People Management Report: People Management at Tesco, Analysis

This report provides a comprehensive analysis of people management practices, specifically focusing on the case of Tesco. It begins by identifying contemporary issues faced by line management, such as communication challenges, performance problems, and the complexities of hiring decisions. The report then delves into the essential knowledge, skills, and behaviors required for effective people management, including the importance of being a good example, ethical conduct, building relationships, and fostering trust. It also highlights critical skills like multi-tasking, communication, active listening, and conflict resolution. Furthermore, the report examines the HR processes that support and underpin management for effective performance management, including traditional performance management models and the role of technology. The report concludes by emphasizing the significance of both people management and performance management for organizational success, underscoring the need for proper employee management to drive overall growth and achieve company goals. The report references various books and journals to support its findings.

Individual research
portfolio
Contents

INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
What contemporary issues face line management when it comes to people management.......................3
What knowledge, skills and behaviors are needed to be an effective people manager.............................4
What HR process support and underpin management for effective performance management...............5
CONCLUSION...........................................................................................................................................6
REFERENCES............................................................................................................................................8

INTRODUCTION
People management is defined as the procedure of training, motivating and directing all
employees in order to enhance workplace productivity and also achieve growth at high level. The
concept of people management is a method of organizing all employees and building up better
teams so that effective performance can be done. For every organization people management is
important because in order to retain top talented executives the organization need to help each
individual by providing them various opportunities and proper training. In terms of successful
people management it includes the process of empowering each employee in order to enhance
their potential level and so on (Hoffman and Tadelis, 2021). The below report involves
contemporary issues that face line management in relation to people management, knowledge
and skills needed to be effective people manager and HR process that underpin and support
management in terms of effective performance management. The report is based on Tesco. It is a
British multinational groceries and merchandise retailer that has it’s headquarter in England. The
company was founded in 1919 by Jack Cohen.
MAIN BODY
What contemporary issues face line management when it comes to people management
Managing people requires a team of management professionals, having the knowledge,
understanding, skills to manage people in effective way. These managers cannot face manage
people alone that’s why they need the support of HR for the justification of performance
management work. Although COVID 19 has adversely affected the work management. There are
various issues faced by management while managing those people they have never met before.
As management brings progression giving rewards it brings difficulties too. Some of them are:
Communication with employees
One of the biggest challenges is to bring the variant together with timely motivating them all
with their communication skills. A manager is required to develop advance skill of listening and
communicating with people as they play major role in success of team. This has been found that
the lack of interdepartmental communication become the cause of stress for UK employees in
2020. To avoid this kind of situation which not only damage the relation of manager and
employee but also add to the stress of employees at work place? Everyone has different way of
communication because of which the method which works for some employees does not work
for others( Power, 2021). To overcome this type of problem manager need to discover various
personality types in the team. HR professionals of Tesco minimize the by creating transparency
in communication. Manager can conduct the personality test to know each member’s strength
and weaknesses and take measures to overcome it by recognizing the best way to communicate
with different personalities.
Performance problems

Performance problems are always the concern of manger. Especially in this business
environment where competitors can easily take advantage of any weakness among the team. To
resolve the problem of performance manager needs to get to the root of the problems swiftly.
Although managers needs to be very careful while finding the balance to get the results without
hampering or damaging the relationship with any people in team( Daft, 2021). Manager need not
to be too strict from the starting with the employees. However, he needs to be focused and result
oriented at times. Manger needs to make sure that he is keeping an eye on the performance of in
context of set goals. By this manager can spot the problem and help with the feedback early.
Let go of employees
This one is the hardest part of manager’s job which is not always comfortable for them to
do. Although there is no easy way to do this job. The manager should take training from HR
team for getting the surety that one have undertaken the management training to know exactly
what to do in case of serious violation of business conduct. This thing will ensure that the
manager has followed all correct processes, conditions, policies to avoid negative consequence.
Hiring the right decision
There are people who have the right experience and skills that the manager is looking for.
These candidates are perfectly suitable for the job, although it does not indicate they are
completely perfect to join the team. A good manager is able to find who is having good skill and
who is a cultural fits. Tesco HRM makes sure that right people is selected for job and analyses
the talent efficiently.
What knowledge, skills and behaviors are needed to be an effective people manager
People management is needed in all areas of business. The manager is the one who make
sure to think about all possible aspect of team’s performance. For that the manager needs to have
people management skills to enhance the people with the mental strength, motivation and team
unity.
Here are the behaviors of Good people manager:
Be a good example
People easily catch what they observe around them. A great leader should show the kind of
behavior he wants his team members should behave in. This all should start with simple and easy
things like positive attitude, being punctual and a good team leader.
Strong ethics
People feel safe and secure when the working environment is transparent and honest. Tesco
professionals have strong work ethics to manage the skills. In this environment people know
what is expected from them and it becomes clear for them how the situation would be handled if
they do not behave in an ethical manner( Taylor, 2021). People as staff feel comfort when they
know that rules are same for everyone. A good manager behaves and treats each employee
equally without favoritism and discrimination.

Building relationship and trust
People are not just the hours they spend in office they are more then it. Good manager should try
to understand their staff and when people are not performing well at work he should be able to
understand employees are struggling in some other aspect of life. Tesco is helpful while
managing the situation like tackling grievances, managing skills, and developing positive work
atmosphere. Knowing and understanding the staff well to get to the root of issue is beneficial for
everyone in business( Fried, 2021). Working together with each other requires flexibility and this
help in solving problems and even encourage others to help for problem. And once the issue is
sorted out it creates unity and understanding among employees.
Skills of good manager:
Multi-Tasker
Managing people effectively means having eye on all the activities. So for that a manager should
be able to manage the time in a better way and getting more things done. HR at Tesco are
required to work with vision and mission for business to reach the objective If a manager shows
this kind of multi-tasking skill then team learns by observing them, however manager should be
able to finish the task he started rather than leaving things incomplete.
Communication
How a manger talk to people, the tone of voice, body language all this make a difference in the
way manager build relation with people. When a manager talks in a disrespectful tone and argues
then that gets the backup of people.
Listeners
A good people manager should be a good listener too. Listening to the people of team actively
indicates that the manager cares about the staff of team ( Todd, 2021). A good manager is the
one who listen not just to reply but listen for understanding what people have to say and then this
clear communication increase the productivity of team.
Resolve conflict
The group of people has different personalities. So it may cause clash because of difference in
opinion. And no one likes to work in an environment that is tense. Being a good people manager
one should be able to resolve the conflict and make the environment positive which enhance the
working of employees.
What HR process support and underpin management for effective performance management
There is lot of changes that has happened in organizations in relation to performance
management. With so much change in their crucial area of human resource the organizations are
turning to an HR consulting firm in order to determine how to implement change( Halisah and
et.al, 2021). There are different ways through which the procedure of human resource support
management and it is further been explained as below:-

 Traditional performance management model:- It is important for a company to
determine what will be the outcomes of whole performance management system. This
concept is used to make all decisions with respect to promotions and so on. There are
various actions which are included in the procedure like performance planning which is
done by HR teams and between all managers and employees to clear all expectations.
The method of performance management can’t be followed with the support of human
resource. It involves many aspects and it is important to follow that.
 The need for new thinking:- There are many changes that have implemented new
transformations in performance management like a shift in feedback frequency,
technology role and so on. In context with shift in feedback frequency it basically means
that in accordance with the process of human resource their platform allows immediate
feedback and actionable insights( Ziegler, 2021). To support overall management
process in order to indulge effective performance management technology also plays an
important role as in accordance with current situation companies are now implementing
new and powerful technologies so that performance can be done in more effective way.
The whole HR process underpins and support management as they make a balance between
demands as well as priority of work. The moment at which HR provides the process expertise all
line managers puts in the company operational contexts in order to make the system more
efficient and meaningful. In accordance with the company it is been explained as below:
 Develop a comprehensive plan:- While developing a comprehensive policy and different
procedures it provides guidance to all managers in relation to implement the overall
system. With the help of HR process proper scope and mechanics helps in building up
effective performance management. A performance gets enhanced only when HR process
provides different policies and in accordance with that only everything gets managed.
 In relation with TESCO, performance management is a medium in order to ensure that all
business objectives are properly achieved. The management at TESCO believes that
company may have a good performance management system in place but it can be
effectively done when whole HR process supports the management system. Performance
management for organization is an inclusive process which leads them to achieve
business goals and overall competency. They determine that their employees are the
greatest asset to them who would help their organization to achieve their personal goals
as well as company goals( Kucharčíková and et.al, 2021). Performance management is a
critical business function in TESCO as all employees are able to work with high level of
productivity.
CONCLUSION
From the above report it has been concluded that there are various contemporary issues in
relation to people management. The main issue is with respect to communication with all
employees. As an individual would communicate properly only if they get proper level of

motivation. In a company both people management and performance management is important at
the same level. If employees would not be managed properly then only they would perform
better. With respect to this everything would be managed well and company’s growth level will
increase.

REFERENCES
Books and Journals
Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager
rewards: An empirical analysis. Journal of Political Economy, 129(1), pp.000-000.
Power, A., 2021. Property Before People: The management of twentieth-century council
housing. Routledge.
Daft, R.L., 2021. Management. Cengage Learning.
Taylor, E., 2021. Free parking for free people: German road laws and rights as constraints on
local car parking management. Transport Policy, 101, pp.23-33.
Fried, O., 2021. Cross cultural issues in the medical management and nursing care of terminally
ill Aboriginal people in Central Australia (Doctoral dissertation, University of Sydney).
Todd, M., 2021. Assessment and management of older people with venous leg ulcers. Nursing
older people, 33(2).
Halisah, A., and et.al, 2021. Social dilemmas in knowledge sharing: an examination of the
interplay between knowledge sharing culture and performance climate. Journal of Knowledge
Management.
Ziegler, E., 2021. The integral role of nurses in primary care for transgender people: A
qualitative descriptive study. Journal of Nursing Management, 29(1), pp.95-103.
Kucharčíková, A., and et.al, 2021, January. Human Capital Management and Industry 4.0.
In SHS Web of Conferences (Vol. 90, p. 01010). EDP Sciences.