Strategic People Management: Key Principles And Theories Essay.

Global talent management and global talent challenges.

Small businesses in the new creative industries.

Strategic opportunities for IHRM. 

Classical Theory of Management vs Strategic People Management

Strategic people management is an important domain of study within the scope of human resource management (Wang & Zhang, 2012). It is aimed at enhancing performance for the purpose of achieving high results. Organizations have realized that financial performance is not an efficient indicator of its performance rather they should also be focusing on people, who constitutes the organization. Contemporary organizations heavily weigh their investment through identification and development of their intellectual capital. Strategic management within an organization reflects the bottom line of business' effectiveness and driving force behind competitive advantage (Hotho & Champion, 2011). The current scope of analysis evaluates key principles and theories of strategic people management in order to increase organizations and individual performance, as has been described in the video.         

The video starts of discussing the classical management on people management and then goes on to strategic people management. The key principles and theories underlying strategic people management and their application enhance organizational and individual performance. The classical theory of management had its focus on worker's having economic and physical needs (Hamel, 2008). The human component of people management was not taken into consideration. Ideas of workplaces were concentrated on the hierarchical structure of the organization, specialization of labor and on incentives. This theory had various strengths as it highlighted a clear structure for the management hierarchy with functions. Division of task and labor was easy as employees had a definition of specific task roles. The major drawback of this theory was that it attempted at gaining control over human behavior. This approach viewed the human element within the organization as machines overlooking critical factors such as employee, input, job satisfaction and contributions which employees might bring into the workplace. Strategic people management has been developing in the 21^st century is focused on human resource management within the organization (Lengnick-Hall, Lengnick-Hall, Andrade & Drake, 2009). Strategic people management was the focused effectiveness of the organization and individual performances as well.      

The video describes ways which the speaker will adopt strategic people management principles, while working in an organization, in the future. The effectiveness of strategic people management approaches and the relationships between effective people management and organizational performance is interconnected. The video describes the importance of team management within organizations. The importance of self-management of teams can provide effectiveness within organizations. Teams can become effective there has to selective hiring. A team leader needs to select people into a team with a mixture of skills for task accomplishment. A team will be designed comprising of self-driven people, who are passionate regarding their jobs. Such people have capabilities to provide extra value in teamwork, driving effectiveness within organizations. Team performance can be enhanced by clarifying goals within the team; through goal clarification team members will have a clear description regarding what they are striving for. Empowerment can provide the team with responsibility for carrying out roles within their teams. Attributes which can lead to development within the team comprises of collaboration, cooperativeness, adaptability and cross-cultural sensitivity. The principles described above will be adopted by the speaker in the video, while she accomplishes her role in future organization. The global corporate scenario is fast evolving, hence in order to achieve effectiveness within the team; a team leader has to be authentic, oriented towards future role, passionate, set good examples towards the team for the team to follow. There is present mutual respect for one another within the team to ensure that the team functions in an effective manner.  

Team Management and its Importance

Communication is another important factor within teams. Through appropriate communication amongst team members, it is possible to motivate, influence into right channels to perform roles and personal skills can be developed through communications. The general approach for the team has to focus on the common good, which provides benefits for all. The speaker will ensure appropriate communication within her organization team members, with the adoption of ethical principles. There has to be present fairness and justice and rights approach when conducting responsibilities within teams (Kapferer, 2008). Development of rights approach has to be focused on three distinct ways by a formal code of ethics, principles into the corporate culture and show good examples to the team. Code of ethics has to be followed for the team members such as to minimize clashes regarding principles. It would also allow clashes amongst team members and allow appropriate communication to take place. Another aspect discussed in the video was analyzed to be an international business. The domain of international business was seen as important for future carrier. In international business international behaviors has to be arranged so that the organization can function in an effective manner. The ethical approach has to be developed tailored to the local approach in the international domain for the effectiveness of the organization. The approach suggested from headquarters has to be aligned with local customs so that the organization can function with offshore employees appropriately. In international business parameters for strategic people, management includes respect, universal values, organization loyalty, and a social loyalty which does not contradict ethical behavior. Therefore, the ethical training of all employees together can help them work together. The speaker in the video is of the view that values as an integral component of ethical behaviour. Contradictory values might create difficulties in approach to work, hence for the success of the organization as well as of individuals, a standard ethical approach, acceptable in both the cultures has to be followed.  

The topic of culture and diversity is another area of importance within the international business domain. The speaker in the video feels that the importance of culture and diversity has been gaining foothold in recent time period with globalization of organizations. Variety within the team provides scopes to include different skills, mindset, with complimentary ability, high performing team to resolve any situation can be developed. In an international business often diversity is sought after so as to cater to varied customers and create efficiencies for the organization. With strategic management being a new area and domain in management, companies can achieve long-term sustainability. Investing in human resource needs to be applied within organizations and will help to achieve competitive advantage in the organization. Strategic management approaches have to take into consideration culture as an integral factor in driving performance within organizations. Organization systems perform its task by taking into consideration vision, mission, which allows larger organization holistic view used. There are four types of organizations social or test values, which can lead to innovation, motivation, and loyalty (Schuler, Jackson & Tarique, 2011). Apart from team effectiveness organizations needs to focus on individual enhancement of skills, capabilities and personal development. Strategic people management has to be focused on enhancing skills, motivation, and loyalty such that employees, in turn, can make a greater contribution to the organization. Through the application of the new concept in the organization, it becomes possible to engage employees so that they can strive to make a valuable contribution towards the organization. Not only has the method had to aim at engaging but also on people improvement approach. People management improvement is based on three managerial skills, which includes conceptual, interpersonal and technical skills. The speaker’s point of view in the video is that strategic people management also includes the need to improve people within organizations. Various training and improvement processes allow organizations into adopting people’s improvement strategies such that increase in their effectiveness can contribute to the organization’s effectiveness.   

Conclusion

Strategic people management concepts are aimed at enhancing organizations performance along with individual performances. Organization's performance can be enhanced by the team's performance, diversity and people management improvement. Contemporary organizations in a steady-fast manner are investing in human resource management in order to gain a competitive advantage. People are now viewed as resources which can allow companies to extend their core competencies. Therefore, strategic people management is a need for a current organization to manage their challenges.      

Reference Lists

Hamel, G. (2008). The future of management. Human Resource Management International Digest, 16(6).

Hotho, S., & Champion, K. (2011). Small businesses in the new creative industries: innovation as a people management challenge. Management Decision, 49(1), 29-54.

Kapferer, J. (2008). The New Strategic Brand Management: Creating and Sustaining Brand Equity Long Term 4th edition (New Strategic Brand Management: Creating & Sustaining Brand Equity).

Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategic human resource management: The evolution of the field. Human resource management review, 19(2), 64-85.

Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.

Wang, C., & Zhang, P. (2012). The evolution of social commerce: The people, management, technology, and information dimensions. CAIS, 31(5).