6N3945 QQI level 6 DCM Learning – Effective People Management Assessment 1: Project

Task 1 of 3

The People Management Cycle

Describe the six stages of the people management cycle using the headings below. For each stage of the cycle, you should be able to describe:

• What is involved in that stage, and why is it important
• What tools and techniques do you use in that stage
• What practical steps do you take to make use of that stage at work

1. Goal Setting (15 marks, 300 words)

Managing people effectively is crucial for organizational success. Managers need to have clear objectives, including organizational, team and individual goals, for each person. A  key component of this is goal setting. SMART is a useful structure to help goal setting for managing people in a workplace

 Importance of goal setting:

Setting goals for the workplace allows people to share their ideas, gives a purpose and a sense of direction and motivation. Achievable goals that have been set with the employee and giving the tools to help someone achieve that goal helps people to understand what is expected from them and  this in turn     makes them more likely to be productive and more committed to achieving that goal.

Tools and techniques for goal setting:

SMART goal setting:

Specific: When setting out goals, they should be clearly articulated so that there is no confusion or misinterpretation.  This gives a greater chance for the goal to be accomplished

Measurable: Measurable goals are important for tracking progress when a goal has been set.  This can help people who struggle with time management to stay on track.

Achievable: Goals should be realistic and   manageable within the given time frame, and the resources available

Realistic: Goals should be realistic for the person to accomplish and their qualities should be taken into account when setting goals.

Time bound: Setting a timeframe for a goal can help create a sense of accountability

The goal pyramid :

Levels of goal setting:

Individual and team goals: These goals should be  suited to each employee and help to also contribute to the team and the objectives of the department

Departmental goals: These goals should align with the individual and team goals, and should  contribute to help achieving the overall    success in the organisation

Strategic plan:   A plan should be put in place by managers to consider the right employees within the firm to help achieve success.

Vision and mission:  The vision and mission of the company serve as the base for all other goal setting objectives.

2. Planning & Development (15 marks, 350 words)

People management is very important for success in an organization. Planning and development in people management involves tactical efforts to improve resources for success. It includes identifying talent needs and ensuring the development of skills, and individual and team goals are aligned with the objectives of the organization. This assignment will focus on elements such as a job analysis, SOPs (Standard operating procedures), the roles and responsibilities of the employee and employee contracts.

Tools and techniques for planning and development:

Standard Operating procedures (SOP)

Sops are the processes and protocols that are in place within an organization. In people management SOPS ensure that there is regularility in HR practices from recruitment to management. SOPS help to create efficient workflow and reduce uncertainty and this then creates a fair workplace.

Job analysis:

A job analysis is a very helpful tool as this can identify every part of the job as opposed to whats on the job description because sometimes there will be tasks outside of the job description that have to  be performed within the job. This can help the person become competent within the job and provide them with the necessary training and skills that they may require.

Roles and responsibilities:

Roles and responsibilitys need to be clearly  outlined in order for effective teamwork. People management  comprises of assigning different  tasks based on the persons strengths and weaknesses and providing a foundation for performance assessment.  Perfomancce appraisals and updating individuals regularly ensure they remain  applicaple with organization goals.

Employee contract:

This is a legal document that  summaries  the  terms and conditions of the employment. This document outlones clearly the job title,  responsibilitys , working hours and termination  clauses. A well outlined contract will help with the expectations of the employer  and employee and this will in turn create a good  working relationship.

In summary of these practical steps, I will take from this work are to conduct skills assessments, outline action steps and review and adjust  roles based on people’s skills

3. Coaching and Training (15 marks, 350 words)

Importance of Coaching and training:

Coaching and training are vital aspects to enhance employee skills, and also their knowledge and attitude towards their job. This assignment will explore the importance of coaching and training in a wider context.

Coaching is an ongoing process that focuses on helping an individual achieve specific goals, solve problems, and develop skills. Coaching can be defined by asking questions, offering feedback, and encouraging self-discovery. It’s often used for leadership development, career growth, and personal improvement.

Tools and techniques I can use for Coaching

• The GROW Model is an important framework for goal-setting and problem-solving that stands for:

Goal: Define what the person wants to achieve.

Reality: Understand the current situation of the individual.

Options: Explore possible actions and solutions.

Will: Determine what the individual is willing to do and achieve

This can be used in coaching and training as this will help to define what the individual wants to achieve from the job, and understand if coaching and training will help this individual to grow in the job.

• Active listening: Listening to the needs of the employee and building an understanding without judgment.
• SWOT analysis: Assessing Strengths, Weaknesses, Opportunities and Threats, to create a guide for good decision making.

Tools and techniques I can use for Training:

• Presentation tools: Use online PowerPoint or visual aids to present information visually.
• E-Learning: Using platforms such as HSELAND for training lets the employee train at their own pace and comfort.
• Assessments: Frequent assessments in the nursing setting are very important, and this provides up-to-date feedback from employees
• Role playing: This is useful for the employee to see things first hand and respond to challenges.

Coaching will target three key areas: knowledge, skills and Attitude. The development of skills ensures that employees get the necessary knowledge to broaden their understanding of relevant subjects and will improve their attitude and create a positive mindset, which is key for dealing with challenges that may arise within the job.

 In conclusion, Coaching and training are essential key components of building motivated and high performing individuals and teams. They help the organisation to increase productivity, job satisfaction and growth in your career. By improving coaching and training within an organization, you will see better results in terms of performance, attitude development, skill and knowledge

 4. Delivering and Receiving Feedback (15 marks, 300 words)

The next part of the managing cycle is Delivering and receiving feedback. This is a critical skill and is required for growth and improvement within an organization. This assignment goes through the importance of delivering and receiving feedback by using the model SAID (Standard, Action, Impact, Do). Feedback can give insight into the areas of improvement and can also show areas that you are succeeding at. Feedback can be both positive and constructive. The effectiveness of feedback depends largely on how it is delivered and received.

 Feedback model:

• Specific:

Provide specific feedback rather than just general remarks. This will help the employee to understand exactly what actions need specific attention. Specific feedback should be clear, as vague feedback can lead to confusion, and employers becoming defensive

• Action:

Offer the employee feedback that focuses on actions that can be changed. This can give a clear guide to improvement.

• Impact:

Guide the employee by showing them the impact their actions can have on the organization. It helps understand why feedback matters.

• Development:

Show that feedback can help growth and development within the organization.

In conclusion, these steps will help me grow with delivering and receiving feedback. Being prepared, using tools like SAID, Creating a comfortable environment for the employee, giving positive feedback and by providing actionable advice.

5. Delegation (10 marks, 300 words)

“Delegation is the act of assigning a task, responsibility or authority to another person” (Oxford University Press, 2019)

Delegation is an important aspect of effectively managing people. It has many benefits for you and the employee. It can reduce workload, staff can participate and undertake more important roles and duties and decision making can become a more active role within the job and improve the overall morale of the organization.

Importance of delegation:

• Delegating frees you up to manage and lead and be able to take leave knowing someone can take over the tasks successfully. This can create a reduction in workload which can sometimes lead to a burnout in itself.
• Time can be managed more effectively by delegating tasks. This can give you more time to focus on essential work and higher priority tasks which can lead to more sustainable productivity.
• By delegating team members builds trust within the team as each team member now has shared responsibilities and this new found trust can lead to a healthier and happier work environment.
• Staff members have the opportunity to grow and advance within their job. This can broaden their skills by taking on these new responsibilities, which in turn can empower employees and build their confidence and trust within the organization. This can have great benefits for the employee such as improved job satisfaction and loyalty to the organization.

Tools and techniques:

• Picking the right person who has the skills, capacity and interest in that area will help to achieve better results
• By establishing time for feedback so that they can be encouraged to get the desired results and outcomes.
• Making sure that the team have the appropriate tools to do the job, e.g Training, supplies, help or space.
• Communicating clearly what needs to be done and the expected outcomes.

In conclusion Delegation is a very important part of managing an organization. By using these tools I feel that I could use a structured approach to delegate staff now in order to keep morale high and stress levels low within the organization.

6. Motivation (10 marks, 300 words)

Motivation plays a big part of effective people management in an organization. Employees who are motivated are more engaged and this increases productivity and overall success. As a manager you need to be able to motivate the team and this is pivotal for creating a positive work environment and reaching goals.

• The performance of an employee is influenced by motivation. When an employee is motivated they contribute more to the organization and take initiative and consistently achieve more for the organization.
• Another powerful motivation key is recognizing and appreciating employees. Acknowledgeing both big and small achievements can make the employee feel valued which can lead to morale boost, a positive culture and motivation. As managers we need to take time to reward and praise employees for accomplishments.
• By supplying employers with the tools they need to grow professionally, they are more likely to be motivated within the job.
• Having clear and achievable goals gives employees a sense of purpose. This can be enabled by a good manager making an employer feel a sense of connection to that goal. This clarity increases motivation for the employee
• Communication is vital for motivating an employee. This communication should be open and transparent. As a manager, you want the employer to feel heard and informed, and they are more likely to stay motivated.
• One of the main reasons that employees leave a job is due to lack of motivation which can come from job dissastifaction or no career development opportunities. When an employee is motivated it can lead to less staff turnover and more long term success.

In conclusion as a manager, leadership is very important and having an inclusive and supportive culture within the team is pivotal to motivation. Managers need to create clear goals, Opportunities to grow, Open communication with employees, trust and recognition of achievements. By doing this the workplace can become a more motivated environment and more success within the organization.

Task 2 of 3

Belbin’s Team Roles:

Explain Belbin’s Team Roles and how you might make use of them in your role as a people manager.

(10 Marks 300 Words)

Dr Meridith Belbins’ team role theory is used widely to help understand the strengths and weaknesses among team members. This theory is made up of nine different roles which represent strengths and characteristics that individuals bring to their team. These roles are:

• Shaper: Challenges the team to improve, can also be impatient
• Implementer: Disciplined and reliable. Turns ideas into practical actions
• Completer Finisher: Accurate and pays attention to detail
• Co Coordinator: Good at delegating and decision making
• Team worker: Strives to create harmony and is good at resolving conflicts
• Resource investigator: Builds good relationships and explores opportunities.
• Plant: Creative and innovative
• Monitor Evaluator: Analytical and logical, likes to remain impartial.
• Specialist: Self-motivated and has great knowledge and skills.

As a people manager, Belbin’s team roles play a very important part in management as it can help understand individuals’ strengths and weaknesses within the team. It can improve the performance of the team as it helps balance each team member’s roles within the team. It boosts communication within the team by recognising different working styles and assigning tasks based on their strengths. It helps reduce conflict by also getting to know team members’ different working styles, for example, putting a shaper with a team worker may cause some conflict due to their different characteristics, so helping to recognise these dynamics can assist with managing conflicts.

By recognising different working styles, we can improve overall team communication, by pairing a resource investigator and an implementer together, they can work together and help turn ideas into a reality.

In conclusion using Belbins team roles as a people manager can help me to create efficiency, reduce conflict within the firm and help me to create a high performing team.

Task 3 of 3

Communication Skills:

Discuss your understanding of active listening and questioning skills and how you might make use of them in your role as a people manager.

(10 Marks 300 Words)

Bibliography & References

Drucker, P. F. (2006). The Effective Executive: The Definitive Guide to Getting the Right Things Done. HarperCollins.

Yukl, G. (2010). Leadership in Organizations (7th ed.). Pearson Education

Riegel, D.G. (2019) ‘8 ways leaders delegate successfully’, 8 ways leaders delegate successfully, 15 August. Available at: https://hbr.org/2019/08/8-ways-leaders-delegate-successfully (Accessed: 20 February 2025).

Locke, E. A., & Latham, G. P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation. American Psychologist, 57(9), 705-717.

Belbin, M. (2010). Team Roles at Work (2nd ed.). Routledge.