MGT9115M Managing People Assignment Sample
Here’s the best sample of MGT9115M Managing People Assignment.
Part 1: Poster [Refer to Appendix]
Group and teamwork
Teamwork and group work is reflected as the most essential parameter in terms of ensuring efficient conceptualization of people management practices. Through the course of the The consequences of team working can generate collaboration and communication among the team members that can also add a greater value to their personal and professional growth (Tripathy, 2018). Moreover, teamwork can also ensure proactive engagement of people within an organisational business that can explicitly support the organisational growth and enhancement of future opportunities.
From my experience that I gained during the workshop, I learnt from good job examples that group working can be highlighted with the consideration of maintaining a diverse workforce. I understood that this feature can highly support operational flexibility and efficiency along with inclusivity. As a result, an organisation can look forward to efficiently mitigating the market demands and consumer requirements with increasing productivity (Varela and Mead, 2018). From this standpoint, the attributes of group and teamwork can be certified as the most attractive parameter to ensure organisational growth with effective people management concerns.
Commitment
As I learned from my module, commitment can be reflected as a subsequent pathway that can efficiently benefit an organisation in managing people. Apart from that, I have also learnt that committed employees are able to obtain a clear sense of focus in accordance with the core organisational business values and objectives. With this clear focus, an organisation can look forward to ensuring a distinctive competitive advantage by achieving adequate inspiration and dedication from their employee’s perspectives. The aspects of efficient prioritisation and coordination of actions can also be improved through adequate commitments (Tarigan and IVANDIANTO, 2020).
From my experience, I can imply that adequate commitment from the management can also play a significant role in terms of increasing job satisfaction for potential employees and workers, which can positively result in increasing productivity (Safari et al. 2020). As a result of this, an organisation can look forward to obtaining increasing brand recognition and market share as compared with the existing rivals. Along with the achievement of competitive edge, commitment can also drive an organisational focus towards improvement that can highly support future innovation and operational efficiency.
Experiences of work
During the workshop while assessing the Jazz musician I understand work experience plays a major role in aching job satisfaction. As a result, work experience can be highlighted as a profound medium to ensure an effective way to achieve engagement. This might include the collection of adequate knowledge and skills regarding a specific job role within an organisation. Increasing work experience can also support both the personal and professional growth of potential employees along with the development of their existing knowledge level (Rozi and Sunarsi, 2020). The experienced employees due to this reason can achieve increasing accountability and credibility in the professional field as compared with the newcomers. Great reflection of people management can also be insured through experienced employees where they can train potential inexperienced workers. In this manner, operational flexibility can be achieved within an organisation with intrinsic future growth opportunities. A skilled workforce can also open up distinctive chances of increasing market capitalisation from an organisational perspective based on prolific brand reputation (Van Iddekinge et al. 2019).
Work experience can also be highlighted as the synonym for self-learning, which can reflect the effectiveness of potential workers to disclose their professional accountability. In this context, organisational management can also be benefited from efficient understanding to determine departmental heads on the basis of their work experiences.
Leadership
Leadership within a group can be considered as the most important feature within an organisation to ensure proactive business growth. In this regard the case of Jazz musicians that I learned during the workshop can be considered where the band leaders help in successful;y executing the shows. The leaders are responsible for creating valuable decisions on behalf of a business by putting an adequate focus upon profitability. The attributes of maintaining profound communication with the workforce also depend on the leaders where the employees might also feel comfortable and trustworthy to work within an organisation (Puccio et al. 2020).
Leadership eventually discloses an individual ability to efficiently influence and guide other respective members and employees within an organisation. Along with conceptualising adequate guidance, effective leadership can also open up wider possibilities of ensuring extended workplace motivation that can drive the potential workforce to achieve a common goal on behalf of the business (Notanubun et al. 2019). From this viewpoint, leadership can be highlighted as the most significant parameter to ensure business growth towards future directions under the lights of a long-term vision.
Motivation
Motivation plays a big role in workplace productivity. It is a process by which people get stimulated to work in order to fulfil organisational goals (Heyns and Kerr, 2018). In the workplace culture, motivation gives confidence to the employees in order to uplift the rate of efficiency. Based on my intrinsic experience throughout the module I have experiences that motivation is of two types, which can be classified as Extrinsic motivation and Intrinsic motivation. Thus, I learned that when people get motivated from external sources it is called extrinsic motivation (Locke and Schattke, 2019). On the other hand, when people are self-motivated it is known as intrinsic motivation as it comes from within (Locke and Schattke, 2019). Self-motivation is very important in the current scenario in order to achieve the desired goal. In the present scenario, people have different types of challenges. Thus, when a person is self-motivated then the challenge of overcoming critical issues enhances to a certain extent. Incorporate organisations, motivational theories are implemented for enhancing the performances of the employees.
Flexibility of work
Workplace flexibility impacts organisational performance as well as productivity to a considerable extent. In order to grow and compete in the current market, organisations need to develop employee-friendly work culture. In many scenarios, the working time of a particular employee may not be the ideal working hour for other employees. Thus, the rotation of shifts provides the ideal manner of flexibility to the employee as well as for the company (Smith et al. 2019). The workflow can also be boosted with flexible working hours. However, a standard set of times and rules need to be followed by the company. The employees get motivated in their respective job roles due to the employee-centric work culture. The rules nevertheless need to be maintained in a strict manner like the duration of working hours. Therefore, by adopting flexible measures in the workplace, the growth of companies and employees can be achieved to a phenomenal extent.
Part 2: Key points of the poster
Elements of the poster
The poster has been designed to focus upon people management and the various elements that reflect upon people management as well as the managerial accomplishments individuals can achieve from these aspects. In this regard, factors that influence people management in an organisation such as teamwork, the commitment of employees, working experience, leadership flexibility of work and motivation have been identified to be the key elements.
Significance of Teamwork and group
The poster has a satellite over teamwork and the importance of the group in an organisation and in this regard, it can be stated that teamwork is quite essential for achieving objectives of the organisation and that might be complex for a single individual. Another important aspect linked with teamwork and group in an organisation is that it helps in achieving a better engagement rate thereby increasing the ability of an organisation to retain their important employees (Tripathy, 2018). Moreover, teamwork and the development of a group in an organisation plays a major role in the process of knowledge transfer which is another significant aspect of human resource development. Adding to that, it has also been seen that better teamwork within a company eliminates lack of communication or existing communication issues can be effectively eliminated when a group of individuals work together as a team to achieve a common objective (Varela and Mead, 2018).
Role of employee commitment
The commitment of employees is a major aspect that helps an organisation to maintain a study workforce and, thus, the poster has shed light on the importance of employee commitment towards their organisation. The commitment of employees can be achieved by constantly encouraging and motivating them to perform as per the requirements and objectives of the organisation. However, in this regard, it is also essential for the leaders to ensure that the requirements of the employees are also fulfilled (Tarigan and IVANDIANTO, 2020). This is where employee satisfaction and their willingness to work in an organisation come to light. If the employees of an organisation are satisfied, with the working condition as well as other factors such as salary environment peers then their commitment towards the organisation increases substantially. While on the other hand if these factors are not as per the satisfaction level of the employees and their commitment towards the organisation decreases and the chances of these individuals leaving the organisation significantly increases (Safari et al. 2020).
Importance of experience at work
The poster has shed light on experience at work, which is another essential aspect that falls under people management. It is essential for the human resource management of the organisation to ensure that the experience of working in an organisation is not only fulfilling but it’s their basic demands and necessities (Rozi and Sunarsi, 2020). The necessities might include safe working conditions salary as well as a hospitable environment where individuals can work peacefully. It has been seen that individuals who work in an environment where there is a lot of pressure and workload tend to lose their work-life balance, which can be identified as a negative working environment. It is essential for human resource management to ensure that workload is divided evenly throughout the organisation so that a group of individuals do not feel that they are over but with work (Van Iddekinge et al. 2019). This not only ensures that employees find it convenient to work but also allows the development of a balanced working environment throughout the organisation.
Significance of leadership
Leadership has also been implicated in the poster, which is by far one of the most important aspects of people management. There are different kinds of leadership styles that are directed by different individuals and this has a significant impact on the workforce as well as the way they function in the organisation (Puccio et al. 2020). It has been identified that bureaucratic leadership can be effective to some extent however in the long run bureaucratic leadership tends to discourage employees and creates a lot of communication gaps. Moreover, bureaucratic leaders are also not approachable compared to other leaders who adopt a more lenient and approachable leadership style like the transformational and democratic leaders. Adding to that, it has also been seen that transformational and democratic leaders are more inclined towards developing a better and more effective working environment for the employees of the company due to which innovation and generation of new ideas are far more frequent under such leaders. Apart from that, transformational leaders are also quite charismatic and have a major influence over the actions and decision-making process of employees due to which change management can be effectively achieved under such leaders (Notanubun et al. 2019). Change management is a crucial part of organisational development and in this regard, people management plays a major role in ensuring that the human resources of the company are aligned with the newly developed changes of the company. Therefore, leadership plays an influential role; thus, helping to establish a workforce that is ready to follow the leaders willing to establish a change within the company.
Importance of Motivation
The poster also sheds light on employee motivation as the motivation levels of the employees working in the organisation is reminded how effective and efficient the entire workforce is (Heyns and Kerr, 2018). Motivation levels of employees also determine their productivity in the organisation given to which is essential for human resource management to ensure that the employees are motivated. Organisations often take several measures to ensure that the employees of the organisation are motivated such as conducting seminars, holding meetings, as well as directly communicating with individuals whom the human resource manager identifies to have a lack of motivation (Locke and Schattke, 2019).
Flexibility at work
Providing employees with a flexible working opportunity plays an important role in managing the human resources of the organisation. The importance of flexible working culture has become much more significant after the covid-19 pandemic where several organisations have adopted a hybrid working culture (Smith et al. 2019). Adopting a flexible working environment not only increases the willingness of employees to work in the organisation but also allows the company to maintain a larger workforce that can effectively achieve its organisation’s objectives in the long run. The development of a flexible working environment is an important aspect of people management.
Part 3: Managing people: HRM of Google
Introduction
Managing people can be regarded as one of the most essential activities for operating an organisation effectively. Without efficient management of people, acquiring predetermined goals and objectives can become critical to a great extent. However, appropriate people management practices can bring forth flourishment and profitability in the organisation driving success in the long term. Therefore, the main aim of this part of the discussion is to focus on different aspects of HRM in Google where I completed my internship. Primarily, the responsibilities of the HRM would be discussed in brief then the principles will be analysed. Adding to that, as the study progresses, different initiatives will be discussed in detail, which Google has undertaken for the purpose of HRM development. On the other hand, impacts of HRM on the company’s growth will be viewed alongside different issues with HRM in Google. Finally, few recommendations would be provided which can be utilised for mitigating the issues and achieving greater success.
Responsibilities of HRM in Google
Human resource management (HRM) can be regarded as the strategic approach for the efficient and effective management of people in an organisation for gaining competitive advantages in the competitive market scenario. Different organisations have different types of responsibilities of HRM according to the goals of the company. However, in Google, the main responsibility of HRM is to recruit and select the efficient employees and retain them for reaching the goals of the company successfully utilising the skills and knowledge of the employees (Lombardo, 2017). With time, experiences, skills, and knowledge of the employees increases. Therefore, the retention of employees can leverage the company with added advantage for attaining objectives in time. Furthermore, through attentive recruitment, selection and retention policies assists in attractive employees to the organisation and boosts its performance. The responsibility of the HRM is also to provide career development programs for providing growth opportunities to its employees for long-term retention in the company (Lombardo, 2017). These initiatives prove the farsighted judgement of the company management as well as leadership to effectively look after their workforce wellbeing from a professional perspective.
On the other hand, the HRM of Google also provides training to the employees for increasing the potential of working among the employees. Alongside the training programs, HRM also undertakes performance management for supervising the performances of the employees and maximising the capabilities of human resources. Furthermore, the results of the training programs get constantly evaluated for meeting the human resource needs of Google (Lombardo, 2017). With constant evaluation, the needs can be analysed and appropriate training can be provided and the ultimate objectives can be met without any interruptions. Through adequate training, Google has enabled their reputation of enlarging employee motivation level that is providing them subsequent operational flexibility.
HRM principles
In the 21st century, amidst the high range of competition among the competitors present in the market, employees and their management has become extensively important for thriving successfully gaining competitive advantage. Google has been seen to rely on innovation in every aspect including the HRM. The company has also established an employee centric management and culture with employee empowerment in its core (Pratab, 2022). The main principle of HRM in Google is to satisfy the employees through intrinsic motivation and thereby ensure subsequent employee engagement. Apart from other various companies, which significantly pressurise the employee for a high amount of productivity, Google focuses on providing enough space for the employees for building up space for creativity and innovation. In addition to that, the HRM of Google provides attractive perks with salaries to satisfy the monetary needs of the employees so that the quality of work and performance can be improved to a great extent.
On the other hand, Google believes to have an employee friendly work culture in the organisation, which supports employee’s mental wellbeing and comfort of working (Pratab, 2022). Unlike other companies, Google uses technologies to drive the performance of employees. This principle and regulatory measure of Google HRM has been revealing efficient management control over the organisational decision-making that has positively benefited their overall performance. However, in the other companies, technologies are used to drive as much productivity as possible creating pressure on the employees for increasing profitability. Google’s main principle is to focus on creativity and innovation along with work performance through motivation (Pratab, 2022). Furthermore, with the well-designed performance management and training programs, employees can be guided appropriately and worked accordingly. These trainings are playing a leading role to enlarge their employee skills level and thereby enhance their motivation level from a professional perspective.
Initiatives taken by Google for HRM development
Google is known for their people management, as they provide the best training and development programmes for their employees. In order to develop their management of human resources, Google employees are known as “Googlers” who work hard and even enjoy themselves at the same time. Many employees consider Google to always be the finest workplace (Stefanović et al. 2019). Employees are the organisational most important resource. Google increased its spending on giving advantages to its workers that are unmatched by every other industry in the world (Sadowski, 2020). Consequently, every individual will find it to be an incredibly motivating place to live and work. Workers can communicate to CEOs as well as other members of the team and exchange their opinions and suggestions because Google seems to have a highly organisational structure. This evidence denotes profound collaboration between the organisational leadership as well as management with their workforce that is positively implicated with their overall business performance. The figure mentioned below has been deriving their employee satisfaction rate resulted through increasing motivation obtained by effective people management approach.
Google’s employment procedure is likewise quite unique as well as unconventional. In a traditional company, the recruitment team would include interview sessions, an educational background check, and business professional experience (Hamza et al. 2021). However, Google has created a cutting-edge employment scheme based on analytics, making the whole recruitment team more analytical and statistics. The organisation designs training programmes based on proper requirement specification in addition to supporting an inventive workplace. The training programmes, as well as associated outcomes, are examined on a regular interval to maintain that programs continue to satisfy Google’s human resource needs (Chesak et al. 2019).
Google has demonstrated that it focuses on development in many areas of its operations, including human resources. This has built an employee-centred organisation with employee engagement at its core (Jabbour et al. 2019). At Google, the HR department is a reliable partner who already has concentrated on assisting their primary activities by engaging and promoting quality staff. The company stands out from the crowd in respect of its emphasis on personnel and overall well-being, which differentiates their leadership and people management from other respective companies in the market. Google’s continuous improvement initiatives cover a wide range of people management areas, particularly dealing with customers, collaboration, multicultural engagement, even problem-solving competencies (Watkins and Smith, 2018). This evidence acts as the living proof to recognise the people management approach as well as leadership, control and others from the perspective of Google.
Since they make sure that employees are sufficient to support the company’s current commercial activities, Google’s quality management procedures are closely tied to company strategies for management of human resources (Rapaccini et al. 2020). One of the most notable features of the company is its combination of wages and benefits created to keep team members motivated and engaged. Google appeals to a global consumer base, and its diversity in the workforce represents that diversity. In this relation, the standard casual model of HRM can be interlinked.
As a result, the framework shows whether human resource actions that are linked to organisational objectives contribute to improved organisational outcomes. HR will be only productive if its objective is aligned with the strategic plan, as per this approach. There will be even more dedication, productivity and financial turnover in organisational initiatives and significant effort for their workers (Glaister et al. 2018). However, the control and excellence achieved by Google based on the purposeful implementation of this theory can be noted in Google that are highlighted in the adjoining paragraph.
Impact of HRM on company growth
As from the above analysis, it is identified that Google is putting all their efforts on their HRM in order to be efficient with their operation and keeping all the individuals happy. This attribute reveals profound organisational control as well as their intention of emerging as the most effective workforce by combining their people management approach with their business performance and growth. It is evident that when the HRM of the organisation will be doing their best or beyond their potential it will directly influence the organisation productivity and growth (Ahmed et al. 2020). Human resource and its development are more crucial than it has ever been. There is a significant link between economic and productive growth with human capital. Human capital has an effect on economic development and therefore can contribute to the formation of an economy and increasing people’s knowledge and expertise. Even though a competent workforce can result in greater efficiency, the skills have created value and competitive advantage (Ali and Anwar, 2021). Human capital refers to the recognition not everybody possesses the very same skills and knowledge or information.
Being regarded as the best place to work on a consistent basis necessitates a sensor concentration on management of human resources. As a result, Google is by far the most popular destination for talented workers looking to advance their careers and find new possibilities. Each person is given sufficient space to express themselves and accomplish at their optimum (Dean et al. 2021). In this regard, it has managed to maintain a better visibility and transparency than others, which has benefited the company’s performance while also propelling its people forward. The HRM of Google is highly ambitious and efficient due to the training and development programmes managed by the organisation itself. This efficient HRM approach has helped the company management to obtain distinctive employee motivation as well as control through enhanced employee turnover.
One of the most important reasons, which is why Google has their employees matched to their job criteria is that the organisation matches the individual with the vacant position while filling it based on the statistics and interviews (Trocin et al. 2021). This attribute reflects farsighted decision-making skills of the organisational leadership that is playing supportive role to enhance employee motivation. The more there will be transparency among the departments of the company, there will be much more productivity along with fewer conflicts (Perez et al. 2022).
Furthermore, Google is also identified to focus on leveraging technologies to improve employee productivity. Aside from employment stability, Google’s excellent reward ratio guarantees employment satisfaction (Alhmoud and Rjoub, 2019). Everybody there receives adequate guidance and assistance due to a well-designed leadership and management structure. All of these evidences reflect prolific ability as well as decision-making skills of their HRM as well as leadership. However, this aspect has also resulted in profound control over the organisational workforce along with their motivation level.
Issues with HRM in Google
Despite reflecting enormous effort of the organisational leadership and HRM, several issues has been recorded against Google. The company has been known as one of the reputed firm with efficient human resource management to care for employees by increasing employee’s satisfaction through different modes and others. However, recently, the company has witnessed several issues in terms of effective management of human resources. It has been seen that around 45 employees of Google faced retaliation after they had lodged a complaint to the HRM department in regards to unethical working culture and workplace harassment (People matters, 2022). In addition to that, 20,000 employees had helped a walkout for protesting against sexual harassment in the workplace along with misconduct (People matters, 2022). In this regard, Google had stated they would make changes. However, since then, the employees have charged the company with having a retaliation culture. On the other hand, as per the reports of Recode, it has been observed that Google employees still are afraid to lodge a complaint to HR for the fear of getting pushed out, demoted or put in undesirable projects. Employees have also stated that Google rather than addressing, they conceal the issues, which often ranges from security to sexual harassment. These evidences highlight the existing gap in their people management, which have eventually raised a question to their internal control over the workforce.
On the other hand, in respect to the sexual harassment, 200 women employees were planning to walkout for pretesting against the activity and this was reported by the New York Times (People matters, 2022). However, in response to this report, Google had publicised that 48 employees had been fired from the company in the past 2 years for sexual harassment (People matters, 2022). Furthermore, Google can be stated to have some serious internal issues with systematic sexism and racism. However, it has been surfaced that when the employees report in regards to such incidents of workplace discrimination to HR, the employees often encounter a baffling response such as “get therapy” (Stanley, 2021). Adding to that, Gebru, who formerly co-led the ethical AI team of Google, was fired after she criticised the diversity protocol of the company. Even before her departure, Gebru reportedly raised concerns with respect to women mistreating in the company. However, they responded to this by telling her to seek out mental health resources (Stanley, 2021). Another employee, named Curley, had been encountering alleged mistreatment from two of her managers. However, when she complained in regards to this, HR had cut $20,000 in the year 2019 and also received a warning in regards to her work performance (Stanley, 2021). Even, when she told HR about her concerns, she was directed to take medical leave for taking mental health guidance. Therefore, it can be said that Google has various HRM issues, which need serious attention. Several employees, be it women or men face racism, sexism, issues related to workplace culture and others. Immediate address of which can be said to be as essential for mitigating such issues and allegations and driving such of the company with proper ethics and working environment.
Recommendation
With regards to the mentioned issues faced by Google concerning their HRM, a set of recommendations are provided below for addressing them.
Establishment of a strong code of conduct and policies
The management and leadership of Google should pay attention to outline a strong code of conduct as an integral part of preventing the consequences of workplace harassment-related incidents. In this context, the management can depend on the publication of valuable workplace policies where potential retaliation issues and harassment-related incidents will not be considered by the organisation. The prospects of a strong legal lawsuit can also be added in this concern that can force potential workers and employees to abide by the code of conduct established by the authority (Thomas, 2019). This action can also play a significant role to prevent toxic incidents like sexual harassment and others that can also conceptualise a flexible and comfortable workplace environment for both male and female employees while working for Google.
Recruitment of an independent ombudsman
Along with the consideration of policy outlines, Google will have to look for outlining specific guidelines to abide by the ethical practices in their operations and HRM. In this regard, the appointment of an independent ombudsman can play a supportive role in terms of ensuring the attainment of regular reports regarding unethical practices followed within Google. The consequences of a cultural transformation might also be considered by the organisational management and leadership in this case with the application of deontological ethics (McMahon, 2021). As a result of this, Google might be widely benefited from the maintenance of workplace ethics concerning their people management approach in the wider consumer market.
Conceptualisation of the zero-tolerance policy
Google should be attentive to consider a zero-tolerance policy for encountering the consequences of sexual harassment in the workplace. With regards to the mentioned serious internal issues with systematic racism and sexism, the zero-tolerance policy can disclose a form commitment from the organisational management in terms of standing beside the maintenance of a flexible and transparent workplace atmosphere (Dávid-Barrett, 2019). This policy can also be added with a greater value through considering permanent abscond for the employees due to which the employee is alleged for sexual harassment will not be able to join other respective business organisations.
Development of employee-oriented approach
An employee-centric strategy should be developed by Google as an integral part of driving the employee motivation and education level. This action can profoundly support improvement of organisational productivity through effective people management concern when the employees can feel extremely motivated with boosted morale. In this manner, Google might be able to ensure increasing productivity and competitive advantage under the lights of a people centric approach (Ludwikowska, 2021). Moreover, this strategy can also open up wider future possibilities of developing subsequent brand reputation of Google that can be supportive to avoid the consequences of employee turnover.
Along with these general recommendations, the authority of Google can also be suggested to consider a 360-degree review or feedback process with their potential employees. This feature can play a supportive role by highlighting adequate perception and points of view of their workers that can support future areas of improvements beyond immediate self-interest.
Conclusion
Based on the overall understanding of this assessment it has been identified that Google is very efficient with its HRM practises. HRM not only improves the financial and productivity growth however it also builds the brand efficiently while reflecting the anticipated future of the company. HRM helps in reducing the employee turnover along with making the organisational environment a developing one by hiring best for the corporation. In this relation, the entire HRM of the organisation is being critically evaluated and analysed along with reflecting several initiatives taken by the firm itself. Adding to this, the impact of HRM is being discussed above in which statistics have been shown efficiently. Furthermore, the study proceeds in reflecting some of the issues such as workplace harassment, racism, retaliation issues, unethical work culture and security problems which are being mitigated with the help of several ideas and suggestions structured in recommendation successfully.
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Appendix: Poster
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