Too many businesses make managing people too complex. The process of so-called “HR” is full of jargon confusion, which often puts a barrier between people that work in the business and those responsible for managing them.

Even the name of the department HR – Human Resources – is wrong. Nobody ever refers to themselves as a human resource; they are people! It is well to keep this simple thought in mind when you are involved in the day to day management of a business.

Despite the apparent complexities involved in people management, including employment law, contracts of employment, industrial tribunals and the like, it is much easier to fulfil the potential of people and harness their skills for the benefit of the business and each other, if both the employer and employees understand the following principles:

  1. It is in the mutual interests of the company and the employee to work together harmoniously.
  2. A business and an employee have substantial rights and responsibilities towards each other.
  3. The majority of employers do not set out to make life difficult for their people.
  4. The majority of employees have every intention of doing their best and do not need draconian measures to control them.
  5. The relationship between an employer and employee is an equal one, not a “master/servant” relationship.
  6. Employers, managers and employees all deserve fair treatment and mutual respect from each other.

Management Tip

Common sense and a constructive attitude is the best guide when it comes to managing people. Make your policies and procedures fit this principle.

Develop your people management skills with the Business Transformation Toolkit

Section 05 includes the following details:

  1. How to ensure that your workforce fulfil their individual potential and achieve results.
  2. The six objectives of people management.
  3. The six primary functions of people management.
  4. Creating an effective organisation structure.
  5. Writing effective policies.
  6. The six stages of recruitment and how to arrange them effectively.
  7. Managing performance.
  8. Leadership.
  9. Effective communication.
  10. Grievance and disciplinary procedures made simple..
  11. Managing departures and retirement.

For details, go to