Managing People in

Organizations
: Objectives
1-What is People Management?

2-Key Components of People Management

3- Essential ​people management skills

4- Key Principles of People Management

5-The 3PJ Model Of People Management

What is people management ?
• people management a key sub-set of human
resource management s the practice of
recruiting, hiring, deploying and managing
an organization's employees,and providing
support for the business and guidance for
the employees of an organization
• People management is the process of
training, motivating and directing
employees in order to optimize workplace
productivity.

• Workplace leaders, such as team leads,

managers and department heads use people
management to oversee workflow and
boost employee performance every day.
 What is People Management •

Effectively
managing how
employees

work grow
behave engage
Leaders and managers use people management,
mostly in the following situations:

 Handling interpersonal conflicts.

 Leading employee training.

 Managing deadlines.

 Building company culture.

1-Create :
 building teams, it is important to choose the right
tools to do .
 building a workforce that builds a better future.
 This begins with choosing the right recruitment
platforms, creating an employer brand the candidates
trust and want to work with.

2-Comprehend:
effective people management involves understanding
the people who make up the organization – their
personalities, motivations as well as their personal and
career goals.
3-Communicate: Open channels of communication
and feedback provide an effective tool to manage
people better.

4-Collaborate: success is a team-function – and so is

failure.

5-Confront: People are different and in order to set a

tone for respect, loyalty, and commitment within the
organization, people management needs to focus on
optimizing these differences.
Essential ​people management skills
 the key people management skills that can truly
support the team and lead them to succeed:

Trust- Empathy Motivation-

:building  :mapping Appreciating Knowledge
:-seeking
1. Trust-building:

 When it comes to team-building, building trust is a

crucial people management skill to have.

 Managers who inspire trust, make their team

members feel that they have their back always.

 The skill of being able to build trust is a long-term

strategy and could engender a culture of honesty and
transparency.
2- empathy:

as the ability to sense other people's emotions,

coupled with the ability to imagine what someone else
might be thinking or feeling.

ability to be able to not only put oneself in another

person’s shoes but rather truly being able to see the
world from their perspective and understanding their
motivations, fears, challenges, and strengths.

Whether it is with regard to planning work, assigning

tasks, communicating or providing feedback, empathy
is a skill that people managers cannot do without.
3-Motivation-mapping:
Results and benefits for motivation :

 Enhanced self-awareness leading to increased

motivation and performance.
 Improved engagement and productivity
 Improved leadership.
 Better recruitment selections.
4-Appreciating :

Able to appreciate right .

very important skill that must be mastered in people

management.

An important aspect of managing people is to praise

and reward them for a job well done.
5-Knowledge-seeking:

As a people manager, having access to the right data is

important.

build a knowledge and information base that aids

decisions.
Three Key Principles of People
Management:
 Listen effectively .

 Ask for help in resolving the issue or planning the task.

 Confirm actions and set follow-up date.

  The 3PJ Model Of People Management:

• The 3PJ Personnel Management Model focuses on 4

tools, which are:
1-People.
2-Process.
3-Push.
4-Judgment.
• People:

Everything starts with people and every

organization contains people and work teams.
Managers must value each individual within the
organization, and position our team members to
be successful by utilizing their strengths. I
believe that understanding people is the
foundation upon which trust is built, without
which you have nothing.
• Process:

The right processes can relieve us from clutter and

distractions to focus on what matters most.
 The processes we develop for our people should be
practically useful, repeatable and ultimately effective
to build credibility.
 the best processes are developed collaboratively, as
most people don't like to have systems imposed upon
them.
But even the right processes may fail if we do not first
build deep, trusting relationships with our team
members.
• Push:

after we have established strong relationships

and developed the right processes to help our
people be successful can we push.

The goal should be to push each team member

harder than they have ever been pushed before.
After these tools, each member of the
organization can say:

1. My boss cares about me as an individual.

2. My manager makes me responsible for the

processes that run.

3. My boss pushes me harder than anyone before.

THANK YOU

DR. Alaa-aldin alrowwad

Sondos nabeel mhaidat