MG411: Introduction to People Management Report - Analysis of Issues

This report provides an in-depth analysis of people management, addressing contemporary issues faced by line managers in the context of a changing workforce. It examines the essential knowledge, skills, and behaviors required for effective people management, emphasizing communication, decision-making, and planning. The report also explores the HR processes and support management systems crucial for performance management, including clear communication of goals, performance management systems, feedback mechanisms, and regular meetings. The impact of COVID-19 on management practices and employee expectations is considered, highlighting the need for adaptability and strategic approaches to retain and motivate employees. The report concludes by summarizing the key findings and emphasizing the importance of proactive people management for organizational success.

INTRODUCTION TO PEOPLE
MANAGEMENT
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Contemporary issues face by line management in context of people management....................3
Knowledge, skill and behaviour that are need for effective people manager..............................4
HR process and support management require for effective performance management..............6
CONCLUSION................................................................................................................................7
2

INTRODUCTION
People management is process of training, motivating and directing employees to make
optimum use of their existing capabilities, knowledge and skills for growth and development of
company. Human resource manager is responsible for managing people in the organisation as it
recruit, select and retained talented employees within firm so that all task can be smoothly
completed. The manager ensure that people are provided with appropriate training and
development program so that they are aware of the way particular task can be completed. In
recent scenario with impact of covid-19, the manager is facing issue pertaining to effective
management of people. Expectation, belief and values of people have changed they wants to be
part of organisation that priorities activity in ensuring their health and well being. So the report
has covered key information related to contemporary issue face by line management, knowledge
and skills need for effective people management and HR process to be followed for performance
management.
Contemporary issues face by line management in context of people management
In current scenario, line manager is facing wide range of contemporary issue such as
managing the diverse workforce, changing value of workforce and demand of employees and
recruiting and retaining high talented individuals within firm. Covid-19 has resulted in changing
the method in which company operate its function as well as duties, as now it has to take care of
maintaining social distancing among the people (Chemuturi and Chemuturi, 2020). Therefore,
the different challenges that the line manager is facing while managing range of talented, skill
and knowledgeable employees in the organisation are as follows:
Changing value of workforce: Most of the younger generation workforces are more educated
and qualified, have talent to complete task thereby they mainly prefer challenging and difficult
jobs. They like to be part of organisation that provide them respect, recognition and value for
their hard work and determination. Moreover they have high expectation and values therefore Hr
manager face difficult in meeting their changing values and preferences to much extend which
result in losing talented employees.
Diverse workforce: It can be stated that the large organisation have wide range of people belong
to different culture, belief and preferences are working together as team for achievements of end
goals. The line managers are facing issue pertaining to managing the diverse workforce as they
have different preference and belief thereby it is unable to plan appropriate strategies that could
3

be used to coordinate all of them. With diverse workforce the chance of conflict between
employees have increase to much extend in term of difference in their view points, feeling and
behaviour (Garcia-Zamor, 2019). Thereby line manager are facing issue in coordinating or
handling the conflict between people and motivating them to work as team for achievements of
end objectives.
Employees demand or expectation: With increase in number of companies operating in
external environment, people have plenty of opportunities to get employment in any reputable
organisation. So they expectation related to reward, recognition, working environment and other
benefits provided by the organisation has increased. They not only wants monetary benefits but
also desired to have work life balance so that they live stress free life. Employees also expect
promotion and development of skills, knowledge and capabilities to achieve higher success in
future circumstances. Thereby the line managers are facing in identifying and fulfilling all
changing demand and expectancy of employees.
Introduction of new technology: There are huge developments and changes in technology that
has enforce company to make use of new technology to delivered better services to customers.
Line manager are facing challenge related to adapting new and innovative technology in order to
recruit employees, or measure and monitor their performances (Jyoti, 2019). All thus has lead in
wasting of lot of time in recruiting and measuring actual performance of employees that are
working in the organisation for achievements of common objectives.
Change management: Another most important key contemporary issue faced by line manager is
implementing the change within organisation as there are various employees that resist to adapt
to same due to lack of knowledge and threat to loss job. Line manager is not able to find
appropriate strategies that could be useful in motivating individuals to adapt to change for better
outcome. Therefore high resistance from employees pertaining to adaptation of changes is
challenge for line manager in managing people and leading the growth of organisation.
Therefore all these challenges that are face by line manager while managing people has
to be overcome so that company can retained highly talented, qualified and experience
individuals within firm.
Knowledge, skill and behaviour that are need for effective people manager
People manager require several skills, knowledge and behaviour to manage range of
people in the firm or motivate them to enhance their overall performance and productivity so that
4

company can gain competitive advantages in external environment. People manager plan,
organise, staff and coordinate range of people to work as team for accomplishment of end goals.
It is also responsible for resolving the conflict that are arising between several individuals
through identifying alternative method for smooth operation of business. They should have
special capabilities, understanding of taste and preferences of individuals in order to motivate
them to work for benefits of organisation (Cobos Caballero, 2019). Therefore, the key skills,
knowledge and behaviour that are required by people manager can be illustrated as follows:
SKILLS
Communication skills: It is the foremost skills that need to be present in the people manager to
manage people as through effective communication it can easily share innovative and creative
idea to range of individuals that are working in firm. It helps in building and maintaining strong
relationship with people through effective understanding and communicating with each other.
Decision making: Another skills that need to be present in people manager or HR of company is
decision making as it need to have capability to take decision related to recruit, retained and
training and development of employees (Brewster and Cerdin, 2018). Effective ability to take
quick decision will contribute in influencing other to follow its command and order while
completing their respective task in the firm.
Planning skills: Moreover it has been learnt that people manager also require planning skills in
order to plan actual or total number of human resources that will be require to complete
particular task in best possible manner. Planning skills also helps in planning task and
responsibilities need to be delegated to particular individuals so that it can easily complete and
contribute in growth and success of firm.
KNOWLEDGE
The people manager also require some knowledge related to people management to
retain talented and hard working individuals in the firm for longer time frame. Knowledge that
needs to be present in people manager are as follows:
Technical knowledge: The manager must have technical knowledge or the way new technology
can be used to recruit, manage people performance in the organisation. Likewise through
information technology the manager can easily collect data pertaining to individual’s
performance and productivity. Thereby plan alternative steps to enhance their overall
performance for benefits of firm (Tseng and Levy, 2019).
5

Employee’s expectation: Secondly the people manager should have knowledge pertaining to
employee’s expectancy, its needs and wants to plan method or strategies that could be used to
meet the same. Understanding employee’s expectancy contribute in making each and every
individual happy and satisfied thereby leading maximum productivity and profitability in the
firm.
Legal laws: Furthermore the human resources or people manager should have sufficient
knowledge related to legal laws that are formulated by government. Likewise the employment
law, health and safety law and discrimination or equal pay law need to be followed by manager
while performing its task (Tseng and Levy, 2019).
BEHAVIOUR
Positive attitude: The people manager must have positive attitude as there are various negative
circumstances or difficult situation that it need to handle and motivate other people to stay
positive. Thereby positive attitude will contribute in making all individuals motivated and
effective handling the situation in best possible manner (Kasemsap, 2017).
Patience: Another behaviour that needs to be present in people manager is patience as it need to
patience handle the bad situations for better outcome. Likewise it need to patience think about
method that could be used to resolve conflict and coordinate people towards organisational
objectives.
HR process and support management require for effective performance management
Hr process and support management contribute in effective management of performance
of individuals within firm thereby leading more and more benefits to company. The different
process and support management for performance management of employees that are working in
firm can be stated as follows:
Clear communication of goals and objective of company: It is one of the best methods that
could be used by manager to enhance overall performance of each and every individual that is
working within organisation. HR in its process through clearly communicating the goals,
objectives and task and responsibilities that need to be completed by particular employees is able
to reduce amount of wastage of resources and increase performance of employees to maximum
extend (Ellis and et.al., 2017).
Utilisation of performance management system: In order to manage the performance of each
employee’s that company or Hr should make use of performance management system. As it
6

helps in recording actual performance of individuals thereby finding individuals that have work
hard and need to improve so that company can gain competitive advantages. Moreover, this
software contributes in overall growth and development of employees in terms of their existing
skills, capabilities and knowledge for fruitful outcome.
Offer frequent performance feedback: The support management needs to take continuous
feedback from employees regarding the working condition in order to know several challenges
that they might facing while working and the way they can be eradicated. Feedback helps in
knowing their innovative and creative ideas thus the manner in which their existing skills,
capabilities can be effectively utilised for attainment of end goals of firm. So feedback along
with supportive working culture will contribute employees in enhancing their existing
performances.
Set regular meeting: Moreover, it can be stated that HR process and support management need
to held or set regular meeting at specific interval to know about overall performance that an
individual have made during particular time frame. Meeting contribute in motivating employees
to opening share its idea, perspective and points of view that can be fruitful for the organisation
(Diamantidis and Chatzoglou, 2019). They started feeling important or valuable part of
organisation thereby ready to give their best or make optimum utilisation of their skills and
knowledge for benefits of firm. In meeting the manager may also discuss about the future action
that company is planning to undertaken in order to enjoy more profit margin and sales volume.
Thereby it can be stated that manager through providing appropriate support and
guidance to employees related to the way particular task is able to develop their confidence level
and enhance their performance. They get familiar related to the way activities can be completed
with minimum mistake so that end outcome can be achieved. Manager through providing
appropriate training to individuals related to the way task need to be completed is able to
improve their performance thereby company is able to yield maximum benefits (Brewster and
Cerdin, 2018). So, Hr process and support management lead in effective performance
management in the firm and helps company in retaining competitive advantages.
CONCLUSION
From the above report it can be concluded that personal management helps company in
reducing employees turnover thereby it has sufficient individuals to delivered quick and efficient
services to customers. Furthermore it has been learnt through analysis that Hr manager or line
7

manager are facing wide range of challenges due to continuous changes in external environment.
Therefore, line manager need to continuous monitor external environment or changes that are
happening and adapt the same for benefits of firm. At last it can be summarised from above
understanding that Hr process and support management contribute in managing and handling
people and enhancing their performances.
8

REFERENCES
Books and Journals
Brewster, C. and Cerdin, J. L., 2018. The management of people in mission-driven
organizations. In HRM in Mission Driven Organizations (pp. 1-13). Palgrave
Macmillan, Cham
Chemuturi, M. and Chemuturi, V., 2020. 1 Introduction to People Management.
Cobos Caballero, A., 2019. Introduction to Management. Practicals.
Diamantidis, A. D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance
Management.
Ellis, A.M and et.al., 2017. Newcomer adjustment: Examining the role of managers’ perception
of newcomer proactive behavior during organizational socialization. Journal of Applied
Psychology, 102(6). p.993.
Garcia-Zamor, J.C., 2019. An Introduction to Participative Planning and Management. In Public
Participation in Development Planning and Management (pp. 3-11). Routledge.
Jyoti, K., 2019. Green HRM–people management commitment to environmental sustainability.
In proceedings of 10th international conference on digital strategies for organizational
success.
Kasemsap, K., 2017. The role of business analytics in performance management. In Decision
Management: Concepts, Methodologies, Tools, and Applications (pp. 1224-1243). IGI
Global.
Tseng, S. T. and Levy, P. E., 2019. A multilevel leadership process framework of performance
management. Human Resource Management Review, 29(4). p.100668..
9