People Management: What is it? What are the Best Practices and Strategies for 2022?


People Management

People Management is considered the true heart of high performance organizations. The fastest growing companies already apply the best People Management Practices.

In this article you will learn the main techniques to boost results through People Management. But what is People Management?

People Management techniques

In short, People Management is the set of techniques to manage and enhance the efficiency of the human capital of companies. Below you will get to know in practice what quality people management is.

According to a study carried out by the World Economic Forum, Brazil is in the 81st position of the 138 most productive countries in the work environment . Did you know that this low productivity is directly related to People Management in companies?

People Management

In a survey carried out by Você S/A Magazine, it was found that 85% of employees usually leave their bosses and not the companies they work for – that is, poor management is one of the factors that can influence the drop in productivity, among others. as:

  • Lack of communication between departments;
  • Little challenging goals for potential employees, or vice versa;
  • Lack of training for employees, etc.

These are just some of the causes that can be listed for the problem of productivity in companies in the country.

If you want to know what People Management is and find out how to solve bottlenecks in your company through it, just keep reading!


What is People Management?

According to Fischer and Fleury, People Management encompasses the set of policies and practices of a company to guide human behavior and interpersonal relationships, in order to maximize results for all involved.

HR x People Management

There is a difference between People Management and HR. Although both are related, Management is more focused on accompanying customer service training employees, ensuring that they maintain good communication, engagement and productivity in the company .

It is up to HR to ensure that the right employees are recruited and selected in a company. Strategic People Management is responsible for ensuring that they remain motivated, trained and developed, following the skills, competences and values ​​of each one.

HR deals with more bureaucratic issues, involving admissions and dismissals , acquisition of courses, training, among other activities. To be a little clearer, HR is responsible for:

  • Recruit and hire new employees;
  • Establish and update career plans in the company;
  • Establish and update salaries for each position;
  • Invest in courses aimed at employee development, etc.

People Management or Managers also actively contribute to HR Activities , reporting, for example:

  • What activities are carried out in each position;
  • What skills and competencies are expected in a particular position;
  • Which employees are ready for promotion;
  • Who needs training to develop in the company;
  • Who is not following company values, etc.

Among the Basic Processes, with regard to HR/People Management Activities, are: attraction, recruitment and selection of personnel; orientation and integration; training and development; evaluation and performance; and remuneration policies. Each of these topics will be addressed below.

Attraction, recruitment and selection

Referrals, classified ads or on sites like Catho and 99jobs are some of the options for those looking to attract people to job vacancies.

Social Networks are also one of HR’s allies when it comes to publicizing vacancies – and it’s no wonder, when they are placed in the online environment, they end up being seen by many professionals, from different places in the country, which facilitates recruitment. .

LinkedIN , for example, is one of the most used social networks to advertise job vacancies in several countries around the world. In addition to it, Facebook and Instagram’s Paid Ads (Ads) tools can also help with the selection process, but it is worth noting that not every vacancy needs to be spread through paid ads.

Despite the pros, it is important to know that there are some cons:

  • If the vacancies are not specified in the ad or post, they may attract candidates who do not match the position or even the company’s profile.
  • It may be that a large volume of CVs is received, which makes it difficult to analyze each one individually, if there is no software or website hired by the company that facilitates the filters on the most suitable candidates for the vacancy.

It is worth mentioning that social networks, or even websites, are only facilitators between the company and potential employees, but they do not exclude the human process that a selection requires.

It is more than necessary to carry out tests (aptitude assessment, DISC method , group dynamics, etc.) and interviews to find out if people’s skills, values ​​and desires relate to those of the company. Subsequently, the turnover rate can show the company whether the hires are being effective.

Training and development of People Management

Subsequently, the second stage, it will be up to the managers:

  • Encourage team members/collaborators;
  • Reward successes and positive results;
  • Evaluate the performance of members against previously established goals.

One of the ways to encourage employees is through training and Corporate Universities .

Online Courses can collaborate for employee learning and development. CEFIS , for example, is one of the options for companies that contribute to Team Knowledge Management. Through a subscription service, several members guarantee unlimited access to courses in management, accounting, administration and law.

As for Rewards, they can be distributed through prizes, commission increases or company recognition actions to the employee.

Regarding the Performance Assessment, it is necessary to be aware: goals that are very far from reality, as well as those that are not very challenging, can affect productivity and even the retention of talent in the company.

Some places are still centered on the role of the boss who is at the strategic level, in addition to failing to communicate with employees, resolve conflicts, among other items.

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