People Management and Improvement is another one of the 8 Ps of organizational performance management and improvement.
People are the individuals, human resources or personnel in any organization who execute the work involving one or more processes, projects, programs, products or portfolios. These individuals are often encouraged to work collaboratively in teams to execute the work more efficiently and effectively. Another synonymous term that has been increasingly used in recent years is the word Workforce.
People Management is the organizational function that provides those people (personnel) with the right knowledge and skills needed to perform various work activities (processes, projects, programs, products, and/or portfolios) and to oversee the general employer-employee relationship. It includes: conducting job analyses; planning personnel needs; recruiting; selecting the right people for the job; orientation and training of new employees; determining and managing wages and salaries; providing benefits and incentives; appraising performance; resolving disputes (often involving a union); and communicating human resources policies and procedures with all employees at all levels. The ultimate goal here is to ensure a match between the people and the work that must be performed and, as a result, that those people provide value to the organization.
People Improvement is the process of achieving measurable results by the people involved in executing a process, project, program, product and/or portfolio by collecting data on the outputs (or outcomes) both BEFORE and AFTER some type of intervention (i.e., training, coaching, mentoring, etc.). When the AFTER measurable results of these undertakings are better, faster, less costly, or more profitable (or a combination of these) when compared with the BEFORE measurable results, that is called an improvement or enhancement.
When it comes to People Improvement, many organizations utilize a Performance Appraisal process and a performance-based compensation and benefits program to motivate and reward these people, either individually, collectively or both. An organization’s compensation and benefits philosophy is often a critical incentive factor in recruiting, selecting, developing, motivating, and retaining the best talent. Yet, since personnel expenses are often the largest portion (or, in some cases, the 2nd largest after physical plant/facilities costs) of an organization’s budget, it can be a challenging matter to achieve balance or as has become cliche: get the biggest bang for the smallest buck.
We are available to provide six (6) different types of services to assist our clients with People Management and Improvement: Consulting (Providing professional advice to upper management), Mentoring (Providing insights and guidance to a high potential individual), Coaching (Providing insights and guidance to a high potential team), Training(Providing technology and knowledge transfer via instructor-led, virtual or blended group learning), Facilitating (Expediting the completion of a process, project, program, portfolio or organizational preparedness), and Auditing (Providing assurance of conformance with a standard policy, operating procedure or practice).
In my next blog, I’ll address Portfolio Management and Improvement, including an excerpt from a book of which I am a co-author: Effective Portfolio Management Systems, that will be available for purchase as of October 9, 2015.