MG411: Introduction to People Management Report: Issues and Skills

This report delves into the core aspects of people management, examining the contemporary issues faced by line managers, the necessary knowledge, skills, and behaviors for effective people management, and the crucial HR processes that underpin and support performance management. The report addresses challenges such as innovation, recruitment, communication, and teamwork, highlighting the importance of skills like communication, decision-making, leadership, and team building. It further emphasizes the significance of behaviors such as caring, fairness, and stress tolerance. The report also outlines key HR processes, including human resource planning, employee remuneration and benefits, performance management, and employee relations, illustrating their vital roles in achieving organizational goals and fostering employee satisfaction. Through this analysis, the report underscores the critical role of people management in organizational success, emphasizing the need for a holistic approach that integrates strategic planning, employee development, and effective HR practices.

Introduction to people
management

Table of Contents
Introduction to people management.....................................................................................................1
Introduction..........................................................................................................................................3
Main body.............................................................................................................................................3
What contemporary issues face line management when it comes to people management.........3
What knowledge, skills and behaviours are needed to be an effective people manager.............3
What HR process underpin and support management when it comes to effective performance
management................................................................................................................................5
Conclusion............................................................................................................................................7
References:...........................................................................................................................................8
Introduction
People management is also known as human resource management which involves the process
of acquisition, optimization and retention of talent in the organisation of employees which includes
training, directing, motivating, recruitment, performance management of the employees to achieve
the organisation goals efficiently and effectively. The role of people management is to enhance
overall growth and productivity, development of workplace policies, compensation, training and
development of people in organisation (Berman and et. al., 2019). This report is based on the
contemporary issues faced by the line manager while managing human resources. Along with this,
knowledge, skills and behaviour to become effective people manager has been also discussed under
this report. At last, HR process underpin for effective performance management are also briefly
explained under this report.

Main body
What contemporary issues face line management when it comes to people management
The management faces various issues such as globalization, workforce diversity, technological
development etc. the line manager need to understand this issues so that there can be an optimum
utilization of resources.
1. Innovation and Automation- The line manager faces the problem of training and
development as they have to train their employee on advance technologies.
2. Recruitment of new staff – While recruiting new staff the line manager faces the problem
of to whom they select the best candidate as they require the skills, knowledge and talent of
employee for different reasons such as project management and operations.
3. Lack of communication- The line manager faces the problem of communication because
people have different perceptions of perceiving the ideas, knowledge and experience,
language differences which lacks the clarity, poor listening, lack of mutual understanding
between the sender and receiver.
4. Poor teamwork - To complete an individual task the employee loose its focus on
cooperation with the team. The line manager faces the problem of the team work as the
conflicts arises between the employees for particular work if proper direction is not given.
What knowledge, skills and behaviours are needed to be an effective people manager
To deal with problems and challenges of the organisation the manager must possess knowledge and
skills to gain morale and productivity so that resources can be utilized in efficient manner. The
behaviour of the line manager has great importance in the organisations which helps in achieving
the goals.
Knowledge required are-
1. Administration and Management – The line manager must have knowledge of
administration and management for achieving goals. Administration is a process of
determining the policies, objectives, projects. Management refer to getting work done
through others in an organized way by managing people which includes strategic planning,
resource allocation, and leadership technique. Management deals with people whose
attitudes and behaviours are highly unpredictable. It is the development of people.
2. Education and training – Education refers to learning which reinforce the knowledge,
values and habits. Training is a process of developing skills and knowledge, capabilities and
performance by providing instructions to the employees in the organisation for better
productivity. This knowledge helps the line manager in career development of the people

and their skills, confidence (Fry and et. al., 2017).
3. Economics and accounting – Economics is categorized in micro and macroeconomics
which includes demand and supply, government policies, forecasting and accounting is
related to recording, analysing and reporting which includes the principles and practices,
financial market, and banking. the line manager must have complete knowledge as to
generate the great sales and enhance the productivity by fulfilling the required demand of
customer.
4. Business environment – The line manager should have proper knowledge of environment
as there are various internal and external factors which affects the organisations policies,
customs, strategies. The line manager must be knowing of the new technology, rules and
procedures, about product, customer taste and preferences.
Required skills are -
1. Communication skill- It is a skill of exchanging information, ideas, facts from one place to
another and from one person to another which involves written, verbal and listening skills.
For example, to become an effective line manager of Unilever it must possess good
communication of listening and speaking skills with the employees of the organisation to
gain there trust and to build healthy relationship with them. It is basic key for directing the
management functions and increases the managerial efficiency (Intaniasari 2020).
2. Decision making skill- The line manager must have the skill of making decision on various
issues such as conflict between employees, collection of funds, etc. at right time and at right
place. the effective decision of the line manager involves problem solving, teamwork, and
creativity and evaluates the critical factors which affect the outcome of decision.
3. Leadership skill- It is a process of directing and motivating the employees to achieve the
goals of the company. To become a good and effective line manager must have leadership
skill such as integrity, honesty, communication, delegation of authority etc. All these skills
help the line manager in maintaining and building the effective relationship with the
supervisors. It includes critical thinking, people management, persuasion and influences.
4. Team building – The line manager must have good knowledge of team building which
ensures that team members are in contact with each other in the organisation and creates
strong bond. It builds the trust between the members and line manager by daily interaction
to fulfil the requirement of their jobs. The line manager should set the norms for their team
and conduct the meeting for employees to know each other and develop working
relationship (Jinnett and et. al., 2019).
Required Behaviour to be an effective manager-
To make the organisation successful the line manager must behave with their employees and

workers in a kind manner. The line manager can be effective if it is good in coach to train their
employees and having good communication with the superiors and subordinate. The line manager
must have clear vision and strategy for the team which helps the employees in career development.
Towards organisation performance the successful line manager makes the positive contribution
having some traits and qualities such as- caring, fair treatment, result oriented, leadership, motivator
etc. it ensures that there is proper delegation of work and authority to the employees. The line
manger should have stress tolerance as change in circumstances creates the problems in the
organisation which should be handle calmly. The behaviour of the line manager depends on the
recruitment and choosing the right people with proper time management for establishment of
departmental goals. In people management to became an effective line manager involves some
skills such as empathy, patience, confit resolution, accountability and adaptability (Lyu 2017).
What HR process underpin and support management when it comes to effective performance
management
Human resources process refer to the strategies that line manager adopts for ensuring success of
employee and organisation. The HR process consist a mix of human and resources. In organisation
human refer to skilled workforce and resource indicates the limited availability of scare resources.
For example, the line manager of Unilever will ensure that the both human and resources are
properly utilized to achieve the goals for this line manager adopt the following process-
1. 1.Human resource planning
2. 2.Employee remuneration and benefits
3. 3.Performance management
4. 4.Employee relation
1. Human resource planning- The line manager teams plans everything before implementing
the plan so that desired results can be achieved. This helps the organisation to save the time
and money. Human resource planning is a process of forecasting the people and organisation
ensuring that it has right number of qualified people in the right job. The planning includes
the recruitment, hiring, training, induction, orientation, evaluation, promotion and lay-off.
This process provides the availability of skilled labour which helps in better productivity
and sustain the growth of company. The activity of company provides ideas and information,
vision of future planning. The line manager focuses on the problem of organisation structure
and plans, communication skills, learning and development plans etc. which improves the
organisation productivity. It is continuous process and applicable to every profit and non-
profit organisation. The duties are allocated to the employees in their respective
departments.

2. Employee remuneration and benefits- The benefits and rewards are render to the
employee for the contribution made in the organisation and for their performance. In this
process incentives, fringe benefits, salaries and wages of an employee are decided by line
manager. This are the external motivational factor that motivate the employee and retain
them. All this benefits help the employee to make more productivity and enhances the
performance. Job satisfaction and employee satisfaction are linked together as the employee
wants to gain appreciation and recognition for their work that they make efforts in the
company. The company provides various benefits to their employee such as paid vacation.
Insurance plans, retirement plans, paid sick leaves, wellness program, and training etc.
different jobs with different levels have their own benefits of compensations and
remuneration paid to employees and seniors. Wages are paid to the employees according to
their weekly, hourly, daily and fortnightly basis. It helps in controls of labour and
administrative cost (Schermerhorn Jr and et. al., 2020).
3. Performance management- It is a process of ensuring the goals of organisation are met
with efficiency and in effective manner. Nowadays in the business automated performance
management system is used to evaluate the performance of the employees and according to
this training and development, motivation and reward, are provided it includes the
performance appraisal, compensation and benefits. The organisation measures the
performance of employees to check that performance is according to the standards set by the
line manager. It is on-going process and result oriented. Performance evaluation of the
employee is must as it creates the link between organisation strategies and individual
behaviour. The line manager evaluates the performance daily to remove any difficulties
faced by the employees and feedback is provided by the superiors (Thompson-Fawcet and
et. al., 2017).
4. Employee relation- It is an essential process in human resource which describes the relation
between employer and employee which includes labour law and relations, employee health
and safety, quality of work life, employee conflict management etc. to make the company
success and meets its goals employee relation is fundamental for both superiors and
subordinate. Trade union help the employee by providing safe working environment and
employers illegal policies. The line manager and subordinate must follow the ethics, code of
conduct in the organisation as to save themselves from the conflicts. To achieve the
organisation goals the employee relation plays a vital role of ensuring job security, better
and feasible communication, providing healthy working environment and boost employee

morale and confidence. Effective employee relationship helps the company in achieving and
properly utilizing the resources, man, material, money of the organisation (Shujahat and et.
al., 2019).
Conclusion
The study of this report helps in knowing the development that has been occurred in the
organisation in the field of human resources. Organisation believe that “the people are the greatest
assets of the company” as their contribution is very important in the organisation for achieving the
goals. In the field of human resources, the people are motivated and encouraged to grow by
developing and supporting work environment. The line manager makes efforts for the growth of the
company and retention of the employees by providing various benefits. People management is very
important aspect for the company as it ensures the optimum utilization of resources which is
directly linked to the human resources. For the success of the organisation team work, imparting the
knowledge training in the particular field of work is essential. The line manager must be good with
the communication skills, decision making and possess some leadership traits. The people
management helps in resolving the conflicts, builds company culture. To became an effective
manager, it must have passion and enthusiasm. As the line manager possess different traits skills it
helps in cooperation and quick decision are taken which improves the overall growth of the
company. A line manger leads their employees by following some leadership styles. The
organisation uses the people management to resolve the conflicts and establish a harmony in the
employees by building the trust, helps in completing the task in time by providing the proper
direction and guidelines to the employees of the company.

References
Books and Journals
Berman and et. al., 2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Fry and et. al., 2017. Emergency nurses' evaluation of observational pain assessment tools for older
people with cognitive impairment. Journal of clinical nursing, 26(9-10), pp.1281-1290.
Intaniasari, K., 2020. Gross Split Contract Framework Regulation on the Caring for
People. BESTUUR, 8(2), pp.96-107.
Jinnett and et. al., 2019. Insights into the role of employers supporting obesity management in
people with obesity: results of the National ACTION Study. Population health
management, 22(4), pp.308-314.
Lyu, S.O., 2017. Which accessible travel products are people with disabilities willing to pay more?
A choice experiment. Tourism Management, 59, pp.404-412.
Schermerhorn Jr and et. al., 2020. Exploring management. John Wiley & Sons.
Shujahat and et. al., 2019. Translating the impact of knowledge management processes into
knowledge-based innovation: The neglected and mediating role of knowledge-worker
productivity. Journal of Business Research, 94, pp.442-450.
Thompson-Fawcet and et. al., 2017. Indigenous resource management plans: Transporting non-
indigenous people into the indigenous world. Planning Practice & Research, 32(3),
pp.259-273.