MG411 People Management Report: UK Organizations & People Management

This report delves into the realm of people management within UK organizations, addressing the contemporary issues faced by line management. It explores the essential knowledge, skills, and behaviors of effective people managers, emphasizing leadership and team-building skills. The report also examines the crucial human resource processes, including recruitment, onboarding, talent management, and performance management, to enhance employee performance and engagement. Furthermore, it highlights the significance of learning and development and off-boarding processes. The report's findings are based on a case study concerning Megratrends and the CIPD 2014 report, providing a comprehensive overview of people management strategies and challenges in the UK.

People
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK...............................................................................................................................................3
Contemporary issues faced by line management to manage people...........................................3
Knowledge, skills and behaviour of effective people manager..................................................5
Human resource process and effective performance management.............................................6
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is determined as the strategic approach that ensures the
effective management of employees and other people within organisation who facilitates the
organisation to get various competitive advantages by their better performance. HRM is designed
to enhance employees performance level in order to achieve various organizational goals and
objectives. Human resource department is responsible to manage people in effective manner by
focusing on employee recruitment, their training and development, reward management,
performance appraisal, as well as designed effective employee relationship. This report is linked
with a case study that is about Megratrends states the trends of shaping work as well as working
lives and determined that UK organisation are getting better at managing their people in effective
manner. In this report contemporary issues that are faced by management, knowledge, skills and
behaviour of effective people manager and human resource process in being covered in this
project report.
TASK
Contemporary issues faced by line management to manage people
Management people with organisation is an important part of the human resource
management department. There are various contemporary issues that are faced by the line
management so, it becomes important to understand that how to utilise people in their best
manner in order to take various competitive advantages (Aust, Muller-Camen and Poutsma,
2018). In United Kingdom organisation understand these contemporary issues and formulate
strategies accordingly in order to attain all goals and objectives in defined manner within time
period. Some contemporary issues are discussed below:
Innovation and automation: In order to enhance employee performance human resource
management department provide various training and development programmes. Organisations
of United Kingdom involves different technological advancements, innovations and automations
to train people within organisation (Upadhyay, 2017). These organisation coordinate with
various technology developers in order to9 develop programming to roll out employees in
efficient manner. Advancement in technological aspects help organisation to get sustainable
competitive advantages as well as enhance the performance level of people.

Changing regulatory issues: There are various changes are take placed in regulatory
bodies according to requirement of time, human resource management compliance with all these
regulatory issues in order to manage their employees in effective manner. All the organisation
that are conducting their business in United Kingdom need to evaluated all changes and comply
them within organisation. Privacy regulations need to be updated continuously as well as
employee training and acknowledgements (Cleaver, 2017). In UK if organisation do not follow
all updated rules and regulations then they will be exposed as lawsuits and penalties according to
government instructions.
Diversity and Harmony contemporary issues: Diversify workforce work together with
organisation in harmony will enables the organisation to develop strong team, brings better ideas
for business as well as enhance the rate of customer satisfaction. In UK organisations the
harmony is maintained that supports the organisations to retain employees for long run. Law
harmony affect employees in various manner such as decrease their morale, productivity and
performance level as well. It is the legal liability of organisations that employee feel better at
work. Line management has to understand all laws and regulations that are related to diversity
laws, deal efficiently with employees complaints as well as focus upon the harmonizing the
diversity in organisation. UK organisation provide training and workshops to manage all
diversity in effective manner.
Recruiting and retaining top talent: Recruiting as well as keeping great talent is very
important for every organisation to get various sustainable competitive advantages then their
competitors. In small business which are not able to offer high compensation, benefits and do not
afford costly recruitment process continuously. Finding appropriate and suitable employees is
important task for human resource management department (Van Wingerden, Derks, and
Bakker, 2017). In the UK organisation employees are recruited on internal as well as external
sources and provide them regular training and development opportunities in order to retain the
talented employees with organisation. Human resource manager maintains the effective and
strong relation with employees as well as build suitable and positive working environment for
employees to work efficiently.
The gig economy: It is the biggest contemporary issue that is faced by the organisation in
order to manage employees in effective manner (Contemporary Issues Faced by Human
Resource Managers.2021). This is related to that many talented employees changing their

working style from traditional work to freelance work in the areas of their expertise. That
provide various benefits to employees by enhancing flexibility in their lifestyle as well as
enhance their selling. It facilitate the organisations of UK because it includes low cost when
employees are hired on contract bases. Although, this is the challenging to the human resource
managers to manage all employee at a time and it is not easy to find right talent in house
position. UK organisation managers find ways to retain employees for long run.
All these are contemporary issues that are faced by the human resource management to
manage employees in effective manner (Lin and Sanders 2017). In order to prepare the human
resource planning all these issues must be consider by the organisations to take various
sustainable competitive advantages as well as enhance the performance level and retain them
with organisation for long run.
Knowledge, skills and behaviour of effective people manager
Human resource manager is defined as the individual who manage all employees who are
working within organisation. There are various skills, competencies, knowledge and behaviour
that affect the management skills as well. There are various technical, analysation as well as
analytical skills are required that facilitates the managers to perform their all task in efficient
manner. Employees are getting motivated by their managers. In organisation that are conduct
their businesses in United Kingdom appoint managers who will guide, lead as well as instruct
people effectively as well as motivates then to enhance their performance level. Some of
knowledges, skills and behaviour of effective people managers are discussed below:
Leadership skills: In current scenario, business select the managers on the bases of their
ability to lead the team in effective manner as well as on the bases of their technical skills that
they performed in past. Leadership management is an important dimension that is required skills
in HR manager. In UK organisation managers are selected by ability of facing challenges, inspire
and motivation qualities that enables the manager to lead employees in right direction. Effective
manager as the qualities of grate leaders also who inspire employees to work effectively under
pressure.
Team building skills: Team building is an important skills that helps people manager to
enhance the team sprite as well as coordination among all organisation employees. Team sprite
facilitates the organisation to achieve all defined goals and objectives in effective and efficient
manner (People Management Skills,202). Effective HR manager guide whole employees to get

common goal. There are various leadership styles that must used by the managers in order to
perform al task that are related to the team development and management. The manger have
skills to understand all team members and motivates them accordingly.
Passionate and Enthusiastic: Human resource managers have to be passionate and
enthusiastic for their work. If the managers is active and passionate them it motivates employees
as well to perform their work with efficient manner in order to get high performance level. He
will coordinate guide and motivates employees to enhance their productivity. Enthusiastic
mangers are more committed to accomplish organisation goals and objectives.
Ability to delegate task: Effective people manager have the abilities to delegate all task
with all hierarchical level in appropriate manner. In order to delegate the task in efficient way
trust among all team members is required (Meilă, 2018). Trust improves the abilities of
employees to deliver grater results. HR managers assign task to the employees according to their
capabilities and skills.
Good communicator: Manager have responsibilities to coordinate all employees within
as well as outside the organization. Effective human resource managers communicate all policies
to their all employees as well as maintain clear communication with in organisation that enhance
the performance level of organisation. Appropriate coordination facilitates the manager to handle
multiple propel at a time.
Have clear vision mission and plan: Human resource manager have clear mission,
vision as well as have competencies to develop effective planing to achieve these vision with
specific period of time (Smith, Rohr and Panton, 2018). This is the common behaviour that is
found in people manager that he communicate all these plans to all hierarchical level of
organization to enhance understand of employees regarding organisational goals. Effective
manager includes the employees o9n decision making process and recite most suitable people.
Human resource process and effective performance management
Human resource process: HR process is determined as the fundamental strategies that are
used by the Human resource managers in order to ensure efficient and successful management of
employees and their lifestyle as well as enhance employee work experiences. There are various
activities are included in the human resource management to manage employees in effective
manner as well as enhance performance level of people (Mitchell 2018). These activities are
human resource planning, recruitment, selection on boarding, training and development, creating

employee relation, perform various activities to appraise employee, performance management
and at last off-boarding employees. The organisation of Unites Kingdom formulates effective
strategic planning that facilitates organisation to attain all determined goals and objectives that
enhance the organisational productivity, employee engagement as well as retention rate.
Organisations manage employee performance by implementing effective human resource
process that is discussed below:
Recruiting: It is the first step of HR process that is related to hiring efficient and suitable
employees who have enough skills and competencies to perform all organisation work in specific
manner. UK organisations implement the proper hiring process that ensures the respective
organisation to get highly efficient people (Mullins and Holmes, 2018). Effective recruitment as
well as selection process facilitates organisation to attract suitable employees that ensures the
sustainable development of organisation.
On boarding: On boarding is the process to familiarise new employees with their job role
and aware them with organisational terms and conditions. It will enhance the positive experience
of employee with organisation as well as increase their performance level also. In this process
the starting date is finalised all working framework is prepared, familiarised him form other
employees and give them orientation programme.
Workforce planning: In the workforce planning, strategies are prepared for employee
management and engagement. In this step organisation evaluate workforce performance to
identify the skills the employee have as well as requirement of training in order to manage their
performance in efficient manner (Nam and Lee, 2018). All the requirements of people to hire is
analysed in this phase and hired employees are aligned with organisation objectives.
Talent management: In this step of HR process, organisations hire highly talented
employees and review their performance on continuous bases in order to retain them with
organisation for long run. In this process organizations provide learning and development
opportunities to grow and various rewards to enhance their work performance level.
Performance management: Performance management is beneficial for both employee
as well as employer (Human resource process,2021). Organisations establishes the performance
measurement goals and evaluate employee performance, encourage employees to give
feedbacks and provide them training according in order to motivates them to achieve high
performance objectives.

Learning and development: Learning and development opportunities are important to
boost employee morale as well as enhance their retention rates. These programmes facilitates the
organisation to achieve their defined goals and objectives.
Off-boarding: Off-boarding is an essential part of HR process to terminate employees
who are not contributing in organisation performance and goals achievement . Employee who are
not worthy to the organisation enhance the cost as well.
HR process is the important procedure to enhance the performance management activities
of employees who are currently working with organisation and provide them various training and
development programmes in order to motivates them to enhance their performance level also.
CONCLUSION
As per the above report, it can be concluded that people management is important work
of human resource managers that includes various activities such as planning, organising,
provide training and development as well as measures their work performance. The main
purpose of human resource management is ensure the organisation success and achievement of
goals through manage employees in effective manner. There are various contemporary issues
that are faced by the managers to manage employees. Different skills and knowledge is required
that facilitates managers to perform their task efficiently.

REFERENCES
Books and Journals
Aust, I., Muller-Camen, M. and Poutsma, E., 2018. Sustainable HRM: A comparative and
international perspective. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Lin, C. H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal. 27(2). pp.300-317.
Meilă, A. D., 2018. The social structure of cities: The multidimensional nature of urban
inequality. Psychosociological Issues in Human Resource Management. 6(1). pp.115-12
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Mullins, F. and Holmes, J., 2018. Balancing board? The effects of board independence and
capital on firms offering work‐family benefits. Human Resource Management. 57(2).
pp.457-469.
Nam, J. and Lee, H., 2018. High commitment human resource practices and employee behavior:
a multi-level analysis. International Journal of Manpower.
Smith, S. S., Rohr, S. L. and Panton, R. N., 2018. Human resource management and ethical
challenges: Building a culture for organization success. International Journal of Public
Leadership.
Upadhyay, S., 2017. Can spiritual intelligence influence research performance in higher
education? Framework for human resource development in higher education. Revista»
Administratie si Management Public «(RAMP). (28), pp.153-173.
Van Wingerden, J., Derks, D. and Bakker, A. B., 2017. The impact of personal resources and job
crafting interventions on work engagement and performance. Human Resource
Management. 56(1).pp.51-67.
Online:
Human resource process.2021 [Online] Available through :<https://www.fool.com/the-
blueprint/human-resources-process/>

Contemporary Issues Faced by Human Resource Managers.2021 [Online] Available
through :<https://smallbusiness.chron.com/contemporary-issues-faced-human-resource-
managers-today-1875.html>
People Management Skills.2021 [Online] Available through :<https://getsling.com/blog/people-
management-skills/>