Challenges Faced by Line Managers in People Management

This report discusses the challenges faced by line managers in people management, the knowledge and skills required to be an effective manager, and the HR process that supports performance management.

REPORT WITH
REFERENCES

Table of Contents
INTRODUCTION...........................................................................................................................5
MAIN BODY..................................................................................................................................5
Issues faced by the line managers relating in the people management.......................................5
Knowledge and skill to be an effective manager.........................................................................6
HR process which supports the performance management.........................................................8
Recommendations......................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

Executive Summary
The study has been conducted which has reflected on the current challenges faced by the line
managers in the people management such as lack of motivation and organisational culture.
Various different knowledge and skill required to be an effective manager has been explained
with the help of Gibb’s Reflective model. Along with this HR process that supports performance
management has been explained in the report that id performance planning, performance
coaching and performance review in reflective form.

INTRODUCTION
With the increase in the demand and number of competitors in the market, the organization
should also focus on expanding its operations and provide new services to its customers. It is
very important to have effective management for implementing such changes in the
organisation. People management is the process of recruiting, training and engagement of
the employees to develop their area of knowledge and also to maximize the productivity of
the company (Sultana, and Espineli,). The report covers the refection of the various issues
faced by the line managers in the people management. The required knowledge and skill
required using the model and the HR process which support the performance management.
MAIN BODY
Issues faced by the line managers relating in the people management
People management is defines as the set of the practises that involves the process recruiting,
training and engagement of an individual for the development of the knowledge and skill and for
improving the productivity of the organization. It involves five components:
 Creating effective teams for better future
 It helps in understanding the people their personal and career goals
 Open channels of communications with the team members and getting feedback
 Collaborate
 Commitment
I conducted a survey in which I observed that with the rapidly changing environment, the
management of the company is also facing various issues and challenges which can affect its
working and can also lead to decline in the productivity (Karunakaran, 2019). I also observed
that managers have the burden to make improvement in the management for smooth
functioning of the company. During the study, I observed that line managers have the burden
to report about the present situation in the internal operations. Line manager in the
organization is an employee that directly manages the employees and is accountable to the
senior most managers (Frenkel, 2019). In my study, I also observed that the line managers
play the role of the leaders which provides guidance, instruction, motivates the employees in
performing their job. The strategies are created by the senior most mangers but are
implemented by the line managers that ensure they are executed correctly. Line mangers

possess all the leadership qualities for providing necessary guidance to the employees. I have
observed that line mangers is important for achieving the strategic goals of the company such
as effective management of people and their performance (Bambi et.al, 2018). The other issues
I observed that and the issue faced is the motivation as managers are unwilling to perform the
task and it is suggested that motivation is related to the incentives so if the mangers are
rewarded and appreciated for their performance. The other challenge is the organisational
culture which demotivates the employees as well as the line manager in order to move
towards achieving the goals.
Knowledge and skill to be an effective manager
I think that in order to become effective and efficient managers, the manager should have
possessed knowledge and experience in his field. I believe that the managers should have good
leadership skills through which he can give guidance to the employee about the role the job the
employees should perform(Berglund, 2018). Apart from this, the managers should good
communication skills through which an open interaction can be done to resolve the issues of the
employees.
I believe that the Gibbs Reflection Model that helped me to clearly analyse the skills, knowledge
and behaviour that a managers requires. The Gibbs Reflective Model involves the six stages and
each stage focuses on the repeated experience at the workplace (Rodham, et.al, 2020). I believed
that this model is very useful as it helps as the guide which helps in analysing the situations and
also helps to draw conclusions. The various stages are description, feelings evaluation, analysis,
and conclusion and action plan.
 Description: In my study I experienced that In order to overcome the issues and
problems it is very important that the human resource department should consider that the
managers should be more expertise and have capabilities and such managers should use
their knowledge and abilities to strengthen the organisation (Rogers, et.al, 2020). I also
experienced that having the required knowledge and abilities will not only benefit the
organization but also for the development of the manager.
 Feelings: According to my observation , I believe that to be an effective manager, the
individual should have detailed knowledge about planning the required training and
education sessions which will guide the employees in the organization and also helps the
workers in their career goals. Apart from this, I witnessed that manager should also

openly communicate with their workers and ask about the issues arising while performing
their job roles.
 Evaluation: At this stage I experienced that those managers who openly communicates
with their team members and ask for opinions and help in resolving their issues helps in
creating positive environment in the workplace and on the other hand those managers
who dominate their position and give orders tends to create negative environment which
can affect the performance of the employee as well (Manktelow, and Birkinshaw, 2018). In
my opinion, the manager should have leadership skills and should listen to the problems
of their co- workers and help in resolving the issues. The managers should know the
goals of the company so that it should be directed to the team member’s for achieving
those goals. The managers should have detailed knowledge about the specific task to be
performed in order to move towards achieving the target of the company.
 Analysis: I have learned that be an effective manager, it is very important to have a clear
vision about what the company wants achieve. They should have required skill and
knowledge and should work patiently in the stressful situation which arises before. The
research conducted was very helpful for me to analyses the positive and negative effects
of the managers. It has helped me to gain more knowledge about the characteristics of an
effective manager. The research helped me that how the role of the managers affects the
working environment of the company. It is also observed that positive traits of the
manager like effective communication skills, leadership skills and the habit of listening to
the issues of the employees whereas on the other hand I realised that negative attitude of
the mangers can create an unfavourable environment which can directly affect the
employee’s performance.
 Conclusion: The research conducted was very helpful for me as it made me realised for
the achievement of the goals of the company, it is very important for the managers to be
higher knowledgeable and creative. I have also learnt that to be an effective manager
proper training, communication skills, and leadership skills is very important. The
managers should be able to adopt the changes and overcome the barriers which arise in
any situation in order to move towards achieving the objectives of the company.
 Action Plan: At this stage plan is made for future situation. According to the
research, details and information collected which was very helpful as the research

conducted was on the particular area which has helped me to gain additional
knowledge about the role and responsibilities for being an effective manager.
Various strategies should be developed to overcome challenges and issues faced.
skills strategies monitoring Time period
Time management
Delegation
Communication
skills
 Set the
priorities by
using a tool.
 Delegate the
task to the
subordinates
 Take active
listening class
Continuously
evaluate the task
achieved in a given
time period.
Take advise from
the superiors
Time -schedule
One month time
period is given to
improve the skills
for development.
One month
2 Months for
improving he
communication
skills.
HR process which supports the performance management
Performance management refers to the process between managers and the employees with the
mutual goal of achieving the targets set by the company. Every organization wants that the every
employee of the company should participate to enhance the productivity of the company. It is
corporate management tool that helps the managers to monitor the performance of their
employees (Moeller et.al, 2019). Performance management helps to create healthy work
environment so that employees can perform best as per their abilities. The performance
management programmes include the aligning the activities of the employees with the
organisational goals, definition job development plans and organise meetings on regular basis for
evaluating the performance level of the employees. Performance management is very important

for any organisation as it provides a look into the future by constantly evaluating and monitoring
the work performance of the workforce, helps in developing the training strategies for boosting
the performance of the employees.
The HR process in the performance management is discussed with the help of Kolb’s reflective
model (Wallace et.al, 2021). It involves four stages: Concrete experience, Reflective observation,
Abstract conceptualisation and Active experimentation.
 Concrete Experience: As per the research I conducted, I experienced that performance
management is important in an organisation for evaluating the performance level of the
employees and also create further plans to meet the objectives of the company. In the HR
process, I feel that establishing a goal for the company is very important and support
from the employees is equally important (Carmeli et.al, 2021). Performance planning will
help me to apply my knowledge that is connected towards achievement of the
organisational goals. This will help me to understand my duties and responsibilities to
meet the goals and objectives of the company.
 Reflective Observation: Apart from the establishing goals of the organisation, To
enhance and improve the areas of my knowledge, guidance and training is very essential
that will help me overcome the various challenges which can arise. It is very important
for me develop my area of knowledge and skill which will encourage me to perform my
job roles (Cangialosi, et.al, 2020). I have learned that I should focus on improving my
communication skill as it is very important in order to grow in future. Along with this I
should concentrate on listening to others and the superiors so that I can perform my
duties and responsibilities better and develop my knowledge which will be helpful for me
in future.
 Abstract conceptualisation: In order to achieve and meet the goals of the company, I
observed that it is important to enhance the area of knowledge to learn more new things
which will lead to better performance in the workplace. I have learned the getting
feedback from the employees will help to know that improvement is required to perform
better in the organisation.
 Active experimentation: According my study, it is important to acquire new knowledge
and learn new things which will be helpful for me to grow in future. According to my
study, I should focus on learning new things and also make improvements which will be

helpful for me. The study conducted was helpful for me identify my skills and where I’m
lacking behind and has encouraged me to move towards gaining more knowledge which
can be helpful in future.

Recommendations
In order to achieve the goals and objectives of the company and also to be an effective manager
it is recommended to have proper communication and leadership skills which help to coordinate
and solve the grievances of the employees which will encourage and motivate to move towards
achieving the objectives of the company. It is necessary to increase the area of knowledge to
perform better in the workplace and able to handle the responsibilities given to the manager.

CONCLUSION
It can be concluded form the above report that with the changing environment and
advancement in the technology, it is important for the management of the company to focus
on creating new strategies and plans in order to overcome the challenges. It is also observed
that line managers are facing various challenges in the organization as all the responsibilities
lies in the hands of the managers. The knowledge and skills required to be effective
managers is explained with the help of Gibbs reflective model. Along with this HR process
to support the performance management is also explained with the help of Kolb’s reflective
model.

REFERENCES
Books and journals
Bambi et.al, 2018. Workplace incivility, lateral violence and bullying among nurses. A review about their
prevalence and related factors. Acta Bio Medica: Atenei Parmensis, 89(Suppl 6), p.51.
Berglund, A., 2018. Professionalism for engineers: soft skills in engineering education to prepare for
professional life. In Proceedings of the 14th International CDIO Conference.
Cangialosi, et.al,2020. Learning climate and innovative work behavior, the mediating role of the learning
potential of the workplace. Vocations and Learning. 13(2). pp.263-280.
Carmeli et.al,2021. Resilience and creative problem-solving capacities in project teams: A relational
view. International Journal of Project Management.
Frenkel, S., 2019. 9. Patterns of Workplace Relations in the Global Corporation: Toward
Convergence? (pp. 240-274). Cornell University Press.
Karunakaran, A., 2019, July. Front-line professionals in the wake of digital scrutiny: The paradox of public
accountability. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 13114). Briarcliff
Manor, NY 10510: Academy of Management.
Manktelow, J. and Birkinshaw, J., 2018. Mind Tools for Managers: 100 Ways to be a Better Boss. John
Wiley & Sons.
Moeller et.al, 2019. An Immersion into Global Assignment Destinations. In The Palgrave Handbook of
Learning and Teaching International Business and Management (pp. 259-277). Palgrave Macmillan,
Cham.
Rodham, et.al, 2020. Rapid review: Reflective Practice in crisis situations.
Rogers, et.al, 2020. Developing skills and knowledge for social work practice. Sage.
Sultana, M. and Espineli, J.D., Relevance in Internal Audit Tools and Techniques for Achieving
Organizational Objectives in Private Limited IT Company.
Wallace et.al,2021. Just what do we think we are doing? Learning outcomes of leader and leadership
development. The Leadership Quarterly, p.101494.
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