People Management Report: Skills, HR Processes, and Issues

This report provides an executive summary of people management within organizations, highlighting contemporary issues faced by line management in the UK. It identifies the skills, knowledge, and behaviors essential for effective people managers, emphasizing communication, problem-solving, and adaptability. The report details HR processes, such as performance management reviews and 360-degree appraisals, that underpin and support effective performance management. It discusses issues including training, recruitment, diversity, and employee relations. Recommendations include developing effective hiring processes, revising performance evaluation, and creating comprehensive job descriptions. The report concludes by summarizing key findings and emphasizing the importance of strategic HR practices for organizational success.

Introduction to People Management
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EXECUTIVE SUMMARY
In this report, it has summarized about the concept of people management within organization,
identifying the contemporary issues face line management when it comes to the people
management. There are different kinds of skills, knowledge and behavior of individual people
which help them to create of develop as dynamic working environment for employees. However,
it can be examined HR process in order support for establishing as effective performance
management.
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Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK...............................................................................................................................................4
Discuss about the contemporary issues face by line management when it comes to people
management.................................................................................................................................4
Identifying the skills, knowledge and behaviour that needs to be effective people manager......6
What HR process underpin and support management when it comes to effective performance
management.................................................................................................................................7
RECOMMENDATION...................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
People Management is define as subset of human resource management that include
different HR activities such as listening sessions, job training, conflict resolution, motivation-
mapping and other kind of staff member’s appreciation. The primary goal of people management
is to make an effective working environment in better place for bother organization and
employees. HR professionals who specialise in the different business areas to manage or control
the people management.
This report will discuss about the contemporary issues which is mainly faced by line
management in UK companies, when it comes to the people management. Furthermore, this
documentation will describe about the different kinds of skills, knowledge and behaviour of
individual people, creating an effective working environment for staff members. However, it will
explain the different human resource process that will support for establishing as effective
performance management.
TASK
Discuss about the contemporary issues face by line management when it comes to people
management.
A contemporary issue is basically defined as conflict in the workplace, which is directly
affecting the employees, place that is unresolved. Nowadays, Human resource department
operates various kind of operation while changing the regulation, compliances, and change job
market. At that time, Human resource manager is focused on the different changes and develop
as strategic development process (Jyoti, 2019). It helps to identify the contemporary issues that
HR manager face, so that they can understand and utilise this valuable resources.
There are different types of contemporary issues face by HR manager within organization as
follows:
Training, recruitment and selection- It is one of the important task performed by HR
manage within organization when it comes to people management. it is very difficult to find the
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great latest, especially for small business. They do not have necessary resources to offer huge
amount of benefits, compensation. Due to COVID-19, it has been difficult to provide the better
training session for their new candidate in organization. In UK companies, HR managers are
always looking to find talented people who have already skilled or knowledge. In this way, it is
important for resource management to resolve issue internal as well as external recruitment
process. It is not enough to just go to reach on people but it also needs to be establish a good
relationship with people.
Diversity and Discrimination issues- In UK companies, HR manager know that diverse
workforce, which is mainly working together in particular harmony. In this way, it will build
strong teams, yield innovative idea and offers customer satisfaction (Akkermans, Keegan and
Ringhofer, 2020). But at certain point, Discrimination among employee will increase problem
whereas they can directly affecting on the performance of business without diversity or harmony,
it has been identified the issues of low diverse workforce, lower morality and low productivity.
Diversity is consider as serious legal liability if staff members are harassed in some other ways.
Human resource manager would require to understand this kind of contemporary issues
and implementing diversity laws. Afterwards, it must ensure that companies has follows the
suitable protocol to deal with complaints.
Lack of Employee relation- it is one of the most common issue arise in the organization
because HR manager may lose focus on the collaboration, when they spend a lot of time
completing their different tasks. At some level, HR managers have a lack of communication or
coordination with staff members so that it will increase conflict among them. To establish
teamwork, HR manager should need to revisit the purpose of current project, take time to
acknowledge their team efforts and represent clarity with different operations. This can possible
when occurs a strong relationship with staff members. But it is quite challenging for HR manager
to build a good interaction with employees in the organization. Due to COVID-19, this kind of
issue has been faced by HR manager because they have not provided the proper facilities,
services and essential resources.
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Identifying the skills, knowledge and behaviour that needs to be effective people manager.
An effective manager have various kind of responsibilities, so excellent skills, knowledge
behaviour help to manage workload, oversee their task of other staff members. There are some
different type of skills, knowledge and behaviour that needs to be explained as follows:
Communication skill- An effective HR manager must have all form of communication
including verbal, listening and written. Being a Manager, it has been established the coordination
or interaction with senior management. In this way, an effective communication skill will help
for manager to discuss any kind of issue or concern about the different policies and procedures.
in this way, HR manager can utilise skill to handle any kind of complex situation or condition in
the organization.
Problem solving Skill- This type of skill will helping HR manager on the daily basis,
which require to pay attention to appropriate detail and ability to remain calm under pressure. By
using problem-solving skill, HR manager can ensure that entire team become productive and
maintain organizational workflow run smoothly (Griffin and et.al., 2020). In case, if any kind of
problem arise when using problem solving skill to come with innovation solution. In this way, it
can be reduced the impact on team as well as whole enterprise. Additionally, HR manager can
make a better decision about the business growth and development. Afterwards, it will be
completed their complex within proper manner.
Ability to deal with change effectively- HR manager has an ability deal with complex
working environment or culture. It should maintain a positive attitude, behaviour towards
organizational tasks. An effective HR managers have to be optimistic and maintain a good
attitude, regardless of what suitable for current business scenario. By using communication,
problem-solving skill, it can easily handle to deal with change within business while
implementing suitable strategic plan to establish a better relationship with staff members.
At some level, there are various type of changes required in the organization accordingly
to the market. That’s why, HR manager can deal with changes such as workplace legislation,
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leave policies and so on. These are important changes needs to be done by HR manager and deal
with effectively.
Domain Knowledge – Being HR manager, it is very important for having a specific
domain knowledge of enterprise, expected to contribute significantly in top level decision
making process. Afterwards, HR manager would be developed the strategies aligned with
different operations and functions. For all this, it is an essential part of HR to understand about
the entire management procedures. By using skills, they can change their behaviour, attitude
towards the current situation and maintain satisfaction level of team members.
Recognition and motivation- HR manager stands for recognition of any employees need
for motivation. In this way, manager can supervise other staff members to provide rewards,
recognition. This can help for contribution in order to reinforce behaviour, attitude of employees
towards different tasks (Andrianova and Antonacopoulou, 2020). HR can motivate or inspire
other team members to create a positive working culture or environment. It supports for every
employee to balance their work life, promoting only hard work.
What HR process underpin and support management when it comes to effective performance
management
Performance management review
Performance management review is a formal assessment in which Manager or HR
manager evaluate performance of employees and identifies their strength and weaknesses. On the
basis of performance review the also give feedback employees on the basis of which they can
improve their performance in future (Pollitt, 2018). Performance management review is a very
important HR process to support management when it comes to effective performance
management. In order to manage performance effectively it is important that individual are are
giving knowledge about their strengths and weaknesses and also so what are the areas that they
need to improve in the performance (Andrianova and Antonacopoulou, 2020). Giving this
knowledge to employees is only possible when their performance is reviewed and they are
provided feedback. Performance management review is also important for determination of
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training and development needs of employees. This is because it outlines what are the skills that
individual lackand on the basis of that management can determine what type of and how training
should be provided to employees. Performance management review earlier was best on periodic
review of employees which was mainly aimed at increasing there pay and compensation on the
basis of their performance. However nowadays it has changed and performance of employees is
frequently reviewed in order to give the knowledge about how they can improve their
performance. This practice of HR has a very important role in supporting management when it
comes to effective performance management.
360 degree appraisal
The process of HR that supports effective performance management within organization
is 360 degree performance appraisal. 360 degree performance appraisal is a method or process in
which employee get opportunity to receive feedback from their supervisors, staff members, co-
workers and customers (Chopra, 2017). This method is mainly utilized for employees who are
working at either middle or senior level. This method enables organisation as well as employees
to know performance of employees through different parties that gets affected by performance of
employees. In other words employee receive feedback from all those with whom and for whom
they have performed. In addition to get appraisal from different stakeholders including superiors
subordinates and peers in 360 degree appraisal employee also get self-appraisal.
Self-appraisal gives a chance to employees to look at their strength and weaknesses and
their achievement and just their own performance. This process of HR can make a very
important contribution in overall effective performance management in organization. There are
several benefits of using this method for performance management. This method offers
comprehensive view towards performance of employees and enhances credibility of employee
appraisal. Self-appraisal gives the chance to effectively duet individual performance and
employees become more satisfied with their appraisal (Zondo, 2018). This motivates individual
for self-development and enhance their performance. However some of the disadvantages are
also there with using this method. One of the biggest is that this method for pressure in fluids
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time and significant efforts to collect appraisal for employees. In addition to this one of the
negative impact of this method is that this can create problems within organization by exchange
of reviews and comments for other staff members.
RECOMMENDATION
Recommendation-1 Develop an effective hiring process in which provide better training for their
managers-
It plays important role in which required to ensure better recruitment process and find out
the qualified candidate. Therefore, they can handle complex business operations and functions in
proper manner. By using hiring process, it has been identified the behaviour, attitude of
applicants so that they can assign a suitable task in proper manner.
Recommendation-2 Develop or revise the performance evaluation process-
It is consider the excellent employee performance and evaluation process, which is mainly
used by HR manager in the organization. It should help to receive feedback on the performance
of every staff members. HR manager can often have evaluation form in which priority and
completed different evaluation task in proper manner (Andrianova and Antonacopoulou, 2020).
It is a type of important HR process for identifying the skills, and knowledge of employees.
Recommendation-3 Develop or create Job Descriptions-
It is consider as important part of HR processes including team performance management,
hiring or selection and orientation. It has recommended this to review the job description on the
annual basis and prevent all updated. Thus, it helps the staff members to understand job duties,
responsibilities. Afterwards, it reflects on the current roles, duties performed by each and every
employees.
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CONCLUSION
From above discussion, it has concluded that People Management plays important role
within organization and use by human resource management to perform different kind of
operations such as job training, conflict resolution, motivation-mapping and other kind of staff
member’s appreciation. In this report, it has summarised about the contemporary issues which is
mainly faced by line management in UK companies, when it comes to the people management. It
can be identified the different type of skills, knowledge and behaviour that help for removing the
conflict among employees in the workplace. Afterwards, Human resource management can
perform different processes that may support to handle any kind of performance management of
individual people.
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REFERENCES
Book and Journals
Akkermans, J., Keegan, A. and Ringhofer, C., 2020. Crafting project managers’ careers:
Integrating the fields of careers and project management. Project management journal.
51(2). pp.135-153.
Andrianova, O. and Antonacopoulou, E., 2020. Responsible managers workplace learning.
In Research Handbook of Responsible Management. Edward Elgar Publishing.
Chopra, R., 2017. 360 Degree Performance Assessments: An Overview. Global Journal of
Enterprise Information System. 9(3). pp.102-105.
Griffin, R.W. and et.al., 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Jyoti, K., 2019. Green HRM–People Management Commitment to Environmental Sustainability.
In Proceedings of 10th International Conference on Digital Strategies for Organizational
Success.
Pollitt, C., 2018. Performance management 40 years on: a review. Some key decisions and
consequences. Public Money & Management. 38(3). pp.167-174.
Zondo, R.W., 2018. The influence of a 360-degree performance appraisal on labour productivity
in an automotive manufacturing organisation. South African Journal of Economic and
Management Sciences. 21(1). pp.1-7.
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