People Management Report: Skills, HR, and COVID Impact

This report, prepared for the MG411 Introduction to People Management module, analyzes various facets of people management within the context of the retail market, specifically focusing on TESCO. The report begins by exploring the essential knowledge, skills, and behaviors required for effective people management, including team building strategies based on Tuckman's model and motivational theories like Maslow's hierarchy. It then delves into the evaluation of HR processes, examining performance management techniques such as goal setting, control theory, social cognitive theory, 360-degree appraisals, self-appraisals, and subordinate appraisals. The report also addresses contemporary issues faced by line management, particularly the impact of COVID-19 on training, development, leadership, and compensation. The report concludes by synthesizing the key elements of effective people management and highlights the importance of adapting strategies to address current challenges.

INTRODUCTION TO
PEOPLE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................5
TASK 3............................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management refers to the Human Resource Management in which managing of
people in an organization which is concerned with many processes like motivation, direction,
training and growth of the organization as well as to their employee. In this report it is discussed
about making a depth analysis of tools and techniques which need to use for managing
workforce in any type of organization here the chosen retail market is TESCO. There is analysis
of contemporary issue which is COVID which is faced by line management. In this report, it is
going to be demonstrated about the understanding of the knowledge skill and behaviour which
can create effective people manager (Weinberger 2018). There is also discussion about the HR
processes, performance management of people who are at work. There is also understanding of
compensatory issue which are facing the line managers relating to people management.
MAIN BODY
TASK 1
KNOWLEDGE, SKILL AND BEHAVIOUR FOR THE EFFECTIVE PEOPLE
MANAGEMENT
There are some of the specific knowledge, behaviour and skill which are required for
effective people management. There is need of proper implementation of certain skills some of
the skills set in context of TESCO for people management purpose are discussed further.
TEAM BUILDING
Team building is the process which requires the high skill to make a effective team which
can perform effectively for the organization here, TESCO. For creating effective team, there is a
model which can be used which is known as Tuckmen's team development model. In this
Tuckman’s team development model there are different steps which management need to follow
for the development of effective team (Peters and et. al., 2020).
Stage 1- Forming
It is first stage for the team development in which each and every member of the team get
to know each other. In this stage each and every team member have their some expectations and
many excitement which is related to the team development. Here, in this COVID situation,
TESCO needs to make some team which can help them out for achieving different goals. In this

stage everyone's role is not clear that which type of work an individual need to do in this team to
achieve the goal. The team leader need to direct their team member in this stage
Stage 2- Storming
After the forming stage, this one is the second stage for the effective team development in
which the excitement has been finished and there are many conflicts between the team member.
Here the team leader need to solve out there problems and conflicts. TESCO needs to have a
such team leader which one is able to resolve such conflicts and make them a team. In this stage
every individual of team feels that the team is going to break (King 2016). Here, the work of
Team Leader is to make them a team and to help each other to perform well as a team.
Stage3- Norming
In this stage each and every conflict has been resolved. All the team member get friendly
with each other and support each other works to achieve the team goal. In this stage there is no
need of team leader to make them bond with each other. Now they are able to get the decision by
themselves (Kong 2016). In context to TESCO this can be a strong commitment which can help
in achieving the team goal. This stage can be used by the TESCO in this COVID situation, which
can lead them to get a effective team which are able to make the effective decision to achieve the
goal.

Stage 4- Performing
This stage gives you the better result. In context to TESCO, this stage can be beneficial in
creating the strategy, increasing the the productivity and also this can take the organization on a
whole new level. This is the stage when team is able to take their own decision help each other to
get the best result for achieving the goal (Silva and et. al., 2016).
MOTIVATIONAL THEORY
Motivation refers to the creating energy for doing work with high performance which is
able to give the better result. Maslow's hierarchy of needs which is going to discuss further.
Physiological needs- It is known as the basic need for human which is food water and
shelter Without Face any individual is not able to survive. This is the one which is very
necessary for the human which are having the ability to keep alive the one.
Safety- In this COVID situation, TESCO can give their employee some safety which is
related to the COVID, which lead to the motivation to work well in this economic crisis (Ekbia,
H.R. and Nardi B.A., 2017). This refers to create the trust in the employee of the organization
which can help in increasing the productivity and their performance too.
Love and belongingness needs- Such types of needs are related with the colleagues,
friends, family and personal relationship which need to be fulfill. Here, TESCO created friendly
workplace where this needs can be easily fulfilled.

Self esteem needs- In this COVID situation, TESCO is working very hard so the
organization is appreciating each and every one of the their employee and giving them the feel
of respect which motivate their employee to perform well (Mutebi and et. al., 2020).
Self actualization- In this person is able to develop some personal creativity or learning
which TESCO is giving them opportunity by providing such work which can inspire them to
achieve their objectives, personal or as well as professional.
TASK 2
EVALUATING HR PROCESSES FOR EFFECTIVE PERSON MANAGEMENT
Performance management review
It is the concept of managing the human resources in an organization. This is one of the
continuous process in which there is identification, measurement and development of individual
performance this is the overall performance of the organization. There are three different Basic
concept which are taken into consideration for the effective process of performance market are
discussed further.
Goal setting theory
In the TESCO use the the specific goal which is for this situation in today's time in which
it can focus on creation of strong situation which can be very crucial for the achievement of
objective. TESCO has pointed out some of the formal participation which is created by aiming
the target of power for the goal,

Control theory
Most of the performance management techniques which are not able to focus on the
feedback. They need to focus on their own feedback which can assist them to focus on negative
things in the business or organization (Gionchetti and et. al., 2017).
Social cognitive theory
In this person is able to perform higher for achieving high level goal which is laid down
by top management. In this it mainly focuses on difficulty level of goal which can make their
employee to perform better for achieving the goal which leads to high productivity along with
high profitability. In this organization is focusing on to get insured at their employer contributing
their best for the organizational goal.
360 degree appraisal
In this appraisal technique in which there are different person who are able to provide
feedback either from their customer, co-worker, staff member, supervisor and so on. This is used
for both senior or middle level of employees which are the members of the organization. In this
appraisal technique there are many people who are able to give feedback like your family
member, office workers, friends and relatives too. This relates with overall behaviour which is
able to gives you the positive as well as negative feedback which is alos depends on the time of
feedback. Like anyone is having the bad mood then it can give some negative feedback which is
not when that one is in good mood. So, it can be said that there are many reasons which can
affect the 360 degree appraisal which can’t provide the actual feedback sometimes and can’t be
concluded as totally wrong. There are be debate on it which can go longer (Notarnicola and et.
al., 2017).
Self appraisal
It is the opportunity which are offer to employee for analyzing their own weakness and
strength which are able to affect the work performance in the organization. It is one of the

traditional path uses of the 360 degree appraisal in which the performance and responsibility are
treated by the employees. This help in self improvement in the employees without taking any
efforts by the management which is one of the good technique for the self as well as
organizational growth and development.
Subordinate appraisal
In this type of appraisal there is offering a chance for judging the employee on the basis
of several parameter like delegation work, leadership, quality, teamwork etc. Internal customers
which can help me in selecting the correct feedback which is helpful in assessment of employee
ability with their subordinates. It is also helpful in the teamwork.
TASK 3
CONTEMPORARY ISSUES WHICH FACED BY LINE MANAGEMENT FOR PEOPLE
MANAGEMENT
Training and development
In this current situation of COVID, company is not able to train their employee due to
maintaining the social distancing. So, in this time training is getting virtual and whenever there is
chance, TESCO is trying hard to train their employee which is related with this current situation
COVID. This can help in creating production and avoiding the virus to save their customers.
According to Rodger, need and want to according to learning type where experience is
provided to a person which can enhance their learning power personal involvement can make
self evaluation which allows them to understand effect of learning (Roffi and et. al., 2015).
Theory of reinforcement
This refers to the learning behaviour of a person which suggests to give their highest
positive outcome which is associated with this theory which can help in development of several
techniques and is related with the human resource practices. There are different types of reward
which can generate in the TESCO which consisting of reward for certificate, for promotion, for
raise in salary so this can generate the positive result.
Leadership development
Some of the theories are there which can be used by the leader in this current situation of
COVID by the organization of TESCO which can focusing on the leadership theory which are
mention father.

Contingency theory- This theory refers to the focusing way in which there is no
leadership style and are applicable in all situations which can influence the particular situation in
this COVID. To manage the team the manager, team leader or any supervisors need to follow
their leadership style or either develop some leadership style which can help in growing the
leadership development which can lead fro high performance.
Compensation and benefits- In this COVID situation, many companies are struggling to
build up their business again. In context to this, compensation is the one of the best structure for
employee. This can help the TESCO to building up the trust in their employee which can help in
giving motivation and leads to high performance from the employee and can have the high
productivity along with profitability. Salary it said to be one of the most important factor for the
employee. There is need to create a system of reward to their employee to motivate them and
employees which are having the lowest salary there can be also some incentive programs which
is able to share the bonus are there and chance of win-win program for the employee along with
the company.
CONCLUSION
From the above report one is able to know about all the different associated practices
which are required in the process of employee management within an organization. There is need
to understand the knowledge, skill and behaviour of the employee to assign such work in which
they are better or can perform well. There is the discussion about the evaluation of HR key
process which can help in to manage the people at work. There is also the discussion about the
contemporary issues which is due to COVID which is facing by the different line managers.
Through this report one is able to get the motivation theory which helps in motivation the
employee to give good performance.

REFERENCES
Books and Journals
Weinberger 2018. Having a creative day: Understanding entrepreneurs' daily idea generation
through a recovery lens. Journal of Business Venturing, 33(1), pp.1-19.
Peters and et. al., 2020. Understanding the emerging coronavirus: what it means for health
security and infection prevention. Journal of Hospital Infection, 104(4), pp.440-448.
King 2016. Organizational behaviour. Oxford University Press.
Kong 2016. Understanding fashion consumers’ attitude and behavioral intention toward
sustainable fashion products: Focus on sustainable knowledge sources and knowledge
types. Journal of Global Fashion Marketing, 7(2), pp.103-119.
Silva and et. al., 2016. The role of policy labels, keywords and framing in transitioning waste
policy. Journal of cleaner production, 115, pp.224-237.
Ekbia, H.R. and Nardi, B.A., 2017. Heteromation, and other stories of computing and capitalism.
MIT Press.
Mutebi and et. al., 2020. Organisation size, innovativeness, self-organisation and inter-
organisational coordination. International Journal of Emergency Services.
Gionchetti and et. al., 2017. 3rd European evidence-based consensus on the diagnosis and
management of Crohn’s disease 2016: part 2: surgical management and special
situations. Journal of Crohn's and Colitis, 11(2), pp.135-149.
Notarnicola and et. al., 2017. The role of life cycle assessment in supporting sustainable agri-
food systems: A review of the challenges. Journal of Cleaner Production, 140, pp.399-
409.
Roffi and et. al., 2015 ESC Guidelines for the management of acute coronary syndromes in
patients presenting without persistent ST-segment elevation: Task Force for the
Management of Acute Coronary Syndromes in Patients Presenting without Persistent
ST-Segment Elevation of the European Society of Cardiology (ESC). European heart
journal, 37(3), pp.267-315.