MG411 People Management: Reflective Portfolio on Skills and Issues

This portfolio provides an overview of people management, emphasizing its role in training, motivating, and directing employees within an organization. It highlights current challenges faced by line managers, including decreased performance levels, lack of communication, understaffing, and poor teamwork, and offers recommendations for addressing these issues. The portfolio also reflects on the essential knowledge, skills, and behaviors required for effective people management, such as planning, decision-making, communication, problem-solving, emotional resilience, and fair treatment. Furthermore, it examines HR processes that underpin performance management, including appraisal processes and salary adjustments. The conclusion underscores the significance of people management in optimizing workplace productivity and promoting professional growth, with recommendations provided to enhance managerial effectiveness.

Introduction to People
Management
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Executive Summary
In the analysis of the report, the focus has been upon developing the understanding upon the
people management. People management can be referred to the process of providing training,
motivation as well as direction to the various employees of the organisation. It is basically a
subset of human resource management. The report has highlighted various issues that are being
faced by the managers in the present scenarios along with the recommendations in the latter
section. The report has highlighted a reflection upon the knowledge, skills and behaviours to be
an effective people manager along with a reflection upon the Human resource process to
underpin the performance management.
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Table of content
Table of Contents
Executive Summary ........................................................................................................................2
Introduction......................................................................................................................................4
Reflection on the current issues faced by the line managers in context of people management.....4
Reflection on the knowledge, skills and behaviours to be an effective people manager.................5
Reflection on HR processes which underpins the performance management.................................7
Conclusion.......................................................................................................................................7
Recommendations............................................................................................................................8
References........................................................................................................................................9
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Introduction
People management is a concept which can be referred as a subset of the function of
Human resource management. The concept of people management comprises of various human
resources activities that need to be performed under the head. People management can be
referred to the process of providing training, motivation as well as direction to the various
employees of the organisation. These functions are performed in order to optimise the
productivity of the work place that further promotes the growth in professional context. The
concept of people management is mostly applied by the workplace leaders which include the
team leaders, managers, department leaders, etc. in order to monitor the flow of work and further
boost or enhance the performance of the employees on the day to day basis. In order to manage
people, it is very important to understand people. This will help in grabbing awareness in regard
of what motivates people and how can they be more productive (Alameda-Pineda, Ricci and
Sebe, 2019) .
Reflection on the current issues faced by the line managers in context of
people management.
Issues are basically the hindrances that are faced by the line managers during the
accomplishment of organisational goals in the people management. In my perspective, there are
various issues of the present era that are faced by the line managers in an organisation in context
of people management. I have discussed below the various challenges that are faced by the
managers of an organisation (Mogaji, 2021).
 Decreased performance levels- I believe that the line managers tend to face issues in
context decreased performance levels. I have observed that there is a situation at times
where the employees may not feel productive. Hence, in my views it tends to have a huge
impact over the efficiency towards the achievement of the goals of the organisation.
 Lack of communication- In my views, the challenge of lack of communication can be
faced by the managers at the organisation. It is important for the organisations to face
effective communication in order to avoid the miscommunication on a periodic basis. I
believe that lack of communication can hinder the employees and the organisation from
achieving the goals in the long run ( Averina, Avdeeva and Perevalova, 2018).
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 Being understaffed- I believe that one issue that is very commonly faced by the managers
of the organisation is that they experience lack of staff at the organisation. In my views, it
is quite significant for the organisations to hire the right amount of people that possess
right skills at the right time for the right job.
 Poor team work- I believe that employees can lose focus in terms of collaborations and
this happens when employees tend to spend individually upon a specific tasks. Poor team
work is a challenge faced by the managers in an organisation as they are required to re
establish the team work and hence the managers are required to revisit the purpose of the
project (Buhalis, 2022).
Reflection on the knowledge, skills and behaviours to be an effective people
manager.
I believe that it is very important for the individuals to inherit various knowledge, skills as well
as behaviours in order to be an effective people manager. I have discussed various knowledge,
skills and behaviours in the section below (Krane, 2018).
Knowledge required for an effective people manager
I believe that an individual is required to possess the following knowledge in order to become
and act as an effective people manager.
 Planning- Planning is referred to process wherein the plans are made in context f the
goals that need to accomplished by an individual. I believe that planning is a very
important concept that requires proper grasping of an individual. In my views, until and
unless a person is aware of the planning procedure he or she can not work upon achieving
the goals(Buhalis, 2022).
 Decision making- Decision making process is also a crucial concept which is required to
be known an acquainted by an effective manager. I believe that until and unless an
individual does not possess the decision making skills, they cannot derive upon an
impactful decision in the organisation.
 Communication- Another concern that is to be fulfilled by an effective people manager is
that they should have knowledge of communication. I believe that communication is the
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key to success. Hence it is very important for an individual to be aware of the required
communication channels and mediums in order to convey the message to the various
stakeholders. Problem solving- It is essential for an individual to possess knowledge of the problem
solving skills in the organisation. I believe that problem solving skills help in tackling
with the various problems or issues that occur in an organisation. I believe that the
effective problem, solving skills will help the person to introduce various solutions in
context of the challenges (Garavan, McCarth and Carbery, 2017) .
Skills required for an effective people manager
I believe that an individual is required to possess the following skills in order to become and act
as an effective people manager.
 Communication skills- I believe that Communication skills is considered as the most
important skill that is required to be possessed by an individual in order to be an effective
people manager. Communication channels and mediums are very important in order to
convey the message to the various stakeholders (Jyoti, 2019 ).
 Emotional resilience- I believe that it is very important for a person to follow a behaviour
of emotional resilience in order to become an effective people manager. Emotional
resilience is basically an ability of a person to lead through the dynamisms. Time management skills – I believe that time management skills also play a huge role in
turning an individual into an effective people manager. Time management skills play a
huge role in performing various tasks at a single time and within the time limit. Also it
helps to hire the right amount of people that possess right skills at the right time for the
right job( Averina, Avdeeva and Perevalova, 2018).
Behaviour required for an effective people manager
I believe that the individual is required to possess the following behaviours in order to become
and act as an effective people manager.
 Emotional resilience- I believe that it is very important for a person to follow a behaviour
of emotional resilience in order to become an effective people manager. Emotional
resilience is basically an ability of a person to lead through the dynamisms.
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 Overall effectiveness- I believe that it is essential for an individual to possess a behaviour
of overall effectiveness. The behaviour of overall effectiveness tends to focus upon the
progress of the tasks and not just the results.
 Fair treatment- Another behaviour that is required to be possessed by an individual in
order to be an effective people manager is that they should possess fair treatment skills. I
believe that an individual is required to treat its employees in a fair manner and further
encourage several diversities at the workplace(Alameda-Pineda, Ricci and Sebe, 2019).
Reflection on HR processes which underpins the performance management
I believe that the concept of performance management is basically a process that focuses
upon reviewing the performance of an employee during a specific duration or the time period. In
my views, the various stages in the process of human resources comprise of reviewing the
impacts or the results along with the arrival upon a rating and further deciding upon the amount
of salary and bonuses that can view hike in context of performance management (Roels and
Staats, 2021).
In my views, there are several round for the appraisal process that can be adopted by the
people manager. In my views the first round in the appraisal process is about the participation of
various employees of an organisation which can be their manager. In the first step, I believe that
the manager carries upon an assessment while considering the performance of the employees
after they have been allotted the time to perform efforts and assess themselves on their own.
In my knowledge, the second step in the performance appraisal process is to normalise wherein
the performance of the employees is rationalised. The round comprises of deciding upon a band
in which the employees tend to be a part of after the appraisal process. After all this, the approval
of the Human resource manager also plays a crucial role and only after the approval, the salary is
hiked and credited (Garavan, McCarth and Carbery, 2017) .
Conclusion
It can be concluded from the study that people management is a significant concept of an
organisation. The concept of people management comprises of various human resources
activities that need to be performed under the head. People management can be referred to the
process of providing training, motivation as well as direction to the various employees of the
organisation. The report has highlighted various issues that are being faced by the managers in
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the present scenarios along with the recommendations in the latter section. The report has
highlighted a reflection upon the knowledge, skills and behaviours to be an effective people
manager along with a reflection upon the Human resource process to underpin the performance
management.
Recommendations
The recommendation in order to deal with the people management problem have been discussed
below.
 I recommend that in order to deal with the issues of declining performance level, the line
managers must focus upon the monitoring and review of the process within the
organisation. I believe that constant analysis of the work flow can help in reviewing the
current systems while restructuring the weak areas (Garcia-Zamor, 2019).
 I recommend that in order to get over the issues of lack of communication, the
organisation is required to have an increased frequency of communication. Increased
frequency of communication will help in ascertaining the expectations from the people
and how they are further required to execute. Effective communication can be helpful in
redefining the standards in context of goals and purposes. In my views, it is very essential
to deal with the problems of being understaffed.
 I recommend that the managers can refer or take held when they are creating the job
description. This will help in conducting interviews of the applicants that will require to
select a right person for a specific desire role.
 I recommend that the organisations can consider to divide the team members in form of
partners so that they have several partners for a different project. This will help in
enhancing the team wok performance of the individuals. I believe that the team building
activities and exercises can also have a positive impact towards the enhancing better
work together (Hurmelinna-Laukkanen and Olander, 2019).
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References
Books and journals
Alameda-Pineda, X., Ricci, E. and Sebe, N., 2019. Multimodal behavior analysis in the wild: An
introduction. In Multimodal behavior analysis in the wild (pp. 1-8). Academic Press.
Averina, T., Avdeeva, E. and Perevalova, O., 2018. Introduction of management innovations in
the work of municipal organizations. In MATEC Web of Conferences (Vol. 170, p.
01121). EDP Sciences.
Buhalis, D., 2022. Tourism management and marketing in transformation: editor’s statement and
introduction to the Encyclopedia of Tourism Management and Marketing.
In Encyclopedia of Tourism Management and Marketing (pp. 1-18). Edward Elgar
Publishing.
Garavan, T., McCarthy, A. and Carbery, R., 2017. International HRD: Context, processes and
people–introduction. In Handbook of International human resource development.
Edward Elgar Publishing.
Garcia-Zamor, J.C., 2019. An Introduction to Participative Planning and Management. In Public
Participation in Development Planning and Management (pp. 3-11). Routledge.
Hurmelinna-Laukkanen, P. and Olander, H., 2019. Introduction to managing people for
technological innovation. Int. J. Technology Management, 79(3/4), p.211.
Jyoti, K., 2019. Green HRM–people management commitment to environmental sustainability.
In proceedings of 10th international conference on digital strategies for organizational
success.
Krane, V., 2018. Introduction: LGBTIQ people in sport. In Sex, Gender, and Sexuality in
Sport (pp. 1-12). Routledge.
Mogaji, E., 2021. Introduction to Brand Management. In Brand Management (pp. 1-20).
Palgrave Macmillan, Cham.
Roels, G. and Staats, B.R., 2021. Introduction to the Manufacturing & Service Operations
Management Special Issue on People-Centric Operations. Manufacturing & Service
Operations Management, 23(4), pp.758-760.
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