Internal And External Factors Of People Management

People management, Personnel management and Human Resource management all go in one heading. People management is said to be the responsibility of all managers and supervisors who manage people. This is concerned with people at work and with their relationships with the business. The main aim of this management is to achieve successful justice and efficiency for the business. It also brings the members of the enterprise to develop an effective organization. (IPM, 1963)

There are two factors under people management: Internal and External factors. Both of these factors contribute on what should be taken into account when managing people within organizations.

Working hours and condition

Working hours refers to the average amount of hours worked

In the article ‘Unpaid overtime in the Netherlands: forward or backward looking incentives?’ they tested whether forward-looking incentives or backward-looking incentives are the cause of Dutch workers to be motivated to work for unpaid overtime. Forward incentives involves workers obtaining bonuses and promotions which provides motivation whereas backward incentives is when employees are motivated due to their satisfaction and happiness with their job and with the fair treatment of their managers. According to the results, it is evident that employees support the thesis of backward-looking incentives.

This states that as long as the workers of the Netherlands are in good working condition, they are willing to work more hours, even if it is unpaid.

Performance Management

Performance management is defined as “a process for establishing a shared understanding about what is to be achieved, and how it is to be achieved; an approach to managing people which increases the probability of achieving job-related success” (Weiss and Hartle 1997).

In the Netherlands, there is a mandatory performance assessment within majority of the workers. This also takes the form of a meeting every six months. The criteria included in this assessment are the activities, outputs and improvement of competencies and the results are important for the improvement and remuneration of the

This is how delegates learn the duties of a specific job. As soon as they are capable of accomplishing every task, they will be able to contribute to the success of the workplace. In the Netherlands, some individuals undergo initial training when entering civil service in the Netherlands. Other than that, employees would normally receive an average of 3 to 5 days of training annually.

Work-life Balance

The amount of time a person spends time at work is an important aspect of work-life balance as it can affect a person’s health. Indeed, creating balance between work and life is a challenge for majority of workers. As regarding work-life balance, Dutch families are doing very well since mothers take dual roles. Most women tend to work on part-time basis that results to a more free time for family commitments compared to men who mostly work