People Management

PEOPLE MANAGEMENT

“YOU’VE GOT THE RIGHT PLAYERS. NOW WHAT? ”

You’ve got the right players in the field. Now they need to work together, steadily improve their performance, be motivated, stay with the company, and grow as leaders.

In other words, they need to be managed.

Here comes; People management.

It is also known as human resource management (HRM), involves the tasks of recruitment, management, and providing ongoing support and direction for the employees of an organization. These tasks can include; hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. 

Basically, people management is what’s done when there’s time left over.

Although people management covers such a wide range of activities, it really comes down to a six fundamental practices. To manage people well, companies should:

1. Elevate HR to a position of power and primacy in the organization, and make sure HR people have the special qualities to help managers to build leaders and careers. In fact, the best HR types are pastors and parents in the same package.

* Let’s think of it this way; the pastors who hear all sins and complaints without recrimination, and parents who love and discipline, but give it to you fast and straight when you’re off track.

They know the business in very detail. They understand the tensions between marketing and manufacturing. They see the hidden hierarchies in people’s minds. They also know how to settle a disagreement. They are there to help managers manage people well.

2. Use a rigorous, nonbureaucratic evaluation system, monitored for integrity with the same intensity as Sarbanes-Oxley Act compliance.

* The Sarbanes–Oxley Act also known as the 'Public Company Accounting Reform and Investor Protection Act or 'Corporate and Auditing Accountability and Responsibility Act is aUnited States federal law that set new or enhanced standards for all...