MG411 Introduction to People Management: Critical Issues, Skills and Performance Management

This report discusses the critical issues faced by people managers, skills and knowledge required for effective people management, and performance management process. It covers lack of flexible working hours, talent management, performance management, and employee relationship. The report also outlines technical, conceptual, and interpersonal knowledge, team management, communication, negotiation, and patience as essential skills for effective people management. The performance management process includes evaluating current performance level, assessing performance levels required, deciding how to achieve these, implementing, and reviewing. The report concludes with recommendations for the company to increase efficiency and productivity.

Introduction to People
Management
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Executive Summary
In the contemporary world, due to increase of diversity in workforce managing people is the
difficult task. The management of the people is the top most priority of every organisation in
order to increase productivity and profitability. The report aims to discuss the critical issues
faced by the people manager and also contains discussion on the knowledge, skills and
behaviours required for effective people manager. The report also aims to discuss the process of
performance management. Report states that inappropriate talent management, performance
management and lack of flexible working hours are some critical issues faced by the
organisation. In order to resolve the issues effective knowledge of HRM and skills like
negotiation, time management, communication are important. Thus, report has effectively
outlines two key performance management process.
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Table of Contents
Executive Summary.........................................................................................................................2
Table of Contents.............................................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Current issues facing line managers relating to people management..............................................4
Knowledge, skills and behaviours to be an effective people manager............................................5
Knowledge to be an effective people manager...........................................................................5
Skills to be an effective people manager.....................................................................................6
Behaviour to be an effective people manager.............................................................................6
HR processes which underpin the performance management.........................................................6
Performance Management Process.............................................................................................6
CONCLUSION................................................................................................................................9
Recommendations............................................................................................................................9
REFERENCES..............................................................................................................................10
Books and journals....................................................................................................................10
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INTRODUCTION
Human Resource Managers plan, organize and lead the managerial roles of an organisation.
It is disturbed with the organization of persons inside governments, concentrating on rules and
systems (McDonald and et. al., 2020). The overall purpose of HR is to ensure that the
organization is able to maximise the output of an organization and optimising the efficiency of
its employees. In the report I have outlined the current issues faced by me as a line manager of
the organisation. Further there is the discussion on the skills, knowledge and behaviour required
by the me. In the end there is the discussion on performance management process.
MAIN BODY
Current issues facing line managers relating to people management
Lack of Flexible working hours:
Managers are accountable for control the associates of their team and interactive with other
department heads, they typically fight with matching their own tasks (Kakabadse, Bank and
Vinnicombe, 2018). Team should know the times you'll be accessible to them and the times you
plan to focus on your effort. Frequently inform your calendar, and portion it with team members
so they know when they can reach you. As a peoples manager I encounter this problem often as
the in organisation there are long working hours that causes a gap in the personal and
professional life.
Talent management:
I practice periods of time where they may not be as creative as usual. A decrease in my
productivity can sometimes affect other team members in making it significant to aid workers
feel motivated. As a peoples managers I should reliably appraisal procedures and measures
within the company. Skills are more and more specialised in this competitive environment.
Therefore, I face a challenge as a manager in guaranteeing that endowed staffs are reinforced,
knowledge new skills, have a clear track of development and are joyful in their role. As remote
working may rise, workers are no longer imperfect to roles by place.
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Performance management:
I may feel under pressure to attain immensity from the start of character. I believe that people
can learn from experience and mistakes (Aromaa and et. al., 2020). The way that I, choose to
resolve conflicts and react to tests reproduces the skill to top. I face lack of performnace
management in the office is the nonappearance of assembly, particularly when supervision a new
team. It may take time to grow a structural structure that benefits staffs see what you imagine of
them.
Employee relationship:
Everyone has a diverse character; there is a coincidental for miscommunication from period to
time. The incidence of message can guarantee workers that what I imagine from them. I may
supervise staffs that cause strain in the workshop. Demand response from team members to study
about any subjects they may have with implementation work or collaborating with team.
Knowledge, skills and behaviours to be an effective people manager.
Knowledge to be an active individuals director
A manager who can foster good administration services is clever to push the company's
assignment and vision. Management and leadership skills are used interchangeably as they both
include planning, decision-making, problem-solving, communication, allocation, and interval
management (Liao and Ai Lin Teo, 2018).
As dangerous role of a director I must guarantee that altogether parts of the group are working.
Management services are vital for numerous places and at diverse stages of a company, from
topmost leadership to midway administrators to first-level bosses.
 Technical knowledge: The knowledge that gives me the skill and the information to
practice a diversity of technology oriented methods to attain company’s aims and to manage
the workforce effectively.
 Conceptual knowledge: The knowledge that I extant in case of the information and
capability for intellectual thoughtful and expressing concepts. I am capable to see a total
idea, study and identify a difficult, and find inventive answers.
 Human or Interpersonal Knowledge: The knowledge that I extant as the manager skill to
interrelate, effort or tell efficiently with individuals (Blštáková and et. al., 2020).
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Skills to be an effective people manager
Team management: Team management abilities are characteristics that direction and persistence
to successfully govern teams. Self-awareness, collaboration, and judgement are instances of
skills (Gephart, Helgesson and Ganzin, 2018). Leaders with any of these traits may deliver
adequate with compassion, reasoning, and assurance.
Communication: I as a HR manager interact with a wide range of people on a regular basis, from
potential workers to senior executives, thus great communication skills are essential. HR
executives are in charge of making sure that business rules are simple and clear, as well as a
variety of other tasks for me that include good communication skills, including conducting
interviews, presenting data, and resolving conflicts, to name a few.
Behaviour to be an effective people manager
Negotiation: Negotiation is a decision-making process where two or more people engage an
issue or phenomenon with the goal of achieving their respective goals, which may or may not be
doing the same. Negotiation normally takes place within the context of trade unions in the labour
relations sector. User will increase their conformity and assert preventive efficacy, as well as my
company internal and external connections, by growing and sharpening my negotiating skills.
Patience: Users can get desired outcomes and continuing improvement if I deal with them
efficiently and patiently. I may build a positive picture in the front of their supervisors and
colleagues by acting gently in difficult circumstances (Garcia, 2020). This can also result to
career advancement. Patience allows real leaders to monitor the situation, realise what is
necessary, and wait while individuals develop the capability to take identifying effective
response.
HR processes which underpin the performance management.
Performance Management Process
Evaluate current Performance Level
A structured and efficient method for measuring an organization ’s productivity and outcomes
related to the job duties is characterised as performance evaluation. Workers should, in theory,
be rated yearly on my workplace dates, depending on which I am either elevated or given fair
wage boost dispersion.
Assess performance levels required
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Students can use their information to fix an issue or exhibit ability through appropriate job
evaluation. And study indicates that when I grasp the success criteria with a training assignment
and use those factors while working, their productivity and accomplishment improves
(Hoffmann, 2020). Performance management helps in tracking all my workers' results and
identify if they want further assistance, can handle more additional skills, or earn a bonus.
Decide how to achieve these
Graphic rating scales, personality, Total quality Management are just a few examples of how to
assess and analyse worker performance data. A customer feedback system helps to collect
personal insight from a range of people to create a more in-depth, insightful appraisal of an
owner's efforts. For making performance management a part of their company program will help
users in distributing compensation and advantages more equally and fairly, enhancing
organizational effectiveness and working population productive capacity, recognise strong
employees for leadership positions, and develop efficient training programs to improve enhance
overall results.
Implement
The first step in the drive for development is to measure and evaluate performance of the staff.
The next step is to recognise and award success through a mix of remuneration, rewards,
bonuses, acknowledgment, and gratitude (Goodman, 2019). Good incentives may promote staff
morale, enhance corporate engagement, and encourage individuals to improve their skills.
Review
A presentation evaluation is a critical evaluation in which a organisation measures an
administration's production, recognises benefits and errors, offers commentaries, and founds
accomplishment areas and ambitions. Performance appraisals and valuations are other terms for
annual reviews. In HRM, productivity evaluation is a method of determining an owner's value
and commitment to the work.
Another method of performance management:
Culture – vision, values and beliefs
Social morals bond individuals, creation of them tougher and more combined. It shows
individuals broad-mindedness and fraternity, pavement the method for societal agreement,
financial development, and health well enough in the society and elsewhere. Because of
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operationalization of a firm's ideals is office culture. Employees' technological demands and
goals, as well as how they connect with each other, are influenced by cultural factors.
Organisational and HR strategy
Human resource strategy is at the core of a business's entire ability and capability. A company's
development and growth can be assisted by having a comprehensive considerate of its people
and their several capacities. HR is seen as a crucial driver of rule and a vital constituent of a
business's longstanding presentation. Supporting HR with corporate strategy may progress the
employee happiness and productivity, guaranteeing that teams are at work together to support the
business achieve its planned areas, and reinforce HR's visibility and authority to make decisions
throughout the organisation.
Setting targets
Goals are set by top-level sportsmen, outstanding executives, and performers in all disciplines.
Strategic plan provides people with both long and the short inspiration. It concentrates the
learning and assists with in organising the money and effort so that they may get the most out of
their life. Goal-setting is, in reality, a vital habit, especially in the workplace (Froehlich, Rehm
and Rienties, 2019). Establishing powerful objectives has been shown to enhance efficiency by
inspiring people to put up more work, creating more attention, and assisting them in prioritising.
Training and Development
Employee growth and exercise packages are dangerous to the achievement of organisations all
around the worldwide. In case of firm, these databases not just to permit workers to grow their
capabilities, but they also let industries to raise worker performance and increase business
values.
Performance Appraisal
Performance appraisals are dangerous for a company's and an owner's development. It supports
the firm in defining if the worker is profitable or a burden. In case of firm, it supports the worker
in finding the way of their profession. It is an important aspect of human resources planning.
Feedback
Staffs advantage from presentation reaction as it imparts them how to interconnect positively
with their superiors, obey rules, and deliberate logically (Moliterno and Nyberg, 2019). In
context to firm, every of these ability groups helps the individual in pleasant a touch stronger at
their effort, thereby refining the whole administration.
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CONCLUSION
It is concluded from the above report that organisations should follow the recommendations
and may increase the company efficiency and productivity. Effective managers may realise that
one of their most significant works is to make the belief of their workers, generations, managers,
clients, and other citizens. They may understand that it is similarly vital to make structural
arrangements and procedures that endorse belief at all stages of the society. The company may
use training supports, counselling, advisors, and leisure time to relax. A moral director can be a
encounter occasionally and to realise that their achievement is straight in need have on the
accomplishment of team. Inspire assistants as joyful labours bring more production and regards
to their executive. Organisation can change their routine according to the worker’s convenience
so the employees are happy and the production or the works also gets growing according to the
employee’s satisfaction.
Recommendations
I suggest that the company can start some programs for the employees and make them alert
with all the technologies and have every update of the competitors. Paying the employees worth
their work can motivate them and help the company grow and also promotions give a start for
better growth. I also believe that the conflict between the employees can have a negative impact
but listening to each side and taking a decision may help employees to trust the company
manager. Collection of feedbacks from employees about their needs and liked and hobbies and
also about their colleagues for better understanding about the employees and their relations.
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REFERENCES
Books and journals
Aromaa, E and et. al., 2020. Emotion as soft power in organisations. Journal of Organizational
Effectiveness: People and Performance.
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.
Froehlich, D.E., Rehm, M. and Rienties, B.C., 2019. MMSNA: An introduction of a tale of two
communities. In Mixed Methods Social Network Analysis (pp. 1-9). Routledge.
Garcia, F.R.M., 2020. Introduction to Drosophila suzukii management. In Drosophila suzukii
Management (pp. 1-9). Springer, Cham.
Gephart, R.P., Helgesson, K.S. and Ganzin, M., 2018. Introduction to Risk, Crisis and
Emergency Management in Enterprises and Organizations 1. In The Routledge
Companion to Risk, Crisis and Emergency Management (pp. 3-14). Routledge.
Goodman, M.B., 2019. Introduction to the special issue: corporate communication–
transformation of strategy. Journal of Business Strategy.
Hoffmann, B., 2020. Introduction: Why Do People Write?. In The Paradoxes of Posterity (pp. 1-
18). Penn State University Press.
Kakabadse, A., Bank, J. and Vinnicombe, S., 2018. Working in organisations. Routledge.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in engineering, 34(3),
p.04018008.
McDonald, C and et. al., 2020. Professional practice in human service organisations. Routledge.
Moliterno, T.P. and Nyberg, A.J., 2019. Strategic human capital resources: a brief history,
construct definition, and introduction to the Handbook of Research on Strategic Human
Capital Resources. In Handbook of research on strategic human capital resources.
Edward Elgar Publishing.
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