Contemporary Issues in Line Management and HR Process in Morrison

This report evaluates the contemporary challenges faced by line management in employee management and the knowledge, skills, and behaviors needed for effective people management. It also discusses the HR process that underpins performance management in Morrison.

Individual research

Table of Contents
INTRODUCTION...........................................................................................................................3
1. Line management faced some contemporary issues in managing employee.........................3
2. Knowledge, skills and behaviours are needed for being an effective people manager...........5
3. HR process underpin the performance management of people at work..................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management refers to strategic formulation to impressive administration of
employee in organization in such way that help business in gaining competitive advantage. It is
developed to design the people performance in service of an employer important goals or
objective (Covey,2020). Morrisons is the largest chain of supermarket which was founded by
William Morrisons. It includes products like groceries, food, bakery, baby products, beauty
products and many more. This report evaluate about contemporary challenges faced by line
management in employee managing and knowledge, skills and behaviour are to be needed in
effective people manager. Also determine the HR process and support management in effectively
performance management.
1. Line management faced some contemporary issues in managing employee
Line management refers to employee who are direct concern in production of delivery goods and
services as this management represent the lowest level at organization. Some theory which of
management that helps in running business:
System management theory- These theories had alternative approaches in planning and
management of organization. Main purpose in business that consists of multiple components,
human resource which can work for long term function (Kowalski and Loretto, 2017). The
success of Morrisons depends on many elements including mutualist, various relation with other
organization. Employee is one of most important part of organization which helps them in
achieve the goals or objective. Behind the success of organization there can various elements like
different department, teams and enterprise units. Generally managers of company had to
determine events and objective which can be the best management approaches. In this they can
work on various programmes by collecting all information rather than separated units.
Contingency management theory- The main concept of these theories can be no management
approaches that cause on organization. There are many several factors that affect internal and
external function of management. Theory identified some three variables that have impact on
Morrisons structure such as employee developed skills in technology, the size and scope of
organization and different style of leadership. In company this theory maintain where tasks are
been read out in detailed, line management influenced over the people to those in organization

who do not read out the tasks. Leaders should build up good relationship with their employees
and motivate them for completion of goals and objective.
Some of contemporary issue which are faced by line management-
Encouraging productivity:- In Morrisons organization, line management have to make sure that
team is bearing and performing their best (Townsend and Hutchinson, 2017). This can be
contemporary issues because some members have various needs and work in assorted ways as
some people being given specific instructions, and they follow some other rules. Hence, it is duty
of line management to create good environment and also try to find out the best work and adjust
them accordingly. For example, they can take short meeting with employee in immediate tasks
among employee that will help people to focuses on their day to day activity.
Understanding team members- When leader start managing new employee it takes some to
understand their employee with their unique skills, personality, goals and strategic for being in
organizations. The more leader get to know their employee they can easily lead the and guide
them. Line management can set up meeting for understanding and spent some time with them,
this consecrates quality time it will help them in developing better relationship, learn about their
individual and professional ambition, so that manager can easily merger with their nature. If they
do not understand their people management it can create conflict in organization.
Time management- Poor time management can lead to make difficult for completion of tasks
and create some uncertainty among their managers and people management in Morrisons for
project (Tyskbo, 2020). If employee do not complete their task on time or do not follow time
management many contemporary issue will be created among their work.
lack of proper communication- Due to having lack of communication between manager and
employee that will cause bad impact in organization. It may also lead to have down morale and
unproductive communication may also create misunderstanding, issues among their
understanding hierarchy, lack of trust, line management do not well-known to their employee
and unable to give them instructions. Having poor communication may increase competitive
productive in market. Manager also follow the communication to build up strong relationship
among their people management.

2. Knowledge, skills and behaviours are needed for being an effective people manager
Motivation and communication: people manager should know all the forms of communication
which include listen, verbal and written because manager have to communicate with their
subordinates and senior management. Managers should create such environment in which
employee will feel free to communicate with them. Managers of Morrison are always available
for their employees if they have any issues. This can facilitate healthy working environment.
People manager should encourage their employees to change their behaviour if require in the
task. Team spirit should be build to motivate team members (Zare, Tahmasebi and Yazdani,
2018).
Proper distribution of work: proper and equal distribution of work should be done by the
managers. All the work should not be assigned only to the goods performers only because they
will feel burden of work which will reduce their productivity and other employee will feel that
managers are not trusting on their skills because they are not assigned much work.
Giving credit and showing trust: people manager should give credit for the work which is done
by their subordinates. Company should appreciate the extra efforts which are put by the
employees. Giving employees credit will make them feel that they are valued by the organization
which will motivate them. Trusting employees is very essential. It is the key to success.
Company should trust on their workforce that if they had assigned any task they will properly
finish it because interference on every step of the task will frustrate them and effect their
productivity. If any employee want to take challenging projects then manager should guide and
support them and help them in risk.
Mentoring: managers should mentor their employees. They should assure that proper training is
given to the employees to brush their skills. Guidance is important at various steps because the
task is new to the employees, so they definitely needed help from their managers.
Interpersonal skills: management jobs is to bring and build up successful relationship among
their employee. This will help them to create respect and know more knowledge and skills about
the employee (Crawshaw, Budhwar and Davis, 2020). Manager have to know both team
members their personal and professional level aspects, as they can create social training or
activities that will be part of developing their efficient in understanding employee culture.

Good judgement skills: manager in Morrisons have good judgemental skills and good behaviour
with their people. For having good judgement they can motivate employee or encourage them for
work. They should listen and pass out some important information of organization. People
manager need to understand their employee values and ideas and creative with some tasks on
that basis they can judge their people and for completion of tasks.
Team building: People manager should know about team member and keep them interaction.
Higher Competition between team members can be healthy and productive, if one team members
goes ahead without helping other team members it will be likely to have conflicts. A good
manager can notice some conflicts among them, and they will attempt to correct the situation
through having decisions between team members and listening them (Nishii and Paluch,2018).
For extent great work, a successfully and healthy trust between people manager and team
members. If some time manager is unable to build up trust issue it is main responsibility for team
members to make proper communication and create mutual understanding between them.
Environment knowledge: Good people manager have to understand the process about how the
work is managed by employee and about their performance including their tasks. Here skills is
quite done not important for organization but in some cases the people manager and team
members do not work with maximum capacity and use all their potential capacity due to having
lack of understanding to each other.
3. HR process underpin the performance management of people at work
The main activity of HR is to regulate the performance management. They create such
environment and strategies where employees can give its best performance. Effective
performance management include leadership, teamwork, interpersonal relationship etc. some
strategies for performance management are:
Defining performance objectives and company goals: for doing the performance management
the HR of Morrison explain about the goals and objectives of the company to the employees.
Company make sure that there is no communication gap and their employees should not be
unclear about the goals. Goal tracking software can be used by the company, or they even send
an e-mail regarding the goals so that workers will have reference. This will build interpersonal
relationship between employees and managers (Zirar, Trusson and Choudhary, 2020).

Using performance management software: Morrison uses this software but now company
should update this software because updated software will save their more time, increase
employment engagement etc. good performance management software is very useful for the
organization which offers 360s and traditional reviews. It is employee friendly and facilitate
employee development. Software is very helpful for both the management and employees which
help them to run the company effectively.
Providing performance feedback: only communicating about the goals to the employees is not
essential while managers should check the performance of their employees and should also give
feedback. Good performance feedback will motivate the employees and increase their
productivity. Managers of Morrison guide employees that where is the scope for improvement.
Time to time performance feedback should be given. Feedbacks motivate employees to give their
best because at the end they will be appreciated for the good performance.
Using peer reviews: effective performance management can also be done by using peer reviews,
its other name is 360 degree review. This process is very useful because in this co-workers
appreciate their other co-workers by telling good things about their performance and also explain
about the areas where improvement is needed. This will help employees in building relations,
bridge communication gaps and guide them for the improvement. Company assures that HR is
their in this process so that peer reviews can go nicely (Nishii and Paluch, 2018).
Organize regular meetings for discussion: progress meeting should be done with the team to
know that how they are doing work and what efforts they are putting to reach towards company's
goals. Company can do this meeting once in a week or month. By doing this employee will get
feedback about their work and managers can also communicate with the employees about future
plans. Some objectives should be covered in the meeting like proper follow up on peer reviews,
discussing the areas on which teams should work (Cascio and Graham, 2016). If any employee is
working hard then rewarding him so that he can motivate, discussion about the future projects,
discussion about the revenue and marketing strategies etc. Morrison believes that meeting should
not hold frequently if employees are doing good and goals are achieved.
Recognition and primitive management: rewards and incentives practice should be
implemented in the company so that this can guarantee results because employee will get
attracted towards the rewards and get motivated to work hard to earn the rewards. This will end
up discrimination because employee will feel that it is fair, those who are working hard are

getting incentives. Rewards is the method to appreciate the efforts and performance of the
employee. Morrison has incentive scheme which they run timely which give employee the
chance to earn more and help the company to reach towards goals even faster.
CONCLUSION
From this report it can be concluded that line management face many issues in managing people
with the context of Morrison and explained by applying management theories. Assessment of
skills and behaviours are done which are required to be an effective people manager. Effective
managers are the key to success of every organization because they will motivate their
subordinates. Further HR process are evaluated which underpin the performance of people at
work. HR help employees to understand the goals and do proper communication with them by
providing timely feedback. They also evaluate and appreciate the performance of their
employees.

REFERENCES
Books and journals
Cascio, W.F. and Graham, B.Z., 2016. New strategic role for HR: Leading the employer-
branding process. Organization Management Journal.13(4). pp.182-192.
Covey, S.R., 2020. The 7 habits of highly effective people. Simon and Schuster.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management: Strategic
and international perspectives. SAGE Publications Limited.
Kowalski, T.H. and Loretto, W., 2017. Well-being and HRM in the changing workplace.
Nishii, L.H. and Paluch, R.M., 2018. Leaders as HR sensegivers: Four HR implementation
behaviors that create strong HR systems. Human Resource Management Review.28(3).
pp.319-323.
Samson, D., Donnet, T. and Daft, R.L., 2020. Management. Cengage AU.
Townsend, K. and Hutchinson, S., 2017. Line managers in industrial relations: Where are we
now and where to next?. Journal of Industrial Relations.59(2). pp.139-152.
Tyskbo, D., 2020. Line management involvement in performance appraisal work. Employee
Relations: The International Journal.
Zare, M.S., Tahmasebi, R. and Yazdani, H., 2018. Maturity assessment of HRM processes based
on HR process survey tool: a case study. Business Process Management Journal.
Zirar, A., Trusson, C. and Choudhary, A., 2020. Towards a high-performance HR bundle process
for lean service operations. International Journal of Quality & Reliability Management.
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