Bucks University MG411: People Management Assignment Report

This report delves into the intricacies of people management within organizations, using Tesco as a case study. It begins with an introduction to human resource management and its impact on organizational success, highlighting the critical role of HR in attracting, retaining, and developing employees. The report identifies contemporary HR issues, such as the gig economy, innovation and automation, changing regulatory issues, recruitment and retention, and diversity and harmony. It then explores the essential skills, knowledge, and behaviors of effective people managers, including communication, organization, and technical knowledge. The report also examines HR processes that support effective performance management, including recruitment and selection, performance management, learning and development, succession planning, compensation and benefits, and HR information systems. The conclusion emphasizes the importance of people management in enhancing organizational profitability and overall success. The report is a comprehensive analysis of people management practices and challenges, providing valuable insights into the field.

Introduction to people
management

Contents
 INTRODUCTION....................................................................................................................3
 TASK........................................................................................................................................3
Problem face managing people within organisation....................................................................3
Skill, Knowledge as well as behaviour which is essential for effective people manager............5
HR process in order to support performance of management in more effective way.................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

 INTRODUCTION
The department of Human resource management manage workforce of whole organisation.
It plays effective role for the benefit of three perspectives that is consumer, employee and
company itself. The ultimate function of human resource is to attract best employee that is
capable enough to establish company image (Armstrong, 2020). The HR is accountable for
managing people in company in terms of retention, promotion, training etc. It aids in managing
high level of conflict that generate among management and employee. It will update overall
performance in more effective manner. The HR executes HRM policies along with practices to
support production and operations of company. This will ensure valuable efforts of employee
that raise consumer base. In this report chosen company is Tesco that is well established by Jack
Cohen in 1919. This one of the multinational grocery hub chain in the parts of UK. The report
focus towards problem that arise their line management in respect of managing people in
organisation. The report also involves HR process which support management to establish to
generate more productive or effective employee performance.
 TASK
Problem face managing people within organisation
Tesco is leading company of retail sector that has more number of employee in their
organisation. The large organisation like Tesco found some difficulties in managing large
number of employee so that they will successfully manage their sustainability in long
competitive environment. The department of HR has to undergo through critical operations with
the competitive environment. With the change of trending market demand so that all strategic
formulating change in respect of human resource management (Cooke, 2021). So HR department
has to identify issue related with managing best employee workforce. There is some list of HR
contemporary issues while managing HR so that whole organisation can manage in more
effective way.
The gig economy-The employee always wants to work in more tension free work
environment. This will create friendlier manner without any type of pressure from higher

authority. This the main reason why most of workforce prefer work of freelancing so that
they can work on their own rules, in more effective way while managing client. This will
deliver advance level of working structure but for the HR this will create more issue as it
hard for them to retain best talent in Tesco. It found some problems while managing
effective talent strategy to attract best employee that is deliberately attach with the profit.
This is very important to retain best employee not to leave job in order to build strong
brand image (Kundu, 2020).
Innovation and automation- The Human resource focus upon employee training along
with education seminar so that maximum employee will generate more efforts in respect of
innovation and automation changing concept. Tesco need to analysis employee
effectiveness during training seminar. With the aid of this employee can easily adapt the
most efficient changes in business activity through innovation and automation. HR
enhances coordination level among each training, educational session in order to fit each
employee with the form of organisational change. It is hard for management that most of
employee can easily adopt innovation concept. HR has to coordinate in more efficient way
so that policy and practice in form of managing people.
Changing regulatory issues-The HR ensure regular flow of accomplish regularity issues
in Tesco. For this efficient supervision is essential for fulfilment of HR duty. It is
implemented by the top management with aid of HR. All types of regulatory law should
imposed by HR while managing whole functioning of people within organisation. Health,
care law of employee so that each employee maintain safety level which is enforce by HR.
Privacy law is also essential for training while recording all types. The Human resource
has to implement strict regulation, and penalised if law is avoided by employee.
Recruitment and sustaining top employees- HR always care for talented employees that
are associated with company success. It is difficult task that need to be manage by HR of
Tesco. HR wants to retain talented employee from perspective of internal and external
source. Hr can now hire talented as well as loyal employee from LinkedIn. So that each
employee produce best outcome for the company progress. In order to employee retention
HR provide transfer, promotion, perks, compensation etc to update retention programme
(Liu, 2021). This is one of the difficult activities for HR to deal this emergent issue.

Diversity and harmony issues-Human resource has to tackle with the diversified
workforce within culture of company. This is the main reason behind harmony generation
in order to established strong team. Morale in working environment leads towards
productivity to enhance working environment. Positive culture will enhance consumer
experience. HR has to maintain people in order to diversified cultural employee so that
employee will felt harmony and as a result best outcome will generate to fulfil potential
consumer.
Skill, Knowledge as well as behaviour which is essential for effective people manager
Human resource of Tesco has greatly impact influence and majorly focuses upon
company success. So that it can maintain the level of competence with the help of skill,
knowledge in order to manage people in the organisation for their sustainability. Here is
the list of skill, knowledge as well as behaviour require for people manager.
Communication- Communication is essential skill that needs to be adopted by each
people manager of company. With the aid of communication HR can easily spread
information from one level to another. Each function can be easily manage salary
negotiation, resolve conflict, benefit etc. so that it will raise the level of company
presentation. It enhances the level of and resolves issues within company. This will aid in
retaining long sustainable employee that deliver maximum profitability along with
productivity of employee.
Organising-This is most difficult activity that is executed in the business operations in
organisation. Hr is mainly hired for its management or organisation whole organisation in
more effective and efficient manner. Along with this HR deals with the administration
work that is associated with people management. It will organise appropriate flow of
information at each level that is from top to bottom. This will help in achieving
organisational goal. Whole structure and format is well maintained or record by the HR.
They recognise appropriate skill of employee. So that each operational work is done in
more effective way. It will contribute more effect of organisation towards more effective
flow of task in suitable time without delay. This will direct proper organised direction to
each employee.
Technical knowledge-The HR must have appropriate knowledge in respect of technical
knowledge of the HR software that is human resource management system in order to

record all types of data in more effective knowledge of the HR software that is human
resource management system in order to record all types of data in more effective way
(Primecz, 2020). It will organise all data while managing people and maintain records
through this appropriate software. This must ensure accurate knowledge of technicalities in
the digital channel so that HR can hire appropriate for the selection that match with skills
and enhance company success. That is why HR does not waste more time while
recruitment and section through digital platform or social media. This will deliver large
consumer base for the company that aid in recording or managing all types of employee.
The data base is essential for keep on record in order to raise the level of harmony in
working environment. This will create more benefits for company progress. The tech savvy
software knowledge is essential for updating knowledge in stronger way in order to
effective management through which people can easily manage. It will generate more
strategic formulation while managing people.
Diversity and harmony issues- The human resource has to go through from diversified
employee in the working culture of company. It is most essential for HR of Tesco so that
strong team will has to develop by them for fulfilling purpose of company goal. The
presence of harmony or morality is essential in their working culture so that it will push the
efforts of employee in more productive way. It will ensure high value of productivity level
in more innovative and creative way to accomplish needs of market. This will facilitates
improvised culture in more active way (Randev, 2019). The consumer base of the company
gets influenced through efforts of employee management. It is major responsibility of HR
to manage the level of Harmony in greater context so that it will convey more harmonised
efforts. It will contribute best practices of HRM practices towards company revenue.
HR process in order to support performance of management in more effective way
Human resource process refers to the system approach which is performed by the HR
management to lead the workforce in an effective manner. In the dynamic environment of Tesco
professional human resource management is deployed in order to formulate a systematic HR
process. With help of HR process, it is easy for a company to gain competitive advantage at the
marketplace (Santana, 2019). The human resource process of seven steps which is practised by
professional human resource management of Tesco is mentioned below:

 Recruitment & selection- This is one of the major function in HR process which is referred
to hire professional and skilled workforce for an organization. Recruitment is the primary
stage under which screening of a candidate is performed by using different tools and
techniques. Once a candidate is gone through recruitment, final function is performed by
human resource management which is selection.
 Performance management- Assessment of performance of an employee is always essential
in the functioning of a business. Human resource management plays a crucial role in the
development of performance of individual employees in a company. Tesco also formulates
effective performance management in the organization in order to increase performance and
gain competitive advantage at the marketplace (Warner, 2020).
 Learning & development- It is the utmost priority of human resource management of the
Tesco to facilitate learning capabilities amongst employees. Learning skills will play a major
role in increasing the mental strength of the employees as well it develops harmony between
employees. Learning and development also increase the capacity of individuals at the
marketplace in order to lead the organization at the marketplace.
 Succession planning- Succession planning is a part of strategic management in the
organization which is essential in the development of an organization. Human resource
management of Tesco formulates effective succession planning in order to perform various
management related activities. In the long run succession planning helps an organization to
develop various strategies and goals which are very helpful in future.
 Compensation and benefits- Human resource management of a company play a crucial
role in providing essential monetary and non monetary benefits in order to attract
employees. Compensation which is provided by human resource management of a company
also helps in performance management. Compensation and benefits at Tesco are provided on
a regular basis in order to develop market and employee’s strength.
 Human Resources Information Systems- In the field and functions of human resource
management, information and technology play a crucial role. The HR information system is
a software dedicated approach which helps in the formulation of different HR activities. In
the human resource management there are professional staff members who are also IT

experts (Macke, 2019). They are generally dedicated to provide IT efficient operations in the
company and are most useful for an organization.
CONCLUSION
From the above report it has been concluded that people management is a great concept in
order to raise the profitability of enterprise. It combines of several functions that start from
planning to direct among people management. The issues have to face by the company HR in
order to maintain diversified workforce. It also requires desired skill set that manage whole
pressure of people management within enterprise. This report also concludes that human
resource management play a critical role in formulating specific strategy for an organisation.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Cooke, F.L., Xiao, M. and Chen, Y., 2021. Still in search of strategic human resource
management? A review and suggestions for future research with China as an example. Human
Resource Management.
Kundu, S.C., Mor, A. and Gahlawat, N., 2020. Strategic Human resource management and
employees' intention to leave: Testing the moderated mediation. International Journal of
Productivity and Performance Management.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based
on FPGA and data mining. Microprocessors and Microsystems, 80.p.103330.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208.pp.806-815.
Primecz, H., 2020. Positivist, constructivist and critical approaches to international human
resource management and some future directions. German Journal of Human Resource
Management, 34(2).pp.124-147.
Randev, K.K. and Jha, J.K., 2019. Sustainable Human Resource Management: A Literature-
based Introduction. NHRD Network Journal, 12(3).pp.241-252.
Santana, M. and Lopez‐Cabrales, A., 2019. Sustainable development and human resource
management: A science mapping approach. Corporate Social Responsibility and Environmental
Management, 26(6).pp.1171-1183.
Warner, M., 2020. Human resource management in China revisited: introduction. In Human
resource management in China revisited (pp. 1-18). Routledge.