Lecturer: Dang Truong Thanh Nhan, PhD

INTRODUCTION
➢ People and Performance is a field of study and practice that focuses on understanding and optimizing
the relationship between individuals (people) and their contributions (performance) within organizations.
It examines how human factors—such as motivation, skills, behavior, and interpersonal dynamics—
affect the ability of organizations to achieve their goals and maintain competitiveness.
➢ Key Aspects of People and Performance:
○ Human Behavior in the Workplace
○ Performance Management
○ Motivation and Engagement
○ Leadership and Management
○ Organizational Culture and Environment
○ Strategic Human Resource Management (HRM)
OBJECTIVE
⮚ Identify the importance of effective people
management in relation to organisational
performance and employee wellbeing
⮚ Identify and explain people development tools and
techniques to improve organisational performance
⮚ Appraise the importance of external factors on
managing people
⮚ Reflect upon different People Management practices
to meet current employment needs
 CONTENT

⮚ Chapter 1: Introduction to the principles and practices of People Management

⮚ Chapter 2: People Management and the external environment
⮚ Chapter 3: Recruitment and Selection
⮚ Chapter 4: Training, Learning and Development
⮚ Chapter 5: Employee Motivation
⮚ Chapter 6: Managing Performance and Reward
⮚ Chapter 7: Coaching and Mentoring
⮚ Chapter 8: Managing the Psychological contract
⮚ Chapter 9: The links between People and Performance
⮚ Chapter 10: Equality and Diversity in the workplace and legal implications
⮚ Chapter 11: Talent Management
 This module will be delivered using a blended learning
approach:
⮚ Face-to-face sessions or Online lectures
TEACHING ⮚ Discussion groups
METHODS ⮚ Self-study
 ASSESSMENT METHODS

No. Assessment Method Description Learning Weighting

Outcomes (%)

001 Participation Attendance checking 1, 2, 3 10%

002 Assignments Written exercises 1, 2,3,4 20%

003 Midterm Exam Written test 1, 2,3,4 20%

004 Final Exam Written test 1, 2,3,4 50%

DOCUMENTS

Textbook
⮚ Valentine, S. R., Meglich, P., Mathis, R. L., & Jackson, J. H. (2023). Human Resource
Management (16th edition). Cengage Learning

References
⮚ Martocchio, J. J. (2019). Human Resource Management (15th Edition) LOOSELEAF
EDITION. Pearson Inc.
⮚ Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
 CHAPTER 1

PEOPLE & PERFORMANCE

Introduction to the principles and practices of People Management

OBJECTIVES
 CONTENT
1.1. The Foundations of People Management

1.2. Core Principles of People Management

1.3. Practices of People Management

1.4. Key Challenges in People Management

1.5. Best Practices and Case Studies

1.6. The Role of People Managers

1.7. Emerging Trends in People Management

A

Introduction to the principles and practices of People Management

1.1. The Foundations of People Management

People management is the strategic and

systematic process of recruiting, managing,
and developing individuals to optimize
their contributions toward organizational
goals. It involves understanding employee
needs, motivating them, and aligning their
efforts with the organization's objectives.
Introduction to the principles and practices of People Management

1.1. The Foundations of People Management

The Key Elements:
● Human Resources (HR) as the Backbone
○ HR policies provide the structure for people management.
○ Covers recruitment, onboarding, training, and development.
● Psychological Understanding
○ Awareness of individual differences, motivations, and behaviors.
○ Importance of emotional intelligence (EQ).
● Organizational Culture
○ Establishing a culture of respect, inclusion, and collaboration.
○ Promoting shared values and mission alignment.
Introduction to the principles and practices of People Management

1.2. Core Principles of People Management

Effective Communication:
○ Fostering transparency through clear and open communication.
○ Active listening to understand employee perspectives.
Empathy and Emotional Intelligence:
○ Building strong interpersonal relationships.
○ Managing conflicts with fairness and understanding.
Fairness and Equity:
○ Ensuring unbiased treatment and equitable opportunities for all employees.
○ Creating transparent processes for promotions and appraisals.
Introduction to the principles and practices of People Management

1.2. Core Principles of People Management

Goal Alignment:
○ Establishing clear objectives linked to organizational goals.
○ Using SMART criteria for goal setting.
Continuous Development:
○ Encouraging lifelong learning and professional growth.
○ Offering access to training, mentorship, and career progression paths.
Introduction to the principles and practices of People Management

1.3. Practices of People Management

⮚Recruitment and Selection

⮚Onboarding and Training
⮚Performance Management
⮚Employee Engagement
⮚Conflict Resolution
⮚Reward and Recognition Systems
Introduction to the principles and practices of People Management

Recruitment and Selection

• Implementing structured
hiring processes.
• Using psychometric tests and
behavioral interviews to
select the best candidates.
Introduction to the principles and practices of People Management

Onboarding and Training:

• Designing comprehensive
onboarding programs to
integrate new hires
effectively.
• Providing role-specific and
soft skills training.
Introduction to the principles and practices of People Management

Performance Management
• Regular performance
reviews and constructive
feedback.
• Using tools like OKRs
(Objectives and Key
Results) and KPIs.
Introduction to the principles and practices of People Management

Employee Engagement:
• Conducting regular
surveys to gauge
satisfaction and
engagement levels.
• Organizing team-building
exercises and recognition
programs.
Introduction to the principles and practices of People Management

Conflict Resolution
• Addressing disputes
quickly and
impartially.
• Offering training in
mediation and
problem-solving
techniques.
Introduction to the principles and practices of People Management

Reward and Recognition Systems

• Developing systems to recognize
employee contributions fairly.
• Linking rewards to performance
and innovation.
Introduction to the principles and practices of People Management

1.4. Key Challenges in People Management

○ Managing Diversity:
● Embracing cultural, generational, and cognitive diversity.
● Ensuring inclusivity in policies and practices.
Introduction to the principles and practices of People Management

1.4. Key Challenges in People Management

○ Remote Work and Hybrid Teams:
● Maintaining engagement and productivity in remote settings.
● Using technology to bridge communication gaps.
Introduction to the principles and practices of People Management

1.4. Key Challenges in People Management

○ Underperformance and Turnover:
● Addressing performance issues constructively.
● Building retention strategies based on employee needs.
Introduction to the principles and practices of People Management

1.4. Key Challenges in People Management

○ Technological Advancements:
● Adapting to HR tech like AI for recruitment and performance analysis.
● Balancing automation with the human touch.
Introduction to the principles and practices of People Management

1.4. Key Challenges in People Management

○ Burnout and Well-being:
● Promoting mental health awareness and support programs.
● Encouraging a healthy work-life balance.
Introduction to the principles and practices of People Management

1.5. Best Practices and Case Studies

Employee
Empowerment

Best
Practices

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Introduction to the principles and practices of People Management

Case Studies
Introduction to the principles and practices of People Management

Case Studies
Introduction to the principles and practices of People Management

Case Studies
 Introduction to the principles and practices of People
Management
1.6. The Role of People Managers
○ Responsibilities:
● Setting clear expectations and objectives for teams.
● Monitoring and evaluating individual and team performance.
● Acting as a liaison between employees and upper management.
○ Skills Required:
● Leadership and motivation.
● Emotional intelligence and adaptability.
● Conflict resolution and decision-making.
○ Impact on the Organization:
● People managers drive engagement, reduce turnover, and build a high-
performance culture.
● Foster alignment between employee satisfaction and business success.
Introduction to the principles and practices of People Management
Introduction to the principles and practices of People Management
Introduction to the principles and practices of People Management
Introduction to the principles and practices of People Management

1.7. Emerging Trends in People Management

○ HR Analytics and AI:
● Leveraging data to predict workforce trends and improve decision-
making.
● Automating repetitive HR tasks for efficiency.
○ Focus on Employee Experience:
● Prioritizing holistic experiences, from recruitment to exit.
● Enhancing engagement through personalization.
○ Sustainability and Ethics:
● Incorporating environmental, social, and governance (ESG) principles
into people management.
● Fostering a socially responsible workplace.
Introduction to the principles and practices of People Management
Introduction to the principles and practices of People Management
Introduction to the principles and practices of People Management

1.7. Emerging Trends in People Management

○ Upskilling and Reskilling:
● Preparing employees for evolving roles due to technological
advancements.
● Emphasizing lifelong learning and adaptability.
○ Workplace Well-being:
● Holistic well-being programs focusing on physical, mental, and
financial health.
● Establishing supportive and inclusive environments for employees.
Introduction to the principles and practices of People Management

1.7. Emerging Trends in People Management

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