Contemporary Issues in People Management

This document discusses the contemporary issues faced by line management in people management, including changing regulatory issues, recruiting and retaining top talent, and diversity and harmony issues. It also explores the knowledge, skills, and behaviors needed to be an effective people manager. Additionally, it identifies HR processes that support effective performance management.

Introduction to People Management
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Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Discuss about the contemporary issues face line management when it comes to people
management.................................................................................................................................3
Knowledge, skills and behaviour needed for effective people manager.....................................5
Identify HR process and support management when it comes to effective performance
management.................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERNCES.................................................................................................................................10
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INTRODUCTION
People management is defined as set of practices that encompass the end to end process in
context of talent acquisition, retention and optimization while providing continued support for
business development. In UK, Companies are considered as sub set of human resource
management that will cover all different aspects of people work, engage and behave towards
works. The systematic way to evolve, manage people that effect on working of organization.
This report will describe about the contemporary issues face line management which will occur
during people management. It will determine different knowledge, skills and behaviours that
needed to be finding as effective people manager. Furthermore, this documentation will discuss
different human resource process and how will support management in context of performance
or management.
TASK
Discuss about the contemporary issues face line management when it comes to people
management.
Management has its share of reward and perks, managers are usually in better position that
influence and lead change. In most organizations, being a manager means a better compensation
package. Most importantly, there is like staff member satisfaction of helping an individual or
team reach their appropriate goals and objectives (Alameda-Pineda, Ricci and Sebe, 2019).
According to CIPD report, it has been identified that half of people who consider themselves
manager are front line and remaining are senior or top level. In UK, companies getting better at
managing their people, COVID-19 has certainly impacted the managers, HR and workforce
interacts. There are different issues faced by management when it comes to management people.
Changing regulatory issues
Compliance with regulatory issue or problem is consider as primary duty of managers in
UK organizations. While this job duty has not completely changed over years. Typically, it may
cover evolves constantly (Shahbazi and Ahmadloo, 2020 ). In this way, it can identify that
manager need to be changed the certain policies and procedures. For Example- changes in new
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legislation regarding financial or healthcare benefits. When it comes to people management,
which is important role of manager to find out the certain demand of employees within
organization (Blštáková and et.al., 2020). Changing rules and regulations that directly affecting
on the relationship between people during task execution. In some situation, they are worried
about the issue of privacy or security, which has increased problem in people management.
Privacy laws are constantly acquiring a lot of update in term of disclosure, if manager is
not current on new regulation whereas company is exposed law suits, penalties and other
potential public scrutiny.
Recruiting and retaining top talent
Nowadays, Finding and keeping great talent is very difficult for manager, especially for
small enterprise during COVID-19 pandemic because they do not have proper resources to offer
huge compensation, benefits packages. It means that manager is always looking to find better
candidate and loyal prospect for organization (Shahbazi and Ahmadloo, 2020 ). It is very tough
for manger to look for externally as well as internally as it is not enough to just reach out the
people. it is not about the cultivate these relationship. it is consider as essential part of
organization that must need to cultivate internal staff members, who are suitable for promotion
and development.
Diversity and Harmony issues
In UK, Business owner know that diverse workforce that’s working together in better
harmony. It will build as string team, yield better ideas and offer consumer satisfaction. Without
consideration of harmony, diverse workforce has become lower morale and reduce productivity
of enterprise (Deberdieva and et.al., 2019). At certain point, it has been increased the issue
within company culture as well as their production. When it comes people management,
diversity is consider as serious legal liability where existing consumers, employees are feeling so
mush harassed in different manner.
Manager can consider the diversity rules and regulation, ensure that company has
followed some specific protocol to deal with multiple complaints. In this way, it is focused in the
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harmonizing of diversity. Each and every thing can be done by using workshop, training that
help to build cohesiveness or embrace difference each other’s.
Knowledge, skills and behaviour needed for effective people manager
In order to become effective people manager individuals needs to possess right
knowledge, skills and behaviour. These are as follows-
Knowledge to be effective people manager
Knowledge of HR practices- In order to become effective people manager individuals needs to
have knowledge of HR practices. HR practices involve different functions and activities that are
carried out in Human resource management and their processes (Amarakoon, Weerawardena,
and Verreynne, 2018). This involved knowledge of effective recruitment and selection policies
and changing trends in recruitment and selection. Knowledge also involve knowledge of
practices for training and development and other HR functions.
Knowledge of HR laws and regulations- HR is an area which is mainly governed by laws and
regulations and this is why it is important that to be effective people manager individuals has
sound knowledge of these regulations. This also have changed and affected due to Covid-19 and
this is why it is important that people manager to ensure effective HR management are aware of
these regulations.
Skills to be effective people manager
Communication skills- This is a very important skill that people managers need to have in order
to become effective people manager. Communication skill is concerned with effectively
exchanging messages and ideas. People manager in their work has to communicate in several
contexts and this is why it is important that for effective people manager to have effective
communication skills enabling them to accurately communicate. This also involves positively
influencing employees and members in organisation.
Strategic thinking skill- This is another important skill to be possessed by people manager (De
Mauro and et.al., 2018). This means that people manager should be aware of the ways in which
they can align goals and objectives of company with goals and objectives of employees and
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members. This means communicating to employees how they make contribution in achievement
of organisational objectives and its vision.
Collaborative Skill- This is another skill to be possessed by people manager. This skill enables
people manager to effectively collaborate multiple departments and employees of different
departments together.
Behaviour to be effective people manager
Empathy- This is one of the important behavioural elements that make people manager effective.
Empathy is an ability that enables individuals to understand problems of others and in order to
understand what others are going through and what they are willing to say it is important to be
empathetic. This is concerned with understanding problem and situations of people like manager
is going through the problems.
Supportive- This is another important behaviour that make people manager effective. People
manager is a link between organisation and employee and this is why it is important that people
manager makes best efforts to ensure that employee gets adequate support that enable them to
work effectively (Amarakoon and et.al., 2019). This is concerned with information or any other
issue that employee wants to convey to management. In this situation supportive behaviour of
people manager is important and helps employees in solving their problems and issues in
organisational context.
Identify HR process and support management when it comes to effective performance
management.
An effective performance management is all about the companies that recognise entire systems
generate a lot of work. In fact, they often require employees and manages to set a long term goal
which become stale in months. Hence this HR process, in UK companies especially, it might
require for using platform that supports process and helping other employees (Knies, Leisink and
Van De Schoot, 2020). This is reason why it become consider as great change in performance
management through HR process. it is always support for engaging, transparent way to change
how staff member are exposed, managed the business activities. HR management enable
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managers to track or monitor performance of individuals as well as departments and entire
organization.
During COVID-19 Pandemic, UK companies faces a transition to new phase of economic
development. At that time, Human resource will select as modern management techniques when
it comes to people management, performance improvement. Total quality management (TQM) is
one of important technique that help for explaining the management failing such as failure to
spot economic opportunities (Nguyen Le, Chitaporpan and et.al., 2020). According to CIPD
report, it has found low level of public as well as private investment within research and
development, capital stock or workforce absence in UK companies. In this way, it has concluded
that performed the sufficient robust HR process, which always support to performance
management and increase productivity as well as profitability of business in marketplace.
Furthermore, It can be identified the different HR process underpin and support during
performance improvement or management.
Performance Planning
It is important process of human resource in organization that establish a goal or
objective. This will be target employees want to reach and market as desirable state (Shahbazi
and Ahmadloo, 2020 ). Human resource should always support and aligned with organizational
goals, more detailed way to perform activities of performance planning. It is better chance to
achieve desirable organizational objectives. Planning process will help for employee to spend
some time on and implement efforts between assignments and on job duties. After successfully
performed this step, employee and manager should aware about the specific time frames.
Performance Coaching
It is also important process of HR which provide regular feedback on basis of
performance during task execution. At certain point, HR provide the better direction, support for
employee so that they can modify their performance. It is also increasing more exercise where
necessary. Each and every single staff member is different from another so that it is important
human resource to understand specific need or requirement of employee (Shahbazi and
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Ahmadloo, 2020 ). Therefore, managers need to be aware about the necessities of individual and
then give training according to them. This will help to meet all essential personal needs. This
type of HR process is extremely important for employees for maintaining or encouraging the
people and maintain effective performance management in organization.
Feedback and recognise on performance review
Recognition is an essential to performance management since it is integral part of staff
emotional sense of their work, serving as important driver. If human resource manager to be
introduced with intrinsic motivation or inspiration (Zhang, 2020). Here, Each and every
employee can receive feedback from HR manager on the basis of their regular performance. This
process will include both recognition regarding staff member’s strength and discussion about the
challenges that requires for improvement.
After that being done, HR can develop a new plan for further development and should be
clear or measurable. In fact, it is represented as beginning of entire process. It is not only focused
on the real time feedback on the performance management rather than identify compensation to
increase overall business profitability in global world.
Clear measurement process
It is another important process of Human resource which provide an efficient role,
ongoing missions, and current position of employee in organization. Human resource
management will support when comes to performance improvement. It will clearly indicating the
clear measurements that are personalized for individual employees (Urbach and Röglinger,
2019). Through this process, manager will keep track of current score of individual people and
their achievements. Personalization is necessary since, HR need to make relevant goal within
particular employee in order to ensure all engagement.
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CONCLUSION
From above discussion, it has concluded that People management plays important role in
organization that support for consideration of all essential set of practices. In order to provide the
better result or outcome. People management can be considered as process for performing the
different activities such as talent acquisition, retention and optimization. In this report, it has
been summarised about the contemporary issues face line management which help for improving
the current situation or condition of business. Furthermore, it can be determined the various type
of knowledge, skills and behaviours that needed to be finding as effective people manager.
However, it has described about the effective human resource process that always supports
management in term of performance or management.
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REFERNCES
Book and Journals
Alameda-Pineda, X., Ricci, E. and Sebe, N., 2019. Multimodal behavior analysis in the wild: An
introduction. In Multimodal Behavior Analysis in the Wild (pp. 1-8). Academic Press.
Amarakoon, U and et.al., 2019. Entrepreneurial behaviour: a new perspective on the role of the
HR professional. Personnel Review.
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International
Journal of Human Resource Management. 29(10). pp.1736-1766.
Blštáková, J. and et.al., 2020. Reflection of Digitalization on Business Values: The Results of
Examining Values of People Management in a Digital Age. Sustainability. 12(12).
p.5202.
De Mauro, A and et.al., 2018. Human resources for Big Data professions: A systematic
classification of job roles and required skill sets. Information Processing &
Management. 54(5). pp.807-817.
Deberdieva, E.M. and et.al., 2019, March. Experience in the management of business processes
with the use of digital technologies by Russian companies of a petrochemical complex.
In IOP Conference Series: Materials Science and Engineering (Vol. 483, No. 1, p.
012066). IOP Publishing.
Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and testing
a measurement scale. The International Journal of Human Resource Management. 31(6).
pp.705-737.
Nguyen, T.K.O., Le, Q.T. and et.al., 2020. Introduction to Environmental Management and
Services. TORUS 3–Toward an Open Resource Using Services: Cloud Computing for
Environmental Data. pp.1-16.
Shahbazi, B. and Ahmadloo, M., 2020 Management and Business Research Quarterly.
Urbach, N. and Röglinger, M., 2019. Introduction to digitalization cases: how organizations
rethink their business for the digital age. In Digitalization Cases (pp. 1-12). Springer,
Cham.
Zhang, Z., 2020. The Introduction of Macroeconomic Management Theory and Experience from
Western Countries at the “Bashan Tourist Ship” Conference in 1985. In Historical
Perspectives on Chinese Economics (1949–2011) (pp. 153-169). Springer, Singapore.
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