Reflecting on Current Issues and Skills for Effective People Management

This report discusses the importance of human resource management in organizations and the skills, knowledge, and behavior required for effective people management. It reflects on the current issues faced by line managers related to people management and HR processes that underpin performance management. The report also provides recommendations for better people management.

MG411 INTRODUCTION
TO PEOPLE
MANAGEMENT

EXECUTIVE SUMMARY
The Human Resource Management is an important part for the organization it functions
in training, recruiting staffing and selecting various talented personnels for performing different
task and job. There are different skills, knowledges and behaviour that must be acquired by the
HR manager which helps in effective way for maintaining the employees in the organization.
Also, there are different issues and challenges which is faced by the line mangers with respect of
training, selection, recruiting, hiring the competent personnel for working in the organization.

TABLE OF CONTENT
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
1. Reflecting on the Current issues facing line managers related to people management...........4
2. Reflecting on The knowledge, skills and behaviours to be an effective human resource
manager........................................................................................................................................6
3. Reflecting on HR processes which underpin the performance management..........................8
CONCLUSION..............................................................................................................................10
RECOMMENDATIONS...............................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
People management is the effective approach of human resource in organization. This
mainly emphasis on training, recruiting, selecting and staffing of the personnels at various
department in organization. Managing the companies workforce relates to optimizing the
talented employees which generally assist in improving the performance and leads towards
success. The people management is the key part of organization which helps in analysing the
personnels skills, knowledges, strengths and weakness for performing assigned work which
impact the productivity. The HR manager manages the people in organization and creates better
motivated, qualified personnels for achieving desired goals. This report will provide details about
reflecting on current issues being faced by line manager related to people management. Further,
reflecting on the skills, knowledge and behaviour necessary for becoming an effective line
manager. Lastly, reflecting on the HR processes which underpin the performance management.
MAIN BODY
1. Reflecting on the Current issues facing line managers related to people management
In my point of view line managers are those individuals which manages the employees
personnels for achieving objectives of organization. HR managers also schedules and arranges
the meeting of various departments, also makes reports related to salaries, wages which help in
evaluating the performance of the employees in business. By using the ability theory of
motivation has assisted me in evaluating various issues related to the performance management
of the employees. Issues mainly the environmental condition of the organization and the
climatic changes will hinders the performance management system in organization. Also, the
employees working with different perspective will be challenging the manger, as for completing
tasks in the teams allotted. Also, the leadership style adopted in the management will affect
managing performance of employees in planning, retaining, training and decision-making at
various aspects (WHO ARE LINE MANGERS? WHAT IS THEIR ROLE IN EMPLOYEE
MNAGEMNT ?, 2019). As the leaders in organization determines and guides values, cultures for
promoting better relations within the organization.

There are various other issues being faced by the line manager in performing the duty as of
human resource manager:
 Compensation and benefits: The line managers will face issues regarding the adequate
compensation and benefits given for work to the employee. The balance between the
profits, commitments made by the manager and the wages and salaries provided to
various employees must be in right way as it will affect the HR decisions at the great
extent.
 Training and development issues: The line manager will face various challenges
regarding the training and development of various programmes, approaches. The training
and development issues facing in identifying the lacking skill, knowledge and abilities
which is to be acquired for performing the given job or task (Zhang and McGuire,
2021). This can be identified by designing the various developmental program and plans
for building required skills of particular personnel.
 Recruiting and selecting talented employees: The HR manager will face various issues
in finding and selecting the right candidate for the suitable job. For recruiting and
selecting the talented and best employees the HR manager have to make certain special
changes in various procedures and programs adopted for recruiting and selecting
candidates.
 Retaining the best employees: As for retaining best employees is regarded as the issues
for the HR manger sometimes because the employees resist in working for the assigned
job due to benefits or appraisals (Leicht-Deobald and et al., 2019). So for this the HR
manager will maintain the better relation with the employees personnels. Also, providing
various incentives for engaging them in proper working and retaining talented employees
which helps in growing the business towards success.
 Diversity in workplace: Diversity in workplace occurs as of the employees belonging
from different cultures, needs, attitudes and different beliefs practices. This issue affects
the training, keeping records of the personnels, recruiting and staffing expertise by the
manager in different departments.
 Health and well-being issues: The health and well-being of employees by maximizing
the collective health of the workforce and providing the benefits of health and well-being
is regarded as a challenge for HR manager (Pahwa and Rangnekar, 2021). The factor of

employees well-being require special attention from the management in order to make
the healthy asset will promote the productivity of satisfied and healthy employees which
coincides the innovation and growth.
2. Reflecting on The knowledge, skills and behaviours to be an effective human resource
manager
There are various methods and approaches which helps in evaluating the skills, behaviour
and knowledge required by the line manager as these helps in learning and development,
planning, retaining, training, appraisal and managing performance of employees personnel. As
the HR manger is an individual which directs various employees in hiring, compensating,
interviewing, staffing and provides leave encashments based on work performance.
According to my point of view various skills which must be acquired to become an effective HR
manager includes:
 Communication skills: These skills are very important for being a good manager as it
helps in solving issues and problems which affects managing the performance of the
competent personnels. Also, this ability help the HR manager making better and
important decisions related to various tasks which also aids in growing the organization
by handling daily tasks (Nguyen and et.al., 2019). The line manager require excellent
communication skills in negotiating salary, compensating employees, handling daily
updates and also needs in resolving various conflicting issues. Also, these skills are
necessary for the manager as it needs to communicate various informations with the head
officials, supervisors, depart mentalist and employees personnels.
 Team management and time manager: These skills are essential for the line manager
as they are responsible for maintaining and managing the teams combining of various
different personnels. So these skills will helps in better working and supports various
activities in the organization.
 Financial skills: These skills are essential for line mangers as it helps in spotting the
various critical problems related to allocating financial resource and assist in solving
these issues by taking instant actions related to various financial risks.
 Mentoring: These skills are needed by the HR manager as it helps in mentoring various
employees personnel with relation to advising staff, aids in training and builds confidence
for the team members (7 skills for a successful management career, 2021). As the HR

manger advices the staff personnel and guides them with their experience and knowledge
of doing various task and assigned work.
 Decision-making skills: These skills are the most important for being an effective HR
manger as it assists in solving various problems (Bhagyalakshmi and Maria, 2021). By
investing into competent personnels which helps in taking decisions related recruiting
talented employees and retaining them, further terminating the employees personnels
which is not suitable for performing the desired job.
With my perspective for being an effective manager important knowledge which is
required by HR manager includes:
 Personnel department knowledge: The knowledge accompanying to the procedures and
principles related to the performance management of the employees which is associated
with retaining, selection and compensation also providing various benefits to the
employees for tasks.
 Managing administration of business: The HR manager must have the detail
knowledge for the administrative activities related to planning, organizing various
resource for employees and allocating resource further to the personnels for performing
different tasks.
 Laws and regulations: The knowledge of various laws and regulations which is related
to the training, selection laws which is made by the government for employing personnel
in the organization.
 Safety and security rules: The HR manager must have the detail knowledge related to
the safety and security of the employees personnels.
 Accounting and economics information: The line manager must have in depth
knowledge for maintaining the accounts of additional incentives provided and also
knowledge relating the banking and financial transactions.
 Services to consumers : The line mangers must have the detail knowledge for providing
various services to the consumers and satisfying needs by meeting the quality and
standardize of products.

According to my point of view important behaviour which must be acquired to become
an effective HR manager includes:
 Transparency: Transparent behaviour is needed by the HR manger as it helps in
fulfilling the desired expectations (Jadoon and et.al., 2022). Being the transparent HR
will share the information and clear details about the work to various employees which
further benefits organization as whole.
 Leadership: The HR manager guides, monitors and leads the employees personnel
related to different work by assigning them various tasks, duties, staffing them and
training the competent workforce for performing assigned work.
 Adaptiveness and Purpose oriented : The HR manager must have adaptiveness for the
dynamic changes occurred in the management, also the line manager must know the
purpose of the company objectives so that it must align the personnels for serving the
purpose of the company which benefits as whole.
3. Reflecting on HR processes which underpin the performance management
According with my point of view, Performance management is the concept which
emphasizes the communication between the workforce and the HR manager or the supervisor
occurs during the whole year. Which includes the setting objectives to be achieved, identifying
competent personnels with goals, also providing feedbacks on errors and reviewing results of the
employees performance. According to my perspective the PCER model will help the HR
manager in managing the performance of employees effectively. It comprises four phases:
Planning phase: In the planning phase the HR review performance of various employees and
creates mutual understanding between the line manager and the personnel. The different plans
will be communicated by manager which helps in establishing the desired objectives.
Coaching phase: The line mangers or other supervisor guides or provides coaching to different
personnel which helps in doing effective work. As in this phase it identifies the key barriers or
issues also the written document will be created for identifying extra support required by the
workforce for attaining objectives.
Evaluating phase : In this phase the line manager will review the notes made by various
personnels as it will help in evaluating the employees work in better way (Performance
Management Model (PCER), 2020). Also, with reviewing these note hr manager will be able to
provide feedback on the errors spotted which assists in identifying the strengths, weakness of the

employees for performing the tasks and helps in improving areas of weakness for achieving
objectives.
Rewarding phase : In this phase the HR manager will be rewarding the employees personnels
after evaluating performance on the basis of the work done by them. The line manager will
provide various incentives, benefits and compensation on the basis of work performed and goals
achieved.

CONCLUSION
From this above report it can be concluded that the human resource management is the
important for managing the personnel of the organization. As the HR manger will keep engaging
the employees in different department for performing assigned work , for being the effective HR
manager various skills, behaviour and knowledge must be acquired by the line manager. Also,
there are various approaches and methods which can be adopted for managing the performance
of human resource management which assists in aligning the goals and structuring the
management personnels. Further more there are various issues being faced by the line managers
in maintaining the employees personnel in organization it mainly includes issues related to
training, recruiting, hiring, appraisals, performance management and managing the diversity in
workplace.
RECOMMENDATIONS
 The HR manager can also adopt the better tool kit method which will help in identifying
the annual needs and can assess the ongoing process. It also aids in recommending the
better training option to be adopted for further training.
 For overcoming various issues the HR manager must promote positive environment and
better work culture which helps in boosting the employees morale and increases the
sustainability with the competitive workforce. For this the managers can continuously
train and educate the personnels related to assigned work and can also provide better
monetary and non monetary incentives for managing the workplace diversity and better
culture surroundings.
 For handling various issues related to HR department the manager must deal with the
patience and must be a negotiator for handling the day to day compliance and serious
problems.
 The HR manger must have technical and media knowledge which helps in operating with
various equipments related to HR processes.
 The line manager can acquire critical thinking and analytical skills which will helps in
identifying various alternatives to solve current and futuristic problems.

REFERENCES
Books and Journals
Bhagyalakshmi, R. and Maria, E.F., 2021. Artificial Intelligence and Hrm: An Empirical Study
on Decision-Making Skills of Hr through Ai in Hrm Practices. Annals of the Romanian
Society for Cell Biology. 25(6). pp.11568-11578.
Jadoon, Z. A. S and et.al., 2022. Effects of neighboring transitions on the mechanisms of
electromagnetically induced absorption and transparency in an open degenerate
multilevel system. Scientific Reports. 12(1). pp.1-9.
Leicht-Deobald, U and et al., 2019. The challenges of algorithm-based HR decision-making for
personal integrity. Journal of Business Ethics.160(2). pp.377-392.
Nguyen, H and et.al., 2019. Communication training and its effects on carer and care‐receiver
outcomes in dementia settings: A systematic review. Journal of clinical nursing. 28(7-
8). pp.1050-1069.
Pahwa, M and Rangnekar, S.,2021. Retaining the Key Talent through Empowerment in Covid-
19. Indian Journal 0f Training and Development. p.51.
Zhang, Y and McGuire, S. J., 2021. Exploring the mechanism of diversity training through on-
the-job embeddedness in a diverse workplace. International Journal of Training
Research. pp.1-12.
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7 skills for a successful management career. 2021. [Online]. Available Through:
<https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors/business-
consulting-and-management/7-skills-for-a-successful-management-career>
Performance Management Model (PCER). 2020. [Online]. Available Through:
<https://employees.tamu.edu/talent-management/performance-management/pcer.html>
WHO ARE LINE MANGERS? WHAT IS THEIR ROLE IN EMPLOYEE MNAGEMNT ?. 2019.
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