Introduction to People Management

INTRODUCTION TO
PEOPLE MANAGEMENT

TABLE OF CONTENTS
Executive Summary.........................................................................................................................3
INTRODUCTION...........................................................................................................................4
Contemporary issues faced by line management in managing people........................................4
Knowledge, Behaviours and Skills required for an effective manager.......................................5
HR process underpinning and supporting management regarding the effective performance
management.................................................................................................................................7
RECOMMENDATIONS.................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

Executive Summary
The report focussed on the Human resource and the role of managers in managing the
people of the organisation especially at the time when there is a change in the operations and
strategies of organisation. The company highlighted in the report was Tesco, UK. The
contemporary issues which are faced by the line managers in managing the people were
highlighted. The various skills, knowledge and behaviours of the managers were mentioned and
described which are responsible for increasing their effectiveness. The ways were discussed in
which the performance management practices of HR such as 360-degree feedback etc. helps the
managers to manage the performance of the people. lastly, various strategies were recommended
which helps in improving the people management at Tesco.
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INTRODUCTION
Human resources is basically used to describe the people working for the company as well
as the department which is responsible for managing the resources regarding the employees. It
focusses on providing welfare to the employees as well as the organisations. It performs various
functions like recruitment and selection, provides compensation, organises training, maintaining
employee relations etc. People management can be defined as the processes which helps in
encompassing the end-to-end talent optimization, acquisition and retention by providing constant
guidance to the people and support to the business. It focusses on the ways people work, engage
and behave and faces a rapid growth at the work. The report will shed light on the HR, managers
and the people management at Tesco which is the largest supermarket chain in United Kingdom
performing its operations worldwide (Tesco, 2020).
Contemporary issues faced by line management in managing people
Human Resource Management focusses on managing the people working at the workplace
in all the situations ensuring that their needs are satisfied. The human resources of today works
in very different manner as of the earlier times because of the changing market, needs of the
people, regulatory demands and compliances which is forcing the HR to develop and implement
various strategies which can help in resolving the issues as well as helps in gaining advantage.
There are various issues which the Human Resource face while managing the people and
especially in the time of Pandemic of COVID-19 when the people were resisting the changes.
The various issues are as follows:
Management Changes
With the growth of the business, there is a growth in its strategies, internal processes and
the structure. It is not easy for all the employees to cope with the changes happened or brought.
This can lead to decreased productivity and morale because of the change (Martin and Siebert,
2016). Tesco also faces the same issue in COVID-19 when the company shifted all its operations
to online, it had to manage all its employees but still some of the employees left as they
considered themselves inefficient to perform the operations in Tesco. In this case, the business
owners of Tesco must communicate the needs of the change to the employees which can be done
by regular staff meetings.
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