Executive Summary: People Management Report for Effective Leadership

This report provides an executive summary of people management, emphasizing its importance for achieving organizational goals. It addresses contemporary issues faced by line management, such as employee well-being and talent retention, illustrating these with real-world examples from companies like Tesco and Marks & Spencer. The report also outlines the knowledge, skills, and behaviors necessary for effective people management, including team building and good communication, using examples from Debenhams and Morrison’s. Furthermore, it details the HR processes that support effective performance management, such as performance reviews and 360-degree appraisals. The report concludes with recommendations for improving managerial practices and HR strategies, aiming to foster a more productive and engaged workforce. The report is available on Desklib, a platform providing study tools and resources for students.

INTRODUCTION TO
PEOPLE MANGEMENT

EXECUTIVE SUMMARY
Human resource and people management is always be an essential prospect for the
business as with this only the ability of attain both short and long term goals and objectives is
accomplished with adequateness. The report provides evident reflection about contemporary
issues that is faced by line management as per concern to people management. Furthermore
provide suitable relevance about knowledge, skills and behaviour that is required to get present
in an effective manger and in addition consist of HR process that usually underpin and support
management with aspect of effective performance management.

Table of Contents
Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
Contemporary Issues face line management faces when it comes to People Management...1
Knowledge Skills and Behaviours needed to be an effective people manager......................4
What HR process underpin and support management when it comes to effective performance
management............................................................................................................................5
Recommendations............................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is a basic fundamental that reflects the set of individual that makes up an
effective workforce within an organisation under which economic values also get promoted. It
also develops the capital, knowledge, skills and attribute under which manpower working
standards also get promoted. It is a practice in which managing of people is used by which
effectual performance is promoted and advanced in systematic manner. It consist of various
function as planning, controlling, implementing, organising and directing of different
components under which utilisation of resources is processed systematically. In this ability and
capability of an organisation is enhanced over a regular period of instance by which rate of
sustainability also get developed and promoted in constant basis (Alfes, 2018). Managing people
consist of wider aspect as under this working capabilities are problem solving abilities both get
advanced through which skills and knowledge also get developed. People management
encompasses to talent management in which skilled and talented employees are retained and
attracted through which working sufficiency and potential to deal with complex situation is
managed in controlled mode. It offer continuous support as within which adequate guidance and
pathway is offered to an individual by which probability of working standardised objectives and
goals is increases with repetitiveness.
Contemporary Issues face line management faces when it comes to People Management
Employee well-being: It is an aspect that is relatable to physiological and mental health
of employee that basically optimised the overall working health of workers. It is essential for the
business as in this employee felt more connected and motivated towards working place. For
example, the management of Tesco uses theory to maintain employee well being that is
explained below as:
 Self determinant theory: It is a theory that is used to motivate and growth sustained
change as per consideration of psychological needs. It is relatable to three factors that is
explained below:
Competence: It reflect that individual need to gain mastery about learning and task and it
is dependent on skills by which success and development is processed with perfection,
Connection: In this employee must require experiencing a better sense of connectedness
and belongingness (Cruz, 2019).
1

Autonomy: In this employee get adequate control on behavior and target as by taking
direct action and change as per self determinant.
(Source: Self- determinant theory, 2019)
In this management of Tesco ensure that external and intrinsic motivation that is
regulated by offering punishment and incentives. In this employee not only get connect with
workplace but also inherent about to satisfy and enjoy accomplishment of objectives and target.
In make deeper sense as with this rate of competent and accomplishment both get advanced that
also lead in significant impact over long term retention and attraction of employees.
Retaining Employees (Talent Management): It is an issue that is faced by line
management to get retain the employees as with this long term sustainability of employee gets
maintain in successful manner (Hubner, 2020). In this experience and skilled employees promote
working effectiveness as with this long term productivity is maintained with adequateness. For
example, talent management is used by Marks and Spencer and for that certain theory is used
that is explained follows as: Maslow's hierarchy of needs: It is a motivational theory that comprise of different tier
model that need to fulfill the need and demand of employee.
2

(Source: Maslow's Hierarchy of Needs, 2020)
Physiological needs: In this management has offered the basic need that apparently
consists of food, breathing, water, cloth etc. It is a basic need that is required to maintain under
which essential need is fulfilled effectively.
Security and safety needs: It is a requirement that assist to meet basic need to gain safe
environment that apparently used to predict safer surround under which anxiety is resolved in
ordinate mode. In this living standards also get promoted by which familiar surround is
developed successfully.
Love and belongingness: It usually involves to being loved and accepted with family and
friends that developed sustained belongingness with social groups. It encompasses with feeling
lover and towards with others that has positive impact over well being.
Self-esteem: In this certain desire to feel good is promoted by which self confidence and
feeling of loved is advanced that involved a feeling of confidence (Liao and Ai Lin Teo, 2018).
Self-actualisation: It involved about to feeling to get involve with others by which
creative level of involvement is induced by which self believe also promoted.
In support of this theory Marks and Spencer offer adequate benefits as per working
behaviour and experience by which parallel development is induced with perfection.
3

Knowledge Skills and Behaviours needed to be an effective people manager
Team building: It is a practice that is required to be process collective team by which
social relation and its roles both get developed in successful mode. For instance, the Debenhams
make use of Tuckman’s theory to induce team building and it is explained below as:
 Tuckman’s theory: It is a theory that is used to maintain clear focus about team working
as in this formulation of team and its development is induced with adequateness.
(Source: Tuckman’s theory, 2017)
Forming: In this various task is assembled and allocated to all the members of team as in
this each individual is more independent and with this worked to enhanced certain goodwill by
which overall existence is enhanced unconditionally. In this planning, bonding, collecting and
spending of various stages is induced through which ability to gain attentiveness is promoted
(Stewart and Brown, 2019).
Storming: In this team working get addressed its ideas and thinking by which rate of
competency is an increase in constructive mode. In this sustained focus is maintained by
employee by which working effectiveness also get advanced in which leadership skills get
developed.
Norming: It is a stage as in this harmonious practices of working is developed by which
all individual get agreed upon value and rule enhancement by which working operations and
functions also get promoted. The team leader take responsibility and then certain task is assigned
to all by which rate of accomplishment is also advanced
4

Performing: It is the last stage in which all the members of team worked combine that
increases the rate of task completion in better way.
In support of this theory ability of management of Debenhams is advanced as with this
team working and its effectiveness both get developed over a continuous period of instance.
Good Communication: It is a basic fundamental that is always be required for the business
as in this concise and clear interaction as well as distribution of message is processed in
successful manner. It assist the business to get connect with the audience as with this level of
understanding is enhanced and with this acquiring of knowledge, skills, development,
experience, information transferrable skills get advanced with certain ease (Collins, 2018). In
this management of Morrison’s make supportive usage of various theories and that is as
illustrated below as:
 Social learning theory: It is a theory that is used by Morrison’s to learn about to observe,
attitude, outcome, behavior of different individual as with this clear and transparent
relation is developed with continuity. It provide adequate observing as with this various
form of ideas is developed that performed and serve suitable guidance under certain
action. It determines the human behavior that continuously used to interact with different
individual by which working conditions get influenced. It is a model that is induced with
the usage of different factors as attention as in this sustained attentiveness is paid by
which complexity is affected in clear mode. Retention in balanced level of remembrance
by which interaction is processed with coding, images, symbolic rehearsal and cognitive
development, reproduction in which physical capabilities and self observations is
processed and at motivation employee get connect and interact strongly with each other.
What HR process underpin and support management when it comes to effective performance
management
The effective performance management is induced as with this system get ensure to
develop team goals and development and with this attainment of goals and target is induced with
perfection and adequateness (Leroy and et. al., 2018). For this performance of an individual,
team and an organisation is promoted and enhanced by which implementation of practice with
consideration of human resource practice. It is essential for both the formal and informal
practices of the businesses and with this employee alignment, system and resource is managed
by which strategic objectives are achieved in timely frame.
5

Performance Management Review: It reflect formal assessment and with this employee
working performance along with its strength and weaknesses is measured and along with this
feedback also get collect in which future performance and standardisation of goal and target is
attained in timely frame. It is also being known as performance evaluation and appraisal in which
frequent measure is induced and with this formal level of changes is induced with
satisfactoriness (Denning, 2018). In regard of performance review better level of casual and
formal level of encouragement and involvement is induced with successful measures. It is
processed with support of different measures that is as explained below as:
 Preparation of notes: In this employee get encouraged and motivated in which balanced
level of easiness is induced in which strength get strengthen and weakness get overcome
with perfection.
 Brainstorming: In this employee get share its concrete and information to each other and
in this overall performance of both individual and employee get advanced.
 Self evaluation: It is a self practice in which mocking of performance is induced as with
this accomplishment of goals and objectives is induced in timely frame.
 Comes with questions: It is a last stage as in which safe surround is promoted and
suitable question is offered in which need and demand is managed with satisfactoriness.
360 Degree Appraisal: It is a performance management technique in which feedback is
collected from all the employees, subordinates, supervisor and colleagues as with this ability of
self evaluation is induced as by gathering and responding of various information. It drives
sustained level of information under which feedback is collected from each and every direction
as with this appropriate evaluation of performance is induced that has positive impact over
promotional and payment opportunities (Mitrofanova, Konovalova and Mitrofanova, 2018). In
this data is collected as with this its confidential changes is induced by which suitable concern is
induced through which quality working is promoted as weaken areas get fulfilled and on the
other hand strength get more developed in successful manner. In this performance management
is considered as by reviewing the employee working that has effective impact over workplace
productivity and profitability. In this employee development is advanced that make customised
changes as per requirement of working place through which customised outcome are attained in
timely frame. It also promote sustained level of competency that has positive impact over team
involvement as with this valuable alteration is induced in organised manner.
6

Recommendations
There is little recommendation that must get followed by the management and HR as in
order to process managerial working in effective manner and it is as explained below as:
 The employee handbook is prepared and designed as with this all the procedure, policies
and strategies by which they get outlined by better management that acknowledge the
clarity among working standards as with this overall performance and credibility also get
developed in sufficient mode (Claus, 2019).
 The sustained level of consistency is induced as with this effective and efficient working
is promoted under which positive behavioral change and modification is induced in
which team performance and effectiveness both get developed and advanced.
 The HR must maintain clear focus, clarity, transparency and communication that
eventually convert sustained level of success and development in timely frame. It relays
in relation to provide continuous success by which accuracy is maintain throughout in
which team and working standards both increases in sustained manner.

7

CONCLUSION
It has been concluded from the above report that people management is a basic prospect
that is selected by an organisation as with this ability to maintain and gain long term success and
growth with clarity and transparency is processed with perfection. In addition to this HR is a
fundamental as with this workplace planning and controlling is processed by which employee
engagement and involvement both get developed in constrained mode. There are a different
contemporary issue that is faced by line management and for that employee relation and
retaining of employee is considered as with this working standards both get advanced
successfully. Furthermore knowledge, skills and behaviour is related under which team building
and good communication is involved. Moreover, in order to support of performance management
effectively both performance management review and 360 degree appraisal is processed that
assist human resource management to manage and control working standards and potential in
efficient manner.
8

REFERENCES
Books and Journals
Alfes, K., 2018. People management in volunteer organizations and charities. In HRM in mission
driven organizations (pp. 47-77). Palgrave Macmillan, Cham.
Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly, 22(3), pp.207-215.
Collins, J.M., 2018. HR Management in the Forensic Science Laboratory: A 21st Century
Approach to Effective Crime Lab Leadership. Academic Press.
Cruz, A.C.N., 2019. People Management and Its Relationship With Business Models.
In Handbook of Research on Business Models in Modern Competitive Scenarios (pp.
368-388). IGI Global.
Denning, S., 2018. The emergence of Agile people management. Strategy & Leadership.
Hubner, S., 2020. When entrepreneurs become leaders: how entrepreneurs deal with people
management. International Journal of Entrepreneurial Venturing, 12(2), pp.161-182.
Leroy, H. and et. al., 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.
Mitrofanova, E.A., Konovalova, V.G. and Mitrofanova, A.E., 2018. Opportunities, problems and
limitations of digital transformation of HR management. In The European Proceedings
of Social & Behavioural Sciences EpSBS (pp. 1717-1727).
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
ONLINE
Self- determinant theory, 2019. [Online] Available through: <
https://ela-source.com/2019/09/25/self-determination-theory-in-education/>.
Maslow's Hierarchy of Needs, 2020. [Online] Available through: <
https://ighhub.org/toolkit/subchapter/maslows-hierarchy-needs>.
Tuckman’s theory, 2017. [Online] Available through:
<https://onbelay.co/articles/2017/5/5/tuckman-was-wrong>.
9