Drawing on work or personal examples, analyse how you would/have made an engaging and well-informed contribution to discussions to support the application of good people practice (1.3)

I was once tasked with creating awareness at my workplace on good people practises and its benefit to the organisation’s success to better help my co-workers grasp the concept of people practices. I began by explaining the term people practises.It encompasses handling workers at all points of their employment. People practices include things like responding to employee concerns, determining learning needs, developing and implementing company policies, building and evaluating talent pools, analysing the data, and recruiting and training new personnel. I then proceeded to explaining some examples of good people practices including

1. Giving employees a voice in how their work is conducted and how the workplace is run as a whole.
2. Having clearly defined employee duties and responsibilities 
3. Inspiring workers to work well together by teaching them how to have productive and respectful conversations, and offer mutual support and cooperate (Cronin et al., 2021).
4. Enhance workers’ skills through support workers with access to learning and development opportunities.
5. Motivate them more, give them constructive criticism, and offer encouragement all through performance management systems that are transparent, objective, helpful, and efficient (Arnold & Bowie, 2019).

A company’s ability to succeed in its industry is directly correlated to the quality of the management it employs (Cronin et al., 2021). Possible benefits from excellent people management include: Increased productivity, each employee completing their roles efficiently due to regular communication, employees who are always up for challenges, exceptional team work, and decreased turnover rates (Kabeyi, 2018). Finally I elaborate on a few steps on how our organisation can adopt goof people practices for instance;

• Create effective HR policies and procedures that are tailored towards the organisation’s goals and objectives through regular reviews, updates, and internal communications.
• You should periodically review any employment contract to ensure they are up to date with the laws and the business goals (Kabeyi, 2018).
• Making sure managers have been properly trained on good management practices.
• Take into account the advantages of a satisfied and involved staff, as they will be less inclined to file employment disputes.