(Solution) CIPD 7C002- People Management and Development Strategies for Performance

Solution

Question 1 (AC 1.1)- To what extent do you agree with the view that it is a mistake for people management specialists to distance themselves from administrative activity in favour of strategic work (Word Count: 1,011 Words)

People management has experienced substantial shifts in its field practises through the course of the past several decades. The profession began as an administrative field which carried out duties including payroll processing and compliance tracking and record-keeping yet the profession has evolved into a strategic organisational partnership (CIPD, 2023). Human Resource Management emerged as organisations recognised how people position as their primary competitive weapon. A complete separation between strategic focus and administrative work would create a mistake because these elements fundamentally benefit each other. People management specialists should achieve equilibrium between strategic and operational functions instead of perceiving these aspects as conflicting domains. The strategic method delivers both operational effectiveness and organisational goal adherence.

Strategic people management relocation seeks to enhance organisational worth through workforce planning and talent development and succession planning and high-performance culture development (CIPD, 2024). The activities serve as fundamental requirements for contemporary business operations within fast-changing complicated business environments. Strategic people management demands the organisation to match HR practises with long-term objectives which creates a flexible employee group that stays dedicated to fulfil upcoming business requirements. Retaining capable HR professionals can anticipate skill deficits with workforce analytic tools to identify engagement patterns which enables them to shape organisational transformations. At Google the People Operations team applies worker feedback along with data analytics to enhance decisions such as flexible work rules and leadership training through their data-driven approach (Verduyn, 2024). The activities differ significantly from traditional administrative work that used to define this field. The conventional people practice professionals operations was distinct and was being informed by need for organisation leverage on competitive advantage and dominating their market. The contemporary approach is nevertheless strategic and informed by career development of the employees for success in their operations.

Separating people management from administrative duties completely would damage the fundamental practises needed to build effective HR performance. Administrative systems that maintain precise records and fulfil employment law requirements together with accurate payroll systems operate at a level higher than ‘low-level’. These duties create the basis for employee satisfaction……..

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