1. KRISTY G. DELA PEÑA
MPA 467(11342)
INTRODUCTION TO HUMAN RESOURCE
Narrative Report I
People management from a systems perspective is a strategy that considers the various relationships and
interdependencies inside an organization. It sees humans as essential elements of a broader system,
considering the organization's structure, processes, culture, and environment. This comprehensive
approach stresses systems thinking, transdisciplinary knowledge, alignment, adaptability, and stakeholder
focus.
People management, according to this viewpoint, entails comprehending the complex dynamics and
effects of decisions on the entire organizational structure. It emphasizes the integration of individual and
team goals with organizational goals, creating collaboration and synergy. Continuous feedback loops and
adaptability are crucial for system learning and improvement. Furthermore, this strategy understands the
necessity of considering various stakeholders and tries to provide value for all parties involved.
Organizations may efficiently manage people and improve overall performance by adopting a systems-
based approach.
The HR and Personnel department is accountable for dealing with diverse elements associated with the
organization's workforce. It oversees features inclusive of recruitment, onboarding, training, overall
performance control, repayment and benefits, worker relations, HR policies, and worker engagement. The
department performs a strategic position in attracting and keeping talent, making sure compliance with
hard work laws, and fostering a superb work environment. By dealing with those responsibilities, HR and
Personnel contribute to the powerful control and usage of the organization's human capital.
The HR and Personnel department serves as a vital support structure for the organization, focusing on
employee control and development. It encompasses a wide range of talents aimed at obtaining,
cultivating, and retaining expertise while conforming to legal requirements and promoting a productive
work culture. The department's activities enable the organization to build a professional and engaged
workforce that adds to the company's overall success.
The HR (Human Resources) structure and strategy inside an organization refer to the design and plan used
to properly control and optimize the personnel. Typical HR jobs and divisions include recruitment,
reimbursement and benefits, training and development, worker relations, and HR operations. The
strategy incorporates the HR function's overarching plan and goals, which are aligned with the
organization's shared wants and that specialize in areas such as expertise acquisition, worker
engagement, overall performance management, and organizational development. Companies may
ensure efficient use of human capital, market a high-quality work culture, and pressure overall business
performance by establishing a well-defined HR structure and approach.
The function of government withinside the employee’s surroundings refer to the impact and policies
imposed with the aid of using governing our bodies on employment practices and hard work relations.
Governments play an important function in shaping and implementing legal guidelines associated with
regions which include minimal wage, running hours, occupational fitness and safety, anti-discrimination
measures, and employment contracts. They set up prison frameworks to protect employees' rights, make
2. certain honest and equitable treatment, and sell secure and healthful work surroundings. Additionally,
governments may also offer guidance, support, and sources to beautify staff development, education
programs, and task placement initiatives. Overall, the government's function withinside the employee’s
surroundings are to shield worker well-being, hold hard work standards, and foster a balanced and
efficient relationship among employers and employees.
