How People Practice Connects with Other areas of an Organisation and Supports Wider People and Organisational Strategies

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People practices play a critical role in supporting and aligning with wider organizational and people strategies. These practices can include talent management, culture and engagement, diversity and inclusion, performance management, and reward and recognition. By connecting these practices with the organization’s wider goals, it helps to create a supportive work environment that drives employee engagement and contributes to overall business success. For example, a strong people culture can drive engagement and motivation, while diversity and inclusion initiatives can foster creativity and innovation. Additionally, performance management and reward and recognition practices can motivate employees and support their development.

1. Talent Management: People practices such as recruitment, onboarding, and training programs help attract, retain and develop the talent necessary to achieve organizational goals (Taylor and Woodhams, 2022). By aligning these practices with the organization’s talent strategy, it ensures that the right people are in place to deliver on the organization’s objectives.
2. Culture and Engagement: A strong people culture that value employees and promotes their well-being is crucial for overall organizational success. People practices such as employee engagement surveys, flexible working arrangements and health and well-being initiatives, can help create a positive workplace culture and engage employees, which ultimately drives productivity and business performance.
3. Diversity and Inclusion: Organizations with diverse and inclusive cultures tend to have higher levels of engagement, innovation, and creativity. People practices such as diversity and inclusion initiatives, unconscious bias training and equal opportunity programs help create an inclusive work environment that values and respects all employees, regardless of their background.
4. Performance Management: Performance management practices, such as setting performance objectives, conducting performance appraisals, and providing feedback and coaching, can help employees to develop their skills and contribute to the organization’s success. By aligning performance management practices with the organization’s wider people and business strategies, it ensures that employees are able to deliver on the organization’s objectives.
5. Reward and Recognition: Reward and recognition practices, such as performance-related pay, bonuses and promotions, can help motivate employees and drive performance (Dwyer, 2012). By linking reward and recognition practices with the organization’s wider people and business strategies, it helps to ensure that employees are motivated and engaged in delivering on the organization’s objectives.

In conclusion, people practices are essential for supporting and aligning with wider organizational and people strategies. By connecting these practices with the organization’s wider goals, it helps to create a supportive and inclusive work environment that drives employee engagement and business performance.

References

Dwyer, J., 2012. Communication for Business and the Professions: Strategies and Skills. Pearson Higher Education AU.

Taylor, S. and Woodhams, C., 2022. Human resource management: People and organisations. Kogan Page Publishers.