MG411: Introduction to People Management Report: Skills and Processes

This report, prepared for the MG411 Introduction to People Management module, delves into the core aspects of effective people management. It begins by addressing contemporary issues faced by line management, such as recruitment, selection, training, and development. The report then examines the essential knowledge, skills, and behaviors required to be an effective manager, differentiating between leadership and management roles. Furthermore, it explores various HR processes that underpin and support effective performance management, including performance management systems, performance standards, and performance appraisals. The report provides real-world examples and applies relevant theories to illustrate key concepts, offering a comprehensive overview of people management practices.

Introduction to People
management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
LO1..................................................................................................................................................1
P1)What are the contemporary issues face line management when it comes to the people
management................................................................................................................................1
LO2..................................................................................................................................................2
P2)What knowledge, skills, and behaviour are needed to be an effective manager ..................2
P3) What HR process underpin and support management in the effective performances
management................................................................................................................................5
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
People management refers to set of practices and process that is accomplish for the training,
motivating and directing employees to achieve the optimum level of productivity at the
workplace and to promote the professional growth. Workplace leaders such as team lead,
managers and departments head use people management to oversee the performance and
workflow and boost the performance of the employees every day by encouraging and motivating
them(Liao and Ai Lin Teo, 2018). This has encompasses process of talent optimization, talent
retention and talent acquisition with providing continue support and guidelines to the employees
in the organisation so that they can enhance their performance and will achieve the desired goals
and objectives effectively. This report is consist of the contemporary issues in the people
management, examine of the knowledge, skills and behaviour of the effective manager.
Furthermore it includes what is HR process and support management in the when it comes to
effective management.
MAIN BODY
LO1
P1)What are the contemporary issues face line management when it comes to the people
management
People management is the set of practices that have been done by the workplace leaders to
support the employees and to provide guidance so that they can enhance their performance and
productivity of the company so that goals and objectives can be achieved effectively. In addition
this line managers face many contemporary issues while managing the people at the workplace.
Contemporary issues is refers to the issues that are currently effecting the employees and their
performance and which are unresolved that simultaneously effect the productivity and success of
the business. Some of the contemporary issues are discussed below:
Recruitment and selection:
recruitment refers to the practices in which company search for the potential applicants and
encouraged them to apply for the anticipated vacancy(Cruz, 2019). This associated with the
process of attracting qualified candidates for the job or role and in addition to this selection is the
process of identifying and selecting the right candidate for the job after the pre-determine criteria
and process of selection that may differ company to company as per the nature and and role that
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is associated with the job. The contribution of the each employees plays a crucial role in the
sustainability and growth of the company. Along with this attracting the talent and the potential
candidates needs an huge investment of the time and money as well. sometimes its become
difficult for the manager and leaders to keep running the operations effectively and efficiently
along with the hiring the right people at the right time. And it is impossible to know about the
whether he selected candidate is actually good fitted in the role until and unless they have stared
working for the period of time. And sometimes this process makes the disruption for the
managers and leaders between the smooth running of the operation in the company.
Training and development:
Training and development is refers to the substance of the organisation which is associated with
the improvement and enhancement in the performance of the individuate and group. training is
described as he educational process that involves the improvement and sharpening of the skills,
knowledge, concepts and changing of the attitude to enhance the performance of the employees
that will influence the productivity of the overall organisation(homas, N. ed., 2019). Good and
effective training of employees provide support in their skill and knowledge development that
eventually influence the company productivity and profitability. In addition this investing in the
training and development programme for the lower level and for the less employees is another
issues that is occur in the people management. As some business face trouble in finding the
resources to accomplish this programme and with this employees at the front line are some of the
hardest workers that may to face the time to take the training courses. This is will have the direct
impact on the process and operations that have been performing in the organisation. Furthermore
technology and process are changing rapidly with this company has to adopt these changes as to
sustain at the market place for the longer period of time. Thus for this company need to
implement the training and development programs to enhance the skills and to provide the
knowledge to the employees which needs the huge investment of the time and money and also
create distribution in middle of the smooth running of the operations.
LO2
P2)What knowledge, skills, and behaviour are needed to be an effective manager
Mangers is refer to the individual who supervision, guide and direct the employees
towards the goals and objectives of the organisation. And effective managers is also described as
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the leader of the people, they have distributed the task to the team members along with the power
and authority. Also involve them in the decision making process so that they feel motivated and
inspire them for the professional and personal growth.
LEADERSHIP
Leadership described as the both research area as well as practical knowledge and skill that
encompasses the ability of the individual as well as the group of people lead, guide and influence
the employees towards the desired goals and objectives(Golledge, Ward, and Watts, 2019). This
is an art of motivating and encouraging the group of people towards achieving the common goal
of an organisation. For example tesco company is an multinational retailing company that
specialises in selling groceries and general merchandise headquartered in Welwyn garden city,
England. This company as used democratic leadership style within the company in which
leaders allow team members to participate in the decision making process so that they can feel
motivated and can also share their opinion which support in to take the effective decisions that
leads to the achievement of the goals and objectives effectively.
MANAGEMENT
Management is an art of getting work done by others effectively and efficiently. This is refers to
the set of principles that are related to the functions of planning, organising, staffing, directing
and controlling of the human resource, financial, physical and information resources of the
organisation to achieve the desired goals and objectives effectively and efficiently. Mangers are
the one who are responsible fr managing the functions and department of the company. Along
with the leaders, managers also played various role in managing the operations and performance
of the employees(Stewart and Brown, 2019). Managers of the tesco has also use
transformational leadership style so that management of the company can work effectively. In
this managers transform and improve the conventions of the company, they have been given task
and goals that has to be achieved or completed every month or week by which managers pushing
them to get out of their comf0ort zone. So that they can perform their task while enhancing their
performance that will increase individual as well as organisational productivity.
Characteristics of managers
Reliability: Managers in the organisation are reliable as they are always available for the team to
support and getting things done that they have said to do. As they have the responsibility to
handle the team to get things done for the achievements of the objectives.
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Delegation: managers are always delegates the task and projects along with the authority and
duties that has to be done in the certain period of time. This has encourages an motivates the
people as they have the authority which is related to their task. This characteristic of the
managers is helpful in getting task done on time and effectively (Brewster and Cerdin, 2018).
time management: if the managers are not organized in their duties and time then there is
chances that employees will also not be work properly. Managers are good in time management
which is necessary for the effective working and sustainability of the company.
Communication: it is important for the manager to communicate with the employees and the
team members so that they can updated with the work which they have to perform and proper
communication also eliminates the confusion between the superiors and subordinates.
Focus: managers are always focused on their work and on the employees for increasing the
creativity, performance, build strong networks and partnerships an don the achievement of the
goals(Buurman, and Padawangi, 2018).
characteristics of leaders
integrity: leaders has the integrity as they are honest and always maintain the unit within the
team so that task could be perform effectively. This characteristics is important and needed at the
all level of the management.
ability to delegate: this is one of the core responsibility of the leaders, they delegate the role and
duties along with the some power and authorities so that employees feel motivating while
completing their task.
self awareness: leaders are self aware, as they have the ability to direct the right path to itself as
well as to the team members.
Influence: leaders are always stand as a influencers in front of the team members as they bale to
convince people by logically and emotionally and inspire the team members to work harder.
Active listening: this is an excellent quality and characteristics of the leaders, as good leaders
always listen to people with attention and sincerity.
Differentiate in the manager and leader
Basis Manager Leader
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Approach Mangers plans the details for the
team members that what work they
have to do
Leaders sets the direction for the team
that ho0w they have to perform to
achieve the objectives
Decision
making
Managers always makes the
decisions and communicate them
further to the team(Schermerhorn Jr,
Bachrach, and Wright, 2020).
Leaders facilitates the decision and
allow the members to participate in the
decision making with their views and
opinion.
P3) What HR process underpin and support management in the effective performances
management
Performance management system.
Performance management system is refers to the systematic approach of measuring performance
of the employees. It is the process through which company aligns their mission, vision and goals
with the current available resources so that the performance of the employees as well as of the
whole organisation can be enhanced.
Purpose: the ultimate purpose of the performance management is to improve the individual
performance which is align with the company objectives.
Use: this has be used for the goal setting and revising as every employee must know and have the
clear understanding about the expectation of their work. And through this which goal they have
to achieve with their performance.
Performance standards
performance standards are the establishment of the organisational standards, targets and goals
that are have to be achieved in the certain period of time. Managers have set the targets or the
standards that are achieved by the employees through their effective performance.
Performance appraisal: this is also refers to the performance review, performance evaluation
and employee appraisal in which mangers evaluate the employees skills, achievements and
growth along with the performance. This is kind of the feedback on their work for which they get
the increment in salary or bonus. It is an process in which first step is to establish performance
standards and then communicate them to the employees so that they can work accordingly. Third
step is to measure the actual performance and then comparing it to the desired performance or
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standards and last step is to discussing the results which can be known as the feedbacks. On the
basis of this appraisals are given to the employees.
Performance appraisal method
management by objectives: in this method mangers and employees work together and identify,
plan and organise and communicate the objectives on the during the specific appraisal period.
360-degree feedback: this is an multidimensional performance appraisal method in which
manager collect the feedback from the employees circle such as peers, customers and direct5
reports.
Assessment centre method: in this method employees are enables to get clear picture of how
others observes them and its impact on their performance.
Psychological appraisal: this method is used by the mangers where hey focused on the future
potential of the employees rather then their past work(Suneja, 2018).
360 degree performance appraisal system
Advantages
 It creates a open channel of communication among the employees, as in this employees
needs to rate each other works in which employees comes up with the problem and get
the solutions from the subordinates.
 It helps in to improve employees considerable that provide support in to enhance
the personal effects.
Disadvantages
 It is very expensive process as this is an time consuming and also increase the overall
workload of the employee.
 Sometimes feedbacks becomes personal to the employees that influences the relationship
among the employees.
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CONCLUSION
From the above analysis it has been concluded that people management is refers to the set of
practices that is used for the training, motivating and directing employees as to achieve the
organisational goals and objectives. In which there are some contemporary issues that are face by
the managers in the process of people management. Along with this there are various skills,
knowledge and behaviour that is needed by the effective mangers to manage the overall team.
This includes various roles of the HR that played in the effective performance management of
the employees.
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REFERENCES
Books and Journals
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in engineering, 34(3),
p.04018008.
Cruz, A.C.N., 2019. People Management and Its Relationship With Business Models. In
Handbook of Research on Business Models in Modern Competitive Scenarios (pp. 368-
388). IGI Global.
Thomas, N. ed., 2019. Renal Nursing: Care and Management of People with Kidney Disease.
John Wiley & Sons.
Golledge, J., Ward, N.C. and Watts, G.F., 2019. Lipid management in people with peripheral
artery disease. Current Opinion in Lipidology, 30(6), pp.470-476.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Brewster, C. and Cerdin, J.L., 2018. The management of people in mission-driven organizations.
In HRM in Mission Driven Organizations (pp. 1-13). Palgrave Macmillan, Cham.
Buurman, J. and Padawangi, R., 2018. Bringing people closer to water: integrating water
management and urban infrastructure. Journal of Environmental Planning and
Management, 61(14), pp.2531-2548.
Schermerhorn Jr, J.R., Bachrach, D.G. and Wright, B., 2020. Management. John Wiley & Sons.
Suneja, G., 2018. New NCCN guidelines: cancer management in people living with HIV.
Journal of the National Comprehensive Cancer Network, 16(5S), pp.597-599.
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