MG411 Introduction to People Management: Current Issues, Skills and HR Processes

This report discusses the current issues faced by line managers in people management, the skills and behaviours required to be an effective people manager, and the HR processes that underpin performance management. It also provides recommendations for HR managers to overcome these issues.

MG411 INTRODUCTION
TO PEOPLE
MANAGEMENT

EXECUTIVE SUMMARY
The human resource management is the process of training, selection, retaining, staffing,
recruiting and selecting the employees personnel in organization. Communication skills,
decision-making skills and various behaviours and knowledge must be acquired by HR as it will
help in maintaining the employees in effective way for managing the personnel organization.
There are various issues related to the personnel management being faced by HR in respect of
training , recruitment and appraisal of performance.

TABLE OF CONTENT
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
1. Reflection on current issues faced by line managers relating to people management............4
2. Reflection on the knowledge, skills and behaviours to be an effective people manager.........6
3. Reflection on HR processes which underpin the performance management..........................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
People management is the component of human resource department of organization
which involves training, directing, retaining employees of the organization. Managing people
consists of talent optimizing and acquiring which helps in supporting the business performance.
The HR manager will maintain the satisfied workforce in organization which helps in
contributing towards the organizational goals and business performance. It is important part in
organization as it helps in managing the professional by creating competence teams with better
qualified, motivated and satisfied personnels. This report will give details about reflecting on
current issues faced by line managers relating to people management. Also, reflecting The
knowledge, skills and behaviours to become an effective people manager. Lastly, reflecting HR
processes which underpin the performance management.
MAIN BODY
1. Reflection on current issues faced by line managers relating to people management
In my point of view Line mangers are those individuals who are responsible for
managing the personnel and employees as it helps in achieving the business goals of the
organization. These manger guides the employees, motivates them takes feedback on daily basis
for operating work effectively. This administrator are mainly responsible for implementing the
strategies, designing the tasks, allocating reduces properly and aligning the goals toward
achieving success for company (Aungsuroch, Gunawan and Fisher, 2022). Line mangers are
mainly responsible for recruiting, training, motivating employees, developing employees
abilities, and builds team bonding for achieving the objectives. These mangers specifically
recruits right personnel for job, trains and monitor them for doing proper work, plans various
tasks. Also, schedules the proper regular meetings with the staff members also make proper
reports on performance evaluation which helps in achieving higher goals.
The Ability motivation theory Has helped me in assessing the current issues faced by
line mangers especially for implementing the performance management system in organization:
The climate of organization is considered as the issues faced by the line mangers because these
are the environmental pressures which bis faced for implementing the performance system in the
organization (Holt, Hall and Gilley, 2018). The mangers will prioritize the other activity, i also
feel that the employees operating with individuals having different perceptions also regarded as

the issues for completing the shared task in teams given by the management. Thus, the climate of
organization will hinder the performance management of employees.
Leadership style adopted by organization will be regarded as the challenge for the performance
management. As the leaders determine the culture, values and helps the people management to
better relations with the management (Humphreys and et.al., 2018). So I think that the leadership
style adopted by the company will affect the human resource allocations, planning, retaining,
training and in all aspects. So the leadership style will also affect the line mangers decision at
every aspect of work.
As per my point of view the Other Current issues faced by line managers includes :
 Training and development issues: Line mangers will face the issues regarding the
training and development programmes, as for identifying the lacking abilities of the
employees. For designing the development plans for the employees is undertaken for
building the abilities and skills which will build the knowledge for
 Recruitment and selection of right employee : The line mangers will face the
challenges in finding the right suitable candidates which is best for the job prescribed,
sometimes the manges have to modify the recruitment procedures and the selection
procedures for choosing the right candidates.
 Balance between management and employee : The line managers are responsible for
managing the balance between various factors if employees so the challenges faced by
them are for ascertaining profits, making necessary commitments to the personnels,
providing better wages and salaries to the employees, will affect the line managers at
great extent.
 Performance appraisal: Appraising performance of employees are considered as
appraising their work. So not giving continuously feedback will affect the work of
employees and will affect the future workings in the operations of business.
 Building successful relationships with personnels: As the line manager is responsible
for building good and trustworthy relations with the employees personnels for engaging
them with proper working. As it will help in retaining talented employees for growing the
business towards success.

2. Reflection on the knowledge, skills and behaviours to be an effective people manager
There are various strategies which will help in evaluating the behaviour skills and
knowledge needed by the HR manager which includes various approaches relating to learning
and development, planning, performance management and performance appraisal. HR manger is
the person which helps in leading and directing the personnel of the company which includes
hiring, interviewing, staffing of talented employees, and providing the benefits and leave
encashments.
According with my point of view, the most important skills which must be acquired by hr
mangers includes:
 Decision making skills: Decision-making skill is most essential for hr manger as it helps
in finding the most effective ways for solving the issues and investing in rights
personnels (7 skills for a successful management career, 2021) also the decision related
to hiring potential personnels and firing the unwanted one is the skill which mus be
acquired by the HR mangers.
 Communication skills: Communications skills are very essential for being an effective
HR managers, as it helps in inking the business and employees. As the HR manager have
to communicate with various personnels , head officials, and the CEO, junior supervisors,
and different staff personnels for staffing at various different positions in different
departments. (Ibrahim and et.al., 2019). Also, these skills helps the HR manager in
communicating various informations related to the different tasks using equipments and
giving feedback tot employees related to errors made.
 Strategic thinking for analytical and data driven: Skills related data driven and
analytical abilities involves the ability for evaluating employees performance, retaining
talented personnel for growing performance for organization.
 Active listening, learning: Listening actively is the skills that must be acquired by the
HR managers as the active listening includes listening to the employees (Lima and
Quevedo-Silva, 2020). Without the judgement and partiality, also listening the sensitive
matters which helps in creating the safe place for various employees personnels.
 Time and team management : The hr manager is responsible for maintaining teams and
groups with various different personnels. So these skills are essential for better working

with teams and aligning them with different activities which provides benefits to
organisation.
 Managing financial resources with protectiveness : These skill must be acquired for
becoming an effective hr manger as these will help in spotting the potential problems
easily and can instantly take corrective action for resolving those problems.
The important behaviour which HR manager must have includes:
 Transparency and leadership : The HR manager mist posses the and guides the
personnel as a leader and behave as a role model (Macauley, 2021). Which helps
employees working with effectiveness and the manager must be transparent while
assigning, duties, staffing and training the employees for completing various tasks with
allocated resources.
 Purpose oriented: For being the effective resource manger in the organization the HR
must know the purpose of the company for which it is established (Mendy, 2018). the
manager must also know about appointed the personnel for accomplishing which purpose
or tasks of job, HR manger must also align the individuals goals for serving the whole
organization.
 Versatile and adaptiveness : The HR manager must be adaptable to the changes being
made in the management. As it must have the versatile behaviour and adaptativeness to
responds demands, responds to the feedback, and also ascertain the stressful situations by
motivating staff for making changes .
With my perspective for being an effective manger the important knowledge required as the HR
manger will include :
 Personnel knowledge: For being a good HR manager the knowledge of the principles,
behaviour and procedures related to maintaining personnel with recruitment, retaining,
selection and providing the incentives to the human resources.
 Administrative management of business: The HR manger must have the detail
knowledge about managing the human resources in company which involves planning,
allocating resources to personnels for performing assigned tasks, also coordinating
various activities of employees in company.

 Various laws and regulations of governments : The knowledge of laws relating to legal
procedures adopted for training, selecting and rules, regulations made by government for
human resources department.
 Consumers and personal service: The HR must have detail knowledge for providing
consumers services (Patel, Patel and Sharma, 2020). Which includes assessing the
consumers needs which helps in evaluating the satisfaction for employees in organization
which results in meeting quality standards.
 Communication and media knowledge: For being an effective HR manger must have
the detail knowledge for the communication various media modes (Rubenstein and et.al.,
2019). Which must be adopted for examining, training and entertaining employees by
using oral, written and audio visual methods.
 safety and security rules: Detail knowledge for the rules and regulations for the safety
and security of the human resources and the methods used for security of workforce.
 Economics and accounting information: The human resource manger must have detail
knowledge for maintaining accounts and economical data, transactions related to
banking, maintaining reports related to cash and financials transactions.
3. Reflection on HR processes which underpin the performance management.
The performance management model which is used by hr manager for evaluating
performance of employees and monitoring work done by the personnels. In my pint of view,
The PCER model is used by HR manager which helps in reconsigning the employees, mainly it
emphasizes on planning phase, coaching phase, evaluate and reviewing phase and rewarding
employees on basis of work done.
Planning phase : The hr reviews the performance of individuals and communicates the different
plans by assessing competencies. This will assist in creating mutual understanding between the
employees and the manger and establishes the behavioural expectations by identifying the key
performance objectives of the individual personnels.
With the coaching : The superior provides the coaching to the individual personnel which helps
in attaining the desired goals. In this the key barriers for accomplishing the performance m
management is being identified, The written document being generated during the planning will
be reviewed for the performance and the changes in work plan being generated which helps in

determining extra support required by HR managers to different employees, can make notes of
the employees of evaluating performance.
Evaluating: In this process the superior will review the notes generated throughout the year and
other resources which help in evaluating the performance of employees, also honest feedback
after evaluation which helps in assessing the strengths and weakness of individuals which aids
in improving the lacking areas.
Rewarding: In rewarding phase the superior will give various incentives and rewards after
evaluating the performance of employees at the end of time period.
RECOMMENDATION
 For overcoming the issues the h manager must promote the positive working environment
in the workplace in order to boost employees morale and helps in sustaining in the
company withy the competitive workforce. It can be done by continuously providing
necessary education related tasks, offer various attractive incentives and establishing the
better place culture by managing diversity.
 The HR manger must have patience in order to handle and tackle day to day compliance
and serious issues relating to workforce.
 Also, for being the effective hr manager mus have the terms of negotiation in order to
solve conflicts and situations as easy as possible.
 The HR manager must have the behaviour for ensuring the quality of products, review
quality standards and must takes the responsibility for resolving customers request about
the quality.
 The HR manager must have the knowledge for operating the various electronics and
technical equipments for programming.
 Performance management systems and toolkit should be adopted by HR manager for
identifying various annual needs and helps in analysing the ongoing process and
recommend for raining options.
CONCLUSION
Form this report it can be concluded that there human resource management is the
important part of the organisation which keeps in charge various personnels to performs different
jobs assigned for achieving the structural goals. As in the current time there are various issues
being faced by HR includes the problem related to training, selection, retention, leadership style

adopted and allocating resources with competent personnels. Also, there are various skills,
behaviour and knowledge which must be acquired to become an effective HR of the
organisation. Moreover, there can be various approaches adopted for managing the performance
of the human resources in the organisation which helps in aligning the strategic goals to be
ascertained which helps in structuring performance management.

REFERENCES
Books and Journal
Aungsuroch, Y., Gunawan, J. and Fisher, M. L., 2022. Training and Development.
In Redesigning the Nursing and Human Resource Partnership.(pp. 49-60). Palgrave
Macmillan, Singapore.
Holt, S., Hall, A. and Gilley, A., 2018. Essential components of leadership development
programs. Journal of Managerial Issues. 30(2). pp.214-153.
Humphreys, B. P. and et.al.., 2018. Advancing leadership skills: A multiyear examination of
LEND trainee self-efficacy growth. Maternal and child health journal. 22(10). pp.1377-
1383.
Ibrahim, M. Y and et.al., 2019. Communication skills: Top priority of teaching competency.
International Journal of Learning, Teaching and Educational Research. 18(8). pp.17-
30.
Lima, L. F. and Quevedo-Silva, F., 2020. Emotional intelligence and success of project
management: the mediating effect of interpersonal skills. International Journal of
Project Organisation and Management. 12(1). pp.54-73.
Macauley, K., 2021. Determining the Number of Simulations Needed to Demonstrate Changes
in Clinical Decision-Making Skills in a Simulated Acute-Care Environment. Journal of
Allied Health. 50(2). pp.166-169.
Mendy, J., 2018. Key HRM challenges and benefits: the contributions of the HR scaffolding.
In Teaching human resources and organizational behavior at the college level.(pp. 1-
24). IGI Global.
Patel, B., Patel, A. and Sharma, A., 2020. Examining the Role of HR Professionals in
Developing Efficient and Effective Performance Management Systems. AAYAM:
AKGIM Journal of Management.10(1). pp.17-24.
Rubenstein, L. D.and et.al., 2019. Students’ strategic planning and strategy use during creative
problem solving: The importance of perspective-taking. Thinking Skills and Creativity.
34. p.100556.

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