Human Resource Management Report: Line Managers and Diversity

This report provides a comprehensive analysis of Human Resource Management (HRM), focusing on the crucial roles of line managers in fostering employee engagement, developing soft skills, and promoting diversity within an organization. The report delves into the significance of understanding the relationship between employee engagement and organizational performance, highlighting the importance of job design, training, and effective communication. It emphasizes the need for line managers to possess strong people skills, including the ability to manage change, implement participative management styles, develop teams, and resolve conflicts. Furthermore, the report underscores the importance of line managers embracing diversity in the current global business environment, discussing how it enhances creativity, improves brand reputation, and drives innovation. The report also includes a self-evaluation section on people management, outlining key steps for improvement such as outlining goals, identifying areas for improvement, and practicing effective communication and praise. The management report covers benefits and potential difficulties of supporting line managers to develop soft skills, consequences of line managers not having good people skills and also includes a recommendation and conclusion. The report uses Tesco as an example to demonstrate the practical application of these concepts.

Human Resource
Management

Table of Contents
PART 1 : Reflection statement........................................................................................................3
Why line managers need to understand the relationship between employee engagement and
organisational performance?..................................................................................................3
Why line managers need good people skills?.........................................................................4
Why line managers need to be positive about diversity in the current global business
environment?..........................................................................................................................5
Self-Evaluation : People Management...................................................................................7
PART 2 : Management Report........................................................................................................8
Introduction............................................................................................................................8
Benefits and potential difficulties of supporting line managers to develop ‘soft skills’........8
Consequences of line managers not having good people skills.............................................9
Line manager reaction in XX to a diversity learning event..................................................10
RECOMMENDATION.................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

PART 1 : Reflection statement
Why line managers need to understand the relationship between employee engagement and
organisational performance?
Line managers need to have the good understanding of relationship between
organisational performance and engagement of employees because through this they will be able
to improve their performance and enhance their skills. In order to explain the relationship
between employee engagement and organisational performance in better manner, there are some
points which are described as below:
 Job Designing: As per my point of view, job designing is one of the important factor that
will help line managers to understand the relation between engagement of workers and
performance of organisation. Leader of organisation should make sure that they have
explained their employees about the work and the way it should be performed. Through
this, line managers will be able to perform their task in effective and efficient manner.
This will also help in building relationship between superiors and subordinates. For
example, in TESCO, leaders of the organisation engage their line managers in
organisation activities such as decision making process. This will aid in keeping
managers motivated and will also help them to improve their performance.
 Training and development:According to my opinion, training and development
programme must be provided to employees so that it will provide them opportunity to
show their talent and skills to their superiors. This will boost confidence of employees
and they will contribute more for achieving goals and objectives of company. In addition
to this, it will also enhance skills and knowledge of workers which they can utilize in
their task to make it productive and better. Along with this, it will also enhance their
performance which will assist in increasing their effectiveness as well as productivity.
 Communication: It is essential to have effective communication between because as per
my view, this helps in building staff of organisation as well as through this they also
understand views and opinions of other employees. If line managers have good
communication with their superiors they will be able to better understanding of
organisation mission, vision and objectives. Along with this, it will strengthen relation

between managers and workers. In addition this, having communication will encourage
employees to accomplish targets of company within given period of time.
Hence from above, I was able to analyse that if line managers consider above mentioned
points effectively, it will be easy for them to understand the relation between engagement of
employees and performance of organisation. Along with this, it will help the employees to
perform their task in better way through which they will be to improve their performance.
Why line managers need good people skills?
In TESCO, the role of line managers is a blend of task as well as people management.
This means that line managers have to keep into concern their employees needs and guide them
the right direction so that they can accomplish goals and objective in better manner. Good people
skills are effective for effective team which will assist in delivering high level of performance
within area of responsibilities. This is because of the following reasons which is explained as
follows:
 Effectively Manage Change: Line managers of TESCO, deals with the change in
company that helps in identify the relation of employees with their superiors and
colleagues (How Line Managers Help Members of an Organization Work Together,
2019). They also motivate their employees to adopt themselves as per change by raising
employee understanding towards the need of change. If employees perform their
activities on large scale, it provides an opportunity to respective company to work
together in order to attain goals successfully.
 Incorporate a Participative Management Style: TESCO has a line managers who
indulger their employees in decision making process. Through this, workers will be able
to incorporate their ideas and opinions in front of their superiors. Line managers of
respective organisation adopt participative management style which help them in
increasing productivity as well as creativity of employees in their task to order to targeted
goals. With the help of this style, line managers will able to motivate their staff and
encourage them to produce their effective work. Along with this, it will aid in better
understanding of the company goals and objectives.
 Develop Team: According to my point of view, there are several organisations who
achieve their goals and objective by effective team work. It is the responsibility of line
manager of TESCO to identify if the employees of company work as a team. Line

managers has to make sure if the team is not working as a group then they should work
with workers individually and the entire department. TESCO implement team building
exercise which will aid them to develop trust within organisation. Line managers and
other staff of company work together in order to achieve goals.
 Solve Conflict: As per my point of view, conflict is that factor of which spreads
negativity within the organisation. Due to this, company is not able to retain their talented
and skilled employees. Line managers of TESCO handle conflict situation in effective
manner by generating solution which is in favour of organisational productivity.
After determining these factors, I have analyses, these skills are important for line
managers so that they can perform their task in effective manner. Along with this, they should
also involve their employees so that they can work together in order to attain organisational
objectives and goals.
Why line managers need to be positive about diversity in the current global business
environment?
A line manager is an employee who oversees several other employees and business
operations. Furthermore, line manager plays a very significant role in the business operations.
The prime responsibility of line manager includes policy implementation, targets setting,
decision making.
However, positive attitude of line managers is very essential in order to effectively attain
the desired business objective within the specified period of time. The line or direct manager
plays an important role in operations of many businesses. Tesco is committed at providing an
inclusive working environment which enormously helps the respective organisation to create a
positive work surrounding.
Some of the common points which creates positive environment in global business are
mentioned below:
 Enhanced Creatively: Workforce diversity is a primary concern for most the business.
With respect to Tesco the positive diversification primarily helps in enhancing
productivity of employees. Furthermore, through workforce diversity creatively within
an organisation is increased.
 Diversity and business performance: It has being identified that diversity within an
organisation brings many advantages. Overall profitability in an organisation is positivity

impacted through diversity. Employees under diverse backgrounds aims to bring out their
own perspectives which essentially helps accomplishing desired goals. Tesco business
performance is affected through policy adopted by line management.
 Brand Reputation: Brand reputation is enhance through implementation of several
strategies. Tesco is supported to face competitors under every situations and for the same
purpose removal of discrimination and inequality is required. Furthermore, this will
encourage employees to work with proper efficiency.
 Employee Motivation: It is analysed that employees are highly motivated under secure
working environment. Tesco employees are highly motivated through adoption of proper
diversified techniques.
 Innovation: Diversity within workforce also helps an organisation in proper
implementation of several new innovative techniques which primarily helps in
accomplishing the established business objectives. At Tesco the role of line manager
significantly encourages employees to implement new innovations.
 Problem Solving: Line managers involvement within the functioning of business
positively affects the overall productivity within an organisation. Preventing workforce
conflict is major activity. Diversity as well as growth is enhance if line manger
effectively solves the problem which arise. With reference to Tesco the line manager
effectively works so that desired business objective is achieved.
 Decision-making: Major decisions regarding the business under taken by line manager.
Involvement of line manager highly influences the working condition of an organisation.
These decision usually helps the respective organisation in achieving accomplished
business objectives. In context to Tesco proper decision making will help in creating a
diversified business environment.
Furthermore, it is very essential for an organisation to effectively manage all the business
related aspects. This proper management positively impacts the overall growth because
implementation through the exact business situation is analysed and further improvements are
made. Diversity in workplace is vital for employees because enormously helps an organisation to
create great reputation for company.

Self-Evaluation : People Management
Self-Evaluation or assessment is one of important aspect in the organisation as well as for
the benefit of an individual to get optimum kind of outputs by evaluate oneself that not only
proved beneficial in giving the best but build competent enough. In a business environment
observing it and their various factors that helps in taking important decisions to remain always
competent by delivering right kind of value tot the ultimate user. In that report the major aspect
is to evaluate the overall performance by eliminating the potential gaps that helps to an
individual as well as organisation to perform in better manner. That concept helps in manage the
people in best manner by giving potential roles and responsibilities majorly as per the defined
goals and objectives. In that regards the managing the people is very much potential by giving
one of best roles and responsibilities so that they remain always motivated in the workplace and
give their best. So making potential environment in which each and every one can give their best
so in that scenario the good people management works in best manner. In that aspect working
organisation and scenario plays very major role and working patterns also.
There are several steps which need to be effectively in order to improve people management
within an organisation. Some of them are mentioned below:
 Outline goals: The desired goals shall be successfully be made in order to effectively
manage people at work. However, it is very essential to identify the leadership strategies
which is followed by an individual and further improvements might be made in order to
cope up with weakness.
 Determine the exact area of improvement: Proper determination might be made in order
to effectively identify the area of improvement. This determination is very helpful in
order to carry the business activities properly. With regard to Tesco determination of area
of improvement is very essential.
 Communication: Proper channel of communication shall be followed by leaders in order
to appropriately identify the point where several problems are arising. This
communication will effective help to management people in an organisation.
 Organized Approach: Organised approach shall be adopted by respective company in
order to effectively manage the workforce. At start of every quarter a key objective shall
be made so the goals are accomplished properly.

 Practice Praising: Leaders of organisation shall effectively praise the employees. This
encouragement will help in increasing the overall potential of employees. With respect to
Tesco the company shall implement several strategies which effective helps in people
management.
However, there are several other factors which are to considered in order to effectively
manage people within an organisation. This is an important aspects because through people
management the desired business objectives are effectively achieved.
PART 2 : Management Report
Introduction
Human resource management is define as a process of managing as well as guiding
direction to employees for achieving goals and objectives of organisation (Ahi and Searcy,
2013). There are various roles and responsibilities that HR management performs such as
staffing, recruiting and many more. This report is based on TESCO which is public limited
company that belongs to retailing industry. This company was founded by Jack Cohen in 1919
and its headquarter is established in Tesco house, Shire park, Kestrel Way, Welwyn Garden City,
Hertfordshire, England. It serves its products and services in United Kingdom, Ireland, India,
Malaysia, Thailand, Czech Republic, Hungary and Poland. This company deals with the product
of super market, hypermarket, superstore and convenience shop. This report contains benefits
and potential skills of line managers in order to develop soft skills and consequences that line
manager face when do not have employees who have good people skills.
Benefits and potential difficulties of supporting line managers to develop ‘soft skills’
Soft management skills is define as an personal dimension which assist situational
awareness and intensify individual's knowledge in order to get the job done (Dozier, Grunig and
Grunig, 2013). The benefits and potential skills that help line managers to develop soft skills are
as follows:
Benefits:
 Communication: In respect of TESCO, communication is one of the soft skills that is
required in an organisation (The Importance of Soft Skills Training, 2018). This is
because having effective communication between superior and subordinate, it will result
in better outcomes and productivity of respective company. Line managers of TESCO

provides effective training and development programme to their new as well as existing
employees which help them to improve their communication skills. This help them to
interact with their client effectively. In addition to this, it also boost confidence of
employees so that they actively take part in day to day activities and decision making
process of company.
 Team Work:It is another soft skill that is required by line manager. In respect of
TESCO, line manager of company work together as a unit in order to achieve
organisational goals and objectives. This help line manager to make their employees
comfortable in the team. Through this, team members will be able to share their ideas and
views which can help them to achieve team goals. In addition to this, team building
activities and interpersonal communication training will help employees to enhance their
skills and knowledge.
Potential difficulties:
 Organisational Culture:The difficulty that line manager of TESCO faced during
improving their communication skills is the culture of the organisation. The leader of the
organisation was not concerned of views and opinions of their due to which it decreases
their morale and make them demotivated. Along with this, they were not able to
overcome their skills in which they were lacking. This created job dissatisfaction in mind
of line managers.
 Leadership Style:Another difficulty that line manager face in developing skills of team
work was inappropriate behaviour of leader. The leader of respective organisation was
not involving their team members in any activity that takes place such as decision making
process. Performing this leadership style, line manager of TESCO was not able to trust
their leader as well as build relation with them.
Hence from the above points, it is determined that line managers have developed their
soft skills but along with this, they also faced difficulties in their organisation in order to enhance
them.
Consequences of line managers not having good people skills
Effective people skills such as communication skill, team work and many more are some
of the key elements that helps in solving organisational problems and create high level of
employee engagement and organisational performance (Giacalone and Rosenfeld, 2013). This is

because it helps in maintaining healthy and positive environment in organisation as well as also
provide job satisfaction to employees. In respect of TESCO, if line manager does not have good
people skills, then they have to face several consequences which are explained as follows:
 If line manager of TESCO, does not have employee who have good people skills, then
there will be possibility that conflict situation will arise. This is because of different
views and opinions of employees which can create negative environment in organisation.
Due to this, respective will not be able to retain their skilled employee which can result in
decreased productivity of respective firm.
 Another consequence that line manager will face is effectiveness of team work. Due to
this, line manager will not be able to achieve its targets within given period of time
(Gleick and et.al., 2012). In addition to this, employee will not be able to understand each
others views and opinions which can create lack of understanding between them.
Line manager reaction in XX to a diversity learning event
The potential reasons in which line managers react positively as well as negatively to
management development event that is related to diversity within teams and network is define as
follows:
Positive reaction:
The positive reaction of line manager of TESCO in respect of development event which
is related to diversity within teams is that line managers will be able to determine the skills and
abilities of employees. Through this, it will become easy for them to delegate roles and
responsibilities to members. This will help employees to perform their task in effective manner.
Negative reaction:
The negative reaction if line manager of respective organisation avoid development event
that is related to diversity within teams (Grunig, 2013). This will create problem for employees
as they will not be able to understand objective of organisation. Along with this, line manager
will also not be able to delegate responsibilities to employees which can affect effectiveness of
their task. This can lead in employee turnover due to which organisation will not be able to retain
its capable workers.
Overall after analysing the reaction of line manager in both positive and negative manner,
it is determined that line manager must react positively so that it will be able to improve its
organisational performance as well as effectiveness. Along with this, they will recruit talented

employees and retain capable employees in order to achieve organisational goals and objectives
in effective manner.
RECOMMENDATION
Senior leaders of TESCO is going to introduce good people management practice that
will need to convince line managers of the interrelationship between effective people
management, organisational sustainability and competitive advantage. This is because so that
they can work together to achieve goals of organisation.
Three key recommendations are explained in order to accomplish this are as follows:
 In order to develop and attract top talent for effective people management practice it is
important for the organisation to recruit and retain their talented and skilled employees
who will contribute more towards organisational goals and objectives. This will help
them in increasing organisation effectiveness as well as productivity. Along with this,
they should also encourage as well as motivate them so that they can perform their task in
effective and better manner. Therefore, respective organisation must also provide training
and development programme to their staff so that they can enhance their skills and
knowledge which will help them to improve their personality.
 The organisation develop effective people management by rewarding their employees in
the form of bonus, incentives and other form of appraisals on the work they have
performed. This will act as a source of motivation to them and it will also build their
confidence. Along with this, it will aid respective organisation to reduce employee
turnover and in addition to this, they will also retain their talented and skilled employees.
 For effective people management practices in creating a high performance inclusive
culture based on ethical, authentic and distributed leadership style respective organisation
should build a group of employees of different department. This will help them to
develop action plans and achieve organisational goals in better manner. Along with this,
it will also provide opportunities to employees to show their skills and abilities to their
superiors.
CONCLUSION
Hence from the above report it can be concluded that good practice for people
management is an essential component for line management within current volatile, uncertain,

complex and ambiguous business environment. It is because from reflection statement it is
determined that it is important for the line manager to understand the relationship between
employee engagement and organisational performance as well as also determine in order to
achieve objectives of company as well develop effective team, it is important to have good
people skills ion company. There are various benefits and potential difficulties that support line
managers to develop their soft skills. In addition to this, there are various consequences if the
line managers does not consist of good people skills. This may result in decreased productivity as
well as goals of company will not be achieved within given time duration. Therefore, it also
explains the positive and negative reaction of line managers as per the diversity event.

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