizational Structure and Culture” provides more power to the employees and this is very helpful to improve their performance.

Ethical Practices: every organization must have very strong ethical practices. Several ethical practices may include,

• Providing a detailed manual to the employees
• Providing training. Especially to the new employees (Climent-Sanz et al. 2020).
• Maintaining ethical policies
• Learning from mistakes and not repeating the same mistakes
• No tolerance

Ethics in Tesco help the employees of the company to be motivated and hence, they perform better.

• CSR Agenda: it refers to the social responsibility of the company. It focuses on how a company deals with the economy, environment and social aspects. In Tesco, this plays a great role in maintaining sustainable development.
• Staff Development Opportunities: this can be considered the most important people management strategy for an organization. In TESCO, the employees are provided with several training programmes. These programs include on-job training as well as off-job training. In the case of on-job training, the employees learn many things while doing their work in the office (AwadaribandKanwal, 2019). On the other hand, off-job training refers to the tearing of the employees when they are not working in the office. Separate learning programs are organized to provide off-job training to the employees of Tesco. Proper training is provided to both front office and back office staff in Tesco. Proper training is the main reason for the improvement of customer services of Tesco.

AC 4.2 Impact of people management strategies in Tesco

• “Staff Development Opportunities”: due to proper training, the staff of Tesco have developed their skills and improved work efficiency. 
• Working Environment: Physical environment, Company culture and flexibility in working conditions help the employees of Tesco to do their jobs efficiently.
• Flexible Working Practices: as the working practices in Tesco are very flexible, the worker can choose the working shift and working hour and depart according to their need. Hence, they can perform more efficiently (Kar, et al. 2021).
• Ethical Practices: Tesco maintains its ethical consideration. Ethics in the organization is very important for the employees of Tesco to survive in the office.
• CSR Agenda: CSR Agenda in Tesco helps to maintain sustainable development. This is very helpful for the environment and the company as well.

Conclusion

People management is the most important for an organization to run smoother. This is very important for the growth of the company. Hence, people management techniques play a very important role in an organization. Organizational politics may have an impact on the performance of an organization. Organizational politics have several negative impacts and some positive impacts on performance. There are different types of organizational politics. Hence, these politics should be maintained properly in order to maintain the efficiency of the organization. Maintaining the performance of individuals is very important for an organization. The HR department applies several techniques to manage the performance of the employees. This is conducted in several stages. Training and several other strategies play a very important role in the management of the performance of an individual employee as well as the organization as a whole. Tesco is a multinational company in the UK. It has a wide speed market throughout the world. People management strategies play a very important role in the growth of Tesco throughout the world.

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