Hurry Up! Get 15% Please upload the order before 30th April, 2019. T&C applied Order now !
review
Back to Samples

People Management | Model Question Answers

Question 1: Thinking back over what you have learned in this Module, what are three new insights that you have gained regarding people management? How can you apply these insights in your work?

            From what I have learned from the module, it can be said that the three fundamental and new insights that I have obtained from it are, that, people are the main driving and aiding resource of business. Secondly, organisational goals must be aligned with the personal goals. Last but not the least, understanding and leveraging the human resource is very important for an organisation.

Therefore, to increase the efficiency of the people management skill in my work, I must keep these three insights in my mind and course my actions accordingly. Devising an action plan where all of these points are well utilised would be the most critical step for me. Also, I would follow these steps as described below,

  • At the very beginning, I need to chalk out my goals that would affect my organisation in the most profitable way. However, my goals or the organisational goals must need to be aligned with the best interest of the team members or other corporate people.
  • Then there is the communicational relationship, which needs to be very strong to build up a strong team with the subordinates (Zhang et al. 2015). I need to talk to all of my teammates properly. This would increase both my leadership skill and I’ll also be able to know the needs and recognise their motivations as well.
  • Last but not least I need to determine my course of action that would reflect my leadership skill. I need to obtain the democratic leadership style, where I would be able to prioritise my people in the organisation. In this way, I hope I would be able to conduct the people manageme ........
      From what I have learned from the module, it can be said that the three fundamental and new insights that I have obtained from it are, that, people are the main driving and aiding resource of business. Secondly, organisational goals must be aligned with the personal goals. Last but not the least, understanding and leveraging the human resource is very important for an organisation.

Therefore, to increase the efficiency of the people management skill in my work, I must keep these three insights in my mind and course my actions accordingly. Devising an action plan where all of these points are well utilised would be the most critical step for me. Also, I would follow these steps as described below,

  • At the very beginning, I need to chalk out my goals that would affect my organisation in the most profitable way. However, my goals or the organisational goals must need to be aligned with the best interest of the team members or other corporate people.
  • Then there is the communicational relationship, which needs to be very strong to build up a strong team with the subordinates (Zhang et al. 2015). I need to talk to all of my teammates properly. This would increase both my leadership skill and I’ll also be able to know the needs and recognise their motivations as well.
  • Last but not least I need to determine my course of action that would reflect my leadership skill. I need to obtain the democratic leadership style, where I would be able to prioritise my people in the organisation. In this way, I hope I would be able to conduct the people management efficiently. I need to more friendly with my employees, and I need to try and learn their needs, where they lack motivation, their financial situation alongside their situation in the organisation.

Question 2: In this module you learned about a range of social and ethical factors impacting on people management. Describe one or two specific strategies that you believe could have application in workplace or industry.

            In this module, I have come across various social and ethical factors that impact the people management very effectively. One of these factors is the prevention of any discrimination in the workplace environment. Applying this antidiscrimination strategy in the organisation would increase the efficiency level of the people management that is in action (Zadek et al. 2013). The following steps must be considered,

  • A clear idea about anti-discrimination laws must be widespread among the employees, all over the organisation.
  • After that, I would issue a strong and explicit as well as broad policy that would strictly prohibit any employee to get involved in any discrimination and harassment of another employee(s) in the workplace.
  •  

people-management-business-diagram-19126674.jpg

A proper complaint and report mechanism would be built up by me so that if needed the employees can report any incidents of discrimination in the organisation regarding himself/herself or anyone else. This reporting policy must be conducted and communicated through a proper channel that would have assured privacy and security.

  • Moreover, not only inside the organisation but also everywhere else which is related to the organisational regards must follow the policies of anti-discrimination. Furthermore, I won’t let language be a barrier in this case.
  • I would appoint an experienced psychiatrist for the psychological evaluation and support for the employees who have already gone through the acts of discrimination. This would be done y me to give them a mental assistance.
  • Expert consultancy would be taken by me while drafting an efficient policy for the organisation. This procedure is what would be followed by everyone in the group, and along with it, every employee will be handed over a copy of the policy before they. In this way, the awareness of people about indiscrimination and the reduction of discriminative act both can be made possible.

Question 3: In this module you built on what you already knew about recruitment and selection. What aspects of recruitment and selection are particularly challenging in your workplace or industry?

            In this module, I have discussed my employee recruitment strategies and how I plan to retain my employees in the company. Moreover, it is a matter of concern as well, that the recruited employee must be the best fit for the job as well. Hence the selection process becomes the most challenging process in this situation. E-recruitment is a process that was meant to reduce the workload, but in turn, e-recruitment has opened up the gateway for application for some people that is exponentially larger than the number of people who apply for the job offline (Dhamija 2012). Hence, selection process in the recruitment is the most challenging job in my industry. The main challenges that I have to face often are as follows,

  • A constant rivalry between innovation and efficiency always remains while selection of an employee among various other eligible candidates. A company needs to have proficiency in their work system to stay productive and profitable constantly. However, they also need to be innovative enough to stay in the competitive market. Therefore, choosing between the creative and efficient candidates is a real challenge, or so I think.
  • The recruiting technology brings the next challenge in my recruitment process. Customization of the technology is required to choose the most eligible candidate and select them quickly, but regular customisation has the lesser chance of getting the perfect result. Whereas the old system of recruiting has more efficiency, but as it is not upgraded through time, the result might not be what I expect. Hence, this poses a severe challenge to the company.
  • For my company’s selection process, transparency of the selection process is a matter of concern. I believe, the more transparent the company is, the more trust it can gain from the applicants or the candidates. However, too much revelation of company policies can affect the overall performance of the candidate. Hence I need to draw a balance between the transparency and the effectiveness.

Question 4: In this module you learned more about performance management. What in particular was valuable learning for you and how might this assist you in your work?

            In this module, while learning about performance management, I have come to the knowledge of poor performance management. This I think is a very valuable apprehension as to accurately and efficiently manage the performance of an organisation the identification of weak production must be made and steps must be taken to diminish or rectify the source of poor performance is also essential. Not only where the poor performance is generating from, but I must also learn why the poor performance is generating in the first place. Below steps would be taken by me to evaluate and not let it perpetuate any longer.

  • I have often seen that while identifying the employees who are giving poor performance, the matter of discrimination arrives as well. I must not let it happen in any case. I need to ask the person about any need that he/she requires, maybe some more assistance, perhaps some training in his /her working field. I need to find out if any external elements are hampering his/her work performance. In other words, it can be said that I need to figure out that whether some task interference or consequence imbalance is occurring with the individual delivering poor performance.
  • I need to confront the source of the poor performance, means I need to come up with some suitable strategy that would efficiently impact over the individuals who are delivering poor performance. However, while confronting, I need to mind some fundamental factors such as, I must not show any signs of anger while meeting them, I must not waste any time in taking action against the poor performance. I need to try to eliminate the poor performance, not the poor performer. Last but not least I must be specific, logical and completely clear about my attempts to nullify poor performance in my organisation.

 Question 5: In this module you built on your understanding regarding how people learn the skills they need for their work and careers. What are some of the challenges in this area in your workplace or industry?

            In this module, I have learned about various methods of acquiring multiple skills to improve their position in their workplace or career. In other words, it can be said that I have become familiar with numerous methods of career development through this module. However, I think one might also encounter various challenges along the way. It is undoubtedly true that through hardship only, one can reach a certain point in their career (Leong 2014). Career development comes with both career opportunities and challenges.

  • At the very first and foremost place, there are cultural barriers, such as languages, rituals, habits and much more which do not match for an employee with his/her organisation. Hence various problems arise; even there are some which create serious, decisive moments. Language is the most common barrier among all. If a person tries to communicate with another person and neither of them understands what each other is talking about, that can create serious issues.
  • Then there is the promotion challenge that involves understanding and adjustment skills. Obtaining these skills can be challenging, or so I think. Promotion in the organisation refers to higher rank achievement in the hierarchy. This might seem to be the level of success; however, this success always comes with issues regarding focus, credibility, delegation and leadership.
  • Career development always involves a little impasse between an individual and his/her former peers. This also means that the individual needs to establish an authority and sometimes even he/she has to alter their relationships. I have often seen that this alteration in the relationship leaves an ugly scar over many friendships. Hence, socially, this career development is a bit challenging.
  • Then there is the challenge of getting on-board with everyone else in the organisation for the first time. Quickly understanding and adapting to an entirely new culture, new colleagues, new social and political arena, is quite a challenge for an individual.

Question 6: In this module you extended your knowledge about rewards in the workplace. What in particular did you learn that has application in your workplace or industry?

 

Motivational-Factors.jpg

            Rewards play a huge role in motivating the employees to deliver better production both in quality and quantity (Handgraaf et al. 2013). In this module, I have come to learn to that rewards and incentives are beneficial for both the employee and the employers. Rewards have proven to be very useful in case of employee motivation and employee job satisfaction and many more examples (Linz and Semykina 2012). All of these instances conclude that, due to the rewarding system, the employers have significantly experienced the increment in the production efficiency. The sales have hit the maximum level of profitability due to this policy.

 I have learned that notably, it is not necessary for money to be only mean of rewards. There can also be non-monetary rewards as well. In my organisation, I would pay more attention in nonmonetary rewards rather than monetary rewards. This is because I have faced that in many cases financial rewards has become the reason behind employee corruption. Hence, my approach for rewarding system application would be nonmonetary. The non-monetary rewarding system involves giving the employees incentives through giving them opportunities and perks in the workplace. Along with this, I would also include flexible working hours as the reward for efficient performance. I would additionally provide improved training scopes, independent working space and many other opportunities that my employees might seek for. I hope these incentives and rewards would encourage the employees and help them perform even better as these rewards would develop their skills as well. I think that compared to the monetary prize, nonmonetary rewards enhance the employee skills rather than corrupting them.