What is people management?
Here in this piece of information we will elaborate you the People management models its 12 types and 5 fundamentals to manage people.
People management is a set of skills, techniques and methods to ensure that a company’s employees are involved in its activity and find the best possible conditions to perform their role within that organization.
Therefore, this strategy is based on measures aimed at the constant evolution of employees and promoting their well-being. Promotes practices to engage, value, develop, instruct and support employees, in order to achieve organizational goals.
The 5 fundamentals to manage people
We know that human resources management involves a series of procedures aligned with the organizational objectives of a company. With the evolution of the market and different business management techniques , the HR department assumed a more strategic role.
In this movement, managers end up being responsible for managing their own teams. Both the HR department and those responsible for different sectors of the company must take into account some key concepts when thinking about and implementing strategies for people management. Let’s see below:
Motivated employees manage their work time well and have better productivity rates. However, it is not always easy to see the level of employee satisfaction. Motivation is an individual feeling, influenced by several factors, such as:
- Corporate benefits;
- Work infrastructure;
- Vision on leaders;
- Growth potential;
- Assignments of responsibilities;
Therefore, it is the role of managers to understand what stimulates each employee and thus develop tactics that produce the expected effects.
Regardless of the position or sector of activity, every professional wants to be heard. When someone feels voiceless, they also tend to become discouraged. Therefore, it is important for HR to eliminate the noise that can disrupt professional processes and relationships and break down communication barriers within the company.
When an organization promotes transparent internal communication , professionals feel more confident participating and expressing ideas. In addition, technology provides tools that allow greater interaction and exchange of experiences between the different levels of the organization chart.
In a sense, leadership is the ability to engage people, inspire them, and influence behaviors that lead to positive outcomes. It is also a reciprocal relationship between the manager and his collaborators. A professional can perform much more when he works under the guidance of a leader who serves as a model and inspiration.
Despite this, it is not unusual for the vocation to lead a team to be hidden behind numerous internal and external factors, often ignored by the employee themselves. Some examples:
- Good relationship with colleagues and bosses.
- Stability and safety at work
- Recognition and improvement of your skills
- Autonomy for decision making
- Initiative in complex projects
- emotional intelligence
- drive for innovation
- Strategic vision
As we can see, the qualification of a leader goes far beyond their technical skills, it is also necessary to invest in their soft skills. It is part of the people management strategy to not only identify potential leaders, but also create an environment conducive to them developing and motivating other employees within the company.
What are the employees’ strengths and weaknesses ? How to use them for different purposes in the business environment? This is the premise of management by competencies, which uses the convergence of knowledge and skills as a driving force to obtain superior results in the company.
Realizing the differences and channeling the individual characteristics of each collaborator to different interdisciplinary projects, aligned with the general objectives of the organization, is an effective people management technique.
In the end, it is about extolling positive qualities. This includes minimizing the interference of denials in the exercise of each professional’s function.
5-Formation and development
We know that to achieve excellent results, a company also depends on high professional qualifications. Especially in times and in the current highly dynamic and competitive job market.
It is essential to ensure adequate professional training and constant updating of skills. This is not only to ensure the professional skills necessary for a company’s core business, but also to motivate employees.
Therefore, objective planning of training and internal development is another pillar of people management in organizations. Although often treated as synonyms, training and people development are different terms.
While the first is developed based on a specific need, opportunity or problem, development has a broader meaning, related to the objective of continuous and long-term improvement in the company.
What are the main people management models?
There is no correct or more efficient formula for managing an institution’s human capital. Thus, managers can create strategies based on several factors, such as team size and suitability, company culture or project type, among other factors.
So, in order to guide you, we have listed below 12 people management models for you to get to know better.
1. Democratic management
This people management model places great value on organizational talents. The tendency of the democratic leader is to keep the team always united around common goals. Therefore, he consults them whenever new challenges and demands arise within the company.
2. Inspiring management
Here, we have a people management model based on the idea of “if we are positively inspired, we do better and become better at what we propose”.
Therefore, an inspirational leader needs to devote great efforts to be an example to his team in every way. But it is not just the work methodology and commitment to the tasks that count, but also your human skills and your behavior towards employees should stand out.
3. Meritocratic management
Meritocracy represents a fair and well-targeted model of people management. After all, each professional has their value based on their efforts and the results achieved in favor of the organization.
4. Management focused on results
In results-focused management, the steps taken by the professional are not as important as the results they achieve. Here, there is a tendency to strengthen teamwork, so that employees leave their comfort zone and look for innovative ideas.
However, the leader needs to be clear about his goals and let the team have creative freedom so that the results are properly achieved.
5. Authoritarian or autocratic management
The autocratic leader is the one who centralizes all the decisions in his hands and just orders the collaborators to fulfill the tasks pre-established by him. What we can already see is quite outdated.
However, when applied continuously, it generates demotivation in the team and bars the development of talent, leaving the organization stagnant.
6. Value chain management
In this people management model, the employee’s efficiency is measured in relation to the value they add to the company’s customers and businesses. Therefore, the leader needs to have a great understanding of the market needs and the level of consumer satisfaction in order to clearly convey the demands.
7. Flexible management
The idea of flexible management is the decentralization of organizational processes, so that there is greater participation of employees in decision – making — which can be beneficial or not, depending on the maturity of the professionals.
This model does not exactly mean that the flowchart is horizontal, but seeks to strengthen the aspects of human interaction and efficiently connect with all business stakeholders.
8. Performance management
Here, we need to understand that performance management and performance appraisal are two different things. Although one complements the other, the assessment is not restricted to performance management and is also used in other people management models to monitor and encourage employee growth. Therefore, the assessment is only one phase of people management.
It is a model focused on Knowledge, Skills and Attitudes (CHA), which make the professional able to perform their activities efficiently in the organization. Therefore, the company invests in constant learning, creating Individual Development Plans (PDI) to promote employee growth and uses evaluations to monitor and improve results.
9. Behavioral management
The behavioral management proposes the worker recognition beyond the economic factor. Therefore, it aims to discover or awaken in the professional a value as a human being that allows him to adapt to the proposed activities at work.
Here, tasks are no longer the focus, as well as costs and immediate results, so that the management‘s gaze is fixed on people’s behavior. This is a trend that is here to stay and should be used in many companies.
10. Management by competences
The focus of this people management model is the development, assessment and certification of skills to increase an organization’s productivity and competitiveness. Thus, employees are recognized for having skills that add value to the business with a high level of excellence.
This is a very strategic method , which requires a clinical look at their teams from the leader. In this way, it is possible to identify the best opportunities for the development of individual and collective skills to invest in them efficiently.
11. Collaborative management
In general, collaborative management is a method that decentralizes decision making. Traditionally, a leader is responsible for setting the rules and strategies alone. But in collaborative management, everyone contributes to a final resolution.
Many participatory tools, such as brainstorming, are an important part of collaborative management. In this way, professionals are able to extract the best ideas in decisions and seek new solutions at work.
12. Centralized management
Centralizing management revolves around the figure of the leader, who has the most attributions for himself, believing that he is the only one capable and making little use of the skills of his team. What could be a mistake.
This model is harmful for generating demotivation in workers, who cannot see opportunities for growth in the organization. Thus, they do not strive as they could to achieve results and leave the organization at the first opportunity.
Of course, there may be times when centralizing tasks is the best option, such as in a crisis. However, the ideal is to bet on people management models that promote the participation of all, valuing the talents, ideas and work of each professional.