MG411 - People Management: Issues, Skills, and Performance Review

This report examines the challenges line managers face in people management, focusing on essential skills, knowledge, and behaviors for effective leadership. It explores issues such as uncertainty, employee wellbeing, and remote work transitions. The report also highlights key HR processes that underpin performance management, including work planning, training and development, and performance appraisal and review. The importance of communication, personal, and professional skills for managers is emphasized, along with the role of human resource management in fostering a productive work environment. Desklib offers this solved assignment and other resources for students.

MG411 Introduction to
People Management

Executive summary
This had been examined about how the line manager facing issues related to the people
management in the organization. While also examined about how usually the knowledge, skills
and behaviours which could keep the high estimated about the work. This had been also keep the
focus on the underpin of the performance management in organization and make sure about how
this could keep the proper work.
Table of Contents
INTRODUCTION...........................................................................................................................3
CURRENT ISSUES FACING LINE MANAGERS RELATING TO PEOPLE MANAGEMENT
.........................................................................................................................................................3
THE KNOWLEDGE, SKILLS AND BEHAVIOURS TO BE AN EFFECTIVE PEOPLE
MANAGER.....................................................................................................................................4
HR PROCESSES WHICH UNDERPIN THE PERFORMANCE MANAGEMENT....................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
This report will examine about the current issues facing by the line manager towards the people
management. Along with this also discuss the reflection for the skills, knowledge and behaviour
that could keep the effective people manager. Thus, have been discuss about reflection on hr
process which could keep the underpin for the performance management.
CURRENT ISSUES FACING LINE MANAGERS RELATING TO PEOPLE
MANAGEMENT
I have seems that how line manager is facing high issues for their workforce while keeping some
more strategies and this could also make sure about how usually this could work for them.
Uncertainty about the future through which the manager should keep the clarity about how
business initiatives rolled that could take place (Lundmark and et.al., 2020). I think about how
line manager in organization usually make their high decision towards having some benefits for
the organization and manager should act through having the comprehensive vision on how and
why such types of changes that could being made. I usually think more about how the line
manage that could work for them and make their business for being taking some more measure
steps through which the proper solution that could be work.
I have also estimated about how wellbeing for the employee that could work and keeping
some more high expectation impacting towards the health of work individuals and business.
Basically, according to me the line manger that could work more for their employee through
which they have to keep some high struggle and also make sure about how affected linked
struggle for the pandemic (Brown, Hooley and Wond, 2020). I have also decided for the line
manager for shifting the office to work remotely, have reported feeling les connected to their
other workers. Along with this also keep some of the high resources for which job insecurity and
another sources that are being more compulsory.
Tracking and increasing some of the team productivity which could conform more about
how the companies that could work for their employee. Along with this also connected for them
and make sure about how usually this could work for them and I think about that manager
should use some of the trickier for manager looking after a team with some different work setups
(Delisle, 2020). Similarly, I think about how the learning and training and development that
could be work proper among them. While this could also depend on the culture and many other
various conflict among them and make sure about how they will work for them in organization. I

have also notice about that there are being many high number of online solution which could
keep the choose for the forms and make their business for being more effective concepts.
THE KNOWLEDGE, SKILLS AND BEHAVIOURS TO BE AN
EFFECTIVE PEOPLE MANAGER
According to my point of consideration the management skills are said to be one of those
powerful entities in an organisation that will bring about a betterment and social justice that is to
be gratified by the organisation (Ali and et.al, 2021). In order to move ahead with the perfect
management as well as to be a perfect manager there are certain things that will have to be
operated according to the process of the organisation. In order to have a complete knowledge
about the functionality of the organisation it is first necessary to evaluate the choices of leaders
as well as the managers such that they get to equipped with the right amount of deals that they
have to gratify with respect to people around. For this there a particular skills that are to be
incorporated. It is already known that skills play a major role and it will also be the important
criteria in every organisation to develop the professional life of people. Learning and practicing
is one of the important criteria that will have to be fostered in an organisation. The important
skills that will have to be reflected upon in order to be the efficient manager or a leader are as
follows:
Personal skills: these are important in order to understand the criteria of circumstances that are
taking place in the organisation. There are certain entities that will have to be managed in the
organisation with respect to learning and also understanding the situation that are pertaining in
the organisation. Learning is regarded to be one of the personal skills that will have to be
initiated because it is not until when the learning criteria is responsive in the organisation that he
or she will be an effective manager. In my point of you managers will have to inculcate personal
skills such that they can easily train people that are in charge of them.
Communication skills: communication skills are one of the important criteria in every
organisation (Wæraas and Dahle, 2020). It is not until when a communication is being fostered
between people in the organisation that they get to understand and incorporate the policies of
management. Communication will play a major role in determining the standards of an
organisation as well as the employees entity. The communication skills will have to be such that
people will have to convey the right amount of knowledge to their subordinates such that the

right amount of work can be stipulated (Pratikna and Gamayanto, 2017). Working place is never
uneasy atmosphere and therefore there are certain challenges that will have to be faced by people
in the organisation. In order to get carried away by the right amount of knowledge as well as the
right amount of work that will have to be done by people the communication as well as the
channel of communication will have to be maintained perfectly. This particular skill and
developed by managers efficiently than the performance graph will be increased. There is a
particular knowledge that will have to be gratified in this regard where the circumstances of
work as well as the project duration and the shortcomings will have to be first understood that
that they can be communicated in a better possible way.
Professional skills: professional skills and those that are being outlined by the organisation in
order to move ahead with the work choices. The output that are in regard to the work prices will
have to be evaluated at all levels such that the kind of output that are to be derived will be there
for a full stop there are certain development aspects in the organisation with respect to marketing
as well as productivity of the organisation and they can only be tackled once the right amount of
knowledge is being initiated (Knies and et.al, 2020). For this the training and development
processes in the organisation will have to be fostered such that the managers can get to equip
with the right amount of knowledge to move ahead with their professional skills. The
professional skills will also have to bring about adequate knowledge in regard to the subordinates
of the employees that are in charge of managers as well as the leaders. They will have to acquire
them with the right amount of guidelines such that they can complete work with proper results.
Presentation skills: presentation skills are necessary because in an organisation as well as the
atmosphere of the organisation the presentation is an important criteria. The presentation will be
such that all the important points of work as well as the project management will have to be
derived and designed accordingly. The presentation will have to be such that every person who is
in charge of dealing with the presentation will have to understand the criteria of every point that
is being included. This presentation will have to be carry forward in such a way that the
communication that is to be maintained will have to be obvious and only then people can get to
understand the exact formulation that is in regard to its. The presentation skills are not just
limited to the kind of knowledge that is there in the work but it is also limited to the expressions
as well as the way of presenting. Few might be able to bring about a presentation in our

enthusiastic manner and that will also derive a kind of refreshment in the midst of employees
such that they can learn something from it.
Knowledge about the entire work: whatever be the sector that the organisation is working in
my point of view the right amount of knowledge is first necessary in order to develop plans and
the work accordingly (Blštáková and et.al, 2020). This right amount of knowledge can only be
derived with the proper research as well as employing better skilled workforce society
organisation can stand at the perk of being the best. Learning criteria is as important as
implementing things. During learning process every formulation that is apart of deriving the
standard of the organisation can be attained.
HR PROCESSES WHICH UNDERPIN THE PERFORMANCE
MANAGEMENT
Human resource management in the organisation plays a major role in determining the sectors of
organisation. The human resource management will follow certain strategies that are necessary
to be evaluated and there are certain ki processes that are being tackled by human resource
management. Some of the key processes are as follows:
Planning of work: the work that is to be circulated to the people around in the organisation is
designed by the human resource management and it is also allocated in such a way that all the
goals of the completion can be derived. It is also necessary to plan work accordingly such that
the teams that are divided in order to foster work environment is also being maintained by human
resources manager. Planning plays a major role in determining the standard of work and
therefore this is particularly designed in such a way that the confidential matters will be fostered
in a way they are to be (Denning, 2018).
Training and development: I have come across training and development processes which are
the important concepts of the recruitment. These are being tackled by the human resource
management in every organisation such that the people that got recruited into the organisation
will be trained according to their work analysis. The job description will first have to be
explained to people such that they can get to understand their formulations and they can work
accordingly. These evaluations are derived by the training and development processes and only
then the employees can be provided with their work in the role.
Performance appraisal and review: it is an important criteria in order to deal with the
performance appraisal criteria of employees. This is an important step and the contribution of

organisation in dealing with this is said to be enormous (Stankevičiūtė and Savanevičienė, 2018).
I personally emphasise upon performance of employees that it will have to be praised and will
have to be reviewed at regular intervals of time such that whenever there is a loophole that is in
regard to employees can be corrected. In this way the efficiency of employees can also be
increased and the decision-making skills can be derived.
Compensation and rewards: the compensation as well as a reward policy is one of the
highlighting criteria in an organisational entity. Compensations are those that are being derived
by people according to their work choices and these will have to be evaluated by human resource
manager at all levels. Through this I can say that the right compensation when given to people
will bring enthusiasm towards work and they can give more productivity from the next instance
(Hoffman and Tadelis, 2021). The reward the criteria is the one that will bring about motivation
in employees towards their work such that they can move ahead with any kind of work that are
being given to them. This is an important criteria because it is not until when the employees in
the organisation are rewarded and reviewed such that they get in get to understand the prospect
with which they are dealing.
Protection and representation: I probably consider the protection and representation of
employee laws and rules are derived to be one of the prominent aspects that are being maintained
by human resource managers. The health and safety management that is in regard to people that
are working in the organisation will have to be monitored at all levels as that they will not have
to face any issues with respect to their livelihood.
CONCLUSION
The entire report concludes up on highlighting the aspects that are in relation to introduction to
people management. Through this report one can easily understand the set of formulations that
are a part of people management. The report brings for the clear understanding about the current
issues that are being faced by line managers with regard to people management. The report also
explains the criteria of knowledge skills and behaviours that will have to be possessed by people
manager in order to deal with the entire work environment of the organisation. There are certain
hr processes that are being underpinned by the performance management in the report that will
demonstrate the kind of processes that will have to be initiated.

REFERENCES
Books and journals
Ali and et.al, 2021. Four lenses on people management in the public sector: An evidence review
and synthesis. Oxford Review of Economic Policy. 37(2). pp.335-366.
Blštáková and et.al, 2020. Reflection of digitalization on business values: the results of
examining values of people Management in a Digital age. Sustainability. 12(12). p.5202.
Brown, C., Hooley, T. and Wond, T., 2020. Building career capital: developing business leaders'
career mobility. Career Development International.
Delisle, J., 2020. Working time in multi-project settings: How project workers manage work
overload. International Journal of Project Management. 38(7). pp.419-428.
Denning, 2018. The emergence of Agile people management. Strategy & Leadership.
Hoffman and Tadelis, 2021. People management skills, employee attrition, and manager
rewards: An empirical analysis. Journal of Political Economy. 129(1). pp.243-285.
Knies and et.al, 2020. People management: developing and testing a measurement scale. The
International Journal of Human Resource Management. 31(6). pp.705-737.
Lundmark, R. and et.al., 2020. No leader is an island: contextual antecedents to line managers'
constructive and destructive leadership during an organizational intervention. International
Journal of Workplace Health Management.
Pratikna and Gamayanto, 2017. Developing leadership systems inside university using Jim
Collins method [good to great]: People management development to face ASEAN
economic community in Indonesia. Review of Integrative Business and Economics
Research. 6(3). p.45.
Stankevičiūtė and Savanevičienė, 2018. Raising the curtain in people management by exploring
how sustainable HRM translates to practice: The case of Lithuanian organizations.
Sustainability. 10(12). p.4356.
Wæraas and Dahle, 2020. When reputation management is people management: Implications for
employee voice. European management journal. 38(2). pp.277-287.
Online
People management: [Online]. Available through: < What is People Management? Complete
Process with Best Practices | Toolbox Hr>
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