Global Business Environment: HRM Report on People Management

This report, submitted by a student, delves into the critical aspects of Human Resource Management (HRM) within the context of the global business environment. It begins with an executive summary highlighting the significance of effective people management for organizational success, especially in the face of challenges like the COVID-19 pandemic. The report then examines the current people management issues faced by line managers, including employee engagement during remote work, weak workplace culture, and employee relations. It further explores the knowledge, skills, and behaviors required to be an effective people manager, emphasizing the importance of communication, integrity, and resilience. The report also analyzes the HR performance management process, detailing the steps involved (planning, monitoring, developing, rating, and rewarding) and providing insights into various performance appraisal methods such as Management by Objective and 360-degree feedback. Finally, the report offers recommendations for improving HRM practices and concludes by summarizing the key findings and their implications for businesses operating in a global context. The report is a valuable resource for understanding and addressing the complexities of managing human resources in today's dynamic business environment.

MODULE CODE AND TITLE: BM461 GLOBAL BUSINESS ENVIRONMENT
STUDENT NAME: ALEXANDRA FLAISER
STUDENT ID:
GLOBAL BUSINESS ENVIRONMENT

Executive Summary
The success of a business organization depends on the managing of the human resources to
operate an organization. An effective manager of a business organization must have to
implement a sound HR practice to bring success and growth to the business. Managers must have
to formulate strategies to overcome arising challenges in different situations in operating a
business (Storey, J., 2016). The coronavirus pandemic has brought completely a new challenge for
the HR manager to rethink, reconsider in which way they foster talent, and deliver services to
continue business operation smoothly (Pucik, et al., 2017). The Sudden change has brought a
completely new situation in the world. Now, the process from recruiting a new employee to
measuring the performance of an employee has changed. For managing such challenges task
knowledgeable, skilled HR managers are required in business organizations and this study will
have been covering that (Patidar, 2022). The study will also cover the effective HR process to
measure the performance of employees at work with effective demonstration (Stewart, et al. 2019).
The contemporary issues facing line managers to manage people at work will be demonstrated.
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Table of Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
Reflection on Current People Management Issues Facing by Line Managers................................4
Reflection on the Knowledge, Skills and Behaviours for becoming an Effective People Manager
.........................................................................................................................................................7
Reflection on HR Performance Management Process.....................................................................9
Recommendations..........................................................................................................................11
Conclusion.....................................................................................................................................12
Reference List................................................................................................................................13
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Introduction
Human Resource Management is a management function deals with organizing, recruiting,
motivating, and controlling the complete workforce in an organization. To meet the
organizational objectives, a motivated workforce is highly required, and also the success of an
organization relies on the good strategy of people management (Storey, J., 2016). To meet all the
people objectives an effective people manager with knowledge, skills, and behaviors is required
who can implement the strategy to meet the organizational objectives. And also the effective
manager should address the challenges to take proactive action (Stewart, et al. 2019). Once
again, the effective manager needs to implement ideas and mythologies to evaluate employee
performance. In this study, the human resource concept will be discussed with a real case study
problem.
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Reflection on Current People Management Issues Facing by Line
Managers
Procedural people management includes hiring, training, evaluating, and disciplining an
employee. But in a more broad sense, it includes ensuring employees get compensation, working
resources, confidence, and enthusiasm. The outbreak of coronavirus around the globe has
changed the standard of business operation along with the key changes in people management
(Stewart, et al. 2019). We have seen in the recent past how the Brexit process has impacted the jobs
and those businesses which were operating around Europe and England. The changes have
brought a lot of new challenges and ways of doing work palace. People management skill is one
the most important soft skills to influence employee productivity and bring a positive attitude
(Pucik et al., 2017). People management is critical in the phase of transition, and changes. In the
world of new normal, line managers must have to address those critical challenges to ensure
employee productivity for the growth of the company. The current issues a line manager are
facing relating to people management are discussed below:-
Employee Engagement during The Covid Pandemic
Employee engagement implies the relation between employee and organization. Employee
engagement is about developing the workplace and culture to encourage employees to be more
company goals and objectives oriented. But in the days of the Covid pandemic line managers
found it more challenging to keep their employees engaged as employees are working from
home.
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Figure 1: Three Pillars of Employee Engagement
Source: (Patidar, 2022)
The core values of an organization are linked to how communication is being practiced and
managed. Bringing employees together by sharing information removes the communication
barriers in the organization (Pucik, et al., 2017). But remote work makes it difficult for a line
manager to maintain proper communication channels. In the days of modern technology
innovative line managers are using modern tools and technics to over the challenges. And to
keep employees motivated line managers must have maintained a sound collaborative channel of
communication. This kind of environment helps to create a good bonding among employees.
Weak Workplace Culture
If employees in an organization feel disconnected from the rest of the workplace, they could
experience a decrease in motivation. Employees who are part of strong strong work culture feel
confident and motivated. So as a line manager I have planned to arrange lunch outings and
reward employees to build better bonding in the workplace.
The transition from Coworker to Manager
Line managers who got promoted at the same workplace often find themselves managing former
coworkers. Strong line managers tackle down this kind of situation efficiently by ensuring proper
support and effort to accomplish their goals.
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Inadequate support
The line manager needs to take approval from the higher management before moving ahead with
a project which sometimes gets delayed. When the decision gets delayed than usual time, it may
slow down the overall performance of a team, there a line manager needs to open up and share
the information.
Employee Relation during Remote work
Successful line manager pays special attention to maintaining a sound workplace where the
entire employee feels motivated and enthusiastic. Satisfied employee results in long-lasting
relationships which lead to better efficiency and productivity (DeCenzo, et al., S.L., 2016). The focus
of employee relationships is on safe working conditions where a line manager must have to
mitigate conflict and solve problems within an organization. Line managers must have to
emphasize addressing problems arising in the days of remote work. An effective line manager
pays more attention to overcoming the arising challenges to maintain good employee relations.
Effective employee relation depends on four pillars which a line manager must have to ensure
practice in the organization:-
Compliance with Rules and Regulation
An organization adheres to laws, regulations, guidelines, and specifications relevant to its
business operation. Line managers adhere to the rules and regulations to bring productivity and
efficiency workplace (DeCenzo, et al., 2016). Rules and regulations such as the service benefits act,
safety and security act, and declared guidelines are formulated to boost up employees and
optimize the productivity scale. Due to the Covid outbreak, the government in every country
around the globe has imposed a rule and regulation to operate business functions. Here, an
effective line manager has informed all the directives and regulations to its employee. And
adopting the new changes line manager faces difficulties to facilitate effective people
management.
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Reflection on the Knowledge, Skills and Behaviours for becoming an
Effective People Manager
Effective people manager plays a great role in achieving organizational goals. To get the right
people at the right time of company need and to prepare and develop human resources to execute
a task, the person who will navigate such task needs to be highly knowledgeable and skilled (A
Leader, 2022). The significant roles of people managers to attain organizational objectives are to
ensure advisory role, pro acting role, the executor role, and the facilitator.
Human resource manager collaborates with his team to understand and execute the organization
human resource and people strategy especially as its relevant to existing and upcoming needs,
recruiting, retention, and succession planning, and also provides support during a crisis moment
of a business (John, R. and Taylor, B., 2016). With the change in the business arena, effective
managers have resolute innovation in the workplace.
Figure 3: Qualities of Effective People Manager
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Source: (John, R. and Taylor, B., 2016)
Several crucial skills, knowledge, and behavior are needed in an effective people manager to be
inspired in the job. With a good skill set and knowledge of how to manage employees in a
workplace, I believe that no goal set will be unattainable. As a people manager, I would be able
to attract, select and motivate employees to be trustworthy, confident, reliable, and good
employees.
Effective communication skills are one of the leadership attributes that are important for an
effective people manager. Using clear communication is the main way to build a good
relationship with employees. A good collaboration brings positive relation which leads
productivity in work. As an effective manager, I pay attention to all of their followers,
employees, and every single stakeholder. Showing integrity is the cornerstone of all other
leadership attributes. Those who are successful leaders in the business arena, all of them have
posed the quality.
An effective people manager I am accountable for their employee results, good or bad. I hold my
employees during bad times which creates a sense of understanding among the team. And I
believe those leaders who take responsibility and accountability will lead a team strongly.
Strong leader with positive attitudes leads their team in any circumstances. It is an inherent
quality of a manager which helps a manager to be calm and quiet to deal with any difficulties in
business operation. Resilience is one of the essential qualities of an effective manager.
Prompt understanding of the problem and formulating solutions for the problem is a great skill.
Strong people managers have the quality to make a decision promptly which motivate employees
and bring efficiency to the work environment
Good managers encourage their team to be innovative and come out of the box. This kind of
encouragement helps employees to bring new ideas and innovation to the organization. So, a
good people manager should have the quality to lead a team from the front.
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Reflection on HR Performance Management Process
Performance management is a human resource management process defined as the function of
continuous communication and getting comments between a manager and employee in order to
achieve organizational goals. The goal of performance management is to ensure that employees
are performing the task efficiently quarterly or annually to achieve their KPI and KRI in order to
meet organization objectives. The performance management process consists of five steps where
a manager need to ensure while implementing the process:-
Figure 4: Cycle of Performance Management
Source: (Bratton, J et al., 2022)
Planning
This stage confirms employees’ goals & KRA and communicates with them. The job description
needs to finalize beforehand submitting this to an employee. People managers assign a
percentage to each of these goals to be able to measure their achievement.
Monitoring
In this stage, people manager monitor their employee performance against the goal set earlier.
This is the stage where continuous feedback and suggestion are necessary.
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Developing
In this phage, the manager arranges a special training module to improve the performance of
employees. It may require both technical and hands-on training which will help an employee to
enrich their knowledge.
Rating
People managers need to track employee performance in a designated format to evaluate
performance at the end of the year.
Rewarding
Recognition and reward are a vital part of performance management. The rewards can be in
monetary value, social recognition, or full-scale reward program.
Figure: Modern performance appraisal methods
Source: (Torrington, D,2022)
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Management by Objective (MBO)
It is an appraisal method where both employee and manager together identify, plan, organize and
communicate objectives to focus on during a special period. An effective people manager can
use the method to appraise their employee if his organization supports the process.
360 Degree Feedback
360-degree feedback is an appraisal method where an employee is evaluated by feedbacks from a
circle of connections such as managers, peers, customers. The integral part of the process is self-
appraisal, managerial reviews and peers reviews, subordinate appraising manager, customer or
client reviews.
There are other appraisal methods like assessment center method, behaviorally anchored rating
scale, psychological appraisal, and human resource cost accounting method are used by Human
resource managers to evaluate their employee performance.
Recommendations
A well-planned HRM strategy plays a vital role in organizing employee activities, business
operations and also keeping employees productive in the perspective field (Bratton, et al., 2022). But
it is very critical to implement the well-planned strategy and this challenge has increased more
due to the Covid pandemic and also the situation like Brexit. Here are the suggestions which a
human resource manager must follow to implement sound HRM practice in an organization
(Raré, 2022):-
 Improve organizational communication
 Develop a training module for people development
 Be prepared with a strategy for sudden changes such covid, Brexit
 Align organization strategy and objectives with employee objectives
 Use tools and techniques to assess the capabilities of employees
 Ensuring a comprehensive effective performance appraisal method to evaluate
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Conclusion
In conclusion, as an organizational success depends on the productivity of the employee, so to
make an employee more productive and enthusiastic a good practice of human resource
management is highly required. In the time of the Covid pandemic the requirement of good
human resource management practice is inevitable (Bratton, et al., 2022). To become a successful
manager a people manager must possess the knowledge, skills and behaviors, and other qualities
which have been discussed in this study. Line managers also need to act based on the change
happening in business organizations (Raré, 2022). Additionally, a suitable performance appraisal
method needs to be assigned to evaluate employee performance in an organization.
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Raré, T., 2022. Council Post: Five Recommendations For Human Resource Management.
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