Module 1

INTRODUCTION TO PEOPLE

MANAGEMENT
 People Management
Vs
Human Resource Management
Vs
Personnel Management
 Scope and
Function of PM
Career Development,
Organizational Culture,
Employee Relations
WHY IS EFFECTIVE PEOPLE MANAGEMENT SO IMPORTANT?
People Management In Engineering Firms
 Stan George, Software Engineering
Manager, Cat Digital
George has almost a decade of experience as
an engineering manager, and he can trace his
ENGINEERING passion for engineering back to hacking old
computer monitors to play Pac-Man. Since

MANAGERS & becoming a people manager at Cat Digital,

George said he’s supported his team in a variety
of ways, like buying literature to support their
THEIR learning and implementing daily deadlines to
help eliminate their roadblocks.

STORIES 1. One-on-ones with my team members

2. Story-grooming sessions
3. Need to be on top of scheduling
candidates
4. Employees’ career
5. Educating them
 BRIAN HOGAN, SOFTWARE
ENGINEERING MANAGER, PAMPERED
Learning lessons and making mistakes are often
CHEF
ENGINEERING a vital part of developing new skills. In Hogan’s
early leadership career, he had to learn the
importance of taking a people-first rather than a
MANAGERS & code-driven approach to leadership. Developing
cultures of trust and teamwork among his reports
THEIR was an essential part of how he evolved into the
leader he is today at Pampered Chef.

STORIES 1.
2.
One-on-ones with my team members
A need to identify where we are hitting roadblocks
3. Build Strategies
4. Build each employees’ development outline
5. Coordination
 Time for Activity
Personal Competence
Personal competence
•Personal competence is the ability to be aware of and manage
one's own emotions and behavior. It's a combination of self-
awareness and self-management skills that focus on the
individual rather than their social interactions.
Personal competence v/s social
competence
Motivation Theories
Examples….
● An Employee Believes They Have Experienced Discrimination or
Sexual Harassment.
● One Employee Has Been Accused of Harassing or Discriminating
Another.
● Poor Communication Resulted in a Mistake.
● Different Personalities or Work Styles Are Clashings.
● There's Tension Between Departments.
 Conflict Management
Conflict Management is the use of processes, tools, and skills to
find creative and respectful ways to manage disagreements and
disputes. It includes the ability to resolve conflict collaboratively
through effective communication skills, such as active listening and
assertive speaking.
Examples for conflict
● An Employee Believes They Have Experienced Discrimination or
Sexual Harassment.
● One Employee Has Been Accused of Harassing or Discriminating
Another.
● Poor Communication Resulted in a Mistake.
● Different Personalities or Work Styles Are Clashings.
● There's Tension Between Departments.
Thomas Kilmann Conflict Management Model
Conflict Resolution Strategies
● Identify the underlying issues
● Avoid the conflict.
● Address the conflict privately.
● Choose a neutral location
● Use active listening techniques.
● Encourage open communication
● Seek a Win-Win solution
● Repeat back important statements for understanding.
● Engage in brainstorming.
● Make a compromise
● Make a concession
Stress Management
Stress management is the process of reducing the negative effects of stress and
improving a person's mental and physical well-being. It can involve a range of
cognitive and behavioral techniques, including psychotherapies and techniques
to control stress levels
Grievance
A grievance is a complaint raised by the employee to the management
regarding dissatisfaction towards work environment, economic reason,
HR policy, lack of work satisfaction, overworked or exhaustion, getting
along with peers, etc.

Employee grievance means any type of disappointment or unhappiness

arising out of factors related to an employee’s job which he thinks is unfair. A
grievance can be factual, imaginary or disguised.
➤ Working Conditions

Unhealthy and bad working conditions are one of the main causes of an employee grievance. This may include:
▪ Non-availability of proper tools
▪ Equipment and machinery to carry out the job
▪ Lighting, ventilation, and sanitation
▪ Bad physical conditions in the factory,
▪ Machinery breakdown
▪ Unjustified frequent pay cuts
▪ Disruption in material supply
▪ Lack of discipline
➤

➤ Difference of Opinion

When the opinion or perspective of the management and workers do not match. It also leads to grievance.
Management Policy and Practices

There are a number of policies of management that can add to the grievances. This may
include
▪Discrimination

▪Penalties imposed for misconduct

▪Lack of role clarity
▪Not valuing the suggestions of employees
▪Transfer, Promotion, and demotion
▪Victimization

▪Harsh supervision
▪Authoritarian Management Style
▪Leave and Overtime
➤Personal maladjustment

It includes reasons like:

▪Overambition

▪Excessive or poor self-esteem

▪Impractical attitude to life

➤Interpersonal Problems
▪Uninteresting
work leads to a lack of motivation to show satisfactory
performance at work.
▪Narrow and non-cooperative attitude towards colleagues and co-
workers
➤Compensation System
▪Wage rates and system of wage payment
▪Overtime and incentive schemes
▪Complicated compensation system
▪Wage inequalities

Violations

Grievances arising out of violations include:

▪Company rules and regulations
▪Central or state laws
Grievance Identification Techniques
Discipline
In management, discipline is the principle of ensuring order, compliance, and
obedience within an organization. It involves establishing rules, regulations, and
standards for employees to maintain a productive and harmonious work
environment.

Managing discipline involves:

● Setting minimum acceptable standards of behavior as laid out in policies and

guidelines
● Following a fair and reasonable process to deal with poor performance or
misconduct
● Carefully carrying out a disciplinary process as a team member may lose their job
Causes of Indiscipline in Organisation
● Lack of proper leadership
● Lack of supervision
● Lack of proper rules and regulations
● Lack of Communication
● Bad working condition
● Absence of grievance settlement machinery
● Lack of proper promotional policy
● Discrimination
● Employees attitude
Progressive Discipline approach
 Practice the Golden Rule

Treat people
the way you want to be treated
Conclusion
Employees leave Managers, not organizations

To manage people effectively, you need to

broaden your role to include coaching,
facilitating and being a catalyst while still
flexing your style for the needs of different
team members.