People Management Report: Issues, Qualities, and HR Role

This report delves into the multifaceted realm of people management, exploring its core principles and contemporary challenges. It begins by defining people management as a crucial aspect of human resource management, emphasizing talent acquisition, optimization, and retention. The report then identifies key contemporary issues such as economic pressures, globalization, change, and innovation, providing real-world examples like Unilever and Greenergy to illustrate these concepts. It further outlines the effective qualities of a people manager, including understanding employee value, clear communication, conflict resolution skills, organizational and technical expertise, and conceptual skills. The report also examines the critical role of Human Resources in performance management, emphasizing performance reviews and 360-degree appraisals. Throughout the report, examples from companies like GlaxoSmithKline and Tesco are used to highlight the practical application of people management principles. The report concludes with a summary of the key findings and their implications for effective people management strategies.

INTRODUCTION TO
PEOPLE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PEOPLE MANAGEMENT’S CONTEMPORARY ISSUES:........................................................3
Economic pressure:...................................................................................................................3
Globalisation:.............................................................................................................................4
Change:.......................................................................................................................................4
Innovation:.................................................................................................................................4
EFFECTIVE QUALITIES OF PEOPLE MANAGER:..................................................................5
Understands the value of employees:.......................................................................................5
Communicates clearly:..............................................................................................................5
Resolve conflicts:........................................................................................................................6
Organisational skills:.................................................................................................................6
Technical skills:..........................................................................................................................6
Human skills:.............................................................................................................................6
Conceptual skills:.......................................................................................................................7
ROLE OF HR IN EFFECTIVE PERFORMANCE MANAGEMENT:.........................................7
Performance management review:..........................................................................................7
360 Degree appraisal:................................................................................................................8
CONCLUSION:..............................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
People management is entirely a different conception that is associated with the human resource
management of any company. It brings out the sole purpose of dealing with some of the practices
which involves talent acquisition, talent optimization and talent retention without disturbing the
regular routine of guiding the employees with respect to business upliftment in the organisation.
This being an important aspect of human resources management, on a whole covers the elements
of work, behavioural patterns and growth of employee and organization. The entire report not
just deals with a single company, but bring forth the real-life examples of different organisations.
PEOPLE MANAGEMENT’S CONTEMPORARY ISSUES:
One of the important factors of any human activity is managing. The work that is accomplished
by an individual is far different from working as a group. A person who individually works on
his allotted tasks has a different way towards managing his work (Azhimuratova and et.al.,
2016). Where as in a group, multiple people showcase various ideas and techniques of managing
the work. It is the responsibility of the team to coordinate with each other to bring out the
required output and that is called team management. There is no fancy term to define
management. In short, it is the responsibility that is related to work upon the different issues with
all the resources that are provided. Management leads to productivity and efficiency. Managing
is much likely a human resources manager’s main quality to facilitate their employees to furnish
the tasks. Brief analysis of regular contemporary issues that are related with people management
are as follows:
Economic pressure:
Economic pressure is considered to be the most common issue in management. A company’s
economy is not the same for a year. It differs according to the performance and how they stand in
competition. The difference between a good management and a bad management can be seen
this particular issue (Cheng., 2019). Managing a good progress in economy is an easy task. But
the real management is when the economy receives a downfall. For example, The Unilever
which is one of the leading companies is facing an economic issue with the rise in raw materials
costs that is increasing input cost and operating cost. the difficult business conditions made it
lose share and then pertaining to an unresolved damage. The company’s management with

regards to this issue is resolved by employing three strategies of immediate action plan which is
to differentiate revenue generating brands, the second one being short-term action plan which is
to divide the brand portfolios into segments and the third is long-term action plan which is to
allot well defined monitoring systems to the divided segments.
Globalisation:
Globalisation refers to the process of converting local or regional aspects into global ones. This
is mainly related to the economy of any organisation. The company dealing with a local or
regional economy or that related with local brands is way different from operating in a global
sense (Klikauer., 2018). The economic globalisation deals with integrating national economy
into international by means of trade, foreign direct investment, capital flows, migration and
spread of technology. With globalisation, the companies can find a low-cost economy and can
get parts at reduced price. For example, Greenergy, a petrol and diesel distributor for motor
vehicles is one of the leading global suppliers in the market. Started with a mere investment , this
company aimed to crack the global market race. This company stood as an example for
globalisation for its trade related to the Protection Circuit Models (PCM) and Battery
Management System (BMS) at a reliable rates maintaining the best quality.
Change:
For any company, change must be an important factor that is to be adopted. Without change, an
organisation will not achieve its mark of being the leading developer in its field. A company
when initially started with a particular development or strategy, must be able to enhance by
adopting to change. This is a major issue pertaining to development for any company because the
team must be able to manage every element that is contributing itself for the company. Change
can be related to the technology or growth. But the management lies in how every resource is
used to promote change (Martin, G and et.al., 2016). For example, Amazon company. From a
book store to a superstore, every stage in its development is properly managed for it to become
one of the leading superstores and serving consumers with everything that is required. It is
because of regular enhancement of needs that brought about a great change in this online store.

Innovation:
Innovation is not just a term, it is another development that entirely changes the company’s
performance. With invention, improvement and implementation comes innovation. Inventing a
new technology or strategy that is associated with the company is an important aspect that is to
be managed in a way that will improve the performance of the work. Every improvement the
organisation makes pertaining to its growth is simply will not be an issue unless it is properly
monitored. When a company is able to carry out its implementations with the resources that are
provided, then it is successfully managed (Moeller and et.al., 2016). For example, TESCO.
Tesco’s innovations are worthy to be considered. Its important innovation is replenishment
application system which controls entire TESCO inventory management.
EFFECTIVE QUALITIES OF PEOPLE MANAGER:
To become a manager is to handle the unique responsibility of organising the team and managing
them properly to produce outstanding results. The human resources manager in any organisation
is solely responsible for organising and managing the decisions and implementations with a
careful analysis of every growth consideration. An effective manager is someone who
coordinates with every person of the team and then on a whole implements the requirements
(Osmanov., 2019). For example, the GalaxoSmithKline one of the best companies in the health
care sector with its perfect management is now one of the leading organisations. Some of the
qualities for an effective manger are as follows:
Understands the value of employees:
Employees play an important role in the organisation. It all depends on how the manager is
motivating or demotivating their employees. They tend to show interest as and when the
manager is paying an ear to their ideas. The Galaxosmithkline being a pharmaceutical company
will have to check the drug reports and trading will have to be managed. The managers in the
company value their employees and their work and will reward them for their best work space at
regular intervals. In case there are any problems rise, the manager will personally address the
group and initiates ideas that are necessary to clear their negotiations.

Communicates clearly:
Communication is very important to kick negotiations. It is not until when the ideas are clearly
communicated among the group, the innovation starts (Sela and et.al., 2016). The company
Galaxosmithkline has got a well-equipped managing team. The manager that is responsible to
look after the employee needs main a clear communication with the employees. They focus upon
organising meetings to share the ideas and thoughts that the authorities passed. A yearly
conference is conducted to let the people of the firm know the results of their hard work. The
effective manager communicates with the team on a one-to-one basis to ensure that the entire
team is clear about the work.
Resolve conflicts:
Without conflicts there will not be a reasonable amendment. Sometimes a manager acts as a
good moderator in times of conflicts. Conflicts are a natural phenomena in any workplace.
People have different perceptions and to collaborate with every idea is rather a tedious task to
accomplish. In the company Galaxosmithkline, there is a regular feedback driven approach that
is conducted by the management in which people who face differences with the other will
address. The managers will not leave the conflicts unsolved. It is only then the effectiveness of a
manager comes out where he must be able to resolve the conflicts tactically without hurting their
intentions.
Organisational skills:
These are also known as managerial skills, which are essential for an effective manager. With
these skills the manger can allot the resources adequately to get the desired results. If these skills
are not perfectly put forth, the company will lack its adequate capital, efficient employees and
other important essentials (Singh., 2018). The manager must be able to organise the resources to
utilize every opportunity required for the company. the organisational commodity of the
mentioned company Galaxosmithkline is a structural one where the human resource management
carry out all the essentialities that are required for recruiting the right people and training them
that are required for drug maki g unit.

Technical skills:
A manager must have a clear technical knowledge about processes, equipment, techniques etc.
and must be able to apply them at required instances. Technical skills are very important and are
to be employed by every individual of an organisation. Being an effective manager, one must be
able to carry out a definite task in an infinite way. Skills such as coding, drafting legal
documents, civil engineering, financial accounting etc if acquired by the manager of the
company, then the improvements can be guided in the way they are to be. Being a chemical
manufacturing unit, Galaxosmithkline requires highly talented team of people who have
complete knowledge about the drug making and the testing that is related. This company serves a
different purpose and the technical knowledge with regards to this will fetch good results for the
managing unit.
Human skills:
The human skills will enable an individual to overcome his stress factors. Work place must and
should include these human skills which contains motivation, communication and understanding
human behaviour (TAHERI., 2018). Whether it is a single employee or a group, for an
organisation to be successful there must be sufficient room for peace factors and only then the
work can be performed well. The high performance management of the company GSK is not just
with respect to the organisational management but has excelled in raising a line to address all the
employee problems that occur on a weekly work basis. This line helps the people to speak up
either their ideas are shared or problems are addressed.
Conceptual skills:
The conceptual skills of an effective manager revolve around understanding and visualizing
every aspect of the company. if these are perfectly gripped, then the problems can be solved with
perfect solutions in no time. The working parts of the company are to be carefully understood to
be solved with more creative thoughts and ideas. Galaxosmithkline maintains the conceptual
skills by not taking off the mere responsibilities of the manager. GSK never strives a backstep in
maintaining the leadership skills. The conceptual skill of the company lies in the leadership
management. The company follows the theories related to organisational management and
implement them accordingly.

ROLE OF HR IN EFFECTIVE PERFORMANCE MANAGEMENT:
The Human Resources department in any company is related to recruiting, training and
monitoring employees to increase their performance. HR plays an important role in the
management program of the organisation (Wæraas and et.al., 2020). Being a HR is not just a job
that is allotted but with this comes the responsibility of taking care of the employees. The HR
must ensure that the employees are successfully motivated with respect to the work and will have
to keep an eye on the changes and alterations in the company. They need to recruit the efficient
employees keeping in mind the requirements of the company. When it comes to management,
the HR must be able to ensure the following:
Performance management review:
The HR can help the organisation improve its performance and employee review by the
following factors:
Hiring top performers: The HR is employed in recruiting the people. It depends upon the
company’s performance about who all to recruit. If it is a start up, then the concerned HR must
recruit professionals who excel in development and have complete knowledge in understanding
the technology to start with the work. If the company is at success then the concerned HR can
focus upon recruiting the freshers who can at the same time learn and implement things.
Easier assessment: HR must and should predict the pros and cons of its management and
employees. Identifying the problem before its turns out worse will help to save time of
approaching and can be easily interpreted. For this the HR must have a healthy approach towards
the employees for a better understanding and guidance.
Concrete measures: The HR responsible for over all human capital management strategy in an
organisation. To achieve the companies targets, the HR must approach the individuals and will
have to follow some strict measures which include reviewing of the work at every instance such
that is at all a problem is identified, it can be altered in the initial stage.
Better prediction: The HR must incorporate predicting quality to make considerable changes
that effect the company’s growth. Irrespective of development or technological implementations,
it is the HR who must motivate the employees and help them boost up the company’s
development.

360 Degree appraisal:
The 360 degree appraisal is the sort of reviewing employee performance. This is not just a
review given by the manager, but it is related to the reviews and suggestions of subordinate
employees and others. This helps to get various outcomes regarding the person’s work. Be it
negatives or positives. The complexity of the role defines a person’s amount of work. In the
organisations this tool is mainly employed for middle and senior levels. GSK from the time of
establishment was able to employ 3500 employs moving forward with a mission of improving
the human life by providing them the best drug when in use. GSK is one of the best in the market
and it leads with 5.1% share. The research and development centres associated with GSK are in
Thane and Nashik. Moving ahead with a motive of being the best in the pharmaceutical industry,
GSK nailed many circumstances which are milestones of appraisal.
CONCLUSION:
The report can be concluded on drawing few points of considerations. People management is
crucial for a company or an organisation because it helps to study the human activities in detail.
Every person in the company is made of different perceptions and to manage every individual’s
ideas is where the entire growth of the company lies. In this regard there will be many
contemporary issues pertaining to management like those of economic issues, globalisation,
change and innovation which are to be carefully resolved. This entirely is a HR’s responsibility
of how will they be collaborating with the team or as an individual and with required skills
avoids negotiations.

REFERENCES
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Cheng., 2019, December. Relationship Between Performance and Other Functions of Human
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and Cultural Industry (ICEMCI 2019) (pp. 459-461). Atlantis Press.
Klikauer., 2018. Managing People in Organizations. Macmillan International Higher Education.
Martin and et.al., 2016. Managing people and organizations in changing contexts. Routledge.
Moeller and et.al., 2016. People management and innovation in emerging market multinationals.
Journal of Management development.
Osmanov., 2019. Main Functions of Human Resources Management. Effectiveness of Hiring
Process and Evaluation of Candidates.
Sela and et.al., 2016. The importance of people management for successful operations and
outstanding performances. In 14th International Conference on Space Operations (p.
2614).
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Benchmarking: An International Journal.
TAHERI., 2018. Investigating the Impact of Human Resources Management Functions on
Creativity, Product Innovation and Process Innovation (Case Study: Knowledge-Based
Companies Based in Science and Technology Park of University of Tehran).
Wæraas and et.al., 2020. When reputation management is people management: Implications for
employee voice. European management journal.38(2). pp.277-287.
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