People Management: Skills, Issues & HR Process in Organizations

This report explores the concept of people management in today's dynamic business environment, emphasizing the critical role of employees in organizational success. It addresses challenges arising from the COVID-19 pandemic, such as job separation and remote working, and their impact on profitability and productivity, using Tesco as a case study. The report discusses contemporary issues faced by line managers, including employee relations and adaptation to innovation, and highlights the essential knowledge, skills, and behaviors required for effective people management, such as communication, leadership, and motivation. Furthermore, it examines the HR process, covering recruitment, selection, training, performance appraisal, compensation, employee welfare, and compliance with labor laws, recommending strategies for enhancing performance management and organizational effectiveness. The report concludes that addressing contemporary issues and implementing effective HR processes are crucial for improving employee performance and achieving organizational goals.

INTRODUCTION TO
PEOPLE
MANAGEMENT

INTRODUCTION
This report is aim to underpin the concept of people management in the ever changing
business environment. Organisation people are the key individuals in the growth and success of
business. Due to terrible experience in past 3 years with impact of Covid-19 which has create
cause in overall people management. There are many circumstances and problems arrived due to
job separation, remote working, redundancies which affected on organisation profitability and
productivity. The pandemic caused a lot of trouble as employees are not allowed to work from
sites and remote working leads to many misunderstanding, poor coordination and other obstacles
in attaining good performance. This report is going to present various business examples that has
faced many losses, employee separation, poor talent management. There will be examples from
Tesco company, it was first established in 1919 (Sekhar, Siddesh, Manvi, 2021). the company
comes under top supermarkets which provides large number of products and services. HR
manager plays important role in retaining employees and motivate them for achieving business
targets. They look for hiring talent people, providing training, compensation, rewards and
appraisal to make their welfare. Good HR practices will lead top results in positive outcomes.
Therefore, there will be discussion about various skills, behaviours and knowledge which are
require to mange people effectively. Also, the HR manager will support management by
evaluating high performance functioning.
MAIN BODY
TASK
Contemporary issue faced by line manager
Due to the modern competencies and changing business environment, there are number
of issues which are listed in relation to people management. It has seen that, pandemic caused
drastic impact on business and lead to make worst situation for economy. So, the businesses are
not attained recovery stages and suffering from low productivity, shortage of talent,
technological up gradation and many more. Some of the major challenges faced by Tesco which
are defined below:
Employee relation: it is one of the major issue which are faced by many organisation.
Employee relations is the foremost function of line manager in order to attain high level of
coordination and collaboration at workplace. Good employee relation will lead to contribute in

achieving aims and objectives. Whereas, poor employee relations will Create misunderstanding,
poor communication and mutual trust (Mendling, and.et.al. 2017). All these elements are most
essential to form good employee relations. The line manager is responsible to make regular
connections with employees so that, they will understand about their workplace problems. This
issue has become drastic since the time of pandemic as employees could not make proper
communication and interaction which leads to generate a lot of confusion regarding task and
activities. In Tesco, there are many employees who are working from home and seeks manager
interest to get good leadership, performance check and regular communication. Due to lack of
these elements, they were not able to perform their tasks in proper manner. This impact in the
sales growth of company as Tesco faced decline in sales and profitability by $900.
Adaptation to innovation: it is the issue in relation to contemporary world. Technology
is been rapidly rising and gaining utmost important for every business organisation. After the
pandemic, business and society are getting more connected to technology and innovation in
relation to find new ways to support people and environment. Therefore, adapting innovation is
not easy for employees as it takes time to think creatively, research market and execute the
whole plan. Innovation come with many task, responsibilities, activities and functions which
must be regulate in all over the organisation (Nechkoska, 2020). So, in tesco it also become an
issue as employees are not getting familiar with the adaptation of new ways due to lack of
guidance, opportunities, engagement in workplace activities and supervision. Employee feel less
confident as adopting new ways and innovation leads to many mistakes at initial working. So, it
is not a good practice for people management and the tesco need to highly focus on giving
training, encourage them to take initiative and adopt innovation in competitive environment.
These two are the most regulated issue in the business environment. Innovation and
employee relations are both interconnected. Therefore, it is necessary to ascertain effective HR
strategies and policies in relation to giving trainings and guidance to enhance employees skills
and ascertain good management. In order to get brand image and positive growth in the future,
the tesco needs to look upon these issues regularly.
knowledge skills and behaviour for an effective people manager
Management of people takes a lot of knowledge, skills and behaviour which must be
present in HR manager. These skills helps them to analysis employees issues and make relevant

actions to resolve their queries, doubts and workplace confusion. The manager of Tesco must
have some important following skills:
Good communication skills: communication is the vital key skill which is the key to
make relations, present ideas and thoughts in an appropriate manner. The manager must have
these skills both in verbal and written (McMurray, and Pullen,, 2020). So, that they could
communicate with employees and understand their doubts and problems. It plays a vital role in
managing people which keeps the key people connected together. The manager must use wise
words and inspire other through their words.
Leadership skills: These skills are also important for managing people in the
organisation. The managers of Tesco must use different leadership styles and theories such as
transnational, contingency (Bharwani, and Talib, 2017). These two theories play an important
role in preparing managers for being good leaders. These skills involve soft and polite behaviour,
responsibility, team working and interpersonal skills.
Motivating skills:
HR process which underpin and support management when it comes to effective performance
management
HR process
HR Process is one of the most basic and important aspect of any company's Human
Resource division. The way and technique in which the organization will operate is determined
by this entire process. As a result, every organization must have a powerful and reliable process
in place. HR manager of Tesco, implement the HR process which can support the management
and also enhance the performance management. There are various steps are involved in the HR
process which are given below -
1. Recruitment - This is considered as the most effective process of the human resources
which can useful to enhance the hiring of the employees and also contain best talent. HRM
mainly distributes the recruiting announcements via websites, newspaper & articles that
responsible for organization recruitment process. To put it different way, it is determined that
recruitment is the process of inviting qualified applicants to join the business with the help
numerous channels. Through strategic hiring process, Tesco manager utilize recruitment process

so that manager can retain best talent in the organization and improve their performance level
(Nishii and Paluch, 2018).
2. Selection - After the recruitment, selection process is considered by the HR manager of the
company. Selection is the second phase in the Recruitment and selection processes, in which a
company chooses candidates on the basis on qualifying criteria such as work performance and
particular abilities, experience, and disposition. Not one of the individuals invited for recruiting
will be picked because the recruiting process comprises multiple phases whereby one might be
dismissed. Structured interview, candidate screening, employment testing, and selection
interview are all common steps in the selection procedure.
3. Training – The HR manager conducts training but after selection process. During selection,
candidates are offered training programs to improve their knowledge and skill in order to satisfy
the job substring needs. Saving money and assisting eligible candidates in increasing their
efficiency are two of the most significant roles of personnel management. The HR Process
assists in determining training requirements, planning and executing training programmes, and
assigning new. HR manager of Tesco , arrange training sessions so that manager can improve the
performance management of the employees (Catley and et. al., 2017).
4. Performance Appraisal – This is also the most suitable phase in the HR procedure. When
reviewing a performance of workers, the firm measures the present employee's productivity to a
standard that the company has already established. Tesco's hrm department also gives
information to staff so that they may improve him in conformity with the industry's demands.
Performance appraisal, on the other hand, is used to determine whether personnel will be
rewarded or demoted (Corsaro and et. al., 2016).
5. Compensating – This stage has always been about praise and recognition personnel for their
efforts. Hr management must properly assess the job before employee recognition for their
efforts to secure that which does not have a detrimental impact on the corporate accounting
budget. The Hr management department is the only element of the company that assesses the
value of compensation & administers it properly. To comply with both the International Labor,

managers must be conversant with the country's labor regulations. For the performance
management, Tesco HR manager providing appropriate compensation and monetary and non
monetary benefits so that all the employees can work appropriately (Nishino and et. al.,2020).
6. Healthy welfare & safety of workforce - In this step, HR manager of Tesco is concerned
about the health and welfare of their employees and also take initiative to improve the health and
welfare of the organization. The HR Process is required by law to provide adequate safety and a
wholesome workplace culture for employees. Washing, water supplies, portable toilets &
restrooms, spittoons, circulation & temperatures, wastes & discharge drainage, illumination, first
aid supplies, cleaning, restaurant, shade, and food and beverages, among other things.
7. Compliance to labor laws - This step mainly concerned about the labor laws and
compliance. Tesco HR manager is mainly focused about the role some specific factors Labor
rules, like the
The Mines Act, often known as the Minimum Wage Act, should be strictly adhered to. The Hr
methodology shows not just to national labor laws, but also worldwide labour laws and
socioeconomic principles that are important to the industry
Recommendations
On the basis of this study, it can be recommended that HR process is helpful to enhance the
performance and effectiveness of the Tesco and also playing a prominent role in order to
improve the performance management process of the employees. Some specific strategies need
to consider by the manager of the company such as the goals properly, conduct strategic planning
process, maintain ongoing process, enhance productivity via better goals and management,
collect information from the various resources, and provide appropriate training sessions so that
managers can effectively train their staff members. Apart from this, it is recommended that
Tesco manager need to provide performance feedback after review employee’s performance in
order to improve performance management (Reilly and Williams, 2016).

CONCLUSION
According to this report, it can be concluded that there are various types of contemporary
issues facing by line manager so it is necessary for the manager to take care about a specific
Strategies and conduct a strategic management process so that manager can effectively improve
the working effectiveness of their operations. This report also discuss about various types of
steps which are involved in the HR process. With the help of HR Process Manager can
effectively maintain the performance of their employees and enhance the performance
management procedure in an appropriate way. There are various types of recommendations are
recommended and it is determined that manager need to provide constant feedback and review
regular performance of their employees in order to improve the performance management of the
people.

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