Reflective Portfolio on People Management in Tesco during Covid-19 Pandemic

This reflective portfolio discusses the issues faced by line managers in people management during Covid-19 pandemic in Tesco. It also highlights the key skills and knowledge required for effective people management and the HR processes that underpin performance management.

Reflective portfolio

Executive summary
The report has shown the significance of managerial skills, knowledge and behaviour in
the organisation. As there are certain issues which impact on the organisation productivity due to
Covid-19 pandemic. The managers needs to be accurate in delivering instruction, roles and
responsibilities. Therefore, the Tesco needs to be aware about current business issues and focus
on enhancing key skills to secure employee motivation and retention at workplace. Also, the HR
process provides emphasize on performance review and appraisals which are crucial activities to
manage individuals in the company.

Table of Contents
Executive summary..........................................................................................................................2
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK ..............................................................................................................................................4
Reflection on current issues facing line managers relating to people management....................4
Reflection on the knowledge, skills and behaviours to be an effective people manager............6
Reflection on HR processes which underpin the performance management..............................7
Recommendations ...........................................................................................................................8
CONCLUSION ...............................................................................................................................8
REFERNCES:................................................................................................................................10
Books and Journals:..................................................................................................................10

INTRODUCTION
The report aims to provide reflection on various business issues and changes that has took
place due to Covid-19 pandemic. In the current competitive business, there are various skills and
talent required within an individuals to face challenges and complexities. Therefore, managers
require many skills and talent to tackle issues of employee engagement, Redundancies and
remote working environment. In relation to people management, there are issues related to
employees development, retention and termination (Cooke, Dickmann, and Parry, 2020). Covid-
19 has impacted drastically on many businesses which required change in working policies and
strategies. The report will be based on Tesco. It was established in 1919 first in London, UK.
The company is dealing in retail sector by providing all the essential and consumer goods under
one roof. Many losses in market share and profitability has been faced by companies that focuses
on the key skills of managers to avoid complexities and bring effective ways for working. The
report is going to reflect on issues facing by line managers as well as what knowledge and skills
are required for people management. At last, there will be discussion about HR process to focus
on performance management.
MAIN BODY
TASK
Reflection on current issues facing line managers relating to people management
There are various issues prevailing into the current business market. People management
is most required activity to secure profits and reputation of the organisation. Employees are the
most powerful resource which contribute their efforts throughout the organisation productivity
and performance. Therefore, many challenges faced by line managers in assigning
responsibilities, building relation and communication and working with coordination. Due to the
change in working conditions in Pandemic, many employees shift to remote working which
created a lot of issues to complete tasks. Tesco managers has gone through with current issues
which are presented below:
Decrease in performance level: Due to the situation of Covid-19, employees are shift to
remote working as people were not allowed to come at sites and perform business activities with
impact of several governmental regulations (Hurmelinna-Laukkanen, and Olander, 2019). The
line managers of company faces issues in decreasing performance level of employees as they

could not control and review tasks effectively. The productivity is the major concern that gets
affected in remote working. Effectiveness will rise through focusing on each individual task and
performance which is not possible in the current business environment. Therefore, the manages
of Tesco is struggling with this issue as they are not able to make time for reviewing and perform
workflow analysis, conduct meetings and encourage personal feedbacks to provide solutions.
Relation with employees: it is also one of the key issues which is impacting on the
people management. The current working environment is complex and surrounded with many
work practices. Therefore, maintaining relations become difficult when there are situation of
pandemic and employees are working from home. Keeping good relations is beneficial for the
organisation to retain and manage employees for long term into organisation. It will keep them
satisfied and motivated towards work practices (Jyoti, 2019). Employee relations helps in look
for their mistakes, issues and problems which faced by them at workplace. This two sided
relation will result in the success of company. Tesco line managers facing this issues in current
market as the company has diversified workplace practices. Due to this, the managers could not
be able to keep engage in communication, reviews and taking feedback which may result in
employee separation. The Tesco has faced crises in terms of employee productivity, ineffective
leadership due to working remotely with employees.
Adaption to innovation: it is also on of the major issues face by the organisation in the
current business environment. Technology is the major elements which takes the business to the
highest success in the market. Every work whether for marketing, employee engagement, sales
and keeping records gets done through technology and digitalisation. There are various technical
software has shown immense growth in the market which carry out workplace functions in a
quick way. Innovation mainly comes within the use of technology and implement a creative idea
through digital growth (Olander, and Hurmelinna-Laukkanen, 2019). Therefore, the line
mangers of Tesco has faced challenges in adopting innovation as employees are working from
different places which makes it difficult to keep them informed about technology. Training
become less effective and hence, result in less innovation in organisation. In the situation of
current pandemic, managers provide ineffective guidance and instructions which lead to
confusion and frustrating work environment. Therefore, the line managers of the Tesco needs to
look for giving relevant trainings and overcome with these issues by making a learning culture
in Tesco. This will boost employee confidence, skills and cognitive thinking.

Reflection on the knowledge, skills and behaviours to be an effective people manager
A manager has various roles and duties within an organisation. They are responsible for
managing human resource, marketing, productions and other operations and build policies and
strategies for the better of company. These managers are inspiring personality who works for
diversified work roles (Averina, Avdeeva, and Perevalova, 2018). People management is not an
easy task as it contains many skills and knowledge to inspire and guide others for achieving one
common goal for all. The human resource manager is liable to look for the well being of
employees, their motivation and working condition in company. It will show that, a manager will
take the responsibilities of employees retention and keep them engaged within the organisation
functions. These key skills, knowledge and behaviour in the employees of Tesco are defined
below:
Good communication skills: communication skills are most required and essential skills
which must be present in a human resource manager. Communication must be wise, professional
and in favour of whole organisation. A manager with good communication skills will overcome
business complexities and face challenges in an easiest way. Therefore, to be a perfect manager,
communication is the key towards success to mange people, retain and motivate them for
workplace activities. It will lead to encourage employees and make good connections with them.
The managers of Tesco must have this skill set in which they would be able to communicate in
both written and verbal manner (van Staa, Hilberink, and Sattoe, 2021). They need to be wise
and patient in their words which should not harm values and beliefs of others. Better
communication will results in better productivity, good guidance and a positive workplace
environment. The employees will adhere to their orders and responsibilities that will showcase in
the Tesco profitability. Managers will behave confidently and keep focus on the right
information and inspirational talks which will be listened by the employees. The Tesco will look
for much growth in the Covid-19 crises when all the managers and employees works together
through effective communication.
Leadership skills: leadership is most vital element in the organisation. Proper guidance
and instructions are required to work effectively on a task or activity. Good leadership skills will
results In good outcome from employees (Pettinger, 2020). A leader focuses on an overall
development of employees, assigned task and duties, keep check on their work and performance

and motivate and support them throughout the organisation work practices. These skills include
team work, communication, interpersonal and time management. A manager needs to set an
inspirational image in the eyes of employees and maintain trust among them. The more they will
inspire workforce, the more they tend to work within set rules and standards (Mogaji, 2021).
Also, the mangers must have good listening skills in order to identify issues faced by team while
working., this will help the manager of Tesco to achieve work gaols with collaborative efforts
and keep them energised and motivated to face uncertain challenges. Along with this, the
managers must have knowledge about leadership theories and techniques to better instruct and
guide employees. Also, they must be polite in behaviour and calm at workplace to carry out
potential tasks without loosing temper .
Motivating skill: The employees seeks motivation in various ways. This motivation
come within the practices and daily work routines in organisation. Motivation is the core factor
that results in workplace productivity and bearing challenges. The mangers is responsible to
motivate employees through putting significant efforts which will keep their interests in the
organisation function. These skills include good communication and inspiration that will engage
employees towards complex working practices. The mangers need to motivate employees
through giving monetary benefits, time to time appraisal and appreciation. This will keep them
dedicated in their job role and encourage them to engage in new tasks and activities. The
managers of Tesco could response to this skill by understanding their team potential strength and
weakness. The more they listened to employees, the more they feel valued and encouraged.
Reflection on HR processes which underpin the performance management
HR managers is connected with the most important activities of organisation. This
department prepare policies and strategies to recruit, selection and retain top most talent in the
organisation (Aungsuroch, Gunawan, and Fisher, 2022). Therefore, HR managers are bound
with many areas in retaining employees training, motivation, working environment, payroll,
performance management, compensations and rewards. So that, there are key performance
management activities need to be done by Tesco manager:
Performance management review: this process Is all about keeping checking on the
performance of employees. It includes vital stages which starts from planning, monitoring,
reviewing and rewarding. As per these stages, the HR managers need to plan job roles as per
person specification (Liu, 2019). The manager will give priority to staff and make efforts for

achieving goals together. Also, they will monitor the performance of employees to better
analysis their mistakes and provide assistance for training and development.
360 degree appraisal: As per this process, the managers will encourage to take
feedbacks, review all organisation workplace and take opinions and viewpoints of all leaders and
employees to drive better solution.
Recommendations
The manger of Tesco needs to look for development in workplace and people management.
Therefore, the manager needs to take effective measures:
 The managers needs to look for continuous development of employees to bear change
and uncertainties in the organisation.
 The managers must look for the employees needs and wants to better retain them which
will avoid cost of recruitment and fulfil shortage of talented employees.
 The employees will be much aware about the Tesco objectives and mission to better work
within set standards.
CONCLUSION
The report has concluded that the current situation of Covid-19 has negatively impacted
on the organisation. There are many changes occurred in workplace and economy which give
rises to many unfair practices and employee miss-management. The report has provided
retention on the issues which affect the business functioning and profitability. The main issues
identified are building employees relation, decrease in performance and adoption to innovation.
Therefore, the report has shown skills like communication, leadership and motivation must be
presents in managers to effective manage organisation people. These skills will help them to
manage workforce effectively. Also, there are various HR process like performance management
review and 360 degree appraisal that will seek productivity within employees.

REFERNCES:
Books and Journals:
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2022. Introduction: The Evolution of Human
Resource Management. In Redesigning the Nursing and Human Resource
Partnership (pp. 1-13). Palgrave Macmillan, Singapore.
Averina, T., Avdeeva, E. and Perevalova, O., 2018. Introduction of management innovations in
the work of municipal organizations. In MATEC Web of Conferences (Vol. 170, p.
01121). EDP Sciences.
Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue. The International Journal of Human
Resource Management, 31(1), pp.1-5.
Hurmelinna-Laukkanen, P. and Olander, H., 2019. Introduction to managing people for
technological innovation. Int. J. Technology Management, 79(3/4), p.211.
Jyoti, K., 2019. Green HRM–people management commitment to environmental sustainability.
In proceedings of 10th international conference on digital strategies for organizational
success.
Liu, Y., 2019. Introduction: International talent management research–a multidisciplinary and
interdisciplinary approach. In Research Handbook of International Talent Management.
Edward Elgar Publishing.
Mogaji, E., 2021. Introduction to Brand Management. In Brand Management (pp. 1-20).
Palgrave Macmillan, Cham.
Olander, H. and Hurmelinna-Laukkanen, P., 2019. Introduction to managing people for
technological innovation.
Pettinger, R., 2020. Introduction to management. Bloomsbury Publishing.
van Staa, A., Hilberink, S.R. and Sattoe, J.N., 2021. Self-Management of Young People with
Chronic Conditions: An Overview and Introduction. Self-Management of Young People
with Chronic Conditions, pp.1-13.