Human Resources professionals know that a company’s’ workforce is their most important asset. Today, Business leaders recognize that in this ever-changing global economy world, people management strategies are a crucial aspect of a business.  People management includes the organizational mission and goals, workforce recruitment, compensation, benefits, employee motivation and engagement, communication, and training.

The World Economic Forum’s Human Capital Report 2015 says “Talent, not capital, will be the key factor linking innovation, competitiveness, and growth in the 21st century.”

Components of People Management the 5 C’s

Create – Build a workforce for a better future.

Creating the right team structure involves setting up processes, boundaries, and a robust framework of functioning. In a linear process system, people management would begin with talent acquisition; choosing the right recruitment platforms, creating an employer brand the candidates trust and want to work with and providing an engaging candidate experience.

Comprehend – understanding the people in your organization

Effective people management understands the people who make up your organization, their personalities, motivations, and personal and career goals. It is essential to know that we are all different and have different traits, skills, and motivators. 

 

Organizational leaders may enable the mining of data. Spending time with people leads to deeper insight and matches the data to an actual person.

Communicate – opening channels and useful feedback

Communicating and feedback are critical elements of people management. The form of communication the organization uses is key to the employee’s perception of the organizational culture and future. Communication is essential for members of a team to work effectively and successfully. “Organizations today need to ensure that they are providing their employees with the right channels of communication and feedback in order to encourage that they can communicate often, effectively and glitch-free.” 

Collaborate – Collaborating smarter, faster, and stronger

Acknowledging that the work cannot happen in silos and that success and failure are a team function. Companies can ensure that work sharing, and delegation are being practiced and are increasing team effectiveness. Collaborating by utilizing human and non-human components makes employees realize their role on specific tasks and on the company’s big picture.

Confront – recognizing and optimizing differences

Each individual thinks differently. For companies to set a tone for respect, loyalty, and commitment within the organization, people management must focus on recognizing and optimizing these differences. To set a tone for regard, dependability, and involvement inside the organization, companies must center on optimizing these contrasts. By “confront” here, we don’t mean to antagonize but rather to face, acknowledge and tackle these variations positively.”

Individual perceptions and experiences with generational diversity, working preferences and personal activities leads to workplace conflicts. Settling these conflicts’ is an integral part of people management; as it can lead to resentments, negativity and may strengthen or weaken teams within the workplace.

These five components; Create, Comprehend, Communicate, Collaborate, and Confront, are the framework for a successful approach to people management.