Exploring People Management: Issues, Skills, and HR Processes Analysis

This report provides a detailed analysis of people management, dividing the topic into key areas such as issues faced by line managers (e.g., technology changes, communication gaps, employee retention, and poor teamwork), essential management skills and behaviors (e.g., interpersonal skills, organization and delegation, problem-solving, and proactive behavior), and HR processes underpinning performance management (e.g., 360-degree appraisal, general appraisal, and sales performance appraisal). It emphasizes the importance of effective communication, employee retention strategies, and fostering a positive working environment. The report also recommends the use of 360-degree appraisal methods for a comprehensive performance review.

Introduction to people
management

Executive summary :
The report is based on a important topic of management said as people management. To ensure
the deep and easy understanding the report is divided into several points and sub points. There
are three main questions which were needed to be addressed. The first point entails about the
certain issues faced by line managers related to people management. The second elaborates some
different knowledges, skills and behaviour that are needed to be an effective manager. The last is
about some HR processes which underpins the performance management.
Table of Contents
Executive summary :........................................................................................................................2
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Current issues which are faced by the line managers relating to people of an organisation :.....3
The knowledge, skills and behaviour that are needed to be an effective manager ;...................5
HR processes which underpin the performance management :..................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES:...............................................................................................................................9
Books and Journals:....................................................................................................................9

INTRODUCTION
People management is the process responsible for all the human resource related
activities such as acquisition / hiring, optimisation and retention of the talented employees. The
topic is vast and plays a very important role in the management of a company. Management of
these human resources is a must a must and studies activity. The certain different small activities
involved in this are training, motivating, organising and communicating with the workforce and
other related people of a company. The following report is self reflection of the writer and is
based on the detailed analysis of the topic people management by dividing it into different parts
(van der Laken, 2018). The first part tells about the issues that are currently faced by him as a
line manager relating to people management. Then it discuss several knowledge, skills and
behaviour that makes an effective manager. Lastly, is underpin some HR processes related to the
performance management.
TASK
Current issues which are faced by the line managers relating to people of an organisation :
There can different ways in which a manager or businessman faces issues. All of these
can not be specified and are hard to mention due to the changing and dynamic business
environment. Being a line manager in a medium scale company I deal with many issues relating
to the employees and other related people such as customers or suppliers. The global pandemic
that is known as Covid 19 have made a vast impact on the needs and wants of people and even
on business environment (Leutwyler, Hubbard and Zahnd, 2017)(. It have deeply effected the
business as most of the markets were closed due to the need of social distance and many people
were fired from their jobs. Through this I have felt many new issues and fear in the employees
that work under my guidance and supervision. Some of these are mentioned in the following
points :
 Technology changes – The technology is a factor that keeps on innovating and changing
with the time and inventions of new machineries or techniques. The adoption of the new
techniques is an essential way to build and maintain the place in the market as these
innovative techniques help in making the process effective and provide the customer with
more value (Gould, 2017). But as everything has its related pros and cons, the new
technology usage also brings some problems through providing issue to the labours due

to the new and complex process. The unskilled type of labour is mostly effected by this.
This inability of not understanding and using the new machineries make the workforce
miserable and also decreases their productivity (Kim, ElTarabishy and Bae, 2018). I
believe that the trainagn programs that includes the proper instructions of the new
machinaries or techniques must be provided to the workforce.
 Communication – This factor is concerned about the communication gap between
employees and managers. Effective communication with the employees of an
organisation are a ideal factor to me and mostly every manager. These give them proper
analysis of the problems that are faced by the employees to be rectified and this help in
improving the working environment and productivity. I work my best in identifying and
practising the methods that can lead to building good relationships of me with the
workforce. The poor communication helps in making the goals, objectives and orders of
the organisation provided by the managers as unclear and unspecified. With a good
communication these misunderstandings would be questioned by the workers to be
resolved. This provides them with a direction to follow and motivation to achieve the
targets.
 Employee retention – This factor tells about the maintenance of the employees and not
letting them leave the organisation. Lesser the amount of staff lesser the producing
capacity of the company (Sharma and Salas, 2018). The replacing of employees cause a
loss for the company by incurring the charges that are needed for hiring new employees
such as training programs and marketing charges in the market. It also brings a problem
for an organisation due to the need of finding and choosing the right candidate from the
market. The process of keeping the talented employees attached and loyal with the
business entity is hard. The talented employees are a valuable asset for the company as
they are efficiently trained and knowledgeable. To cope with I try to maintain a healthy
relation and provide the talented workers with a appraisal in the salary to keep them
motivated and avoid retention.
 Poor teamwork and relationships – To maintain a good production capacity and
working environment of a company the strong team work and good relationships between
the employees and higher authorities is required. Some managers do not want to
communicate friendly and take themselves as superior. Even some employees also do not

prefer to work in teams. This promotes bad working environment in the company. For me
this is a very important factor and considering the importance I ensure to openly connect
with the workforce and make teams according to the preference and skill requirements.
The knowledge, skills and behaviour that are needed to be an effective manager ;
The involvement and using of certain skills knowledge and organisational behaviour
related to the business environment are an essential elements in the process of management of a
company. These help in building systematic and effective management strategies that promote
the growth process (Shalender and Yadav, 2019). Through this, an expertise way is provided that
to identify ways that can help in achieving the organisation's goals. According to me there are
certain types of knowledges, skills and behaviour that can help an organisation in promoting the
growth process of it, these are discussed in the following points :
 Inter personality – One of the main function of management is the art of managing
people. Inter personality can be said as a personality of a person that keeps a group of
people together and easily adjust in different circumstances with different types of
people. A person with this type of skill can easily motivate and identify the problems that
are negatively harming the productivity of employees. I believe, adopting this personality
can hugely help in building the relationships with employees of a manager. Knowing the
team professional and personally is the factor of maintaining good employee loyalty. For
this a manger can perform some type of games and social activities on the time of less
workload. In the process of these social activities, I consider the maintenance of some
professional related boundaries to avoid harming of the needed respect (Turner, 2021).
 Organisation and delegation – Me as a manager has many types of responsibilities and
work to handle and mostly every manager or leader has them. Some of the examples of
these type of activites are – identifying / making organisational goals, providing with the
targets of work that is expected from the workforce, overseeing the work of employees,
attend meeting and find new methods and use of techniques for the company's growth.
The efficient management of these activities and responsibilities is a challenging task for
me and every manger. To maintain these, efficient schedule and delegating behaviour is
needed.
 Problem solving – There are many problems that proves as a hindrance and negatively
effect the organisation's productivity. Sometimes there are some deep rooted problems

and these problems are not directly seen (Van Bergen, Salmon and Dadds, 2018). The
identification and solving of these problems is an important task of a manager. For this I
try to maintain an understanding relationship with the workforce so they can directly
connect with me and express about the problems that they are facing, if there are any.
 Proactive – This is the skill and behaviour of having the courage and ability to not adopt
the current activities and strategies used by the market but to make the changes and
identify new ways for the purpose of growth. This is a behaviour that must be preset in a
manager at least at some extend. Managers that do not have this, easily get manipulated
and depend on the rigid structure of the processes / activities that are being practised in
the organisation. Using of new ways may need different researches and understanding of
the market but with a effective change, a manger can provide its organisation with a
competitive advantage in the market (Kaura, 2018). The adoption of this behaviour can
also prove to be risky when the new changes are not effective. Considering this, I pay
attention to the available changes that I can make in the processes that can prove to be
effective and I also regard the researches made made by the research and development
department.
HR processes which underpin the performance management :
The HR (human resource) is a function or department of a business entity that plays a
vital role of managing the people related issues in an organisation. The main responsibility of
this department is to hire, maintain and retention related activities of employees. It also acts as a
mediator for sharing the information from one authority or level to another. In the maintaining
process of a employee, the department work in increasing the productivity of the workforce
through motivating and solving their problems, this responsibility of HR is said as the
performance management (Collins, Cook-Monie and Raum, 2019). The related function also
maintain relationships with other departments and being a manager I consider the methods
analysed by this function fro motivating the employees. The various processes of HR that it
practises in order to gain and increase the performance of its employees are explained in the
following points :
 360 degree appraisal – This is a feedback or review that is given to an employee by
his / her co workers, different levelled authorities and mangers. This is most popular type
of appraisals in the evolving business environment as it provides with the actual

circumstances from the perspective of different levelled people of the organisation
(Vatousios and Happonen, 2022). This also gives required insights related the functioning
and culture of the company which i consider for further improvement.
 General appraisal – This type of process focuses on building a strong relationship
between the employees and managers through communicating. This is most commonly
used type of HR processes for performance management. The identification of problems
and modification is focused though the means of communication by listening to
employees.
 Sales performance appraisal – In this the performance is managed though evaluating
the previous performance of employees with his /her targets. Firstly the sales targets are
set according to the efficiency of different employees. It is focused that the target are not
setted too high or too low (Jibrin-Bida, Abdul-Majid, and Ismail, 2017). After the actual
sales, the evaluation is made with the setted targets and changes are made accordingly.
Recommendation :
Through considering the researches done for the above report, I recommend the
organisation to consider the use of 360 degree appraisal method of HR processes as it not only
provides review from the vision and perspective of the higher authorities, but also from the co
workers or colleagues that help in analysing the actual changes that can lead to increased
productivity.
CONCLUSION
From the above report it has been concluded that, management of people is an essential
element in an organisation for its smooth working. The topic is vast and must be studies in
dividation and its several parts. There are many issues that are faced by the line mangers relating
to the people management. Some of the issues faced are communication gap between different
authorities, technology evolution and poor teamwork. There are some knowledge, skills and
behaviour such as inter personality and problem solving that are needed in an effective manager.
HR department underpins some different process to promote performance management.

REFERENCES:
Books and Journals:
van der Laken, P., 2018. Data-driven human resource management: The rise of people analytics
and its application to expatriate management.
Leutwyler, H., Hubbard, E. and Zahnd, E., 2017. Case management helps prevent criminal
justice recidivism for people with serious mental illness. International journal of prisoner health.
Kim, K.C., ElTarabishy, A. and Bae, Z.T., 2018. Humane entrepreneurship: How focusing on
people can drive a new era of wealth and quality job creation in a sustainable world. Journal of
Small Business Management. 56. pp.10-29.
Sharma, A.M. and Salas, X.R., 2018. Obesity prevention and management strategies in Canada:
shifting paradigms and putting people first. Current obesity reports. 7(2). pp.89-96.
Collins, C.M.T., Cook-Monie, I. and Raum, S., 2019. What do people know? ecosystem
services, public perception and sustainable management of urban park trees in London,
UK. Urban Forestry & Urban Greening. 43. p.126362.
Jibrin-Bida, M., Abdul-Majid, A.H. and Ismail, A., 2017. Management support as a moderator in
the HR practices-employee performance relationship. International Journal of Management
Research and Reviews. 7(1). p.13.
Vatousios, A. and Happonen, A., 2022. Transforming HR and improving talent profiling with
qualitative analysis digitalization on candidates for career and team development efforts.
In Intelligent Computing (pp. 1149-1166). Springer, Cham.
Kaura, M., 2018. Make in India: HR practices and various challenges. Asian Journal of
Multidimensional Research (AJMR). 7(10). pp.221-228.
Van Bergen, P., Salmon, K. and Dadds, M.R., 2018. Coaching mothers of typical and conduct
problem children in elaborative parent-child reminiscing: Influences of a randomized controlled
trial on reminiscing behaviour and everyday talk preferences. Behaviour Research and
Therapy. 111. pp.9-18.
Turner, P., 2021. Management Competence for the Fourth Industrial Revolution: Collaborates to
Create and Share Knowledge and Information. In The Making of the Modern Manager (pp. 229-
261). Palgrave Macmillan, Cham.
Shalender, K. and Yadav, R.K., 2019. Strategic flexibility, manager personality, and firm
performance: The case of Indian Automobile Industry. Global Journal of Flexible Systems
Management. 20(1). pp.77-90.
Gould, J., 2017. Towards understanding the under-recognition of girls and women on the autism
spectrum. Autism. 21(6). pp.703-705.