People Management Report: Challenges, Skills, and Recommendations

This report delves into the multifaceted realm of people management, focusing on contemporary challenges faced by line management, such as adapting to innovation and effective recruitment strategies. It highlights the essential knowledge, skills, and behaviors needed to be a successful people manager, emphasizing communication and team-building abilities. The report then explores the crucial role of HR processes in supporting effective performance management, including planning and coaching. Recommendations are provided, such as the importance of good communication and employee training. The report concludes that effective people management is pivotal for organizational success, enabling a competitive advantage in the market. The report provides practical insights and examples, making it a valuable resource for understanding and improving people management practices.

Individual Research
Portfolio

Contents
INTRODUCTION.....................................................................................................................................3
Contemporary issues line management faces when it comes to People Management..........................3
Knowledge, skills and behaviors are needed to be an effective People Manager..................................4
HR process that under pin and support management when it comes to effective Performance
Management..............................................................................................................................................5
Recommendations.....................................................................................................................................6
CONCLUSION..........................................................................................................................................7
REFERENCES..........................................................................................................................................9

INTRODUCTION
People management can be defined as a set of practices like training and development,
motivating as well as directing the employees to enhance the overall productivity as well as
profitability of the business. Effective people management is necessary for any organization to
be successful and achieve goals as well as objectives (Chen and Wang, 2018). Not only this, it
also helps in enhancing the morale of the employees and enables them to transition themselves
through a change. The report explains various contemporary issues that the line management
faces when it comes to people management. Apart from this, it also explains the knowledge,
skills as well as behaviors that are needed in order to be an effective people manager. Real life
company examples are used in order to facilitate a better understanding.
Contemporary issues line management faces when it comes to People
Management
The line managers of a company are responsible for overseeing the employees as well as
operations of the company. Their responsibility is to ensure that different programs and strategies
within the company are implemented in an efficient manner helping the organization achieve its
goals as well as objectives. When it comes it people management, there are various issues that
the line management can face in an organization (Collings, Wood and Szamosi, 2018). One of
the major issues is adapting to innovation which the employees can find difficult to do. Every
organization implements change whenever there is a need in order to keep up with the trends in
the market and enhance its overall performance. But sometimes, the employees can show
resistance towards adapting themselves to the change. Whenever a change is implemented within
an organization, it is important for the line management to conduct training and development
sessions in order to enable the employees to adapt to the change as well as perform efficiently.
But there can be cases wherein the employees might find it hard to do so and show resistance
towards the same.
This can be a disadvantage for the company and can affect its overall performance as
well as profitability in the market (Wehrmeyer, 2017). For example, Marks and Spencer has
implemented latest technology in order to assist its employees with day-to-day operations, but
some employees find it difficult to adapt themselves to the same. Due to this, the employees ate

not able to finish the tasks assigned to them in time resulting in delays. Another contemporary
issue which line management can face when it comes to people management is recruitment and
selection. Recruitment can be defined as the process of identifying vacant job positions,
analyzing the job requirements, reviewing and screening the job applications and selecting the
right candidate (Recruitment Process, 2020). Whereas selection refers to selecting and
shortlisting the right candidates with the right qualifications and experiences to fill a vacant
position in the company. The line management can face issues with recruitment and selection
when it comes to people management because there can be a shortage of qualified and
experienced employees.
This can have a negative impact on the overall performance as well as brand image of the
company in the market. Therefore, it is important for the line management to develop and
implement appropriate strategies (Cooke, 2018). There can be some employees who are not
qualified enough and also lack experience. For example, Tesco recently faced an issue with its
performance in the market. The reason behind this was that the employees were not able to work
effectively and perform to the desired levels. Lack of trained and experienced professionals can
have a negative impact on the image of the company in the market. Thus, these are some of the
contemporary issues which organizations can face when it comes to effective people
management. In order to overcome these issues, it is important to develop effective strategies.
Knowledge, skills and behaviors are needed to be an effective People Manager
Also known as Human Resource Manager, a People Manager within an organization is
the one who is responsible for hiring, firing, interviewing, managing and supervising employees.
An effective people manager is strategic and sets achievable goals for the rest of the employees
within the workplace. There are different skills, behaviors as well as knowledge which are
required in order to be an effective people manager. For example, it is important to possess good
communication skills as it helps in setting rules, defining roles for employees and encouraging
them to make their own decisions (Honarpour, Jusoh and Md Nor, 2018). Also, as per the Actor-
Network Theory of communication, both human as well as non-human factors can influence the
knowledge creation as well as technological innovation significantly. Good communication is
also important because it enables the managers to effectively plan, organize, lead and control the
different activities.

An effective people manager is the one who promotes teamwork and provides
constructive feedback to the employees. It is important for the people manager to be fluent in
both written as well as verbal communication. This is because there are various advantages of the
same like the team members are clear about their roles as well as responsibilities. Not only this,
there are chances that individuals with good communication skills get an opportunity of
advancing up in their careers. This is not only beneficial for them, but also the company as it is
able to perform competitively again other players in the market. besides good communication, in
order to become an effective people manager, an individual is also expected to have strong team
building skills. They are expected to be comfortable in working with other employees and thus
deliver expected results (Jeanes, Loacker and Śliwa, 2019). Team building skills help in
improving the overall outcome of the projects at the workplace and allow the team members to
understand each other better. They get a chance to identify their strengths as well as areas in
which they need improvement.
Also, modern workplaces require the people manager to have good teambuilding skills so
that there is an improvement in the overall performance of the company and that it is able to gain
a competitive advantage against competitors. In order to increase productivity, networking and
socializing are considered to be one of the best ways. Not only this, it boosts the performance of
the team as well as the company on the whole. For example, the people manager at Marriott
International is responsible for making sure that their team members are comfortable in working
with each other as well as part of a team. As a result, the level of motivation as well as
confidence in the team increases (Kaine and Josserand, 2019). Therefore, it can be said that to
become an effective people manager, an individual must possess good communication skills as
well as strong team building skills. This is not only beneficial for them personally, but also the
overall performance of the organization is improved and the company gains a competitive
advantage against competitors.
HR process that under pin and support management when it comes to
effective Performance Management
Performance management is an important component within an organization that
significantly contributes to the performance as well as profitability of the firm. The level of
engagement as well as productivity among the employees is also increased. There are a number

of performance management processes, tools and approaches companies can take to inspire,
monitor and manage employees. An effective performance management system requires com-
mitment and dedication from the human resources department and managers and employees.
Below, we’ll explore why we should have employee performance reviews at work, how perfor-
mance management is changing and the overall importance of performance management to busi-
ness success (Lalaounis, 2017). When it comes to performance management, the Human
Resources department of an organization is expected to develop and implement strategies that
will help it in managing the employees in an effective manner. the HR process comprises of
various steps that allow an organization to manage various processes effectively. Planning plays
an important role in ensuring effective people management.in this stage, the HR manager needs
to define the job by developing a job description which is comprehensive. This stage also
involves identifying the goals and objectives as well as encouraging the employees to share in
their inputs.
For example, the HR management of Marks and Spencer ensures that in-depth planning
is done so as to manage the employees within the company effectively (Mir and et.al., 2020).
Another HR process which supports effective people management is coaching. In this process,
the people manager organizes meetings for the team on a timely manner. the meetings are held
regularly, which means that both the employees as well as team members remain up to date
about the activities within the workplace. The process of coaching is extremely important for the
employees because it enables them to enhance their existing knowledge as well as develop new
skills which will help them in performing at the desired level. Effective communication plays a
major role in this process and helps the company in achieving its goals and objectives in an
effective manner (Watson, 2017). when it comes to effective people management, it is important
for the people manager within the organization to develop a HR process which is thoroughly
planned and implemented in an efficient manner. therefore, it can be said that planning as well as
coaching are two important HR processes that under pin and support the management when it
comes to effective people management and achieving goals as well as objectives effectively.
Recommendations
There are certain recommendations that can be made to the people manager of an
organization. It is recommended that the people manager should have good communication

skills, both written as well as verbal. This will help them in ensuring that different activities
within the company take place smoothly. Apart from this, it is also recommended that the
employees should receive appropriate training and development opportunities. This will allow
them to understand and adapt themselves to any change which is implemented in the company.
The management is recommended to hire employees who are experienced and qualified in order
to fill vacant positions in the company. This will not only enhance the overall performance of the
company but also increase the profitability of the firm. Implementing these recommendations
will help organizations in gaining a competitive advantage in the market. Managing people
within the organization is considered to be one of the most important aspects which the
management should consider to ensure an enhancement in overall performance. good
communication should be encouraged within the organizations in order to eliminate any kind of
confusion.
It is also recommended that the management of the organization promotes positive and
healthy relations among the employees. Team building is another aspect which should be
focused on to make sure that the employees across different departments are comfortable in
working with each other. The needs of the organization as well as the employees keeps on
changing from time to time. Therefore, the management is recommended to revise its various
human resources practices to address the needs as well as requirements of the employees in an
effective manner. This will contribute to the overall performance of the company and also
contribute to its overall success in an efficient way.
CONCLUSION
From the above report, it can be concluded that people management is an important
aspect for an organization. This is because it contributes to the overall success of the company
and allows it to gain a competitive advantage in the market. the line management of an
organization can come across various contemporary issues when it comes to effective people
management. All the new employees who are hired by the management must be provided with
effective training as well as development opportunities so that they develop new skills and
enhance their existing knowledge as well. Therefore, these are some recommendations that the
management of an organization should implement in order to gain success and competitive
advantage in the market. also, in order to be an effective people management, an individual is

required to have good communication as well as team building skills because they can help
organization in attaining the goals as well as objectives. As a result, the company is able to
perform effectively and gain the trust of its customers.

REFERENCES
Books & Journals
Chen, Y. C. and Wang, Y. J., 2018. Application and development of the people capability
maturity model level of an organisation. Total Quality Management & Business
Excellence. 29(3-4). pp.329-345.
Collings, D. G., Wood, G. T. and Szamosi, L. T. eds., 2018. Human resource management: A
critical approach. Routledge.
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Honarpour, A., Jusoh, A. and Md Nor, K., 2018. Total quality management, knowledge
management, and innovation: an empirical study in R&D units. Total Quality
Management & Business Excellence. 29(7-8). pp.798-816.
Jeanes, E., Loacker, B. and Śliwa, M., 2019. Complexities, challenges and implications of
collaborative work within a regime of performance measurement: the case of
management and organisation studies. Studies in Higher Education. 44(9). pp.1539-1553.
Kaine, S. and Josserand, E., 2019. The organisation and experience of work in the gig economy.
Journal of Industrial Relations. 61(4). pp.479-501.
Lalaounis, S. T., 2017. Design management: Organisation and marketing perspectives.
Routledge.
Mir, F. and et.al., 2020. Managing dynamic work teams for innovation: integrating knowledge
management and organisation behaviour using the DFO model. International Journal of
Knowledge and Learning. 13(4). pp.313-338.
Watson, T., 2017. Sociology, work and organisation. Taylor & Francis.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
Online
Recruitment Process. 2020. [Online]. Available through:<
https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm >.