Introduction to People Management

This report provides an introduction to people management, discussing its importance and practices. It explores the contemporary issues faced by line managers in people management, such as compensation and training. The report also highlights the skills and behaviors needed to be an effective people manager and how HR processes support performance management. Recommendations are provided for improving people management practices.

INTRODUCTION TO PEOPLE
MANAGEMENT

Executive Summary
People management is consisted with set of practices which encompass the end to end
processes of talent acquisition, talent optimization and talent maximization. This very
important and effective strategy to manage people at workplace by making efforts to get
knowledge about employees, treat employees as individual and provide great opportunity to
work. The report will analyse contemporary issues of line management faces at the of people
management through compensation and training and development. There will be included
some important skills and knowledge which are beneficial for people managers. This will
also underpin and support management at the time of effective performance management in
an effective manner. At the end of report will highlight the same recommendations for line
management and people management.

TABLE OF CONTENTS
Executive Summary......................................................................................................................2
INTRODUCTION .....................................................................................................................4
Contemporary Issues line management faces when it comes to People Management. ...4
Knowledge Skills and Behaviours needed to be an effective people manager.................5
HR process underpin and support management when it comes to effective performance
management......................................................................................................................7
RECOMMENDATIONS...........................................................................................................8
CONCLUSION .........9
REFERENCES.........................................................................................................................10

INTRODUCTION
Human resource is the department which plays an important role within the business.
This is responsible for all things which relate to co-workers at the business place. This
creates an effective This department is completely responsible for recruiting, selecting,
vetting, hiring, training and nonbreeding people and firing employees as well as independent
contractors at the workplace. People management is defied as the set of practices which
encompass the end to end process of talent acquisition and optimization. This is very
important ad effective for the organization because with the help of this company able to
maintain eligibility of employees and select the best candidate for achieving goals and
objectives of company in an effective manner. The present report will be based on the people
management at organization by taking some examples of company like Arcadia group. The
will go to discuss on contemporary issues faces line management at the time of people
management. This will also discuss knowledge, skill and behaviour are needed to be an
effective people manager. At the end of the report, reflected that the HR processes underpin
and support management at the time of effective performance management. All those discuss
must be based on different examples which will helpful for managing people and
understanding things in effective manner.
Contemporary Issues line management faces when it comes to People Management.
There are various issue which will face by line manager of company at the time of
people management at the workplace (Sparrow, Cooper and Hird, 2016). There are taking
some example and issues which are described are as follows:
Compensation:
The Compensation is very important and effective part of the company. In this
company pay to their employees against of their hard work. There are various factors which
are related to compensation and create issue for line manager at the of people management.
This includes some issues like years of experience and education level, industry, supply and
demand, in-demand skills, lack of skills and talent management (Baruch and Gregoriou,
2017). Most of the time compensation affects when years of experience are lower and
education is lower than well. In this liner manager of take payment decision as per the work
performance and experience of work. In this, act company take a decision and line
management face issues at the time of people management. Lack of year experience is

creating issues for line management because this can create employee retention at the
workplace when employees have an idea about other compensation charges. For example:
Line manager of The Arcadia group decides compensations as per year experience, then
management face issue when people management. Like one employee have one year
experience and second one have 1.5 years experience, then salary increases depending upon
experience. As per the Equity Theory is should take comparison between both of them. This
can create issues for line management to manage employees because all those share details
for each other.
Training and Development:
Training and development is other important aspects which are helping to employees
for increase their knowledge and skills at the workplace. In these employees can handle work
load easily when employer organized great training and development session. There are
various challenges which will be faced by line management like dealing with changes,
developing leaders, engaging learners, delivering consistent training, improving learning
effectiveness. Reinforcement theory emphasizes the people are motivated to perform or for
avoiding the behaviour because of the past outcomes have resulted from this behaviour
(Types of Learning Theories in Training and Development, 2019). Line management of
Sainsbury organizes training and development session for all employees will be helpful for
managing employees and their skill and knowledge at workplace in an effective manner.
With the help of training and development process liner manager able to grow up, their
employees for increase performance at the workplace. For example: Liner manager of
Sainsbury needs to use reinforcement theory for giving positive reinforcement. This helps to
change strength a behaviour of employees. The main challenges which are faced by liner
management, which is dealing with changes at the workplace. This creates an issue because
there are various changes which are happened at the workplace. In this management have
need to organize proper training session for employees for handling changes in effective
manner.
Those are the issue which is faced by management at the time of people management
in training and development programmes and making compensation program at the
workplace (Tripathy, 2018). The theories are helpful for manage work in a proper manner
and understand the terms and conditions in effective manner.

Knowledge Skills and Behaviours needed to be an effective people manager.
There are various kinds of skills and behaviour which are required to be an effective
people manager (Schweyer, 2018). This creates more effectiveness for business and
companies. This can create more effectiveness for managing to work in a better manner. In
respect of that here is mention some skills and behaviour which are required for people
manager are as follows:
Good communication:
Good communication is important for perfect line managers. It is very important for
understand work in a better manner. With the help of this line management is able to convey
their messages to each and every person at workplace. People manager of ASDA needs to
make complete focus on their communication skills, because that is important and effective
for management and its process (Hoffman and Tadelis, 2018). One to One theory of
communication is the best theory of communication which is helping to convey messages to
each and every employee of the company. This creates various advantages for people
managers like time for the individual and the individual has the opportunity to voice clear
opinions without the influences of others. One to One theory is effective for people manager
of ASDA.
Decision Making Skills:
Decision making skill is another important skill for people management because
through that they can take better decisions for company growth in an effective manner. This
is an interdisciplinary approach to arrive at the decision that are the most advantages given an
uncertain environment. People manager of Tesco need take better decision in the workplace
in any situation and people manager should have this skill. Understanding decision-making
theory is the best decision-making theory which is brought together psychology, philosophy
and mathematics for analysing the decision-making process in effective manner (Decision
Theory, 2019). This is closely related to the game theory and is studied within the context of
understanding all the activities as well as decision underpinning activities such as evolution
and marketing. This creates more effectiveness for the business to take better decision for
people manager. For example: two employees done same performance at workplace, in this
people manager of Tesco need to take fair decision at workplace in effective manner. For that
manager take help of understanding decision theory.
Leadership:

Leadership is another important aspect which has by people manager for proper
growth of the company. Leadership refers to the ability of an individual or an organization to
guide individuals, teams and organization towards the fulfilment of goals and objectives.
People manager of Aldi needs to have leadership qualities in effective manner which is
helping to them for understanding leaders quality in better manner. With the help of the best
leadership quality manager can easily understand employee and their problems at workplace.
Situational theory of leadership style implies with leadership depend on the situation at
workplace (Knies and Leisink, 2018). In this, leaders should always correspond their
leadership to their respective situation by assessing the certain variables like type of work,
nature of followers and many more. For example: company face employee retention at
workplace in that management need to take decision as per situation by using situational
theory of leadership. People manager need to motivate employees at workplace in effective
manner.
Those are the important and effective skills and knowledge which are required to
people manager for understanding employees in better manner.
HR process underpin and support management when it comes to effective performance
management.
Performance management is a very important part of the company where employer
required to analyse the performance of all the employees for managing performance at the
workplace. This creates more effectiveness because through that employer have idea about
employee performance and take decisions as per that. It is the corporate management tool
which helps to manage in order to monitor and evaluate employee work in effective manner.
This has aimed to create a better environment where people are able to perform to the best of
their abilities to produce the highest quality of work most efficiently and effectively (Knies,
Leisink and Van De Schoot, 2020). For that here is taking some good examples of
performance management review and 360 degree appraisal model. Both are helpful for
analysis complete performance of employees at workplace in effective manner. A Description
of both are as follows:
Performance Management Review:
A performance review is a formal assessment in which manager evaluates an
employee work performance and identifies strength and weaknesses, offers feedback and sets
the future goals for future performance. This is also called as a performance appraisal or
performance evaluation. Performance management review makes effective values of

employees towards work. In this employer can easily track the performance of employees and
give reviews about their performance in effective manner (Leroy and Den Hartog, 2018).
Manager of company need to analyse performance of employee for improving performance
of employee in better manner because through that employer can easily improve performance
by knowing lack of skills and performance work.
360 Degree Appraisal:
A 360 degree feedback is the process through that feedback from an employee
subordinate, colleagues and supervisor. In this process performance of employee will be
analysed based on opinions which are collected from seniors, colleagues, line manager and
partners. This helps to employer to analyse performance of employee in effective manner.
This model is helpful for managing to analyse effective performance. This creates various
advantages for employees like increase self awareness, balanced view, leverage strength,
uncover blind spots and the development of skills in effective manner. Those are benefits
which will be highly effective for business (Liao and Ai Lin Teo, 2018). With the help of
this, management have benefited to promote their employee by increasing their self
awareness in effective manner. In this management get feedback from their employees about
employee work at the place.
Those are the HR process which are underpinning the liner manager at the time of
effective performance of employees. With the help of these, employees are able to improve
their performance at workplace by achieving goals and objectives of company. This is an
important part of company to analyse employee performance.
RECOMMENDATIONS
The above study based on those practices which are important for employers and liner
manager of company. Liner management faced various issues at the time of people
management. That issue related to training and development as well as compensation system.
For that management should be organized training and development by using reinforcement
theory and information processing theory (Martin and Siebert, 2016). Under information
processing theory an employer can provide complete brief about work which is helpful for
employees to understand the work. In the compensation management need to used fair and
performance based compensation process. There are various skill, behaviours and knowledge
in that people manager to have perfection helpful for the manager to face employee and
understand them easily. Here is recommended for manager to improve their communications,

leadership quality, decision-making skills and many more will be help to manager for
performing better. Here is recommended to manager for analyse performance of employee by
using performance management review and 360 Degree performance appraisals.
CONCLUSION
From the above study it had been concluded that the people management has been
effective and valuable part of company. The report, based on the people management and its
work task. Liner management has been faced various issues at the time of people
management, which have been related to compensation and training and development process
of work task. In that management need to provide the best training and development to
employee for manage performance. Good communication skill, decision-making skills and
leadership qualities have important for a people manager to perform well at workplace in an
effective manner. This has been creates more effectiveness for business to manage employee
performance by using the performance management review and 360 degree performance
analysis. Those help to analysis company performance of employee in order to achieve goals
and objectives of company in effective manner.

REFERENCES
Books and journals
Baruch, Y. and Gregoriou, A., 2017. The impact of people management: Employees’
satisfaction role in predicting financial performance. In Academy of Management
Proceedings (Vol. 2017, No. 1, p. 10557). Briarcliff Manor, NY 10510: Academy of
Management.
Hoffman, M. and Tadelis, S., 2018. People management skills, employee attrition, and
manager rewards: An empirical analysis (No. w24360). National Bureau of
Economic Research.
Knies, E. and Leisink, P., 2018. People management in the public sector. In HRM in mission
driven organizations (pp. 15-46). Palgrave Macmillan, Cham.
Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and
testing a measurement scale. The International Journal of Human Resource
Management, 31(6), pp.705-737.
Leroy, H. and Den Hartog, D., 2018. Managing people in organizations: Integrating the study
of HRM and leadership.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management
in BIM implementation in building projects. Journal of management in engineering.
34(3). p.04018008.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Schweyer, A., 2018. Predictive analytics and artificial intelligence in people management.
Incentive Research Foundation.
Sparrow, P., Cooper, C. and Hird, M., 2016. Do we need HR?: repositioning people
management for success. Springer.
Tripathy, M., 2018. Inducing people management skills in order to achieve organisational
excellence. International Journal of Communication Research. 8(3). pp.224-229.
ONLINE
Decision Theory. 2019. [Online]. Available through:
<https://www.investopedia.com/terms/d/decision-theory.asp>
Types of Learning Theories in Training and Development. 2019. [Online]. Available through:
<https://mainuddinbd.com/types-of-learning-theories-in-training-and-development/>