People Management: Skills, HR Procedures, and Performance Report

This report provides a comprehensive overview of people management, focusing on the challenges faced by line managers, the essential skills required for effective management, and the role of human resource procedures in performance management. The report begins by outlining the issues encountered by line managers, such as making hiring decisions, improving performance, addressing communication breakdowns, managing conflicts, retaining skilled employees, and maintaining employee motivation. It then delves into the knowledge, skills, and behaviors necessary for successful people management, including organizational, technical, conceptual, decision-making, administrative, leadership, and communication skills. The report further examines human resource procedures and management support in the context of effective performance management, emphasizing the importance of monitoring, transparent communication, and collaboration. The conclusion underscores the significance of people management within organizations and highlights the key takeaways from the report.

Introduction to people
management.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Issue faced by line management when it comes to managing people ........................................3
Knowledge, skills and behaviour required for people management...........................................4
Human resource procedure & management support in context of effective performance
management ...............................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management is an important aspect for the company which is refers with
recruiting, selecting and firing the people. People management is defined as the set of practices
which is encompasses the end to end processes of talent acquisition, optimization etc. This
covers the all the topic that are covered development, organize, problem solving as well as the
grow the employee side. The present report is based on the people management within the
company by taking examples of different companies. The report will cover issues which are face
by line management at the time of people management. This will describe knowledge, skills and
behaviour important for people management. This report will underpin and support management
when the role of effective performance management.
MAIN BODY
Issue faced by line management when it comes to managing people
line management refer to the one who help a firm in management of people and resources. It is
the lowest level of the management hierarchy. It is directly involved with the production or
delivering of goods and services (Martin and Siebert, 2016). Line management is responsible for
managing employees and is also responsible for successful execution of the strategies and goals
in an organisation. With such overloaded responsibilities it faces various challenges regarded to
people management. Some of them are list below-
Making the right hiring decision: The first and foremost job of line management is to hiring top
talents within the firm. They attract talented and skill-full people to work with the organisation.
Thus, picking out the right people who can adjust according to the company culture and finding
such people that can contribute higher performance is also a challenge and issues faced by line
management.
Controlling and improving performance issue: line management help the firm improve
employees performances. First they need to overcome the discomfort of giving poor feedbacks to
the employees. To deal the issue of lack of skill and knowledge within the employees.
Management need organise employee engagement survey, prioritizing feedback, providing
healthy work environment, looking after employees needs and requirement in order to level up
their performances.

Communication issues: Employees working in an organisation comes from different culture,
places and speak different languages in such it is a common issue faced by the line management
to develop good communication with the employees. Lack of communication skills may result in
decreasing performances, misunderstanding and lead to conflicts.
Quieting of job : Management have to ensure policies in favour of employees satisfaction in
order to attain them engaged and interested to work environment in an organisation. An in case if
an employee quit its job then it is the manager duty to organise and ensure the work done.
Managing conflicts : If there is a conflict between the colleagues in a team. It is the duty of line
management to resolve it because it can affect the level of productivity. Conflicts in employees
can damage the work culture of an organisation to an extent (Armstrong, 2016). Thus, managing
conflicts and building a strong team is a challenge faced by line management.
Retaining skill-full employees: It is obvious that all employees are not same. Every individual
have certain abilities and capacities in such understanding an employees potential encouraging it
to come out with the best of its ability is a difficult challenge faced by line management. To pay
worth according to employee hard work is also equally important.
Motivation issues: Line management needs to understand the role of motivation. Because in an
unhealthy and demotivating environment an employee won't be able to stretch it for a long
period. Thus, constant source of motivation is required otherwise it can result in downfall of an
institution and also employees dissatisfaction.
Lack of interpersonal relation: line management need to establish healthy relations with the
employees. Lack of interpersonal relation can result in frustration between the staff and the
management (10 management challenges and how to overcome them, 2021). In lacking
interpersonal relation employees may feel uncomfortable and such can affect their work. Line
management in solution to this must cultivate positive attitude, practise listening and show real
interest in employees.
Knowledge, skills and behaviour required for people management.
Knowledge - To be an effective manager, a person should have deep knowledge about
different attributes that helps in execute and complete a task. A manager should be aware of the
external and internal factors that affects an organisation (Gajfullina and et.al., 2017). Manager
must posses knowledge about the factual and theoretical terms. A manger should have

knowledge about business strategies and skills of management like prioritizing tasks, decision-
making, building trust within the team, being creative and innovative etc. An effective manager
must also posses quality of technical knowledge. It will help the manger to make intelligent
purchase of the technologies within the organisation also will reduce frustration.
Skills - There are various skill that a manager must have, these helps a manager to
complete its work efficiently. Some of them are listed below-
Organisational skills: For the growth of a business a manager requires organisational skills that
will benefit it with better performances. It will help the manager to organise things and resources
in best manner.
Technical skills: This skill includes knowledge and abilities for using technical equipment,
procedures for completion of the given task. Such will result in accessing information
effectively.(Myers and Pronovost, 2017).
Conceptual skill: This skill refers to the ability of seeking a entire picture of an organisation with
a broad view. It helps in analysing different forces of bodies employed in the organisation to
conceptualize with the working procedure of the firm. It also benefits the manager providing a
wider picture to understand problems from different aspects and thus, decision-making in such
situation becomes easy.
Decision-making skills: A manager have to make decisions at every step, that is why they must
possess decision making skills. It might be related to production, purchasing, sales, funds etc.
thus, analysing the problems and making quick and right decision also demand decision-making
skill.
Administrative skill: Administrative efficiency is a skill that an effective manager must have. It
is a job of a manager to administrate, control, supervise and coordinate various activities taking
place in the organisation (Núñez and et.al., 2018). The following skill is also required for
planning various strategy and for the execution of such business strategy. s
Leadership skill: An effective manager also have leadership skill which consist of motivating
the employees, guiding them in the right direction to meet business objectives, seeking of
positive attitude and boosting the level of confidence within the subordinates in order to get
higher level performances.

Communication skills: An effective manager must have good command over communication. In
order to influence other team members, to give proper instructive, for controlling and supervising
various activities and creating an positive impact on the subordinates such skill is necessary.
Behaviour - The people management of company is required effective and valuable
behaviour with people in effective manner. Those behaviour are describe are as follows:
Better and effective decision making process are most important and effective for the
business in effective manner. The people management of the Sainsbury company required to
involve their team in decision making process is helpful for the getting effective and new ideas
for promoting business in successful manner (Halberstadt and Gundolf, 2019). This is an
important aspect in which company and management required to take the best decision for the
growth of company. Better decision making process is help to get effective knowledge aspects in
effective manner. Decision making process is the valuable aspects and behaviour which is people
management of company have higher requirement because they are take every day various
decisions which are help to select the best candidate for company in effective manner. For
example: people management of Sainsbury company have responsibility to hire and fire the
employees for the better growth of company. In that management need to take better decision for
developing best decision for selecting the best candidate for company in order to achieve goals
and objectives of company in effective manner (Webb, 2017). This is an effective and valuable
for the business in respectful manner. This is an important and effective aspects for people
management of company.
Those are the effective and valuable behaviour of people management which is help to
make better decision making process for the success of company in effective manner.
Human resource procedure & management support in context of effective performance
management
Performance management can define as ongoing procedure of interaction and
communication between top authority and workers that occurs through several years, in support
of achieving set objectives and accomplishing strategic aims of companies (Richards and et.al.,
2019). It gets affected due to several factors, such as COVID-19, which is one of the pandemics
that put negative impact upon overall economy and corporate world as well. It also impacts the

ways and activities management could take to manage performance of workers and entire
venture. There are number of human resource process are accessible that could be considered by
Morrison’s manager while attempts to effective performance management, which is not that easy
for them to do especially during business survival environment due to current pandemic.
Monitoring is one of the most common human resource management processes that can
underpin or use to effective performance management within Morrison’s supermarket. HR
manager could utilize this approach which enable them to identify the current position and
contribution of staffs as well as work efficiency. It could be conducted at workplace through
meetings & check-ins (Cogliano, Bernacki and Kardash, 2020). Human resource manager and its
team member can conduct a survey at place where all workers are working together in order to
achieve set objectives and goals of supermarket. It is a cost effective method or process that
bring several advantages in term of determining areas where improvement is require and then
improving or managing performance of employees. Furthermore, by reviewing work of all
applicant in growth on a continuous basis human resource manager can carefully check where
staff needs suggestions or improvement which could be done by taking right action and
developing strategies such as training and development. When management review the work of
workers on continuous basis he or she can efforts to manage teams’ performance.
Transparent communication and effective collaboration is one of the best and most
effective methods that work really very well when it can use to effective performance
management (What is an Effective Performance Management System, 2020). According to this
procedure manager should conduct a collaborative practice which is actually quite essential do to
in term of encouraging workers to take part in decision making act. Furthermore, it could be
done when human resource management team conduct act through which they can work in
collaboratively with staff as it helps to manage their performance and then company as well in
systematic manner. In today’s time, workers always wish and deserve as well that his or her
seniors either leader or manager to be authentic and open at all the time especially when he or
she work with them. Exiting and new candidates does not want to be kept away from fact when
firm is going through tough period due to above factors, they always want to be with
management by working hard and performing effectively. It could do when management
effectively communicate with staffs’ member and collaborate with all employees as it supports in
performance management.

CONCLUSION
From the above study it had been concluded that the people management played an
important role within the organization. There are various issues which had been faced by line
manager such as lack of communication, Hr process, training and development. There had been
various skills and knowledge which had been more important for people management such as
leadership skills, decision making skills and another aspects. People management had effective
for managing performance management at the workplace in effective manner for that people
management need to followed Monitoring and Transparent communication and effective
collaboration in effective manner. Those had been help to managed performance in effective
manner at the workplace in proper manner.

REFERENCES
Books and journals
Armstrong, M., 2016. How to manage people. Kogan Page Publishers.
Cogliano, M., Bernacki, M.L. and Kardash, C.M., 2020. A Metacognitive Retrieval Practice
Intervention to Improve Undergraduates’ Monitoring and Control Processes and Use of
Performance Feedback for Classroom Learning. Journal of Educational Psychology.
Gajfullina, M. M and et.al., 2017, June. Formation of strategy of effective management of fixed
production assets of oil company. In International Conference on Trends of Technologies
and Innovations in Economic and Social Studies 2017. Atlantis Press.
Halberstadt, J. and Gundolf, K., 2019. Skills and knowledge management in higher education:
how service learning can contribute to social entrepreneurial competence development.
Journal of Knowledge Management.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Myers, C. G. and Pronovost, P. J., 2017. Making management skills a core component of
medical education. Academic Medicine. 92(5). pp.582-584.
Núñez, M. T. D .V and et.al., 2018. Developing management skills through experiential
learning: the effectiveness of outdoor training and mindfulness. European Journal of
International Management. 12(5-6). pp.676-694.
Richards, G and et.al., 2019. Business intelligence effectiveness and corporate performance
management: an empirical analysis. Journal of Computer Information Systems. 59(2).
pp.188-196.
Webb, S. P., 2017. Knowledge management: Linchpin of change. Routledge.
Online
10 management challenges and how to overcome them. 2021. [Online]. Available through:
<https://www.perkbox.com/uk/platform/recognition/management-challenges-and-how-to-
overcome-them/>.
What is an Effective Performance Management System?. 2020. [Online]. Available Through:
<https://www.clearreview.com/resources/guides/what-is-effective-performance-
management/>.