MG411: Report on People Management, Skills, and Performance Management

This report provides a comprehensive overview of people management, addressing key aspects such as the challenges faced by line managers, essential skills for effective leadership, and the crucial role of HR processes in supporting performance management. The report explores various issues including lack of communication, pressure to perform, poor teamwork, employee retention, and conflict resolution. It highlights essential skills like communication, team building, leadership, adaptability, and domain knowledge. Furthermore, it delves into the HR processes underpinning performance management, including planning, coaching, reviewing, and rewarding. The report concludes by emphasizing the importance of effective people management for achieving organizational goals and objectives, ensuring employee satisfaction, and fostering a positive work environment.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Issues faced by the Line management when it comes to People Management......................3
What Knowledge, skills and behaviour are needed to be effective people manager.............5
What HR process underpin and support management when it comes to effective performance
management............................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In an Organisation it is important to manage the people as it is the responsibility of human
resource management to conduct all the process related to acquiring, optimising and retaining the
talent in firm. The Human resource department is responsible to provide training, guidance and
motivation to employees to increase their efficiency and productivity. The people management
system manages the team members of Company and influences them to accomplish the work on
an appropriate time (Tsuei, 2020). Effective people management includes providing support for
the employer branding, communication, employee benefits, training, wellness benefits,
performance management, recruitment and employee engagement. The Components of people
management is to create workforce of future, understanding people that make up the company,
establishing effective communication and making the best use of healthy differences. For
implementing the people management strategy effectively, manager must have the following
skills which makes them easy to manage employees in Organisation they are communication
skills, active listening, empathy, trust, flexibility, conflict resolution, problem solving and
leadership skills (Mascarenhas, 2019). The report is based on people management which
includes issues faced by the line management when it comes to people management, knowledge,
skills and behaviour are needed to be effective people manager and the process which is required
to underpin and support management when it comes to effective performance management.
Issues faced by the Line management when it comes to People Management
There are various problems which are faced by line management when it comes to people
management. For line manager it is important to manage their employees in order to increase
their performance and enhance their professional growth. The problem which is faced by
manager is lack of communication, pressure to perform, poor teamwork, retaining best
employees and managing conflicts between team members.
Lack of Communication is one of the challenges which are faced by line management
when it comes to people management. It is necessary to make proper flow of effective
communication between employees and employer. The lack of communication can lead to low
morale which creates an impact on the performance of employees (Chen and Wang, 2018). The
ineffective communication creates conflicts, misunderstanding, dissemination of misinformation
and mistrust, missed opportunities and employees might just feel overall defeated. The lack of

communication results in confusion, friction, tense environment and frustration where employees
are unmotivated and doesn’t give their best results in accomplishing task.
Pressure to perform is another issue which is faced by line management when it comes to
people management. Usually manager force employees to work which creates pressure on them
and reduce their morale. The pressure to perform creates employees to stay focused and give
productive outcomes. The Employees get distracted, struggle to concentrate on task and likely to
procrastinate when they are pressurised for the Work. Manager put a pressure on employees
which creates an impact on their performance and efficiency.
Poor teamwork is also a problem which is faced by the line management when it comes to
people management. It is important for the line manger to handle the team appropriately in order
to improve their efficiency so that they can give their productive outcomes. The poor team work
results in arising conflicts and reduce the motivation level of workers due to which company
cannot function properly. The poor team work may results negative; organisation may also face
financial loss. For example in Marks and Spencer due to poor teamwork, company faces many
problems they have to suffer loss in profit and sale. The line manager has create team to make an
effective strategy for increasing the sale but the team fail to create a strategy due to which
organisation faces loss.
Retaining Best Employees is the other problem which is faced by the manager. The main
motive of Human resource manager is to retain the employees by fulfilling their needs and
requirements. For a Company it is necessary to retain the workers in order to save the expenses
and increase brand value (Marzouqi, Bahamaish and Saputelli, 2017). The firm gain various
benefits of retaining the employees it helps in reducing the turnover hassle, reduce costs, increase
overall productivity and improve morale of workers.
Rise in Conflicts is also an issue which is faced by line manager in Organisation. The
conflicts arise due to various reasons that manager includes low compensation, overtime abuse,
employer- employee conflicts, etc. The Conflicts create a negative environment of company due
to which employees don’t give their best in achieving the target. For instance, McDonald’s face a
Human resource issue in their premises in which employees put an allegation on company
related to low compensation and overtime abuse. The Firm have to face many problems as
workers are not performing their duties and responsibilities due to which they were facing loss.

What Knowledge, skills and behaviour are needed to be effective people manager.
There are various skills and behaviour required to be effective people manager. The
manager must have unique skills and knowledge that makes them different from other people. A
good skills and knowledge helps in building a better career due to which manager can become
successful in their life (Zhu and Bao, 2018). The skills which must be in people manager so that
they can manage the employees effectively and efficiently to get the best output are
communication skills, team building, leadership, ability to deal with changes effectively and
must have domain knowledge.
Communication skills are the most important skills which must be in people manager in
order to convey the message properly. For making clear the concepts and message to employees
it is necessary to have effective communication skills that help in understanding the information
in clear aspect. The Effective communication is required when manager wants to communicate
their opinions, needs and expectation to other. The people manager need to able to send right
messages to employees and ensure that they must understand it properly.
Team Building is the other skills and behaviour which must be in people manager. For a
manager it is important to create a positive environment in Organisation and build a strong
relationship within team in order to achieve the goals and objective of Company (Narayanan,
Rajithakumar and Menon, 2019). The team building helps in increasing the performance and
efficiency of employees so that they can contribute their best efforts in making the business
successful.
Leadership skills is the another skills and behaviour which must be in people manager. The
leadership skills help manager to lead the team and provide guidance to employees. A good
leadership helps in solving the problem and conflicts of the workers so that the environment of
company remains positive. The duty of people manager is to define the goals with employees
and assign the responsibilities to each team members.
Ability to deal with changes is also a skill which must be in people manager as it is
important for the manager to deal with the changes in Organisation effectively. The Changes in
Company brings positivity in environment and increases the profit and growth of firm. A good
people manager must have flexible and adaptable (Backhaus, 2018). When an obstacle occurs in
the company it is the responsibility of manager to react quickly and take an action to handle the
problem.

Domain Knowledge is the other skills and knowledge that must be in people manager. A
good manager must have thorough knowledge of the process, management and its employees.
The proper knowledge of the process and management helps manager to learn new things and
focus on accomplishing the target.
What HR process underpin and support management when it comes to effective performance
management
Performance management is an activity which helps in analysing and measuring the
performance of an individual in Organisation. The performance of the employees is measured in
order to find the contribution level given by the employees in achieving the goals and objectives
of Company. Fir employee development there are three stages of performance management they
are coaching, termination and corrective action. For increasing the performance of the employees
it is important to identify the needs and wants of employees in order to make them happy by
fulfilling their desire in Organisation. When Workers are happy with their work they give their
best efforts in achieving the task. The process of performance management includes the
planning, coaching, reviewing and rewarding phase (Terouhid and Ries, 2016). In planning
stage, HR and management defines the job details including the key objectives and goals of
Organisation. The employees also give feedbacks to their employer they share opinion and
thoughts. In coaching stage the employees are provided the training and development
opportunity in order to increase the knowledge and skills so that they can give their best output.
In review stage the performance of employee is reviewed which is also called performance
appraisal. The manager must make a clear record of the performance and progress of the
employees and check their result monthly so that they can solve the issues and problems which is
faced by the workers while working in Organisation. The action is a last stage of performance
management in which manager takes an action by providing reward and recognition to
employees. The reward and recognition helps in increasing the morale and motivate the
employees to give better result and achieve the task on appropriate time. In the end of the
performance management cycle, employees are given a last chance to give feedback on the
management and process for planning stage for next year cycle (Damigos, Kaliampakos and
Menegaki, 2016). The performance management is important for the firm as it helps manager to
address the issues when they arise. The good performance management means that the manager
is regularly checking the performance of workers and takes an action in order to improve their

efficiency and performance so that they can give their productive output. The performance
management also assists the HR in recruiting and organising training and development programs.
If the performance of employees is not up to the mark, company organises training and
development programmes in order to improve their skills and knowledge (Gallo and Mihalcová,
2016). When skills and knowledge of staff gets improved they learn new things through which
they can perform well in the Organisation.
CONCLUSION
From the above information it is being concluded that for a manager it is important to
manage their employees in order to improve their efficiency and performance due to which they
can give their productive outcomes in achieving the goals and objectives of Company. There are
various skills and knowledge require for managing the employees properly. The manager must
have various skills in order to manage their workers appropriately. These skills and knowledge
makes the manager different from crowd. For achieving the goals and objectives of Company it
is necessary to follow the path so that company can lead in the Market. In an Organisation there
must be highly qualified and expertise knowledge staff that produces innovative and creative
ideas to run the business and gain competitive advantage in Market. The well expertise employee
gives their best performance in making the business successful in Market. The Company must
measure and evaluate the performance of their employees so that they can know about the
contribution which their workers are making in achieving tasks and business goals. When Staff
gives their best performance while working in the Organisation they get reward and recognition
due to which their morale and confidence get boost.

REFERENCES
Books and Journals
Backhaus, K., 2018. People make the brand: a commentary. Management Research: Journal of
the Iberoamerican Academy of Management.
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.
Damigos, D., Kaliampakos, D. and Menegaki, M., 2016. How much are people willing to pay for
efficient waste management schemes? A benefit transfer application. Waste Management
& Research. 34(4). pp.345-355.
Gallo, P. and Mihalcová, B., 2016. Models of evaluation of managing people in
companies. Calitatea. 17(155). p.116.
Marzouqi, M. A., Bahamaish, J. and Saputelli, L., 2017, November. Benefits of Implementing
Integrated Reservoir Management IRM Framework by Closing Gaps in People, Process
and Technology-Second Act. In Abu Dhabi International Petroleum Exhibition &
Conference. Society of Petroleum Engineers.
Mascarenhas, B. G., 2019. Employer branding, employee value proposition, and employee
experience: new approaches for people management in organizations. In Strategic
Employee Communication (pp. 97-103). Palgrave Macmillan, Cham.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review. 18(2). pp.228-247.
Terouhid, S. A. and Ries, R., 2016. People capability: A strategic capability for enhancing
organizational excellence of construction firms. Journal of Modelling in Management.
Tsuei, H., 2020. Crisis Communication: A Strategic Approach to Crisis Management in the
Organisation. International Journal of Crisis Management. 10(1). pp.55-66.
Zhu, X. and Bao, Z., 2018. Why people use social networking sites passively. Aslib journal of
information management.