Analysis of Contemporary Issues and Effective People Management

This report delves into the multifaceted aspects of people management within organizations. It begins by identifying contemporary issues faced by line management, such as compliance with laws, the gig economy, innovation and automation, recruitment and retention, diversity and harmony, and work-life balance. The report then outlines the knowledge, skills, and behaviors essential for effective people managers, including knowledge of applicable legislation and company regulations, interpersonal skills, strategic planning abilities, participative and motivating behaviors. Furthermore, it examines how HR processes underpin and support effective performance management through clear communication, performance feedback, peer review, and preemptive recognition. The conclusion emphasizes the critical role of front-line management in organizational growth and the importance of adopting strategies to address evolving challenges in team management, leveraging technology and diverse workforce dynamics.

Individual report
portfolio

Table of Contents
Introduction................................................................................................................................3
Main Body..................................................................................................................................3
Contemporary issues faced by line management when it comes to people management......3
Knowledge, skills and behaviours are needed to be an effective people manager................5
HR process underpin and support management when it comes to effective performance
management............................................................................................................................5
Conclusion..................................................................................................................................5
References..................................................................................................................................6

Introduction
Management is the not that easy and simple task which it actually seems, to manage
the people of an organisation. Further make them feel motivated is being one of the difficult
task within an organisation. People management is the subset of the human resource
management team within an organisation. One of the main role of people management is to
keep satisfied and motivated staff to work in an organisation and achieve organisational
goals. This is one of the important source within an organisation as it will be very helpful for
the company to the successive growth (Ahmed and et.al., 2018). For completing this report it
is included main reason and issues of front line management staff when it comes to make
management with other employees in an organisation. Further it seems with different
knowledge, skill and talent which are required by the HR team to work effectively within
their organisation. And in last different supportive strategies are relevant for the success of
front line management team in an organisation.
Main Body
Contemporary issues faced by line management when it comes to people management
While working in an organisation the most needed thing in an organisation is
management system. The front line manager are worked with so different and appropriate
way, as the ever changing job of market, the demand of different sector as per the need create
issues. All that issues are needed to be solved by the front line management staff. People
management is not that easy task as compare to earlier system. Now the employees are more
demanding and needed healthy environment for giving high amount of productivity. Some of
the change issues face by line management is provide below:
Compliance with law and regulation: Keeping the change with the format of employment
law is related to struggle of the management team. This is quite difficult for the management
team to work and make coordination with their countries law and management rules. While
working in a team is related to make management with other department also. Like audit,
finance, marketing and operation department (Anderson and et.al., 2018). This is quite
difficult and make a challenging for management team to work with the productive
appliances. In the UK, most of organisation are related to major growth and failure within
market. This is very important to make updates with various law and regulation in order to
solve the issue of other employees.

The Gig Economy: Many of the talented people are denied to work in traditional
environment organisation. And join the freelance area in the nature of expertise compliance,
which actually give them a desired flexibility and improve the business opportunities of the
client as well. So these type of organisation are growing within an industry (Strathausen,
Jacob and Schindler, 2017). This is another challenge for the management team to make
manage all the people who are working in traditional function firm. So the management
system are must be related to different and innovative strategies which attract most of the
firms and employees who are talented and ready to work with them.
Innovation and Automation: The line management has often work with the training and
development of the other departments. The human resource department must be needed to
prepare themselves as per to make sure for new talented people. To train the new employee
they are needed to be learn by first and then teach other (Bullock, Haddow and Coppola,
2017). So learned new and innovative things and machines are one of the important issues
with the line management team. This is related to other team management as they are needed
to be make a bound with them and make sure that productivity of all teams are increasing in
order to improve the overall performance.
Recruitment and retaining top management: Keeping the talented staff within their
organisation for longer period is the biggest challenge for front line management team. This
is another important aspect of talent management staff. As they are not applicable for the
growth of unsatisfied and unhappy employee. This is the main work of HR managers to keep
and retain the talented staff within their organisation and work for the growth of their own
success. This is an important source of organisation which are relevant for the growth of
company in an approachable manner.
Diversity and Harmony issues: Mainly the owner are know that for staying in market they
have to work in diversifying nature. To build the strong team, they are approaching major
customer satisfaction which built different allocation and reliability within organisation.
Without harmony team feel lowed, demotivated and which will lead to low productivity
within an organisation (Cvenkel, 2020). This will be relatable to diversity and harmony of the
company which create misbalance within an organisation.
Work life balance: Another important issues which are face by the front line management
team in order to implement and applicable for managing other employees. This is actually
closely related to the fair treatment, compensation and embracing programs that are related to

traditionally in UK business firms. This is very important aspect for the managers to make an
easy and stress free work life balance for other employees which are helpful for them to
manage relevant source.
Knowledge, skills and behaviours are needed to be an effective people manager
Human resource managers, also known as people managers are responsible for all the
staffing needs in an organisation. They act as a link between employees and top level
management (Armstrong, 2016). Therefore, it is very important for the to possess relevant
knowledge and skills so that they can discharge their duties effectively. Below mentioned are
some knowledge skills and behaviours that act helpful in performing staff duties effectively:
Knowledge of applicable legislation: All the organisations are subjected to employment
legislations that are applicable in the country such as related to equal employment conditions,
labour relations, discriminations and harassments, compensations, holidays, working hours,
etc. People managers must possess knowledge of these legislation which are applicable on the
organisation so that company creates employee journey in harmony with law of land.
Knowledge of company rules and regulations: Every organisation develops rules and
regulations that provide for both rights and duties of staff in the company in accordance with
the applicable legislations as well as vision, mission and values of the company. Personnel
managrs must possess knowledge of these rules and regulations in detail so that they can
ensure development of appropriate working culture in the organisation.
Interpersonal skills: People managers are required to build successful relationship with the
the staff as a part of their job profile. Hence, it is very important for them to possess effective
interpersonal skills like communication skills, motivation skills, negotiation skills, etc.. It will
make them easily approachable by the employees as well as help them play a good bridge
between staff and management. It will enable them create and maintain a postive workplace.
Strategic planning and thinking skills: Managers need to juggle multiple roles and to
manage these workload effectively they need to make proper forward planning by thinking
strategically from the point of view of future. Planning skills also comes handy to human
resource manager in organising and delegating their duties and responsibilities. These skills
also help in problem solving and decision-making not just on a daily basis but in case of
contingencies also (Vinichenko and et. al., 2017).
Participative behaviour: This is a type of behavioural approach that is expected by the staff
from their human resource manager. Managers of this type of approach participate in

understanding the issues that are faced by the staff as well as they participate with the senior
management to formulate such facilities for the staff that they are able to perform well. They
must arrange for their trainings and facilitate development in both monetary and non-
monetary manners so that they can feel more committed to the organisation.
Motivating behaviour: There are various types of employees that work in an organisation
and it gets difficult to make them work together in harmony. Discords and disagreements
arise which reduces the employee morale. People managers must motivate employees so that
they can perform to the best of their capabilities. They must create such conducive
environment that enhances harmony in the company that motivates employees to work
together like a team with their collegaues (Schermerhorn and Bachrach, 2020).
HR process underpin and support management when it comes to effective performance
management
In order to ensure effective process management, HR managers of an organisation
need to create a supportive environment that includes effective leadership, good interpersonal
relationships, team work and constructive feedback. This performance management enables
HR to run a smooth workplace where employees are motivated and work in harmony with
each other to achieve organisational targets. Below mentioned are some strategies that
provides support management to employees and enable effective performance management
by HR managers:
Clear communication about company goals and objectives: In order to enable employees
to perform to the best of organisational expectations, it is very important that they be
informed all the goals and performance expectations beforehand. When goals are not
properly outlined, it creates confusions in the minds of employees and they are unable to
deliver best of their productivity. Therefore, clear communication channels must be
established and employees must be intimated through regular e-mail, flyers, meetings, etc. to
provide them support. It will act as first line of effort towards effective performance
management (Peach, 2017).
Offer performance feedback: HR managers must hold regular meetings with employees to
discuss their performance and issues in the company. They must discuss peer challenges, peer
pressure as well as peer performance in the meeting both from present performance point of
view as well as from future expectations point of view. Feedback must be provided to the
employee not just for work performance but also for behavioural performance in the

organisation. Good performance feedback provided to the employees will enable them to
improve their skill sets as well as motivate positive behaviour in them. It clears the
opportunity areas for them which have a clear path leading to improvement.
Facilitating peer review: Other than performance feedback by managers, peer review by co-
workers also facilitates development amongst the employees. Co-workers are those who work
with employee and therefore will be in better position to highlight their positive and negative
aspects of their performance. They will also be able to point out scope of improvement better
than superiors. This exercise will also be helpful in enhancing cooperation among the
employees as well as will facilitate better communication amongst them. However, these
exercise can also lead to frictions and conflicts among the employees and therefore, managers
must take care that this does not lead to spoiling organisational working environment
(Frankel, Gelman and Pastor, 2018).
Preemptive recognition: Other than performance feedback, one thing that really supports
employees as well as motivate them to perform better are recognition and appraisal. All
employees have recognition needs and rewarding the good performance of employees is
certainly a good measure for employee performance management. However, it is very
important for management to lay a level field so that all employees stand a fair and equal
chance to perform and get appraised. Appraisal could be of both monetary as well as non-
monetary nature. Preemptive management by people managers lead them to communicate
employees and establish such ways that leads to their personal development while achieving
organisational objectives.
Conclusion
From the above report, it is concluded that front line management team are relatable
for the growth of organisation. This is very important for the organisation team management,
that they adopt different strategies for the growth. With the help of moreover technologies
and population agencies they can get success in team management. The line management
team are able to understand the need of other and try to resolve their issues in a right manner.
Which actually give a suitable growth and right success within the market. Working in future
trend with high acceptability within an organisation is the best way to manage the source and
their team.

References
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