MG411 Portfolio: Line Management Challenges & HR Support Analysis

This portfolio provides an overview of people management, emphasizing the critical role of human resources in achieving organizational objectives. It identifies contemporary issues faced by line managers, such as employee relations, trust deficits, and change management challenges, highlighting the importance of employee engagement and effective communication. The portfolio also discusses the essential knowledge, skills, and behaviors required for effective people management, referencing theories like Henry Fayol's management theory and trait leadership theory. Furthermore, it examines how HR processes, including performance management reviews and 360-degree appraisals, underpin and support management in enhancing employee performance. The report concludes with recommendations for improving management and HR practices to foster a productive and engaged workforce. Desklib provides access to this portfolio and numerous other solved assignments and past papers for students.

MG411 Introduction
to People Management CW1
Portfolio

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION ..........................................................................................................................4
MAIN BODY ..................................................................................................................................4
Contemporary Issues face line management faces when it comes to People Management........4
Knowledge Skills and Behaviours needed to be an effective people manager............................5
What HR process underpin and support management when it comes to effective performance
management ................................................................................................................................6
Recommendations .......................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

EXECUTIVE SUMMARY
The aim of the report is to explained about the human resource and people management
also it has been analysed that there are different types of steps which are followed by HR such
as, recruiting, selecting, training and development etc. The management of people are important
in order to increases the productivity of the organisation.

INTRODUCTION
Human resource is an approach of management that efficiently and effectively managing
the people in the organisation in order to help the business for gaining the competitive advantage.
This is also designed for maximising the performance of the employees to complete an strategic
objectives (Bayo-Moriones, Galdon-Sanchez and Martinez-de-Morentin, 2020). There are
different practices which are related to hiring, recruiting, managing and deploying for
employees of the organisation. All the human resource practices are help to put right candidate at
right place so that it helps to provide training to employees so that it can help the performance of
the employees it also increases the productivity of the organisation. Management of people are
help to developing and organising the growth of the business with the help of solving the
problem of the employees (Cooke, Dickmann and Parry, 2020). Also, it is important to managing
the performance so that it can help to identify the status of staff so that they can need for training
and it is also help to understand about the training that are require for increases the productivity
of the business. This helps to encourage the employee in order to provide them good attitude and
behaviour so that it can motivate themselves.
MAIN BODY
Contemporary Issues face line management faces when it comes to People Management
People management are refers to maintaining, obtaining and using a satisfied workforce
in order to managing, planning, organising, integrating of personnel in context to contributing for
individual, societal goals and organisational. There are different types of issues faced by line
manager related to management of people in which some of the common issues are employee
relation, trust, management changes, compensation, training and development etc (Davidescu,
Apostu and Casuneanu, 2020). According to the Employee engagement theory it has been
analysed that it is necessary to maintain the employment relations that focuses on expanding
workplace communication and customer-service because it facilitates the communication
between lower level of employees and management which are concerning in the decision
regarding workplace, conflicts, grievances and problem resolution. Issues related to employees
with line manager are cop up again and again, conflict are created when the employees are not
cooperate with the managers in order to follow disagreement because of the situation of owners.
In this situation it create disputes in staff which affected the productivity of the firm.

The another factor which I have analysed related to hour and wage this is related to there
are so many companies which are not paying the adequate amount of salary and that is why
people are not working in such an environment. For example, Mark and Spencer are not focus
on the employee engagement and that is why there are so many issues are faced by them in such
a order where it distract the employee. There is no flexible time given to person who are working
there and that is why there are employees who like to change their job very often (Devan and
Perry, 2018). The next issue is related to management change which are related to the approach
which are dealing with transformation and transition of an company's process, goals and
technologies. The main purpose change management is related to implementing the strategies for
effective change. There are some of the issues or challenges which are faced in this such as
conflicts, planning, lack of communication, resistance and failed embrace. According to Kotler's
change management theory it has been analysed that there are different steps which are need to
follow, increased urgency, build guiding team, developing the vision, communicating for buy-in,
empower action, create short term wins, don't let up and make change stick. I analysed that
people are not going to accept the change in the management that is why it has impact on the
productivity of the firm. For example, Tesco is famous for adopting advanced technology still
this change affect the working style of employees and this change is not accept by the people
who were working there (Islami, Mulolli and Mustafa, 2018). Tesco has hire separate team in
order to train the employees so that they can accept the change and work accordingly.
Knowledge Skills and Behaviours needed to be an effective people manager
For an effective people manager it is important to have proper knowledge skill and
behaviour so that it can help in decision making. I learnt that there are some of the skills which
are important in manager such as planning, good communication, decision making skill, team
building etc. According to management theory of Henry Fayol's it has been analysed that
planning is important factor that can help the organisation from where it need to be start and how
to achieve the objective of the company. There are various steps of planning which are important
to follow by the manager in order to manage people. From this theory I learnt that there are
different functions in management such as planning, organising, command, coordination and
control. For an effective manager it is important to follow those steps in which planning are most
importantly followed in order to determine the factors that are necessary for all other department.
Also, organising help in providing human and physical resources which are providing for plan of

action. Further , it is come to the command which I identified that there are useful for optimum
return from the employees. For example, the personnel manager of Tesco has followed all the
related step which I have discussed in order to manage the people in a effective way. All the
steps are help to run the business in a potential way. Tesco has opt long term planning in order to
maintain the business in a effective way. Planning are help the organisation for produce the
product or services according to market analysis and market trend so that it can help for
managing the employees and also they all are work according to their designation (Jayawardena,
2021).
According to Trait leadership theory it has been analysed that this theory help me to
understand about the skill and behaviour of employees. There are some of the steps of leadership
theory such as openness, conscientiousness, extraversion, agreeableness and emotional stability.
For example, Disney is followed autocratic leadership style in which employees are not work
according to their behaviour they all are work as per the instruction of manager. I have learnt that
this theory is not work well in all type of situation but there are employees who are not going to
use their skill. That may create lack of attention to the employees because managers will guide
them according to their designation not their capability. Apart from these there are different
types of skills are required in it such as time management, communication skills, team building,
motivation etc.
What HR process underpin and support management when it comes to effective
performance management
I analysed that performance management is process that is continue for employees as
well as managers for the common goal of the organisation. This is also knows as the foundation
of employee performance and engagement in order to boost the success and productivity of the
firm (Lin and Kellough, 2019). There are some of the human resources process that support
performance management in order to access and determine the current performance of
employees according the job requirement. From the performance management review I learnt
this formal assessment for which manager evaluates on the basis of employee's identifies
weakness and strength, work performances, offers feedback etc. From the self-evaluation I have
learnt that this practice is help to mock performance review in order to identify weakness,
strengths, accomplishments and goals. It is important to encourage employees for preparing

notes. This process is very helpful because it helps to discuss on the topics which are brainstorms
the concrete examples that improve the performance.
The roles of HR process is help to determining the current performance of employees that
are related to job requirement. There are the process which help in order to understand the
employee engagement which are boost the productivity of the organisation for stay longer,
actively involving at the workplace for getting the better results. I identified that it is also help to
increase the return on investment (Nguyen, Yandi and Mahaputra, 2020). For the employees it is
necessary to opt such skill and behaviour which help in context to improving the
communications which are most important to build the personality of the person.
On the basis of 360 Degree Appraisal this is identified that it is holistic process that help
to review performance of employee. It includes gathering for understand the opinion and view of
managers, colleagues and direct report that are used for constructive feedback. I learnt that there
are four main components of 360 degree appraisal such as self, superior and subordinates
appraisal. This process is important for completing the 360 degree feedback because it helps to
identify about greater insight and understanding the behaviour and value that are help to achieve
team success. I learnt about there are some of the steps which are important to follow such as to
check the organisation chart of the business so that it can give all the information related to
adopted culture (Wilkinson and Dundon, 2021). Then it is necessary to communicate in order to
raise awareness regarding staff and all the employees. It motivates the employees for boosts the
productivity of the organisation that are likely to important it directly helps to facilitate for
creation of developing plan according to the expectation of organisation and collaborators.
Performance appraisal is the key factor which are most important part of the growth of the firm. I
have seen that there are different types of ways which are help to monitor the performance of the
employees such as using and follow up templates, also sending the questionnaire so that it can
help for monitor the performance accordingly and further tracking the feedback process.
Recommendations
It has been recommended that there are different ways for management and HR
processes that consist of activities that are related to HR planning and job analysis. The
management process are refers to all the activities such as democratic, autocratic, transactional,
laissez-faire management etc. These all are evaluated according to the type of organisation
because autocratic management style is help when the organisation is small ans there is only

single flow of authority that is higher level to top level but on the other hand democratic
management is refers to the transfer the authority in order to employees also share their opinion
so that it can help for 2 way communication (Papa and Miglietta, 2018). The HR process is
consist of various activities such as recruiting, hiring, selecting, orientation, training, evaluation,
induction, lay-off and promotion. All the activities related to HR process help to recruiting those
employees who are potential worker and also help to achieve the objective of the organisation.
Also, training is the important process that are used by all the organisations. Also, there are
different roles played by human resources in order to talent management, compensation and
benefit, training and development, HR compliance and workplace safety.
CONCLUSION
It has been concluded that there are different type of human practices are help to boost
the productivity of the organisation. The human resources are help to fill the space for the right
person in the company. There are challenges faced by them which is related to contemporary
issue that are faced by line management for managing of people. Moreover, the report analysed
about knowledge skills and behaviour that are need to for an effective manager on the basis of
various management function and leadership. Further, human resource underpin for effective
management performance on the basis of performance management review techniques such as
feedback, questionnaire etc. Lastly, explained the 360 degree appraisal that are motivates the
employees and boost the productivity of the organisation. Also, recommended about the ways
which are forwarding the management as well as HR process.

REFERENCES
Books and journals
Bayo-Moriones, A., Galdon-Sanchez, J.E. and Martinez-de-Morentin, S., 2020. Performance
appraisal: dimensions and determinants. The International Journal of Human Resource
Management, 31(15), pp.1984-2015.
Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue. The International Journal of Human
Resource Management, 31(1), pp.1-5.
Davidescu, A.A., Apostu and Casuneanu, I., 2020. Work flexibility, job satisfaction, and job
performance among Romanian employees—Implications for sustainable human resource
management. Sustainability, 12(15), p.6086.
Devan, H. and Perry, M.A., 2018. What works and does not work in a self-management
intervention for people with chronic pain? Qualitative systematic review and meta-
synthesis. Physical therapy, 98(5), pp.381-397.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a
performance appraisal tool for employee satisfaction. Future Business Journal, 4(1),
pp.94-108.
Jayawardena, D., 2021. Critical Human Resource Management: People Management Across the
Global South and North. Routledge.
Lin, Y.C. and Kellough, J.E., 2019. Performance appraisal problems in the public sector:
Examining supervisors’ perceptions. Public Personnel Management, 48(2), pp.179-202.
Nguyen, P.T., Yandi, A. and Mahaputra, M.R., 2020. Factors that influence employee
performance: motivation, leadership, environment, culture organization, work
achievement, competence and compensation (A study of human resource management
literature studies). Dinasti International Journal of Digital Business Management, 1(4),
pp.645-662.
Papa, A. and Miglietta, N., 2018. Improving innovation performance through knowledge
acquisition: the moderating role of employee retention and human resource management
practices. Journal of Knowledge Management.
Wilkinson, A. and Dundon, T. eds., 2021. Contemporary human resource management: text and
cases. SAGE.
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