People Management: Issues, Skills, and HR Process Analysis Report

This report provides a comprehensive analysis of people management within organizations, using Marks & Spencer as a case study. It begins by identifying contemporary issues faced by line management, such as compliance with laws, leadership development, adapting to innovation, workforce training, and recruitment. The report then delves into the knowledge, skills, and behaviors required for effective people management, including personnel knowledge, active listening, critical thinking, and leadership qualities. Finally, it explains the human resource processes crucial for effective performance management, including planning, employee remuneration, performance evaluation, and employee relations. The report concludes by emphasizing the importance of people management in driving organizational growth and development, highlighting the impact of various factors on business profitability.

Introduction to People
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1. What are the contemporary issues face by the line management when it comes to people
management................................................................................................................................3
TASK 2............................................................................................................................................5
What knowledge, skills and behaviours are needed to be an effective people management......5
TASK 3............................................................................................................................................7
Explain the process of human resource for the effective performance management..................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management is defines as the management of employees within the organisation
with the motive of smooth running of business with the proper use of manpower in the
organisation. Employees are the backbone of the any department, they are enough capable to
achieve the business goal(Kelly and et. al., 2018). Human resource manager is the one who is
responsible for managing the people in the company and make effective use of it.
Marks&Spencer is the chosen organisation for this report, It is the British multinational
company, which is establish in London, England. This is founded by Michael Marks and Thomas
Spencer in Leeds. This report will cover the Contemporary issued face by the line management
when it comes to people management. It will also analyse the skills, knowledge and behaviours
that are needed for the people manager. Furthermore, It will explains the human resource
process that makes the effective performance management of the employees in the organisation.
TASK 1
P1. What are the contemporary issues face by the line management when it comes to people
management.
There are various issues which is faced by the line management in managing the
employees in the organisation. These issue hurdle the process and progress of the human
resources and slow down the growth of the company. process underpin and support management
when it comes to effective performance management Marks&Spencer is the leading company
in the retailing industry and faces various issue in the people management that are explain
below:
 Compliance with laws and regulation: there are certain rules and regulation which needs
to follow by every organisation with the consideration of effective functioning of all the
business activity and each employee in the organisation will feel safe and positive in the
work place. This will increase the working level of the employee and employee with give
their best in the achievement of the business goal. Marks&Spencer is the big organisation
which is also facing this issue in their business operation.
 Leadership development: It the essential attribute of the Human resource manager that it
should be good in leadership so that they can take charge of whole department with the
consideration of effective and efficient utilization of employees with in the organisation.

Marks&Spencer is concern with the large number of employees in the organization and It
needs good leadership quality for the proper utilisation of employees for best results.
 Management changes: When line manager make complete plan of their task-to-do for
their employees and the management declare the sudden change in their business style or
in operations. This will leads to create problem in the human resource management, they
have to make changes in their operation and train the employees according to the
requirement in the each department so that they can give their best to achieve the
business goal. Marks&Spencer also faces the management changes and human resource
make rectified plan for their better operations.
 Adapting to innovation: In the current scenario, Innovation is the only key to get success
in the competitive world. When company offers innovation products, It attract the large
group of customer and leads to generate higher profit with volume sale in the
organisation. Marks&Spencer offers exclusive products but sometimes people switch to
other brand and get better product there. This needs to changes the type or style of the
product for achieving higher sale.
 Workforce Training and development: It is the important issue which is faced by
employees in their workplace. Training is the essential aspect for the development of the
employees so that they can use their full potential to achieve the business goal.
Marks&Spence must focuses on training of the employee by providing seminars, learning
sessions in the workplace so that they can work effectively in their specific field.
 Recruitment of talented employees: Progress of the company is highly depends on the
employee contribution their skills and knowledge for the specific task in various business
operations. Recruiting talented employee with the various sources is the specialised task
of the human resource manger(VanGuilder, 2018). It can be done by taking various tests
and interview for choosing the potential candidate on the basis of their qualification and
skills I the required job role.
 Compensation: Marks&Spencer is high profit generating organisation and It this is the
duty of each line manager to provide fair remuneration to every employee on the basic of
their performance and responsibilities in the specific job role. When employee will get
fair compensation for their job, they will work with more motivation and dedication to

achieve the business goal and give their all the efforts to expand the market size of the
business.
TASK 2
What knowledge, skills and behaviours are needed to be an effective people management.
Human resource manger is the one who manage all the employees in the organisation
and recruit potential candidate for the specific job role. There are various attributes of the Human
resource manager that help in proper management of the people management that are explained
below:
Knowledge required for human resource manager
 Personnel and human Resources: This is the main area where the HR professional must
have good knowledge in all the aspect and areas of human resource so that manager cat
effectively with their best knowledge. It will also help in training the employees for their
better result.
 Customer and Personal service: It is necessary to have knowledge of various principles
and process of customer and personnel services. It includes needs and demand of the
customer and meeting the expectation of the target market. The main motive of the
organisation is the satisfaction of the customer. It will help in getting good result in the
organisation.
 Law and government: There are certain law and rules which needs to be followed and
for that HR professional should have proper knowledge of the all the rules and law
associated with the employees and the corporate culture(Sydorchuk and et. al., 2019). It
will help in providing positive working environment for the employee so that can work
effectively.
 Education and training: this is the important factor for making employees more
efficient in their field and grow in the job role. Proper training of the employees will
leads to achieve the business goal of the organisation. Organisation must give various
seminars and training sessions for the development of employees.
Skills required for human resource manager
 Active Listening: Human resource should have the quality of active listening. Manager
can listens patiently to their subordinate and understand the perception of the someone. It

will help in effective communication within the organisation and this will help in smooth
running of business.
 Critical thinking: HR manager should have the dynamic and critical thinking that
manager can take tough decision in the critical situation that make control on macro and
micro environment and leads to smooth running of the business by solving each situation.
It will help in getting good result in their business operations.
 Management of personnel resources: A Human resource manager should have the
quality of managing the staff in the organisation. It ensure proper training and learning of
the employees so that they can work effectively (Nechkoska, 2020). It also concern with
the fair compensation and fair remuneration to the employees so that employees will
work with more dedication and do their best in their job role.
 Time management: It is the important factor that manager should have in their
operations. Time is the priceless aspect which have vital role in each operation of
business. Proper time management will help in achieving the goal in the limited time and
It makes employees punctual for their assign activities.
Behaviour required for human resource manager
 Leadership: It is the main quality that the human resource should have in their work
style and in behaviour. It will help in creating the good impact on the team and It will
help in good decision making with the help of potential employees. It enable the manager
to take charge of their team and done the assign duties with the systematic approach.
 Cooperation: Human resource manager is one who have to deal with the different
employees in the organisation and It is necessary to have coordination with the other
employees in the operations(Desai, 2020). This will help in achieving the business goal
effectively.
 Innovation: This is the attribute which makes fuller utilization of employees by initiating
the various approaches in their training and learning within the organisation and leads to
open their mind and think something unique that brings growth and profit to the
organisation.
 Self control: It is the intangible part of the manager that help in bringing all the
employees together. Self control is the only key by which individual and get success in

their workplace. Manager should have self control so that they can do their job in
effective manner and manage all the employees in the organisation.
TASK 3
Explain the process of human resource for the effective performance management.
Human resource management is the department which is responsible for recruiting the
potential employees in the organisation (Cleaver, 2017). There are certain strategies which is
formed by the human resources to evaluate the performance of the company and these are as
follows:
 Human resource planing: It is the first step of the human resources that to draw the layout
of all the business activities and listing out all the business activities that what will the
operations and required number of employees in the organisation and making strategies
to implement in the organisation for the easy and approached assignment of various
business activities in the business. It will give the direction to other operation to their
task.
 Employee remuneration and benefits administration: It is the important factor for the
motivation of the employees in the organisation. HR manger should provide the fair
remuneration to the employees on the basis of their performance and the their
responsibilities then employee will get motivated and work with more efficiency to
achieve the business goal and maintain the goodwill of the organisation.
 Performance management: Human resource is responsible for the performance
management of the employees so that each employee will be fair compensation on the
basis of their contribution(Araújo e Sá and Pinto, 2020). With the help of proper
evaluation of the employees, HR professional will get high working employees and
reward them accordingly for their best performance .
 Employee relations: It is the main factor that create the impact on the employees
retention and their performance. A good employee relationship will help in proper
coordination in the workplace and all the task will be done in systematic manner and this
will leads to achieve the business goal and help in examining the market size of the
Marks&Spencer.

CONCLUSION
It is concluded from the above report that people management play the major role in the
growth and the development of the company. It does the performance management and evaluate
the progress of the employees in the organisation. This report analysed the various contemporary
issue faced by the human resources. This effects the profitability of the business and growth of
the organisation. Government rules and laws is the major issue which is faced by the company
and it hurdle the profit of the company. It also explain the skills, knowledge and behaviour of the
human resource manager. Critical thinking and problem solving is the skill that is needed for the
effective operation of human resources. Furthermore, It also explain the process of human
resource in the performance management of the employees.

REFERENCES
Books and Journals
Araújo e Sá, M.H. and Pinto, S., 2020. Introduction: language management, ideologies and
practices in scientific research. European Journal of Higher Education, pp.1-8.
Cleaver, F., 2017. Development through bricolage: rethinking institutions for natural resource
management. Routledge.
Desai, M., 2020. Case Management for Child Protection: Introduction and Pre-intervention
Stages. In Rights-based Integrated Child Protection Service Delivery Systems (pp. 63-
99). Springer, Singapore.
Kelly, P.and et. al., 2018. Young People and the Politics of Outrage and Hope: An Introduction.
In Young People and the Politics of Outrage and Hope (pp. 1-24). Brill.
Nechkoska, R.P., 2020. Introduction to Tactical Management Research. In Tactical Management
in Complexity (pp. 1-26). Springer, Cham.
Sydorchuk, O. and et. al., 2019. Strategic Management of a Travel Company in the Conditions
of Introduction of Modern Information Technologies. Academy of Strategic
Management Journal, 18, pp.1-6.
VanGuilder, C., 2018. Hazardous waste management: an introduction. Stylus Publishing, LLC.
Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.