Introduction to People Management

Introduction to people
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Contemporary issues face line management in case of people management..............................3
Knowledge, skills and behaviours to be an effective people manager........................................4
HR processes that support and underpin management for performance management................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Managing the workforce is important for the company to be able to achieve their goals
and targets from time to time. This is going to help the company have higher sales and
profitability. Tesco is operating in the market from 1919 which is 101 years and the company is
having more than 6,800 stores in the world. The net income of the company is £1.320 billion
which is a great factor for the company to have to be able to invest for further expansion. The
report is going to consist of knowledge, skill, behaviour and performance management of HR in
an organization so that the issues and problems in the industry can be dealt with on time which is
good for the brand value and reputation.
MAIN BODY
Contemporary issues face line management in case of people management
Line managers are responsible for the management of employees and other organisational
resources for the attainment of particular functional and organisational objectives. Many of these
include function like recruitment and selection for filing out the vacant team positions, provision
of support and training for the new hires and provision of coaching and performance feedback to
the workers. People management can be defined as certain practices which encompasses the end-
to-end practices of talent acquisition, management, training and development, optimisation,
health and safety and retention (Knies, Leisink and Van De Schoot, 2020). It oversees on how
employee work, engage, behave and develop at work. Line managers in the human resources
department supervise the employees and report to the HR director or manager. However, while
conducting their functions, line managers tend to face certain issues and challenges in context of
people management, such as:
 Reduced levels of performance: Line managers need to consistently review the procedures and
processes within the organisation which increases the performance of the workers that the line
manager is supervising. It is common that the employees have decreased productivity at some
point of time and impact the company goals and other team members (Panagiotakopoulos,
2016). The line manager needs to perform a workflow analysis for reviewing the current
systems and weak structures.
 Being understaffed: Line managers should understand the requirements of hiring and
vacancies in order to be adequately staffed in their department. It is quite evident that staff
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