Are UK organisations getting better at managing their people

This report discusses the contemporary problems faced by line management in people management, such as employee relations, training and development, and adapting to innovation. It also explores the skills, behaviors, and knowledge required to be a better people manager, including decision-making, problem-solving, team-building, and motivating skills. Additionally, it examines the HR processes that underpin and support better performance management, such as performance management reviews and 360-degree appraisals.

Are UK organisations getting better at managing
their people

Table of Contents
HEADING 1: INTRODUCTION....................................................................................................3
HEADING 2: CONTEMPORARY PROBLEMS ARE FACED THROUGH LINE
MANAGEMENT WHEN THIS COMES TO THE PEOPLE MANAGEMENT .........................3
HEADING 3: SKILLS, BEHAVIOURS AND KNOWLEDGE REQUIRED TO BE THE
BETTER PEOPLE MANAGER......................................................................................................4
HEADING 4: WHAT PROCESS OF HUMAN RESOURCE IS UNDERPIN AND ALSO
SUPPORT THE MANAGEMENT WHEN THIS COMES TO THE BETTER PERFORMANCE
MANAGEMENT ......................................................................................................................6
HEADING 5: RECOMMENDATIONS..........................................................................................7
HEADING 6: CONCLUSION........................................................................................................7
REFERENCES................................................................................................................................8

HEADING 1: INTRODUCTION
Human resource is set of people which make up workforce of company or a sector. This
is division of business that is mainly charged with searching, hiring, training and also
administrating the employee benefit programs. Human resource plays necessary role in helping
the firm to deal with fast charging business environment and more demand for the quality staff
members. The main aim of the human resource is to enhance the performance of employees and
also productivity of business. People management is process of training, motivating and also
directing the staff members to enhance workplace productivity and also promote the professional
development. The workplace leaders like managers use the people management to be oversee the
workflow and also enhance the employee performance each day (Adjei Boakye and et. al., 2018).
Better leader should strive to be make improvement in the skills to become better manager.
Managing the people needs abilities to be related to various kind of the capabilities and the
personalities to showing the strong leadership skills. The better manager require to have the
effective understanding of the employment training, legislation and also the motivation
technique.
HEADING 2: CONTEMPORARY PROBLEMS ARE FACED THROUGH
LINE MANAGEMENT WHEN THIS COMES TO THE PEOPLE
MANAGEMENT
The contemporary issue is explained as an issue that mainly impacting people. It is way
of thinking that requires to be address the complexities which mainly emerge. They have arisen
as result of the past, present and the practices (Adlhoch and et. al., 2016). There are some of the
contemporary issues faced through the line management when this comes to the people
management mention below:
Adapting to Innovation- In this present time, technology is changing on the constant
basis. The business should be quick to be change or the risk bearing port in the dust through
rivals. In context to the Unilever company, innovation developed the new goods that the
consumers love. The main challenge of Unilever business is to getting the staff members to be
embrace innovation and also learn about the new technology (Alexander and et. al., 2020). To
overcome from this, it is necessary to be assure to the team to understand when, why and how.

To develop the broad objective for proceeding of the initiatory and also give staff members with
training they mainly require to get the comfortable with this.
Employee relation- It is explained as efforts to be manage the relationship among the
staff members and managers. Company with the better employee relationship programs permits
the consistent and fair treatment to all staff members so they can able to committed towards their
job and also loyal to firm. It is explained as effort to develop and also maintain positive
relationship with staff members. Communication is the key factor to making the relationship
among managers and employees better. If the relationship will not be good then this develops the
negative impact on employees performance and they can leave the organisation. It can arise the
conflict at workplace and from this reason the employees and organisation performance can be
minimized. The COVID-19 has enhanced potential conflict in company and also presents the
challenge in the employee relations (Alramadan and et. al., 2018). The organisations in UK are
to be under extreme pressure provides stringent the safety needs and health. The main focus of
Unilever company is to improving the employee relation that helps in reduce the insecurity of
job from employees. This will help in develop the positive workplace environment in an
organisation.
Training and development- It is defined as the promotional activities in business that
developed to increase skills and knowledge of staff members while giving the instruction or
information to better the particular tasks. To make investment in the training and development of
low level of staff members is the common HR issue (Bal and et. al., 2016). Unilever company
have the trouble to searching resources to do so. Staff members on front lines are hard employees
and also may not have the time to take the training course. In order to overcome from this,
training and development does not have the more money and time. The senior leadership and
recruit managers in mentoring subordinate staff members. The Unilever can provide the online
training courses so that people can be go at own gait.
HEADING 3: SKILLS, BEHAVIOURS AND KNOWLEDGE REQUIRED
TO BE THE BETTER PEOPLE MANAGER
The knowledge, skills and behaviour are the main assessment method. They mainly
represent core attributes apprentice should have to be more competent in occupation that are
mainly working in. It is necessary that people manager should have the effective, knowledge,
skills and the behaviours to deal with the staff members at workplace in an effective manner

(Bratton and Gold, 2017). Thee ate some knowledge, skills and behaviours needed to be an
effective people manager mention below:
Decision making skills- It is one of the main skill at workplace and necessary for the
manager. It is necessary skill for better leadership and management. It is necessary skill for the
better management. Some of the people are not suited to the people manager role due to lack of
the ability for making the better decisions. The people manager of Unilever company take the
right decision about conducting the business effectively and also take the fair or clear decision in
fair of the employees and company. This helps in develop the positive impact on employees
performance and also productivity of an organisation effectively and efficiently (Cai and et. al.,
2017).
Problem solving- It includes using the ad hoc or the generic methods in orderly manner
to search solutions to issues. This skill help to the people manager to identify why is issue
happening and also find out the ways to resolve them effectively. This is key skill that the
managers mainly seek in the job applicants for an instance staff members with all these skills are
tend to self- reliant. This skill needs to determining underlying issues and also executing
solution. Unilever company mainly reply on the people which can be assess different conditions
and the identify solutions. This would be better to have ability to solve the issues on timely basis
without the complexities as there is not the way in which all the issues can be easily resolved
(Captieux and et. al., 2018).
Team building skill- It is knowing how to assist the people work as cohesive group
where all the employees feel to be invested in direction and also accomplishments of team. All
the members have better input for developing the objectives and also explaining steps to be reach
at those objectives. It is necessary to have the better team building skill as this helps in
developing the relationship among the people better and effective. Employees working in a team
effectively helps in developing positive working environment. If helping to unite team, it is
necessary for people manager to have the strong communication skills. Using the verbal and
written communication skill help in define firm objectives, resolve the conflicts and also delegate
the tasks among members. This is necessary that company is able to express the ideas in such a
way that the others can be understand (Elliott and et. al., 2016).
Motivating- This is necessary for enhance the morale of employees to work effectively
and attaining the set objectives. Motivation is helpful in provide the reason to employees to

sustain at workplace for longer period of time. Finding the ways to enhance motivation is
necessary because this permits to change the behaviour, creative, make plans and also enhance
the engagement. To motivate the employees, manager of Unilever company motivate the
employees by providing them the monetary benefits and also appreciate their performance level
(Giamberardino and et. al., 2017).
HEADING 4: WHAT PROCESS OF HUMAN RESOURCE IS UNDERPIN
AND ALSO SUPPORT THE MANAGEMENT WHEN THIS COMES
TO THE BETTER PERFORMANCE MANAGEMENT
Performance management is business management tool that assist the manager to be
monitor and also examine the work of staff members. Its main objective is to develop
environment where the people can be perform best of abilities to develop high quality work
effectively and efficiently. The performance management mainly focus on assuring set of
activities that meets objectives of company. COVID-19 has more than the significant impact on
financial market and the business performance also. It broke on global map in starting of year
that continues to main concern and also game changer (Hetrick and et. al., 2018).
Performance Management Review- It is formal assessment in which manager mainly
evaluated work performance of employees, determine strengths and weakness, provide the
feedback and also set objectives for the future performance. The performance review is helpful
in provide the feedback to employees regarding their performance level. They can be tailored to
the particular business related behaviours and objectives. These bring the advantages to
company, staff and managers like efficiency, improved reputation, developed staff and also make
improvement in management skills. COVID-19 has been thrown the performance management
system into the chaos and also reactions have been mainly telling. In context to UK organisation,
many of the people are working from the home because of ongoing pandemic COVID-19. This
has impacted personal and the professional lives, which has been less to the burnout and stress.
In regards to this, it is necessary for company and the managers to keep workforce engaged and
productive also (Jansen and et. al., 2017).
360 Degree Appraisal- This is process by which the feedback from subordinates of
employees, supervisors and colleagues is collected. Firms are mainly focused on the employee
development to use 360 degree tool in order to assess the performance as well as potential staff

that enable staff member to map career path on the basis of feedback. Unilever company 360
degree feedback regarding employee before taking main reason about career professionals.
Results come out from the 360 degree feedback are used through company that receiving
feedback to be plan the training and development. The results are mainly used through company
in making the administrative decisions for an instance promotion or pay (McGrattan and et. al.,
2017).
HEADING 5: RECOMMENDATIONS
It has been recommend that HR manager should provide the training to employees so that
their skills and core competencies can be enhanced to do the work effectively. Firm should use
the effective ways to motivating the employees for sustain them for longer time period. Unilever
company should appreciate the performance of employees and include them in process of
decision making so that they can be feel that they are the part of company. Communication is
one of the most important part. Developing the positive communication helps in building
positive communication among the employer and employee.
HEADING 6: CONCLUSION
It has been concluded from the above mention report that main role of the human
resource is to hiring the talented employees, provide them them the training and also sustain
them at workplace for longer time period. Managing people at workplace helps in providing the
better benefits and also enhance the organisational performance. In this report studied about the
Contemporary Issues face line management faces when it comes to People Management such as
Employee Relation, training and development and Adapting to Innovation. There has been
discussion about the different skills, knowledge and the behaviour that the people manager
should have for an instance Decision making skills, Problem solving, Team building skill and the
Motivating. The Performance Management Review and 360 Degree Appraisal are the effective
HR process that mainly underpin and support management when this comes to the better
performance management.

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