MG411: Introduction to People Management - Research Portfolio Analysis

This individual research portfolio, prepared for the MG411 Introduction to People Management module, examines the multifaceted challenges of people management, particularly in the context of the COVID-19 pandemic. The report delves into the issues faced by line management, such as effective communication, performance management, conflict resolution within teams, and adapting to changing market needs. It emphasizes the importance of organizational and financial knowledge, along with skills like communication, decisiveness, leadership, and critical thinking for effective people management. Furthermore, the report highlights the essential behaviors of effective managers, including ethical conduct, encouragement of innovation, and participative leadership. It also explores the HR processes that underpin performance management, such as providing frequent feedback, management recognition, and the implementation of performance management software. By analyzing these aspects, the portfolio offers a comprehensive understanding of the key elements required for successful people management in contemporary organizations.

Individual research portfolio

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Describing the issues faced by the line management during people management......................4
Explaining the knowledge, skills and behavior needed to an effective people...........................5
HR processes underpinning management when it comes to effective performance
management:................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing people is the biggest difficulties faced by the Human Resource management.
Also, during pandemic managers and HR faces numerous issues with regards to managing
people because most of them work from home, as a result, they enjoy the privilege that affect
business performance. Similarly the present study will highlights the behavior of line managers
pertaining to managing people. For that, report will provide issues face line management during
people management. Also, explain the knowledge, skills and behaviors are needed to be an
effective people manager. Lastly it determine the HR process underpin and support management
while performance management by using relevant examples.
MAIN BODY
Describing the issues faced by the line management during people management
During COVID-19, it is examined that there are numerous issues faced by the lime
management within top organizations regarding people management. This might affect the
overall business performance and also decrease the competition rate within a business. Some of
the issues are as mentioned below:
Communicating effectively with employees: It is one of the biggest problem identified
during the current era. Such that most of the business prefers to work in a team and that is why,
every team member has a different personality and there is a chance of miscommunication from
time to time (Geissdoerfer, Vladimirova and Evans, 2018). This in turn shows that company
affect the performance of a business in adverse manner. Apart from this, Sainsbury which is one
of the top supermarkets in UK have range of unit at global level. That is why, due to distances, it
will be difficult for the company to communicate effectively with the team members, as a result,
they are not able to attain the defined work in a deadline.
Performance levels: Line management also faces issue regarding to confronting
performance levels. In this competitive era, if the team members are not performing well then
customer will shift easily towards another business (Androniceanu, 2017). That is why,
management should be tricky in order to balance the results as well as manage the performance
of employees. This in turn assist the company to identify the key resources pool who assist

business to improve the overall performance. Otherwise it will lead to cause adverse impact upon
people management and productivity of a business.
Managing conflicts with a team: It is identified another most common problem faced by
the line manager. It can be in small as well as big corporations where teams might not work well
due to personal disputes. Therefore, it is the duty of the line manger to ensure that conflicts are
resolved and if not, then it affects the productivity as well as morale of an employee in adverse
manner (LeBaron, 2019). For example, in Tesco, majority of the work is performed within a
team and that is why, there is a high chance of conflicts with a team. This in turn considered one
of the biggest problems within a company which needs to be managed.
Meeting the market needs: It is identified that line management also faces an issue of
continuously changes the market need and as a result, company have to hire the employees who
are able to meet the defined aim of a company. Therefore, changes in the fluctuation of market
will increases the issues among management of a company to cope up the same and meet the
demand of customers. As a result, management should hire more employees and experts in order
to manage the needs so that they make effective results as well. This in turn assist to minimize
the challenges, otherwise leads to affect the overall performance of a company adversely.
From the above analysed factors among issues faced by HR manger, it can be analysed that
further role demands dynamic understanding to manage people and workforce within company
for leading change professionally. The line manager and HR management department further
keenly evolves on advanced focus, for gaining productive competencies functionally and to
harness new advanced commercial innovation. Apple company, is one of the best example where
brand has been evolving towards strategic directional growth rise and for technical growth goals
for stringent parameters for performance connectivity goals. This further heads on focus for sub
scaling new rise on keen standards, determinants of performance rise and for functional work
advancement which leads innovation.
Explaining the knowledge, skills and behavior needed to an effective people
To be an effective people manager, it is necessary for the management to have an
effective knowledge, skills and behaviour. Effective manager works as one of the most profound

role within HR management, essentially responsible for bringing keen productive rise among
performance horizons. This further can be classified and analysed on basis of knowledge, skils
and behaviours parameters for gaining new competent productivity goals worked on and to be
yielding commercial expansion rapidly.Some of them are as mentioned below:
Knowledge:
 Organization knowledge:Line manager must have the knowledge about organizing the
business and make effective decision for the welfare of a firm. Also, it is examined that
companies like, Marks and Spencer and Tesco have experts who organize their work in
order to improve the overall performance within a market.
 Financial knowledge: Line managers must have an effective knowledge regarding to
finance because it assist them to determine the track the performance of the a company
and then make effective decision, after reviewing the performance, manager allot the
work and provide guidance regarding to the changes in their working. This in turn assist
them to manage the people in an effective manner.
Skills
 Communication: It is consider one of the most essential skill that assist them to share
their views in front of others. Also, a good communication in the line manager includes
effective listening, rather than dominating conversation with staff members. So,
managers of top firm should be fluent in their verbal communication so that conflicts may
be decreases (7 skills needed by line manager,2020). Decisiveness:Making decision is another important role of a line manager and that is
why, they must possess strong and effective decision making skills in order to make
frequent decision. Also, it is stated that there are many conflicts arises within a working
environment, at that time line manager must have strong ability to make decision for the
welfare of a firm. Leadership: It is another essential skills which line manager required in order to provide
effective results and make their employees aware about new changes. In addition to this,
it is also examined that company’s manager should also have an effective leadership style

which in turn assist them to solve the conflicts and also leads a business towards effective
way. Critical thinking abilities: It is also analysed that they must have effective critical
thinking abilities that assist them to make effective results (Breier and et.al., 2021). With
the help of such skill, managers are able to critically analyse the situation and then make
decision accordingly. Thus, it can be stated that it reduces the chances of risk within
business and improve performance.
Behaviour:
Effective behavior aspects which further plays essential role within role to manage
people productively within longer business run, for stronger connective benchmarks can be
analyzed as follows :
 Being grounded in ethics and integrity : Effective line manger needs to be grounded in
bringing ethics and integrity at work for strengthened advanced new quality standards
development. Line manger among behavior aspects also need to be hold vision oriented
dynamic standards, which potentially creates functional scope for stringent fundamental
innovation. This further also evolves in being grounded with ethics and integrity where
manger need to also hold accountability benchmarks, which harnesses creativity goals.
 Encouraging innovation: Effective line manager needs to encourage motivation
standards fundamentally among employees, for stringent growth rise and informative
keen productivity aspects at practical domains. By leading and giving keen push to
innovation, manager is profoundly able to further expand new innovations informatively
for gaining constant innovation which specifically also gives positive push to workforce
morale factors (Subramony, Guthrie and Dooney., 2021).
 Participative: The line manager needs to also posses strong participative role for
strengthened new expertise evolving goals by bringing on rise among new employees
within teams among management. The behavioral role of participative, further adds to
connective benchmarks and for gaining strengthened scope for larger diversity growth.

From the above discussed skills and behaviors, line manager further competently bring
on functional growth evolved towards strengthened business standards which enhances dynamic
standards of competitive diversity standards.
HR processes underpinning management when it comes to effective performance management:
For underpinning HR processes management for having effective new advanced aspects
of performance management, managers and leaders have specific role for bringing on keen
productivity parameters. There should be further diversifications worked on for gaining
competent productive standards, higher commercial expertise and to restore new advancement
among commercial specific rise (Mishra, Sarkar and Ghoshal, 2021). HR is also responsible for
monitoring varied work goal advancement, which further leadsn to keen specific performance
rise and also for technical expansion among new dimensions. This further heads on focus
towards some of the most crucial aspects, which can be analysed as follows:
 Offering frequent performance feedback: HR procedures underpinning management,
need to further evolve focus on gaining frequent performance feedbacks form employees
and leaders within departments. Amazon company example specifically explains HR
professionals have been crucially focusing on keeping monitoring parameters worked on
for gaining functional growth rise. This factor also explains further specific keen
operational role, for gaining best quality standard and motivation benchmarks
commercially which harnesses new innovation. The monitoring of feedbacks further adds
to connective longer term strategic connective goals among longer run, performance rise
for scaling up new innovations. Management and recognition: HR professionals also need to expand enlarged focus on
management and recognition scenarios for extending new scale rise, for stringent
connectivity benchmarks. Management recognition further adds to functional value
standards rise, where this further also sub scale performance management goals among
long strategic run. HR professionals and managers need to be also imperative towards
expanding new motivation strategies, such as bringing on group sessions and for scaling
up competencies fundamentally. The recognition aspects further add to performance
growth factors, where HR technically plays most active role for strengthened key
productive long term goals within industry targets (Mefi and Asoba, 2021).

 Establishing performance management software: HR professionals and mangers must
further also establish new performance management software, for gaining wider
informative productive benchmarks which specifically brings on rise. Professionally and
commercially new determinants must be further motivated, by management software
which heads on analysis towards stringent functional growth evolved on rapidly.
Globally MNC and various top ranked companies are further investing to bring on new
establishments among management software, which keenly bring on rise for best
mechanism. The HR processes further synchronizes new established digital platforms
usage for innovative new advanced standards establishment, which enhances stronger
viable untapped growth goals.
From the above analyzed aspects within HR professionals and systematized
procedures functional implementation it can be worked on that globally participation of
manger is widely crucial. Furthermore, it is role for leader and HR manger to monitor wok
details happening among departments, hold best training sessions and also further evolve
towards functional scale expansion. Hr professional systems need to further also connect
to latest benchmarks, for sub scaling new positive growth and also motivate new change
among departments for stronger productive synergies (Schlichter and Buchynska, 2021).
CONCLUSION
From the above aspects it can be concluded that to manage people and workforce,
companies are widely evolving towards international HR standards variedly towards untapped
new parameters. The report has concluded communicating with diverse employees, performance
levels monitoring and managing conflicts with teams, are some of the top issues of HR faced
within recent time period. Study further conclude skills, knowledge and dynamic behavior
evolving towards gaining best productive goals strengthen keen productivity at ends for
leveraging stronger vision. The research further concluded performance management further
adds to profound strengthened benchmarks and to keep up diversity evolved, which line
managers and HR professionals further expand monitoring on.

REFERENCES
Books and Journals
Androniceanu, A., 2017. The three-dimensional approach of Total Quality Management, an
essential strategic option for business excellence. Amfiteatru Economic. 19(44).
pp.61-78.
Breier, M. and et.al., 2021. The role of business model innovation in the hospitality industry
during the COVID-19 crisis. International Journal of Hospitality
Management.92. p.102723.
Geissdoerfer, M., Vladimirova, D. and Evans, S., 2018. Sustainable business model innovation:
A review. Journal of cleaner production. 198. pp.401-416.
LeBaron, G., 2019. The Role of Supply Chains in the Global Business of Forced Labour. Journal
of Supply Chain Management.
Mefi, N. P. and Asoba, S. N., 2021. INDUSTRY 4.0 AND SKILLS DEFICIENCIES IN THE
HRM FUNCTION: CASE STUDY OF THE HRM DEPARTMENT OF A
SELECTED ORGANISATION IN CAPE TOWN. Academy of Entrepreneurship
Journa. 27(2).
Mishra, R.K., Sarkar, S. and Ghoshal, D., 2021. Surviving the Survival Mode–The HR Efforts in
Managing Business. The New Normal: Reinventing Professional Life and
Familial Bonding in the Post COVID 19 Era.
Schlichter, B. R. and Buchynska, T., 2021. Soft skills of delivery managers in a co-sourced
software project. Procedia Computer Science. 181. pp.905-912.
Subramony, M., Guthrie, J. P. and Dooney, J., 2021. Investing in HR? Human resource function
investments and labor productivity in US organizations. The International Journal
of Human Resource Management. 32(2). pp.307-330.
Online
7 skills needed by line manager. 2020. [Online]. Available through:
<https://www.insightsforprofessionals.com/management/leadership/skills-line-manager-
needs-to-get-best-from-team>.