People Management: Issues, Skills, and Performance Management Report

This report provides an executive summary of people management issues, focusing on employee relations, leadership development, and performance management practices within organizations, particularly referencing Marks and Spencer and Tesco. It highlights the importance of communication, decision-making, and team-building skills for people managers. The report details HR processes for performance management, including performance reviews and 360-degree analysis, with examples from Sainsbury's. Recommendations include focusing people management with a designated manager and empowering managers to make decisions. In conclusion, the report emphasizes the critical role of effective people management in achieving organizational goals.

Introduction to People
Management

Executive Summary
People manager issues has defined in this project. Skills needed for the people
manager has also demonstrated in this project. Best practices of performance management
has projected.
Table of Contents

INTRODUCTION.................................................................................................................................4
MAIN BODY........................................................................................................................................4
Contemporary issues related to people management in organisation.................................................4
Knowledge, skill and behaviour for effective people manager..........................................................6
HR processes for performance management......................................................................................7
Recommendations.............................................................................................................................8
CONCLUSION.....................................................................................................................................8
REFERENCES....................................................................................................................................10
INTRODUCTION
People management is all about managing the human resources associated with the
organisation. This report is based on the case study in respect to the people management

practices associated with different companies. Henceforth, report will emphasis on the
contemporary issues management face in order to manage people and employees part of the
organisation. What are the key skills that are needed to manage people in organisation would
also demonstrate in this project. Furthermore, this project would demonstrate the practices
undertaken by organisation to manage performance of employees in organisation. Different
approaches companies undertake in United Kingdom towards managing the human resources
at the organisation would demonstrate in this project. Necessary recommendation would also
given to improve the people management at the organisation. Recommendations would cover
all critical areas that contain some kind of problem in regards to people management at the
organisation level would analysis in this project.
MAIN BODY
Contemporary issues related to people management in organisation
People management is denoted as managing human resources part of the organisation.
Employee management is among the key practices associated with companies. Human
resource department in company in general situation conduct practices related to the people
management at the organisation. People management is a very critical operation human
resource department underpin at the organisation level especially in recent time where world
is facing the COVID 19 issue. Different issues human resource department also face while
undertake the people management operation at the organisation level. In order to channelizes
best level of people management practice at the organisation its important and required for
the human resource department to tackle all these issues efficiently so that best level of
outcome can be generated by the company. All such issues that human resource department
face in regards to the people management operations can be demonstrated in the following
points.
Employee relation
Employee relation is among the key issue organisation face alon with channelizing
best level of people management practice at the organisation level. Establishing the proper
relationship with employee is a key hurdle company face every time it channelizes any
operation related to people management at the organisation. Establishing favourable
relationship with the human resources part of company play the significant role for the
organisation in regards to strengthen the people management practices at the organisation.

The main aim to conduct the people management practice is all based on developing the best
relations with the employees part of the organisation (Asadi-Pooya and et.al., 2020).
Employee relationship plays the significant role in the overall growth and development of
human resources part of the organisation. As the human resources are among the key
resources that support the company to achieve all its different objectives and goals associated
with the business operations of company. Developing best level of relationship is among the
key tool that supports the company to deliver the best level of growth potential against the
business operations entertained. In the current context of COVID 19 crisis better relations
supported the company in managing its human resources in the best way possible. For
example in Marks and Spencer Company human resource department face the huge issue for
developing the relations with employees of company every time it channelizes any of the
people management practice at the organisation. This is the key hurdle they face to achieve
the best level of people management standards at the organisation is to improve and develop
the best relations with the human resources part of the company. As employee carry a
different mindset and to build the positive relations it’s important for the human resource
department to understand the mindset employee carry. It is not possible for the organisation
to establish the same positive relation with every employee of company. This is a key issue
and challenge part of the people management operation undertaken in Marks and Spencer
Company.
Leadership development
Leadership is denoted as guiding the employees and the bunch of people towards a
direction to deliver the mutual objectives. Developing the leadership at the organisation to
channelize the people management operation is the key challenge and issue associated with
the people management operation at the organisation. Human resource department face the
issue to develop the right frame of leadership in the organisation that can guide the
organisation towards a right path where the company can reach the best level of outcomes
against the people management approaches of company (Fryer and et.al., 2016). In the
current time leaders at the organisation supported companies i dealing with the crisis of
COVID 19 to manage its human resources For example management and human resource
department at the Marks and Spencer Company faces the huge problem related to the
leadership in regards to operate the best level of people management practices at the
organisation. Leaders are not easily found at the organisation as it requires plenty of skills
and capabilities. Marks and Spencer Company faces huge problem in regards to the

leadership for reaching the best people management operations at the organisation.
Developing leaders can guide the company to form the best practices to achieve the people
management objective of company.
The above mentioned issues are the two key issues that Marks and Spencer Company
face in respect to its people management operations at the company. Along with other issues
part of the function these two issues ae the major problems part of people management
operations undertaken by the Marks and Spencer Company.
Knowledge, skill and behaviour for effective people manager
People manager is the designated professional at the company operate the operations
of company in respect to the people manager function. This is a new modern time designated
requirement of the company to address the different needs and demand of the people part of
the organisation. People manager the designated position has improved the growth potentl of
many organisation due to its contribution in building the favourable relationship with the
human resources part of organisation. People manager required to hold different skills and
capabilities that can support the respective manager to achieve the best level of efficiencies in
regards to its people management operation. Following are the skills that potentially
contribute for the people manager to achieve its objectives part of the designated position role
in Tesco Company.
Communication skill
People manager always required to communicate with all the human resources
associated with the organisation. They constantly communicate about different areas part of
the organisation. This skill support the people manager to understand the needs and demands
of employees part of the organisation (Hamilton and et.al., 2017). For an effective people
manager its important to understand and identify the needs and requirements of the human
resources part of the company and that too only possible if the people manager constantly
communicate with all the employees’ part of the organisation. The role of people manager
gets improved every time any issues arise at the organisation. Manager needs to involve at the
personal level to deal with the respective issue and that only possible if the people manager
communicates constantly with the employees of company. Tesco Company gives huge
emphasis over the communication skill in the people management as every time they hire the
post of people manager at the organisation.

Decision making skill
People manager required to take various decisions in order to achieve the best
productivity being at the designated position of people manager at the Tesco Company. It
needed to make decision in respect to solve different issue sof employee, resource
management, change management and all other crucial decisions associated with the
employees in Tesco Company require involvement of the people manager before taking such
decision (Johnson and et.al., 2018). This is a key skill that allows the people manager to
understand the situation and meet all responsibilities attached with the designated position
role of people manager at the organisation.
Team building skill
People manager require building the team at the organisation. In order to develop the
team at the organisation the people manager seek the team development skill. Team
development is a professional activity and that requires plenty of working and operational
areas that needed to cover by the people manager (Swan and et.al., 2017). The manager
required to understand the need and demand of every single functional activity at the
organisation. This skill allow the manager to meet all its various responsibilities and achieve
the best level of work efficiencies to work as the floor manager at the Tesco Company.
The above mentioned skills are the top skills human resource department look in
Tesco Company every time they hire for the position role of people manager in organisation.
HR processes for performance management
Performance management is all about assessing and evaluating the overall
performance of the employee’s part of the organisation. This involves analysing the
productivity of employee’s part of the organisation. Following are the practices related to the
performance management operated at Sainsbury Company.
Performance management review
Performance management review is among the practices used at the Sainsbury
Company to analysis the productivity of employees part of the organisation. This practice
requires reviewing of the individual performance of employees work in the company by the
senior authority and management. In the Sainsbury Company operations are segregated into
individual teams. Every team contain the team leader that monitor and analysis the

performance of all employees part of the organisation (Kales and et.al., 2019). On the basis of
the capability and potential and performance of employees team leader measure the
performance of every employee. As the team leaders monitor and know about the operations
and capabilities of every employee this allow them better analysis and assessment about the
performance of employee’s part of the organisation. Team leaders also known the potential of
employee to develop and grow which also take a crucial part every time performance
management operation undertake by company.
360 Degree Analysis
360 Degree Analysis is another practice part of the performance management
operation at the organisation. This involves assessment about the performance of employee
from all areas of the organisation. This involve senior authority, team leaders, head of
department and all other designated peoples in Sainsbury Company to measure the
performance of employee (Lim and et.al.,2020). This also involves giving feedback over the
performance of employees in company. This make the performance management function
more effective in context to the employee as it is clear about all the key areas where the
employee require to focus in order to enhance the individual performance in organisation.
The above mentioned approaches are channelizes by Sainsbury Company to conduct
the performance management operation at the organisation.
Recommendations
It is recommended that people management operation must completely be undertaken
by the designated manager appointed to do the respective function solely. This would allow
the manager to focus completely over the management of peoples part of the company. This
would improve the efficiencies of the people manager operation at the organisation. It is also
recommended that manager must involve at the personal level every time any issue arises at
the organisation (Saini, 2016). This would support the manager to hold better control over
issue to deal the respective issue. Management in company must give the supreme power and
authority to the people manager to make all kinds of decision look relevant to the manager in
regards to people manager operation.

CONCLUSION
People management is all about managing the human resources part of the
organisation. Issues like employee relation and decision making are among the key issue
associated with the people management function at the organisation. Communication skill,
decision making skill and other such skills are the skills associated with the people manager
to achieve the best level of objectives as the people manager in organisation. Performance
management is all about managing the performance of human resources part of the
organisation. Practice like performance management review by senior department members
and 360 degree performance analysis are the two key practices that can be undertaken in
respect to performance management operation at organisation.

REFERENCES
Books and Journals
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Hamilton, H. and et.al., 2017. Children and young people with diabetes: recognition and
management. British journal of nursing. 26(6). pp.340-347.
Johnson, S. and et.al., 2018. Peer-supported self-management for people discharged from a
mental health crisis team: a randomised controlled trial. The Lancet. 392(10145).
pp.409-418.
Kales, H. C. and et.al., 2019. Management of behavioral and psychological symptoms in
people with Alzheimer's disease: an international Delphi consensus. International
psychogeriatrics. 31(1). pp.83-90.
Lim, S. and et.al.,2020. Proper management of people with obesity during the COVID-19
pandemic. Journal of Obesity & Metabolic Syndrome. 29(2). p.84.
Saini, D. S., 2016. A popular HR chief burned to death: People management dynamics at the
Indian subsidiary of Suzuki Ltd. Hong Kong: Asia Case Research Centre, University
of Hong Kong (Ref. 15/566C).
Swan, W. I. and et.al., 2017. Nutrition Care Process and Model update: Toward realizing
people-centered care and outcomes management. Journal of the Academy of
Nutrition and Dietetics. 117(12). pp.2003-2014.