Current Issues and Skills for Effective People Management in Organizations
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This report examines the current issues faced by line managers in people management, the skills and behaviors required for effective people management, and the HR processes that underpin performance management.
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MG411 Introduction to People Management
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Executive summary This had been examined about how the line manager facing issues related to the people management in the organization. While also examined about how usually the knowledge, skills and behaviours which could keep the high estimated about the work. This had been also keep the focus on the underpin of the performance management in organization and make sure about how this could keep the proper work. Table of Contents INTRODUCTION...........................................................................................................................3 CURRENT ISSUES FACING LINE MANAGERS RELATING TO PEOPLE MANAGEMENT .........................................................................................................................................................3 THE KNOWLEDGE,SKILLSANDBEHAVIOURSTOBE ANEFFECTIVEPEOPLE MANAGER.....................................................................................................................................4 HR PROCESSES WHICH UNDERPIN THE PERFORMANCE MANAGEMENT....................6 CONCLUSION................................................................................................................................7 REFERENCES................................................................................................................................1
INTRODUCTION This report will examine about the current issues facing by the line manager towards the people management. Along with this also discuss the reflection for the skills, knowledge and behaviour that could keep the effective people manager. Thus, have been discuss about reflection on hr process which could keep the underpin for the performance management. CURRENT ISSUES FACING LINE MANAGERS RELATING TO PEOPLE MANAGEMENT I have seems that how line manager is facing high issues for their workforce while keeping some more strategies and this could also make sure about how usually this could work for them. Uncertainty about the future through which the manager should keep the clarity about how business initiatives rolled that could take place (Lundmark and et.al., 2020). I think about how line manager in organization usually make their high decision towards having some benefits for the organization and manager should act through having the comprehensive vision on how and why such types of changes that could being made. I usually think more about how the line manage that could work for them and make their business for being taking some more measure steps through which the proper solution that could be work. I have also estimated about how wellbeing for the employee that could work and keeping some more high expectation impacting towards the health of work individuals and business. Basically, according to me the line manger that could work more for their employee through which they have to keep some high struggle and also make sure about how affected linked struggle for the pandemic (Brown, Hooley and Wond, 2020). I have also decided for the line manager for shifting the office to work remotely, have reported feeling les connected to their other workers. Along with this also keep some of the high resources for which job insecurity and another sources that are being more compulsory. Tracking and increasing some of the team productivity which could conform more about how the companies that could work for their employee. Along with this also connected for them and make sure about howusually this could work for them and I think about that manager should use some of the trickier for manager looking after a team with some different work setups (Delisle, 2020). Similarly, I think about how the learning and training and development that could be work proper among them. While this could also depend on the culture and many other various conflict among them and make sure about how they will work for them in organization. I
have also notice about that there are being many high number of online solution which could keep the choose for the forms and make their business for being more effective concepts. THEKNOWLEDGE,SKILLSANDBEHAVIOURSTOBEAN EFFECTIVE PEOPLE MANAGER According to my point of consideration the management skills are said to be one of those powerful entities in an organisation that will bring about a betterment and social justice that is to be gratified by the organisation (Ali and et.al, 2021). In order to move ahead with the perfect management as well as to be a perfect manager there are certain things that will have to be operated according to the process of the organisation. In order to have a complete knowledge about the functionality of the organisation it is first necessary to evaluate the choices of leaders as well as the managers such that they get to equipped with the right amount of deals that they have to gratify with respect to people around. For this there a particular skills that are to be incorporated. It is already known that skills play a major role and it will also be the important criteria in every organisation to develop the professional life of people. Learning and practicing is one of the important criteria that will have to be fostered in an organisation. The important skills that will have to be reflected upon in order to be the efficient manager or a leader are as follows: Personal skills: these are important in order to understand the criteria of circumstances that are taking place in the organisation. There are certain entities that will have to be managed in the organisation with respect to learning and also understanding the situation that are pertaining in the organisation. Learning is regarded to be one of the personal skills that will have to be initiated because it is not until when the learning criteria is responsive in the organisation that he or she will be an effective manager. In my point of you managers will have to inculcate personal skills such that they can easily train people that are in charge of them. Communicationskills:communicationskillsareoneoftheimportantcriteriainevery organisation (Wæraas and Dahle, 2020). It is not until when a communication is being fostered between people in the organisation that they get to understand and incorporate the policies of management.Communicationwillplay a majorrolein determiningthestandardsof an organisation as well as the employees entity. The communication skills will have to be such that people will have to convey the right amount of knowledge to their subordinates such that the
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right amount of work can be stipulated (Pratikna and Gamayanto, 2017). Working place is never uneasy atmosphere and therefore there are certain challenges that will have to be faced by people in the organisation. In order to get carried away by the right amount of knowledge as well as the right amount of work that will have to be done by people the communication as well as the channel of communication will have to be maintained perfectly. This particular skill and developed by managers efficiently than the performance graph will be increased. There is a particular knowledge that will have to be gratified in this regard where the circumstances of work as well as the project duration and the shortcomings will have to be first understood that that they can be communicated in a better possible way. Professional skills: professional skills and those that are being outlined by the organisation in order to move ahead with the work choices. The output that are in regard to the work prices will have to be evaluated at all levels such that the kind of output that are to be derived will be there for a full stop there are certain development aspects in the organisation with respect to marketing as well as productivity of the organisation and they can only be tackled once the right amount of knowledge is being initiated (Knies and et.al, 2020). For this the training and development processes in the organisation will have to be fostered such that the managers can get to equip withtherightamountofknowledgetomoveaheadwiththeirprofessionalskills.The professional skills will also have to bring about adequate knowledge in regard to the subordinates of the employees that are in charge of managers as well as the leaders. They will have to acquire them with the right amount of guidelines such that they can complete work with proper results. Presentation skills: presentation skills are necessary because in an organisation as well as the atmosphere of the organisation the presentation is an important criteria. The presentation will be such that all the important points of work as well as the project management will have to be derived and designed accordingly. The presentation will have to be such that every person who is in charge of dealing with the presentation will have to understand the criteria of every point that is being included. This presentation will have to be carry forward in such a way that the communication that is to be maintained will have to be obvious and only then people can get to understand the exact formulation that is in regard to its. The presentation skills are not just limited to the kind of knowledge that is there in the work but it is also limited to the expressions as well as the way of presenting. Few might be able to bring about a presentation in our
enthusiastic manner and that will also derive a kind of refreshment in the midst of employees such that they can learn something from it. Knowledge about the entire work: whatever be the sector that the organisation is working in my point of view the right amount of knowledge is first necessary in order to develop plans and the work accordingly (Blštáková and et.al, 2020). This right amount of knowledge can only be derivedwiththeproperresearchaswellasemployingbetterskilledworkforcesociety organisation can stand at the perk of being the best. Learning criteria is as important as implementing things. During learning process every formulation that is apart of deriving the standard of the organisation can be attained. HRPROCESSESWHICHUNDERPINTHEPERFORMANCE MANAGEMENT Human resource management in the organisation plays a major role in determining the sectors of organisation. The human resource management will follow certain strategies that are necessary to be evaluated and there are certain ki processes that are being tackled by human resource management. Some of the key processes are as follows: Planning of work: the work that is to be circulated to the people around in the organisation is designed by the human resource management and it is also allocated in such a way that all the goals of the completion can be derived. It is also necessary to plan work accordingly such that the teams that are divided in order to foster work environment is also being maintained by human resources manager. Planning plays a major role in determining the standard of work and therefore this is particularly designed in such a way that the confidential matters will be fostered in a way they are to be (Denning, 2018). Training and development: I have come across training and development processes which are the important concepts of the recruitment. These are being tackled by the human resource management in every organisation such that the people that got recruited into the organisation will be trained according to their work analysis. The job description will first have to be explained to people such that they can get to understand their formulations and they can work accordingly. These evaluations are derived by the training and development processes and only then the employees can be provided with their work in the role. Performance appraisal and review: it is an important criteria in order to deal with the performance appraisal criteria of employees. This is an important step and the contribution of
organisation in dealing with this is said to be enormous (Stankevičiūtė and Savanevičienė, 2018). I personally emphasise upon performance of employees that it will have to be praised and will have to be reviewed at regular intervals of time such that whenever there is a loophole that is in regard to employees can be corrected. In this way the efficiency of employees can also be increased and the decision-making skills can be derived. Compensation and rewards: the compensation as well as a reward policy is one of the highlighting criteria in an organisational entity. Compensations are those that are being derived by people according to their work choices and these will have to be evaluated by human resource manager at all levels. Through this I can say that the right compensation when given to people will bring enthusiasm towards work and they can give more productivity from the next instance (Hoffman and Tadelis, 2021). The reward the criteria is the one that will bring about motivation in employees towards their work such that they can move ahead with any kind of work that are being given to them. This is an important criteria because it is not until when the employees in the organisation are rewarded and reviewed such that they get in get to understand the prospect with which they are dealing. Protectionand representation: I probably consider the protectionand representationof employee laws and rules are derived to be one of the prominent aspects that are being maintained by human resource managers. The health and safety management that is in regard to people that are working in the organisation will have to be monitored at all levels as that they will not have to face any issues with respect to their livelihood. CONCLUSION The entire report concludes up on highlighting the aspects that are in relation to introduction to people management. Through this report one can easily understand the set of formulations that are a part of people management. The report brings for the clear understanding about the current issues that are being faced by line managers with regard to people management. The report also explains the criteria of knowledge skills and behaviours that will have to be possessed by people manager in order to deal with the entire work environment of the organisation. There are certain hr processes that are being underpinned by the performance management in the report that will demonstrate the kind of processes that will have to be initiated.
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REFERENCES Books and journals Ali and et.al, 2021. Four lenses on people management in the public sector: An evidence review and synthesis. Oxford Review of Economic Policy. 37(2). pp.335-366. Blštákováand et.al,2020. Reflectionof digitalizationon businessvalues:theresultsof examining values of people Management in a Digital age. Sustainability. 12(12). p.5202. Brown, C., Hooley, T. and Wond, T., 2020. Building career capital: developing business leaders' career mobility. Career Development International. Delisle, J., 2020. Working time in multi-project settings: How project workers manage work overload. International Journal of Project Management. 38(7). pp.419-428. Denning, 2018. The emergence of Agile people management. Strategy & Leadership. HoffmanandTadelis,2021.Peoplemanagementskills,employeeattrition,andmanager rewards: An empirical analysis. Journal of Political Economy. 129(1). pp.243-285. Knies and et.al, 2020. People management: developing and testing a measurement scale. The International Journal of Human Resource Management. 31(6). pp.705-737. Lundmark, R. and et.al., 2020. No leader is an island: contextual antecedents to line managers' constructive and destructive leadership during an organizational intervention. International Journal of Workplace Health Management. Pratikna and Gamayanto, 2017. Developing leadership systems inside university using Jim Collinsmethod[goodtogreat]:PeoplemanagementdevelopmenttofaceASEAN economiccommunityinIndonesia.ReviewofIntegrativeBusinessandEconomics Research. 6(3). p.45. Stankevičiūtė and Savanevičienė, 2018. Raising the curtain in people management by exploring howsustainableHRMtranslatestopractice:ThecaseofLithuanianorganizations. Sustainability. 10(12). p.4356. Wæraas and Dahle, 2020. When reputation management is people management: Implications for employee voice. European management journal. 38(2). pp.277-287. Online People management: [Online]. Available through: <What is People Management? Complete Process with Best Practices | Toolbox Hr> 1