Issues Faced by Line Managers in People Management at Argos

This report discusses the issues faced by line managers in people management at Argos, including communication with new employees, workflow management, employee turnover, hiring the right person for the right job, maintaining mutual relations, and recognition for work. It also explores the skills, knowledge, and behavior required for effective line management. Additionally, it highlights effective performance management strategies by HR, such as goal setting, performance tracking, feedback and rewards, and regular follow-up meetings.

B34885INTRODUCTION
TO PEOPLE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
TASK1.............................................................................................................................................4
Issue face by the Line Managers while it come to People management in Argos................4
TASK2.............................................................................................................................................6
Skill, knowledge and behaviour for an effective line manager..............................................6
TASK3.............................................................................................................................................7
Effective performance management strategies by HR...........................................................7
Determining and explain goals and objectives -......................................................................8
Exercise the performance management software-..................................................................8
. Implementation the goals-.......................................................................................................8
Real-time feedback and review-...............................................................................................8
Use peer review Technique –....................................................................................................9
Preemptive management and recognition-
Regular follow up meeting - i
CONCLUSION..............................................................................................................................11
REFERENCES................................................................................................................................1

INTRODUCTION
People management are done by the line mangers in the Argos industry which modify
into talented acquisitions, talent optimization and retention of the employees to support the
company and guided by the employer in the organization(Tripathy, 2018). Line mangers is a
manger who manges the managerial function of the organization and also guide a particular team
of employees. This report is based on the line mangers that how the managers face issue when it
comes to people management in an organization and how the line manager overcome issue faced
by him. And the mangers required effectively relevant skills, knowledge and behaviour required
for an organization.
MAIN BODY
TASK1
Issue face by the Line Managers while it come to People management in Argos.
Line Managers: Argos managers are mange the managerial function in the organization
with the particular team of employees and are responsible for the employees work and achieving
the target goal of the organization(Armstrong, 2016). They are the main interlink between the
management and the staff of the organization. They motivate their team and gives instruction on
day to day basis. The main function are to recruit, Train the employees, performance appraisal
and build relation between the employees(Kumah, Ankomah, and Antwi, 2016) Problem face by
the line manager while it come to people management:
 Communicating with new employees: Managers of Argos finds difficult sometimes for
proper communication with the new employees in the organization. While it is difficult to
maintain the positive personal relationship between them to gain respect for each other.
Manager take time to find out unique skills, personality of the employees and use for the
benefit of organization to achieve the target effectively and in efficient manner(López‐
Cotarelo,2018.) Employee engagement is very important in Argos to build a healthy
relation between the organization and senior subordinate relation to work smoothly in the
organization.
 Work Flow for the employees: New employees should be trained properly for the work
given to each employee in the Argos. Mangers should start from the basic work and then
analysis the work of the employees and make the report analysis and measures the work
of the employees, tracking the work and know the abilities and performance skills that

can be help the Argos to work in a systematic manner and with effectively to achieve the
target goal(Trullen, Stirpe, Bonache, and Valverde, 2016.). To set the target for the
employees managers have to analysis the work done and measure actual performance
done by the employee in the initial level of the employees.
 Employee turnover: The managers is very much responsible for the high employee
turnover in Argos as the employee is interacted with their managers for the work. If the
employees not found the positive environmental work around himself, not having the
proper training, follow-ups from the mangers about the work done and also the policy of
the company can lead to demotivate the employees in the company. The Management is
responsible for the training program and for the happy environmental work for the
employees(Nuwan, Perera, and Dewagoda, 2020).
 Right person for the Right job: Managers at Argos have to hire the right person for the
right job who fits the jobs and have the relevant skills that may be sought the company
and selecting the capable employee for the work in the organization. The wrong hiring
may affect the team morale and the company performance which affect target achieving
goal of Argos and also the efficiency of work(Townsend, and Hutchinson, 2017). So
there must right person for the right job in the organization.
 Mutual relation between the employees: In the organization, managers have to
maintain the healthy relation between the staff and upper management and avoid the
conflicts term between the two. Managers have to work together with the team and
collaborate with each employee under the team for the good environmental working,
creative with each other thinking and to socialize with each other. If the relation with
employees were not good then it affects the production and the working performance of
the organization(Griffin, and et.al, 2020). Managers have to handle all the situation
without getting to the higher management. Employee engagement is very important for
the smooth functioning of the team.
 Recognition for the work: Argos Manager may face some issue sometimes when the
employees didn't get the credit for their work and ignore there hard work. This brings the
demotivation and dissatisfaction for the company. If manager take all the credit himself
for the work done by his employee, this will demotivate and the work performance the
employees can be affected. It very important for the manger to appreciate the employees

for their work done for the Argos. This will motivate the employees to work even harder
and get the appraisal in the organization.
TASK2
Skill, knowledge and behaviour for an effective line manager.
Argos Line managers should have proper skills, knowledge and behaviour toward their
team to achieve the target goal of the company(Schrage, Kiron, Hancock, and Breschi, 2019)
Manager should have the confidence to take a team as whole and work together to achieve the
target on time. Whereas following are skills, knowledge and behaviour should have:
Skills:for the line managers followings skills should be there for the smooth running of
the Argos industries:
 Technical skills: Manager should have technicals skills like working methods, process
and producer of the Argos industries that help the new employee to get train in a good
manager that his skills(Nuwan, Perera, and Dewagoda, 2020).
 Conceptual skills: Argos mangers having conceptual skills for coordinating and
integrated in the organization to take the complicated work and come up with the creative
solutions.
 Communication skills: The manager have to be a good communicator between the
employees and the upper management to provide the information and ideas for the
work(Anbu, 2019).
 Decision making skills: Mangers have to take the decision to lead company target goals
by taking right decision at the right time.
The Argos industries Line managers should have the knowledge of operations and management
that help the employees to guide with an effective way during the training process of every
employee. Manager should know about the employee and their behaviour towards work while
seeing the performance report, managers can be worked on the skills an employee need for the
company to achieve the target goal.( Schrage and et.al )Other knowledge should also be present
in the manger to manage any circumstance arises in the organization. Argos managers have the
smart work ability to complete the work and handle any problem arises at anytime. Managers
should detect the employees knowledge and interest in the organization and working report by
analysis the performance.

Whereas, Behaviour of the mangers should have the following features in the
organization:
 Maintain Relationship: The Managers should have the ability to maintain good relation
between the employees and the management and take the team as a whole for the work.
Mangers should gain the trust of the employees and work together to achieve the target
goal of the Argos industry.
 Goal focused: Manager should be focused oriented in nature where the manager and his
team work together to achieve the target goal for the organization. Managers team should
be aware about the target set for their team and to achieve on time.
 Motivated nature: The mangers should be motivated and motivate this team to achieve
the target of the company. Manager should also appreciate the employee for the work
done for the company by giving credit for the work done and to achieve the target
effectively.
Team development: Line managers should develop his team for the organization to face any
problem at anytime, removing conflict between the team members and making the team
effective focusing on the work instead of people (Malik, Pereira, and Budhwar, 2017).
This is some qualities which the line mangers should have where they have to take there team as
a whole without any conflicts between the team and working efficiently to achieve the target
goal for the organization. (Griffin. and et.al,. 2020) The qualities of line mangers help the
employees to build the relation with the company and up-skills the qualities of individual to
perform the task in the effectively.
TASK3
Effective performance management strategies by HR
HR plays crucial roles when it comes to effective management. Its HR duty to create a
atmosphere good for task, performance. To enhance the performance of the employees it
includes various roles or duties of HR like creating the strategies, goal setting, assigning good
people,traning,feedback and rewards and quarterly and yearly performance review. Effective
performance HR needs to clear the expectation so employee can understand the task more

effectively. To create the effective performance environment HR applies these strategies to
enhance the performance
Determining and explain goals and objectives -
People cannot work efficiently when they are not aware about the goals and objectives of
the organization. Argos has a very effective performance management to help to understand the
importance of the goals and assigned task. (Sackey 2017). Argos mission statement is also
related to that they believe to provide customers with the best values for money through the most
convenient shopping experience. So it's very important to make them understand about the goals
and objectives. Also HR has to take follow up on regular basis that how's the work going and
need to adopt the goal tracking techniques to check the assigning work is going on properly or
not.
Exercise the performance management software-
Argos has very effective software to enhance the quality of the services and moreover
get the tracks of the work. It provides data to HR department to get reviews and reports and also
actionable reports on regular basis.
Implementation the goals-
HR insures the roles and responsibilities of each and every employee of the organization
including managers. Manager is responsible for for employees as well organizational goals and
motivate the employees to to achieve the goals also provide the deadlines. Also make them
understand about the process or techniques.
Real-time feedback and review-
Argos always provide feedback to the employees on time it's help to maintain the culture
and regular communication help to avoid the errors. Taking the regular report of their work,
provide feedback, motivate, suggestions to increase their performance or shape their work within
short period of time. If a person is doing great work so Argos also have different rewards for
these employees.

Use peer review Technique –
It is also a effective tool to faster the performance through companion reviews. It is also
known as 360 degree review. These techniques help to allow the colleagues to cheer other
colleagues performance and highlight the positive facets of their performance. This technique
helps workers to work together, build communication and improving their own performances
with taking their help.
Preemptive management and recognition-
Argos also adopt these techniques to get guarantee results in specific time duration. These
processes implement rewards and practice the protective management. In the other context help
employees must aware about what is expected of them so there is no guesswork and
complications. It's helps to provide clear and fair place to work, incentives, rewards, activities
and goals oriented programs to show the how important employee are and goals.
Regular follow up meeting –
it is kind of progress report which will conduct by the manager and HR on regular basis
to assess the given task or work and how the work is going with the objectives and goals. These
meeting can be conducted in weekly monthly or quarterly. (Schrage and et.al., )Attendance is
must for each and every employee. It help to understand the work difficulties. Area to
improve, praise the employee, providing the next work or to provide the other goals details

CONCLUSION
This report gives the brief on the Argos industry that how the line mangers faces the problem
within the organization with the employees. New employees have their own prospective to see
the management where the line managers have to guide according to the company works, trained
the employees to fit in the working condition, maintain good relation between the staff and the
management of the Argos industry(Arulrajah, and Opatha, 2016). And also shown the skills,
knowledge and behaviour of the line manager should have in nature to take the team forward to
achieve the target goal of the company. However, also show the supporting of HR department
when it comes to effective performance management of the employees by providing the training
and report analysis of the employee performance in the Argos industry during the particular time
period(Islam, And et.al, 2020).

REFERENCES
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Griffin, R. W. and et.al,. 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU
Islam, M.A. And et.al, .2020. Exploring challenges and solutions in applying green human
resource management practices for the sustainable workplace in the ready‐made
garment industry in Bangladesh. Business Strategy & Development .3(3). pp.332-343.
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Kumah, E., Ankomah, S. E. and Antwi, F., 2016. The role of first-line managers in healthcare
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López‐Cotarelo, J., 2018. Line managers and HRM: A managerial discretion perspective. Human
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Malik, A., Pereira, V. and Budhwar, P., 2017. Value creation and capture through human
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Nuwan, P. M. M. C., Perera, B. A. K. S. and Dewagoda, K. G., 2020. Development of Core
Competencies of Construction Managers: The Effect of Training and
Education. Technology, Knowledge and Learning. pp.1-40.
Sackey, L.N.A., 2017. Performance Management Techniques in Public Sector.
Schrage, M and et.al., Performance Management's Digital Shift. MIT Sloan Management Review.
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