Introduction to People Management

This report covers the challenges faced by line managers in people management, the skills and knowledge required to be an effective people manager, and the HR processes that support performance management. The report discusses communication challenges, productivity and performance issues, and adaptation of technology. It also highlights the importance of interpersonal skills, motivation, decision making, and delegation in people management. The report concludes with a recommendation for the 360-degree appraisal method for performance management.

Introduction to People
Management
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Contents
INTRODUCTION...........................................................................................................................3
Task..................................................................................................................................................3
Current issues facing line managers relating to people management..................................3
The knowledge, skills and behaviours to be an effective people manager...........................4
HR processes which underpin the performance management.............................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8
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INTRODUCTION
People management is defined as a set of actions or practises that encompasses the end-
to-end processes of talent acquisition, talent optimization, and talent retention while also
providing ongoing support and guidance to the commercial enterprise's personnel. People
management is a sub-category of human resource management. In the context of personnel
administration. It covers a wide range of topics, including how people work, their behaviour,
engagement, and career advancement. This has an impact on the company's overall operations
(Liao, L. and Ai Lin Teo, E., 2018). This report will cover the manager's present challenges in
managing people, the knowledge and skills required to be an effective people manager, and
finally the HR processes that support the manager's efforts in performance management.
Task
Current issues facing line managers relating to people management
There are a variety of ways in which line managers are confronted with various types of
people management challenges. These problems can't be solved easily, and they come in a
variety of forms that aren't even recognised, but they're caused by the changing organisational
environment and people's changing demands and needs. Recently, the global Covid 19 pandemic
has surfaced, wreaking havoc on the operations and growth of a number of organisations in the
management of people due to shifting desires (Alfes, K., 2018). Tesco's managers may be
dealing with challenges connected to people management, which are mentioned below.
Communication with workers effectually – This section discusses the communication
challenges that leaders have with their subordinates or employees. It's one of the most important
topics I'm dealing with right now. As the manager of a business organisation, I need to have a
better understanding with my subordinates and more individuals in the firm about the changes
that are necessary for the organization's success and growth. As a result, the business
organization's objectives are not clearly stated, and miscommunication with employees occurs,
which can lead to misunderstandings in how the individuals in the business organisation work.
Productivity and performance issues – It alludes to the challenges I'm dealing with in
order to get out of this position. I needed to confront it with my superiors, but I was unable to do
so for a variety of reasons, including managing adequate brand awareness and maintaining right
interactions with employees. As the company's manager, I must develop a proper bond and fully
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comprehend the challenges and tensions that the employees face. Line managers are currently
dealing with difficulties connected to people management.
Adaptation of technology- As technology evolves, so does the process of many
corporate processes. Adapting to technology allows many processes to be more flexible,
effective, and efficient, while also providing greater value to customers. By concentrating on
technology adaption, new approaches for completing tasks emerge (Sharp, L., 2017). It makes it
difficult for personnel to cope with the equipment's hard labour, which has a negative impact on
productivity and performance. To avoid this problem, I believe the organisation should provide
suitable training in line with the execution of the use of cutting-edge equipment or a variety of
other creative products.
The knowledge, skills and behaviours to be an effective people manager
It is critical for managers to possess the necessary knowledge and abilities in order to
effectively manage people within a commercial organisation. The management must be well-
prepared to deal with the issues. The skill, knowledge, and organisational behaviour generate an
effective use of human resources by retaining its workers and encouraging and motivating them
to improve performance. I make it a point to evaluate and function with the proper satisfaction
based on human behaviour (Brashers, M., 2017). Various abilities, knowledge, and behaviour are
known in a variety of ways that can help me and my colleagues build efficiency in the corporate
organisation:
 Inter personality- The business organisation is focusing on handling the employees, so I
should be responsible for motivating and building interpersonal; bonds and relationships
with the subordinates, which can help in gaining more trust and respect, and allowing
others or co-workers to follow the rules and regulations that I will instruct. This entails
getting to know each team member on a professional and personal level. I need to operate
social relationships by running training programmes in order to achieve these kinds of
skills. Other activities can aid in the management of people, and learning their
perspectives can aid in comprehending different perspectives.
 Motivation- This is the most crucial component and skill that a manager must possess in
order to motivate employees to complete tasks and contribute to the company's success.
Employees of the company should be encouraged and made to feel valued for their
efforts and hard work. This improves worker effectiveness and efficiency, resulting in
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increased productivity in corporate operations. The department of human resources and
people management is especially concerned about this. As a manager, I need to focus on
the most effective way for encouraging people (Leutwyler 2017). I'd concentrate on
providing the best training programmes so that their knowledge is updated and they can
practise each activity. Also, I can recall Maslow's hierarchy theory, which focuses on an
individual's needs and desires, which is vital for motivation.
 Decision making and problem solving- Risk and difficulties are present everywhere,
whether within a company organisation or amongst individual members of a group. Here,
managers or leaders must take the lead in resolving issues that arise among employees
while working on a job or project as part of a team. It is critical for me to improve my
decision-making abilities. A wise move will propel the organisation to greater heights.
Also, I need to concentrate on developing the issues that different people encounter as a
result of their different personalities (Weise, J 2017). Creative thinking is a skill that can
help someone come up with new ideas. I need to improve this talent in order to obtain
from the company which provide linked offering
 Delegation in the organisation- As a manager, I have a variety of tasks and obligations
that I must handle effectively in order to achieve progress. In order to be an elective
manager, I must manage numerous practises such as monitoring employees' tasks and
projects. In terms of working methods, I need to focus on the number of interconnected
activities that can have an impact on the corporate organisation.
HR processes which underpin the performance management
The human resource division is entirely responsible for the design and implementation of
the various people-related operations. It acts as a mediator or negotiator between the company's
employees and staged labourers. Performance management is a corporate management tool that
is used by a variety of businesses to help managers monitor and evaluate an employee's
performance or work. It also assists employees in performing to the best of their abilities and
producing higher quality work within the task assigned by the business enterprise's managers.
The most important function of people management and human resources is to sustain staff
productivity, which is referred to as performance management (Yoshikawa, K 2020). This
strategy entails using a variety of methods to comprehend, examine, and evolve the workforce's
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productivity. There are a variety of practises that can be considered for performance
management, which are listed below:
 360-degree appraisal- This method is often used to evaluate the previous year's
productivity of employees. The evaluation is based on information provided by
associates, proprietors, and co-workers. This type of thing aids the organisation in
achieving a worthy vision for the company's operations, leadership, and culture (Jones,
N.R 2017).
 Ongoing development conversations- The regularity with which scheduled talks are
held provides an excellent opportunity for employees and management to review current
performance as well as how to better achieve the business organization's goals. For
example, the manager can include a discussion about career goals in the meeting, which
will help with performance management.
 General appraisal- Throughout the year, it is referred to as ongoing communication
between management and employees (Murrell 2017). The manager and employees hold a
meeting at the end of the year to determine if the desired goals and objectives were met
on time or not.
Recommendation
I believe that the corporate organisation in which I work should be cognizant of the
importance of people management. Because it is critical to manage people, including their
difficulties and issues within the company organisation. It is critical to assess the capability of
the staff. Performance management is crucial in human resource practises since it assists the
organisation in reviewing and improving for better outcomes. For performance management, the
360-degree appraisal is the greatest solution for the organisation (Benbow, M., 2017). It will
assist them in increasing transparency throughout the firm's various departments, and the
workers involved with me will gain the necessary knowledge about each individual.
CONCLUSION
According to the above research, people management is a collection of techniques that a
manager must follow when it comes to managing people within a corporate organisation. The
manager needs a soft skill so that his or her employees have faith in and respect for him or her,
and they obey their bosses in order to complete the task on time. There are a variety of ways in
which line managers are confronted with various types of people management challenges. These
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problems can't be solved easily, and they come in a variety of forms that aren't even recognised,
but they're caused by the changing organisational environment and people's changing demands
and needs. It is critical for managers to possess the necessary knowledge and abilities in order to
effectively manage people within a commercial organisation. The management must be well-
prepared to deal with the issues. In the practise of human resource management, performance
management plays a significant role. It is critical to analyse employee performance in order to
improve their effectiveness and efficiency. The 360-degree assessment is a tool that might assist
an organisation in managing its employees' performance.
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REFERENCES
Books and Journals
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.
Alfes, K., 2018. People management in volunteer organizations and charities. In HRM in mission
driven organizations (pp. 47-77). Palgrave Macmillan, Cham.
Sharp, L., 2017. Reconnecting people and water: Public engagement and sustainable urban
water management. Routledge.
Brashers, D.E., Basinger, E.D., Rintamaki, L.S., Caughlin, J.P. and Para, M., 2017. Taking
control: The efficacy and durability of a peer-led uncertainty management intervention
for people recently diagnosed with HIV. Health communication. 32(1). pp.11-21.
Leutwyler, H., Hubbard, E. and Zahnd, E., 2017. Case management helps prevent criminal
justice recidivism for people with serious mental illness. International journal of
prisoner health.
Weise, J., Pollack, A., Britt, H. and Trollor, J.N., 2017. Primary health care for people with an
intellectual disability: an exploration of consultations, problems identified, and their
management in Australia. Journal of Intellectual Disability Research. 61(5). pp.399-
410.
Yoshikawa, K., Brady, B., Perry, M.A. and Devan, H., 2020. Sociocultural factors influencing
physiotherapy management in culturally and linguistically diverse people with
persistent pain: a scoping review. Physiotherapy, 107, pp.292-305.
Jones, N.R., Hobbs, F.R. and Taylor, C.J., 2017. The management of diagnosed heart failure in
older people in primary care. Maturitas, 106, pp.26-30.
Murrell, A.J. and Blake-Beard, S. eds., 2017. Mentoring diverse leaders: Creating change for
people, processes, and paradigms. Taylor & Francis.
Benbow, M., 2017. Assessment, prevention and management of skin tears. Nursing older
people, 29(4).
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