Introduction to People Management: Key Skills and Processes Explored

This report provides a comprehensive overview of people management, exploring essential skills, human resource processes, and contemporary issues. It begins with an introduction to people management, emphasizing the importance of employees as a key resource for organizational success, using Tesco as an example. The main body delves into crucial skills, knowledge, and behaviors required for effective people management, including team development stages (forming, storming, norming, performing) and the application of Maslow's hierarchy of needs for employee motivation. The report then examines human resource processes, such as performance reviews, goal setting, control theory, and 360-degree appraisals. Finally, it addresses contemporary issues in people management through line management, including training and development, leadership development, and compensation and benefits, all while considering current challenges like the COVID-19 pandemic. The report aims to provide insights into managing people effectively to achieve organizational goals and enhance employee satisfaction.

INTRODUCTION
TO PEOPLE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Skills, knowledge and behaviour for people management. ........................................................1
Human resource process for effective people management........................................................4
Contemporary issue faced in people management through line management............................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
An organisation is a basic structure which comprises of various limited resources. People
as a resource is an important resource as they are the one who is responsible to covert given
resources of an organisation to productive outcome by their dedicated work enabling profit
maximisation for business firm and initiating self growth. A proper workplace is been set up by
organisation to ensure satisfaction of it's employees to maintain positive attitude of employees
towards the organisation (Cabassa and et. al., 2017). In general terms people management refers
to management of human as resource working together towards achievement of pre decided
goals and objectives of organisation. It helps organisation is many ways as it helps in cost
reduction techniques as it avoids duplication of work and also ensures the positive overview of
it's employees working in an organisation. With reference to TESCO, it's one of main objective
is to provide best working environment to it's employees with aim to extract two times of there
ability, it also lays importance for effectively manage the efforts of the people as a resource, that
ultimately helps in establishment of companies reputation in marketplace.
MAIN BODY
Skills, knowledge and behaviour for people management.
There are various aspect of people management which is based on knowledge, behaviour
and skill which is essential for effective management of people. This set of action require skill
for better implementation, in which some are discussed in context with TESCO, which is retail
hub of UK where effective people management are shown:
Stage 1: Forming: It is major step which is require in the development of team (Chen
and Wang 2018). This is essential to create coordination and relation between team member for
effective task orientation. In this every team member have their need and wants which all depend
on the team development. As per present situation, the COVID-19 is arises, in the context with
TESCO require theory of team development which help the member and other team to achieve
the objectives of organisation. In this the role of team to complete their task and provide
effective measurement to organisation in such a way which create positive impact in firm and
also help in development of team and team member. The responsibility of a leader is to
coordinate their team and achieve the given objective in short duration of time.
1

Stage 2: Storming: This stage is about barrier and conflict which is usually driven
between team. This conflict and short issue mislead the team and distract from goals of
organisation. As per this team leader play a vital role to retaliate the issue and conflict which is
happing in team (Dunne and et. al., 2019). In the context with TESCO, a good leader is essential
to handle this type of situations. Team leader must create a positive environment by resolving the
issue and create a proper communication within team to achieve the given goals.
Stage 3: Norming: This stage demonstrate about the problem is being resolved and team
member are show their potential within organisation by communicating and coordination. This
environment help the organisation and team to their the goals. In the context with TESCO, it is
defined as perfect tool to in this current situation. This help to lead team in such way which
provide the clear observation of market and help him to take decision.
Stage 4: Performing: In this the result is being observed which is effective and
extraordinary. In the context with TESCO this help to initiate new plan and strategies. Which
help to enhance the productivity (Hopping and et. al., 2018). Which can create an advantage for
organisation to achieve objective and also help team and leader to take effective decision.
MOTIVATION
Maslow theory of motivation is a theory generally applied in the organizations in order to
measure level of motivation and need of the employees. The theory is placed under a hierarchy
which flows from bottom to top having different needs at different levels. It starts from
psychological needs followed by safety, social, esteem and ends at self actualization need. All
stages are discussed below:-
2

Psychological: This is stage from where the hierarchy starts. It is the basic need which
everyone wishes to fulfil. It includes wishes such as food, air, house, shelter,etc. This is the
primary need of every person surviving on the planet and all other needs comes after the
fulfilment of the psychological need.
Safety: Safety is placed second in hierarchy which comes after fulfilment of
psychological need (Moyana 2018). This covers needs such as job safety, health security, safety
and security of family, financial security, etc. To meet out these needs a person works and earns
money to secure himself as well as the family from various threats.
Love/Belonging: This need consists of love and feeling of belongingness which a person
seeks from his peer group or from surrounding. This need arises when one safes and secures
himself and his family in the society. Here person makes some personal or societal relations
within society. A person goes for this need because he or she wants to wipe out feelings such as
loneliness, depression, separation, etc. since everyone wants to be loved and recognized by
society so tries to fulfil this need. It is placed after the fulfilment of basic needs such as food,
shelter, safety, security,etc.
Esteem: When one gets love and feeling of belongingness from society then next need
arise it to get respect. some appreciation by the society for work done by him in any of the field
not limited to the job area (Riis and et. al., 2019). A person tries to gain self respect and
3

achievements at this stage. The esteem need comprises of two needs, one is lower and another is
higher. Lower is adopted by person when he or she needs to get respected by others. Attention is
gained by society here. Whereas, the higher level of need is made up of the component self
respect. Self confidence, freedom, in dependency is required by an individual here.
Self-actualization: This is last need in according to hierarchy which an individual
attains. Here bucket need of a person get filled and after attaining this an individual does not
posses any need further (Stewart and et. al., 2017). Here person identifies his full potential and
makes use of it. What one wants to achieve in life is achieved at this stage. This is top of the hill
out of which a person did not thinks of getting more. To place foot at this stage one needs to
fulfil all the four stages first then only he or she can attain need of self-actualization.
Human resource process for effective people management
Performance review: It is defined as the management procedure which is used to handle human
resources management in an organisation. This is a continuous process which is based on
identification, management, development of particular individual which help to enhance
performance of firm (Teljeur and et. al., 2017). Generally, in this the three major step or
consideration is used for effective performance within organisation.
Goal setting theory: As per the context with TESCO, is defined as firm has their own essential
goals which they focus for achieving this. The selected firm must be take care of their target
audience which is essential because their main aim is to create a hugs customer base and
formulate more revenue and profit.
Control theory: This is about the performance of employee within the organisation which is
must carried and focus by management. In which management play vital role in development of
firm with the help of employee by providing them regular feedback. Which help employee to
focus on their goals.
Social cognitive theory: This theory is about employee have maximum potential and they can
reach the organisation goals and this is managed by top management. This theory focus on the
major of trouble faced by employee while achieving the goals. In which the management provide
effective way to employee as in such a way where they can achieve the goals. In this the
enhancement of productivity and high rate of profitability is mentioned. This contribution help
firm to achieve organisational objectives.
4

360 degree appraisal: The 360 degree techniques is used to provide feedback from employee
side which may include colleagues, supervisor and many more. This also help in self evaluation
by the employee. These type of feedback also include the feedback from external resource who
communicate with employee (Zhang and et. al., 2019). Which may be customer and supplier or
stakeholder in minimum cases. This help to provide the feedback of employee behaviours form a
point of view.
Self appraisal: This appraisal system state that the employee itself analyse their weakness and
strength. This help the employee to know the factor which affect him while doing task or other.
Employee must know their weak area and try to improve and provide the effective work within
team. In this raise of potential is high while eradicating weak point. This help in self
improvement and active to take new responsibilities as per aspect with employee. This approach
is relevant and effective for the development of organisation and team.
Subordinate appraisal: In this type of appraisal there is chance is organized in such a way to
judge the employee on various aspect like work, leadership, quality of work, coordination within
team and many more. This approach help in assessment of employee to be a involve in team and
create the teamwork approach. This allow him to give contribution in development of team and
selected firm.
Contemporary issue faced in people management through line management
Training and development: Training and development is defined as process in which polishing
and create learning for new approach which help to employee while they doing task and other
activities which is related with organisation (Currie-Alder and et. al., 2019). This is present
condition, due to COVID-19 many of organisation could not start their training and development
programme because of government guidelines. So, training and development are held by taking
technological support and initiate the program virtually. In this, TESCO trying to train their new
employee with help of this. Now day this approach is useful and effective to learn thing while
taking risk of life.
According to Rodger, experience is gain by employee which help him and enhance the
learning power and personnel and also help to employee for self evaluating and develop lot of
skill and knowledge for effective work.
Theory of reinforcement: This is set of learning behaviours of a person which have their
positive and highest overview of learning. This is generally associated with the development of
5

several tool which help in human resource practice (Astvik and et. al., 2020). There are vary
various type of rewards which help in formulation of TESCO which comprise of certification,
for promotion and the salary increment that provide him positive results.
Leadership development: Many of theories which is used by leader in development of team. In
current situation, TESCO focus on the leadership theory which is contingency theory. This
theory defined a that there is no leadership trait or style which is applicable in all condition as
aspect with COVID-19. To handle the team, team leader must supervise their style which is
develop the growing development of high performance.
Compensation and benefits: In the present situation, number of organisation are struggling to
raise profit and enhance the growth of company. In this context, compensation is the only
method to create the best structure within organisation in preference with employee. This help to
develop trust value in various form with TESCO (Thuan and et. al., 2016). This help to provide
rewards system within employee to motivate them for work. In some organisation incentive
program is very useful to motivate employee for extra work if they are getting paid for that work.
This help the organisation and employee to achieve organisational goals.
CONCLUSION
As per the above discussion, there are various practice of people management which is
associated with the employee management in an organisation. So, the skill, knowledge and
behaviours must be in a way which help to perform well. In this HR processes are mentioned
which is useful an work as key factor in organisation. In an organisation there are various
contemporary issue which is faced by number of people in management and resolve by team
leader of manager.
6

REFERENCES
Books and Journals
Astvik and et. al., 2020. Reasons for staying: A longitudinal study of work conditions predicting
social workers’ willingness to stay in their organisation. The British Journal of Social
Work, 50(5), pp.1382-1400.
Cabassa and et. al., 2017. Peer-based health interventions for people with serious mental illness:
a systematic literature review. Journal of psychiatric research, 84, pp.80-89.
Chen, Y.C. and Wang, Y.J., 2018. Application and development of the people capability
maturity model level of an organisation. Total Quality Management & Business
Excellence, 29(3-4), pp.329-345.
Currie-Alder and et. al., 2019. Building climate resilience in Africa & Asia: lessons on
organisation, management & collaboration from research consortia.
Dunne and et. al., 2019. The benefits of yoga for people living with HIV/AIDS: A systematic
review and meta-analysis. Complementary therapies in clinical practice, 34, pp.157-164.
Hopping and et. al., 2018. Linking people, pixels, and pastures: A multi-method,
interdisciplinary investigation of how rangeland management affects vegetation on the
Tibetan Plateau. Applied Geography, 94, pp.147-162.
Moyana, M., 2018. Perceived enablers of upward mobility of female employees in a financial
services organisation (Doctoral dissertation, University of Cape Town).
Riis and et. al., 2019. Governance of Projects: Generating value by linking projects with their
permanent organisation. International Journal of Project Management, 37(5), pp.652-
667.
Stewart and et. al., 2017. Guidance to manage inappropriate polypharmacy in older people:
systematic review and future developments. Expert opinion on drug safety, 16(2),
pp.203-213.
Teljeur and et. al., 2017. Economic evaluation of chronic disease self‐management for people
with diabetes: a systematic review. Diabetic Medicine, 34(8), pp.1040-1049.
Thuan and et. al., 2016. Factors influencing the decision to crowdsource: A systematic literature
review. Information Systems Frontiers, 18(1), pp.47-68.
Zhang and et. al., 2019. Improving the innovation ability of engineering students: a Science and
Technology Innovation Community organisation network analysis. Studies in Higher
Education, pp.1-15.
7