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

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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