People Management Report: Issues, Skills, and HR Processes

This report provides an in-depth analysis of people management, focusing on the critical role of Human Resource Management (HRM) in organizational success. It examines contemporary issues faced by line managers, such as change management, employee retention, and compensation, and ...Read More

Introduction to People
Management

Executive summary
People management is process of managing diverse individuals that are working in the
organization for growth and success of enterprise. HRM through formulating effective strategies
is able to influence employees to make best utilization of their capabilities so that company can
gained competitive advantages. The report has covered information related to key contemporary
issue, skills and knowledge required by Hr and the way HR support employee’s performance.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Contemporary issue faced by line manager in context of people management...........................1
Knowledge, skills and behaviour needed to be an effective people manager.............................2
Different HR processes which support the management people.................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Online..........................................................................................................................................7

INTRODUCTION
Human resource management is one of the most important department of organisation
that perform several function in order to manage diverse individuals so that end objectives can
be attained in best possible manner. HR is not only responsible for hiring right individuals at
right place but also finding different strategies to motivate employees to enhance their overall
performance and productivity. It also planned or organised training and development program,
ensure clean working environment so that employees are ready to give their best for growth and
success of enterprise. Management of people required high talented and capabilities as diverse
individuals have diverse point of view, thinking and mind set therefore Hr manager through
several strategies coordinate employees to work as a team rather than individuals for completion
of end goals.
The report has contained information relate to contemporary issue faced by line
management in managing people within organisation with relevant of company examples. It has
also included contain related to skills, knowledge and behaviour required by Hr manager in
order to effective managed diverse individuals. At last it has stated about HR process underpins
and support management in context of effective performance management. Therefore the main
purpose of making report is to explain about recent challenges or issue faced by manager and the
way strategies, their skills, knowledge and capabilities contributed in expansion of enterprise in
external environment.
MAIN BODY
Contemporary issue faced by line manager in context of people management
Manager is key individuals that are responsible for influencing employees to give their
best so that company can gain competitive advantages by fulfilling needs of customers beyond
their expectancy level. There are continuous changes and development in external environment
due to its dynamic nature therefore Hr manager of company are facing issue related to
motivating employees to adapt changes. There are many more contemporary issue faced by line
manager while handling diverse individuals that are working in the organisation that can be
explained through theories such as:
Change Management: Trends, customers taste and preference are changing over time with
development of technology and availability of alternative options. Thereby company in order to
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retained customers satisfaction needs to adapt to external changes but managers are facing
challenges in motivating employees. It can also be understood through theory of Lewin change
management model. For example: At first stage that is unfreezing, most of the employees of
have rejected to adapt to external changes that lead in underperformance of organisation (Szabla,
and et.al., 2017). So, in changing state manager through focusing on resolving their key issue,
providing more incentive and appropriate training and development program is able to resolve
challenged of resistance to much extend. It has also ensured that employees do not refreeze to
old method by continuously monitoring and measuring their performance on daily basis.
Retaining employees: It is another key issue or challenged faced by most of the manager in
recent scenario as there are many companies that are offering better options of employment to
individuals. Therefore people are moving from one enterprise to another in search of best
opportunities or more wages. There are different individuals with different perspective
moreover; people demand have increased as they want to be with such organisation that provides
more growth opportunities to them (Griffin and et.al., 2020). For example: Tesco is facing
high unemployment rates or it is unable to retained highly talented employees within
organisation that resulted in barrier in effective operation of business. But management through
using different motivation techniques has tried to retained talented and skilled employees so that
best services can be delivered to end customers and company can achieve greater success.
Compensation: It can be stated that management of companies are also facing challenged
related to deciding appropriate compensation that can motivates individuals to work better for
development of organisations. As different individuals have different needs related to wages
therefore manager are facing issue in deciding appropriate wages to each employees so that they
can work hard for growth of firm (Armstrong, 2016). For example: ASDA has provided very
less compensation to employees in order to delivered maximum value to customers therefore
issue related to compensation has lead problem for manager in effectively managing highly
skilled and qualified employees in the enterprise for long time.
Knowledge, skills and behaviour needed to be an effective people manager
In order to manage an organization effectively, the requirement of HR management skills in all
managers are mandatory because it would help them in selecting, recruiting, training, rewarding
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and retaining the employees in an organization. Here are some knowledge and skills which HR
manager required, such as:
 Good Communication: This is the primary skill which needs to be in HR manager.
Employee feels comfortable when they feel that they are speaking to someone who
understands the situation. Good communication includes a lot of theories in which the
group thinking is one of them. Group thinking is a situation that occurs when a group of
individuals reaches at general agreement with proper discussions. It is based on common
desire not to disturb the balance of a group of people. For example, Tesco launch new
advertising campaign. For this a group discussion of concerned employees are necessary
in which both negative and positive aspects of the campaign are being considered.
Hence, decision comes with the majority group thinking that helps to successfully launch
the product in market.
 Decision making skills: Decision making skills are basically about the ability to choose
good option among two or more alternatives (Jon, 2017). HR managers must have this
quality while assisting their employees. The rational model is considered as primary and
classical approach to understand the decision-making process. It is a process where
individuals use information on the basis of facts and analyse step by step procedure to
come to a decision. For example, the Amazon focuses on the oldest business principles
i.e. extraordinary customer obsession to the level that each customer is treated
individually and turned it into the consequent business purpose of his company.
Digitization is the main reason for the success of the organization but the true magic is
how the company build this system by taking decisions is not just technological but
organizational as well.
 Leadership: It is the action of leading group of peoples or an organization. Behavioural
leadership theory is one of the theory of leadership in which the focus is on how leaders
behave in an organization (Dugan, 2017). It suggests that leaders are not born with
specific qualities but can be created based on learnable behaviour. For instance, Marks
and Spencer follows transformational leadership theory in the behavioural leadership
theory of management. The company applied this theory in operations management and
with this theory all the abilities of the employees are closely monitored by the leaders.
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 Motivation: Motivation is a process that begins, guide and maintain determined
behaviours among employees. Maslow's theory is the one of the theory of motivation
which states that the compulsion of satisfying needs is the most important factor in
motivation (Homburg, 2016). For example, Adidas supply their employees according to
their needs and wants. In order to support the physiological needs of the employees they
pay well to their employees, supply food and beverages at workplace, and provide
rotational shifts facilities in order to live their social life and personal life as well.
Different HR processes which support the management people
HR working in an organization are most important resource of the company. The main
responsibilities of HR managers are staffing, setting policies regarding compensation and perks,
training and development, retention of efficient employees, employment laws and protection.
Other things includes develop skills in managing the business activities, teach them to build trust
among teammates, clarify the situations at which point the employees can seek help from their
senior management etc.
The HR management process which support the management peoples are as follows:
Performance management review: It is a process by which the employees of an organization
and managers work together to plan, observe and review an employee work objectives and their
contribution toward the organization. It is a continuous process of planning, training and
reviewing their performances. The benefits of performance management system include: Consistency: The selection of employees for the promotions, transfers and any other
actions should be consistent in nature. Right person at the right place is the basic
requirement for the profitability of organization. Motivation: It is a process of encouraging employees and their actions to accomplish the
goals of an organization. In the work goal context the stimulating part of people’s
behaviour is the psychological factors which includes desire for money. High morale of employees and their retention: Highly motivated employees are more
loyal towards the organization so that management will have success in retaining
employees. In addition, the morale also improves by creating the work place more
pleasant which increase the productivity of employees.
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 Training needs: With the efficient performance management system the managers are
able to evaluate the performance of the employees and spot the employees who requires
further training towards the completion of organizational tasks.
360 Degree appraisal: In this process the employees' performance evaluation is based on the
opinions of their subordinates, colleagues, clients, partners etc. It involves the involvement of
views and opinions of colleagues, managers and direct reports which gives a 360 degree
feedback about the employees. Through this process, company is able to provides universal
picture of every employee by considering different aspects into account. Along with this, it
increases reliability of the information as it is collected through different mediums and the
reviewer is easily able to detect the biases (360 Degree performance appraisal, 2020). Promotes
motivation and communication by involving the over all employees of organization in
evaluation process.
Moreover, taking feedbacks from clients about the services offered by the employees of
an organization improves customer service and the organizations image. The development of
new skills and behaviours are one of the major aspects of this method (Karkoulian, 2019). This
includes the improvements in current strengths and developing new skills which effects
positively in an organization. Taking the role in employees own development, the involvement
of employees in feedback process also increases.
RECOMMENDATIONS
From the above understanding there are few suggestion that company or its management
can considered in order to overcome contemporary issue related to people management for
achievements of company goals. Therefore key suggestions to resolve issue and effective
manage diverse people are as follows:
 Firstly, companies such as most of the organisation are unable to retained talented
employees within organisation that resulted in high turnover rates and impact adversely
on brand image of firm. Therefore management needs to make employees happy and
satisfied by providing them competitive salary, wages, good working environment and
training and development so that they are motivated to be part of organisation for longer
time frame (Homburg and Vogel, 2016).
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 Secondly, Human resource manager needs to take feedback from customers, promote
open communication so that they can easily share their innovative ideas and learn things
or method to complete the task in most effective manner. All this will helps company in
influencing employees to effective adapt external change so that organisation can grow
and sustained.
CONCLUSION
It can be concluded from above report that people are most important resources of
organization as they helps in converting raw material into finished products so that valuable
services can be renders to customers. Therefore, Hr manager needs to find new and better
strategies to make them happy and satisfied so that they are ready to give their best for growth
and expansion of firm in domestic as well as international market. It has been learned that 360
appraisal and performance review helps manager in improving overall performance and
productivity of employees. At last it can be summarized that human resource manager through
putting hard efforts, time is able to manage diverse individuals and contributed in achievements
of end goals.
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REFERENCES
Books and Journals
Armstrong, M., 2016. How to manage people. Kogan Page Publishers.
Baratashvili. I. 2019. HR MANAGEMENT INNOVATION. European Science Review. (9-10).
pp.77-80.
Ciulla. J. B. 2020. The importance of leadership in shaping business values. In The Search for
Ethics in Leadership, Business, and Beyond (pp. 153-163). Springer, Cham.
DeNisi. A. S. and Murphy, K .R. 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3), p.421.
Dugan, J. P. 2017. Leadership theory: Cultivating critical perspectives. John Wiley & Sons.
Griffin, R.W and et.al., 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Homburg. F. and Vogel, R. 2016. Human resource management (HRM) and public service
motivation (PSM). International Journal of Manpower.
Jon, T .J. 2017. Channel for decision making-What a Talent Manager Should Do In
Practice. Asian Institute of Knowledge Management. 3(2). pp.6-6.
Mathur. A. 2019. Impact Of 360 Degree Appraisal Technique: An Empirical Analysis. Journal
of the Gujarat Research Society. 21(16). pp.2301-2310.
Nankervis. A and et.al., 2019. Human resource management. Cengage AU.
Sofie. F. and Fitria. S.E. 2020. Identification of Human Resource Management Functions in
Medium Businesses. Almana: Journal Manajemen dan Bisnis. 4(1). Pp.137-142.
Szabla, D. B and et.al., 2017. The Palgrave handbook of organizational change thinkers.
Palgrave Macmillan,.
Online
360 Degree performance appraisal. 2020. [Online]. Available through:
<https://blog.kenjo.io/how-to-implement-360-degree-performance-appraisal>.
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