HR management assignment help on: Managing people at Workplace
The importance of managing people at workplace has been referred to as one of the crucial aspects. Managing people at workplace has been rendered neither a simple matter as well as more as an art rather than science. It must be taken into consideration that, managing people at workplace is a tedious task & different ways shall be used to take care of the same. It must be taken into consideration that, in order to achieve organizational goals & objectives skillful workforce would be required. Most of the times, the enterprise is unable to find such skillful people or if they possess them they are unable to retain them (NSW Government, 2011). Hence, managing people at workplace plays an important role to retain & sustain more number of employees within the workplace. This depicts the relevance of the topic in regards to employment relations. In order to showcase how employment relation works in a workplace, a short case study has been added within the essay. Employment relations have been referred to as a management function where in employee & the employer maintains cordial relationship with one another. The relevance of managing people at work place in employment relations is to have secure & uninterrupted marketing operations. This involves resolving & preventing conflicts within the management pyramid (Ministry of Education, 2005) The case study is based upon the about the introduction of NSW Government’s initiative to give greater control over school decision making to principals, teachers and school communities known as Local School, Local Decisions. Managing people at workplace with regards to employment relations has been rendered to as one of the crucial aspects within a Local School. It is seen that, human beings are not just machines who will start working with a push of a button. They require people around to talk & discuss their worries regarding any problem. (Management Study Guide, 2012) It must be seen that within an organization, healthy relationship with the people shall be involved. Some of the reasons with which the relevance of managing people at workplace can be taken into consideration have been highlighted in this section of the essay. Firstly, there are various issues which cannot be solved without the involvement of the stakeholders. When people are working within the enterprise, they need high levels of guidance as well as advice from others. In a local school, there are various types of plan needs to be implemented. Hence, pros & cons of the potential plans shall be resolved. Secondly, work becomes quite easy when working in team. A healthy relation with the employees in a local school will help to ease the work load which will lead to an increase in the levels of productivity (Management Study Guide, 2012). Thirdly, an individual would feel motivated while working in a local school. An individual will feel secure & confident which will help to deliver the best. Lastly, managing people at work has been relevant in employment relations are in regards to the conflict management. It has been seen that, when people work in a local school it is quite an easy task to manage the conflicts which might arise within the same. The key issues which have been talked about in this case study have been highlighted in this section of the report. Firstly, managing the performance, secondly, fair decision making & lastly, allocation of the resources in an effective & efficient manner. Managing the performance & maintaining employee relations will have been termed to be one of the major issues within an enterprise. This can be seen with respect to the three key stakeholders involved within an organization i.e. government (tax payers), employee (students, school staff, school board) & the employer (principal, district staff & business community). Some of the common problems which can be seen with regards to performance management from the employees perspective has been highlighted as follows i.e. flaws in the design. Major issue which is associated with design flaws can be seen with respect to the annual appraisals accompanied by desired levels of competence. Failing of the performance management system will lead to a break in the entire objective measurements system (Griffiths, Maggs & George, 2008). From employer’s perspective, performance management creates an issue as it lacks credibility. Based upon a survey it can be seen that, a performance review will help to improve the personal performance. Lastly, according to the government officials it was stated that whether a performance management system shall be applied in order to have success within an organization. It has been well stated by the government officials that, implementation of the performance management system is not a realistic approach and in order to improve the performance within the organization face to face communication shall be practiced (Management Study Guide, 2012).
The second issue which is being faced refers to the fair decision making process. A government official has been referred to as one of the main stakeholders & hence, the decision making authority also lies with them. The employees along with the employers face a major issue as they are not given the liberty to take up the decisions in an effective or efficient manner.
The third issue which is being faced refers to the allocation of the resources in an effective as well as efficient manner. Based upon the government perspectives the present patterns of the government regulations of the rates, modifications to establish some standards for the greater use of cost bases for rates is taken into consideration by the government officials (Ministry of Education, 2005). Allocation of the resources would be referred to as one of the major concerns for the government officials as they the ones who keep a note the various types of costs involved. When seen from the perspective of an employee or the employer, allocation of the resources would be rendered as a duty as well as an obligation to be fulfilled (Franche, et al 2005).
Concluding this report with some of the findings found above, there are three reasons as to why the topic is relevant to employment relations have been listed as under. Firstly, to create high performing teams, secondly, delegate the roles & responsibility in an effective & efficient manner & thirdly, train, mentor or guide the people involved so as to perform in the best of the manner. Apart from the these three reasons, the chosen three issues which is being faced within the Department of Education and the Schools, including principals, teachers, students and other stakeholders are firstly, managing the performance, secondly, fair decision making & lastly, allocation of the resources in an effective & efficient manner. These issues shall be resolved in order to manage people at workplace (Franche, et al 2005).
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