MG411: People Management Report - Line Manager Challenges & HR Support

This report provides a personal reflection on the challenges faced by line managers in managing diverse teams, the essential skills and knowledge required for effective people management, and the role of HR processes in supporting performance management within organizations. It addresses issues such as tracking team productivity, dealing with uncertainty, fostering innovation, managing staff turnover, and improving communication. The report also highlights the importance of soft skills, analytical abilities, and emotional intelligence for people managers. Furthermore, it explores how HR processes, including recruitment, performance appraisal, and employee development, contribute to a positive work environment and enhanced employee performance. The report concludes with recommendations for improving performance management systems, emphasizing the need for clear goals, data-driven decision-making, and opportunities for employee growth.

MG411 Introduction to People
Management

EXECUTIVE SUMMARY:
The aim of report was to present the personal reflection on certain issues that are faced by
the line managers while managing the large number of people in the organization. Also, the
report had displayed the list of skills and knowledge that is required to be present in any
individual that is working on manager posts and handling diverse group of people. Moreover,
the report had presented personal reflection on various types of HR processes that is required for
supporting the performance management in the any firm. Lastly, various suggestions had also
been given under this report so that better performance management systems within the firm
could be established.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Presenting reflection the current issues faced by line managers.................................................4
Reflection on skills and behaviours of people manager..............................................................5
Reflection on HR processes that support performance management..........................................6
Recommendations.......................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION.
People management helps organizations in managing the people in most effective
manner. The present report is based on personal reflection that will analyse current issues that are
faced by line mangers in managing diverse workforce. Also, various skills, knowledge and
behaviour to be effective manager will be discussed through using the appropriate theory and
models. Furthermore, various HR processes that supports performance management will also be
discussed in detail. Lastly, certain suggestions for future improvements in the business
functioning will also be presented so that people could be managed efficiently.
MAIN BODY
Presenting reflection the current issues faced by line managers.
From my personal knowledge I have come to know that there are several issues that are
faced by line managers while managing diverse number of people at the workplace. Further,
based on my observation I have come across most of the common issues that is tracking team
productivity at workplace is challenging due to continuously evolving and changing business
environment (Haddon, 2018). Also, due to upcoming of globalization, pandemic and technology
this has been become major challenge even for those firms that are running on small scales.
Further, I have come to know that uncertainty about the future is also problems for the
managers to devise the standard policies for all the levels of department within the organization.
Also, this has impacted decision-making and well-being of most of the individuals that are
working within the firm.
Moreover, it is known that any business is success only when people work together in
coordinated manner so that better future decisions could be taken. However, companies now are
facing challenge of creating innovative teams so that survival of the business could be ensured
(Saundry, Fisher and Kinsey, 2021). Furthermore, I have known that it is very difficult for line
mangers to coordinate the group efforts of people at workplace as each individual is having
different needs and wants due to which team creativity is highly impacted in long run. Also, I
have realized high staff turnover also create problems for firms and is quite challenging for the
line mangers when the business is planning to expand into newer regions. Moreover, such
challenges occur when the business policies and structures are not good as well as there are
limited development opportunities at the workplace that creates lack of interest among the

employees to work. Further, through extensive research I have come to know that lack of
communication also challenges in very large organization where people are not able to share
certain opinions either at personal or professional level because of which standards of the
business are not redefined correctly. Also, in my practical experience line managers have
pressure to complete certain tasks on time and thus struggle with balancing their own tasks.
Thus, time management is also an issue for line mangers when specific tasks need to be carried
on given time-frame among the diverse group of people.
Also, I believe that such type of challenges could be only resolved when all the activities
are delegated in right and proper manner (THE TOP 15 CHALLENGES FACING TODAY’S
MANAGERS, 2021). Furthermore, I have come to know that managing people at the workplace
is also quite challenging for the line managers due to diversity in workforce and limited training
programmes that are provided to the staff members. Also, I have gathered knowledge that
training could not be provided on regular basis as it involves lot of costs and resources and it is
not possible for line managers to conduct regular training sessions when organization is
operating on large scale. Further, all the above challenges could be better linked with systems
management theory that claims that employees are the most important element of any firm for
the success and managers need to analyse various organizational events and patterns so that best
management approach could be implemented.
Reflection on skills and behaviours of people manager.
I have learnt that to become as successful people manager it is essential that certain soft
skills are developed so that organization success could be gained in short duration. Moreover, I
have researched that to be best people manager it is essential that individual is having good
conceptual, technical and decision-making skills so that certain business decisions can be taken
independently. Also, having the best communication is very important so that all responsibilities
and opinions could be shared among the large organization group in the most effective manner.
Furthermore, in my opinion analytical skills are also very important so that significant elements
of the organization could be understood easily (7 Skills Every Line Manager Needs to Get the
Best from their Team, 2021). Moreover, in my knowledge manager should have an adequate
knowledge about different individual behaviour and attitudes so that better organization policies
could be developed. It will also help the firm in retaining the top talent for the firm which is
essential for firm success in long run. Furthermore, to become good manager better relationships

need to be developed within employees and supervisors so that enough trust and loyalty could be
build up that is required to achieve complex goals. Also, I believe that it is expected behaviour
from line manager to manage all the resources in timely and correct manner along with this solve
any issue occurring among the employees' so that business is able to run smoothly without many
problems. Moreover, on the basis of my practical knowledge the manager should be easily
accessible and approachable so that certain ideas could be cleared mistakes of the employees
could be rectified easily (Sprigg and et.al., 2019).
Also, I think that if manager remain stressed and unhappy at the workplace than they
could not motivate other employees to work harder to achieve certain organizational gaols and
objectives. Also, in my opinion any individual that is working on the managerial post must have
commercial knowledge of marketplace that it is operating so that business could run successful
in systematic manner. Furthermore, systematic knowledge and set of leadership skills in the
manager would provide organization employees direction so that certain goals could be achieved
(Namiq, 2018). Also, such type of business theory could be linked with transformational
leadership theory where managers motivate employees through the assigned jobs and training
programs so that business could grow on better terms in the future.
Furthermore, in my thinking any change in the firm could be brought up in best of
manner when better networks are build up within the company by line manager so that details of
change could be explained in the best manner at each level thus making the organization focused
and goal driven during specified time period (Leroy and et.al., 2018). Also, from my learning
experience I must say that managers also need to have the conflict resolutions skills as every
organization whether big or small had to face disputes at some point of time and good manager is
one that is able to handle situation in way that does not create dissatisfaction among any of the
individual. Also, having adequate amount of self awareness and emotional intelligence would
allow the manager to take certain threats in positive manner rather than considering as failures so
that individual could be influenced and motivated in most efficient manner.
Reflection on HR processes that support performance management.
In my knowledge role of HR is to implement policies so that better work experiences
could be provided to all its employees. Also, while working previously as intern in human
resource department I have learnt that HR role and responsibilities are very vast that includes
recruiting and selecting the right candidate for the job so that best of organization resources

could be utilized and duplication of work could be avoided. Also, I have learnt that HR leaders
are able to manage all the HR processes efficiently through reviewing the organizational goals
and objectives, listening to all its employees and implement proper process to ensure smooth
functioning of the firm (Roberts, 2019). Furthermore, based on my past knowledge I believe that
performance of the employees and HR are linked in some or other form that means HR leaders
clearly defines the goals of the firm and establish daily communication. Also, targets are set for
each employee at various levels based on which performance of the employees is to measured on
daily basis. Moreover, HR process ensures that results of the performance is shared properly in
form of feedback so that similar mistakes are not repeated in the future.
Further, through using the performance management software and tools the firm could
reward and praise those employees who have performed extraordinary well so that greater level
of motivation among the employees could be maintained. Further, this concept in my knowledge
could be better linked with the Maslow's motivation theory that states human behaviour is
influenced through the five categories that is physiological, safety, belonging, self-esteem and
self actualization needs that helps the individual to remain dedicated and improve performance
towards the job (Sharma, Panicker and Goswami, 2020). Thus, it allows the person to work
harder even in the complex business situations. Also, I have come to know from my senior
earlier at my learning course that all the performance appraisal techniques that are used by any
firm helps in enhancing the productivity of the employees and allow the company to retain the
best top talent for achieving the overall organization objectives.
Furthermore, well managed HR process in the firm not only improves the performance
but also improve the company culture with proper progression of employee life-cycle creating
greater job satisfaction over the years. Furthermore, the right HR processes helps in developing
proper code of conduct for all its employees so that performance is not impacted and chances of
disputes at the workplace are also very less (Griep and et.al., 2021). Also, HR process in the
company conduct informal conversations and survey to closely identify the needs of the
individual so that better business process could be established in the future. Moreover, in my
opinion HR processes provide guidance on developments of team member so that better
opportunities related to career progression could be identified by each individual. Also,
performance management in HR process will allow the firm to identify the existing skills and
knowledge so that job could be performed in most efficient manner. Moreover, certain strategic

decisions such as promotions, succession planning and performance based compensations could
be easily determined by the firm through the best of communication channels.
Recommendations.
 It is to be recommended that performance management is very crucial for success and
growth of the organizations and before implementing any kind of performance
management technique the firm need to identify the long term goals of the firm. Also, for
this purpose correct data need to be acquired so that no employees is misled later on by
any manager or supervisor (Cañibano, 2019).
 Further, it is to be suggested to the organizations that better opportunities for the growth
need to be developed by the firm on timely basis as it maintains the interest of the
employees to work harder in same organization over the years (Hoffman and Tadelis,
2021). However, such opportunities could only be created if the business have enough
resources and is planning to implement change within current business model of the
organization.
 It is recommended that line managers need to closely understand the individual strengths
and weakness so that follow up on the actions could be done in much better manner. Thus
,through analysing strengths closely more suitable tasks could be delegated among all the
individuals that are working within the organization.
CONCLUSION
From the above report it can be concluded that best people management would allow the
firms in improving the employee morale and increase productivity and performance. Further, the
report had presented personal reflection on various issues that are faced by the line managers in
managing the people effectively through linking with system management theory. Moreover, the
study had identified the required knowledge, skill and behaviour that is very essential in people
manager. Furthermore, the report had closely analysed the HR processes in form of reflection
that helps in increasing the performance of employees working in any organization. Lastly,
certain recommendations for future improvement had also been provided under this report in
detail.

REFERENCES
Books and Journals.
Cañibano, A., 2019. Workplace flexibility as a paradoxical phenomenon: Exploring employee
experiences. Human Relations. 72(2). pp.444-470.
Griep, Y. and et.al., 2021. Technology in the workplace: Opportunities and challenges. Flexible
Working Practices and Approaches, pp.93-116.
Haddon, J., 2018. The impact of employees’ well-being on performance in the
workplace. Strategic HR Review.
Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager
rewards: An empirical analysis. Journal of Political Economy. 129(1). pp.243-285.
Leroy, H. and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership. Human Resource Management Review. 28(3). pp.249-257.
Namiq, F. A., 2018. Most effective management style for modern workplace. International
Journal of Engineering and Management Sciences. 3(3). pp.402-411.
Roberts, D., 2019. The digital social workplace, people over process. In Leading the Project
Revolution (pp. 188-198). Routledge.
Saundry, R., Fisher, V. and Kinsey, S., 2021. Disconnected human resource? Proximity and the
(mis) management of workplace conflict. Human Resource Management Journal. 31(2).
pp.476-492.
Sharma, A., Panicker, A. and Goswami, S., 2020. Managing Workplace Diversity through
Motivation and Leadership. Paideuma Journal. 8(3). pp.85-91.
Sprigg, C. A. and et.al., 2019. Witnessing workplace bullying and employee well-being: A two-
wave field study. Journal of occupational health psychology. 24(2). p.286.
Online.
7 Skills Every Line Manager Needs to Get the Best from their Team. 2021. [Online]. Available
through:<https://www.insightsforprofessionals.com/management/leadership/skills-line-
manager-needs-to-get-best-from-team>.
THE TOP 15 CHALLENGES FACING TODAY’S MANAGERS. 2021. [Online]. Available
through:<https://www.growthengineering.co.uk/challenges-facing-managers-today/>.