Analyzing People Management Issues and HR Processes in Organizations

This report provides a comprehensive reflection on the critical issues faced by line managers in people management, including uncertainty about the future, tracking team productivity, recruiting talent, lack of diversity, communication gaps, and regulatory compliance. It further evaluates the essential knowledge, skills, and behaviors required for effective people management, such as active listening, conflict resolution, trust-building, communication, motivation, and problem-solving. The report also analyzes the HR processes that underpin performance management, including human resource planning, recruitment, training, employee relations, compensation and benefits, and performance management systems. The conclusion summarizes the key findings and offers recommendations for line managers to address these issues effectively, emphasizing the importance of re-evaluating operating models, enhancing team productivity, and fostering a supportive and inclusive workplace culture. Desklib provides access to similar solved assignments and resources for students.

Introduction to People
Management

EXECUTIVE SUMMARY
This project will describe the reflection on the current issues which are faced by the line
managers which are related to the people management. Further it will also evaluate the reflection
on the knowledge, skills and behaviours in order to an effective manager and last it will provide
the reflection on the HR processes which used to underpin the performance management.

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
MAIN BODY ..................................................................................................................................4
Reflection on current issues faced by line managers related to people management..................4
Reflection on knowledge, skills and behaviours to be an effective people manager..................5
Reflection on the HR processes that underpin performance management..................................7
CONCLUSION ...............................................................................................................................8
Recommendations........................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
People management refers to the part of the Human Resource Management that involves
all the process of acquiring, optimizing and retaining the best talent in the organization. It
includes providing training, motivating, directing the members of the company in order to
maximize the productivity and profitability in the organization and promotes the person's growth.
This report will outline the reflection on the current issues which is faced by the line managers
relating to people management. Further it will outline the reflection on knowledge, skills and
behaviours to be na effective people managers and at last it will analyze the reflection on HR
process which supports the performance management of organization.
MAIN BODY
Reflection on current issues faced by line managers related to people management
The line managers are the first layer of the management in the levels of management and
they are accountable for their own department and work. These mangers used to manage more
than on members of staff and they used to evaluate the contribution of the employees and their
performance (Gallardo-Gallardo, Thunnissen and Scullion, 2020). In my opinion there are
various issues faced by the line mangers relating to the people management are as follows:
Uncertainty about the future: The line managers of the organization is not having
clarity about the initiatives taken by the business and the employees recruited by the people
management are workful or not. According to the McKinsey model it is suggested that there is
no proper structure can be followed if there is no certainty about the future (The top Fifteen
Challenges Facing Managers Today, 2021). If the managers are planning for the future
achievements they must have the best People management in the organization.
Tracking Team Productivity: As nowadays there is less coordination between the
mangers and team members in the organization. This makes the company to decrease its
productivity as work cannot be done without proper coordination (López‐Cotarelo, 2018).
Tracking and increasing the productivity of the team is the main issue faced by the line managers
in the company. By not having team productivity decreases the profitability of the organization.
Recruiting and on-boarding the best talent: Recruiting the best talent in the
organization is the biggest challenge faced by the managers related to the people management.
As nowadays the employees are ready to adopt the changes and trends (Ali and et.al., 2021). The

managers have to face lots of difficulties in order to make the employees to work according to
the trends. By this productivity and profitability of the organization decreases.
No supportive diversity in the workplace: Having supportive diversity dan inclusion
has become the major issue faced by the managers in the today's trending organizations. As
having supportive diversity includes respecting and appreciating the differences of the
employees. McKinsey model suggest that having the supportive diversity makes the organization
to perform better in the competitive market. By having research it is seen that by having the
inclusive culture in the organization can increase the well-being of the employees.
Lack of communication: The managers of the organization should have the proper and
effective communication with the human resource management and employees in the business.
By having the recent research it is seen that there is not effective communication in the
organization which creates conflicts and issues. This makes the miscommunications in the
organization and decreases the productivity of the company.
Regulations and compliances: Managing and dealing with the compliances and
regulations are becoming the major issue facing by the managers. Different companies have
different regulation s and compliances which makes the employees difficult follow such
compliances (Knies, Leisink and Van De Schoot, 2020). The culture compliances makes the
good management and makes the employees to ensure the diversity in the organization. The
managers have to alert in order to make the people management to comply with the rules and
regulations.
Reflection on knowledge, skills and behaviours to be an effective people manager
People manager skills are basically known as the soft skills which includes
communication, patience, trust, etc. As per my opinion there must be effective people
management for the leaders in order to improve the communication and makes the employees to
work for success (9 people management skills to thrive as a manager, 2022). By identifying the
knowledge, skills and behaviours makes manager to know that where they are lacking and what
ways they are required to improve the skills. In my opinion there are various skills, behaviours
and knowledge that are required to be an effective people manger are as follows:
Active listening: Active listening includes the practice of getting understand that what
the speaker is saying by paying the full attention on the speaker. The manager should listen the
problems and situations of the employees in order to be an effective manager (BArati and et.al.,

2020). By removing the distractions and having the eye contact can make the manger to actively
listen what the employees and other members are saying.
Conflict Resolution: Having the good conflicts resolution skills makes the mangers to
dissolve the problems and conflicts arises in the organization. The manager can also act as the
mediator in order to dissolve the conflicts between the two parties. By managing the conflicts it
makes the manger to have the know about the new problems and their solution which helps them
in the future.
Trust: The trust is the important skills and behaviour that the manager must have in order
to an effective manager in the company. It is important for the mangers to make their employees
show that they have trust on them. They must assign the work to their employees by having faith
on them.
Good communication: Good communication skills are the most required skills that the
manger should have. Having good communication skills shows the knowledge and behaviour of
the manager (Back, Tulsky and Arnold, 2020). This makes them to present the ideas and make
the employees to work on the vision. By having this skill makes the managers to have the clarity
over the tasks and have better transparency in the business.
Ability to motivate: In order to be na effective manager they must have the behaviour
and skill to motivate the employees in order to do their best. When the task is less exiting or hard
it creates difficult for the employees so the mangers must have the ability to make them work in
the organization.
Problem-solving skills: It is the key skills in order to be an effective manager in the
organization. The great manager helps to identify and overcome from the problems before that
problems creates the big issue in the company (Karnieli-Miller, 2020.). By knowing the
problems and solving as soon as possible makes the manager effective in their work.
Involve team in making decisions: In order to be na effective people manager make
your team to participate in the decision-making process. By this the organization can have the
better ideas and suggestions when it comes from the different members of the team. This shows
the behaviour of the manager that how they are dealing with their teams.
Recruit and hire the right people: The manager of the company must select and recruit
the best people who have skills and knowledge and the person fit for their organizational culture.

By recruiting the person they must also take care that they must not be overloaded with the work.
The work must be effectively distributed among the members by the managers.
Reflection on the HR processes that underpin performance management
The human relation theory of the performance management helps the company to
improve the productivity by hiring the best employees in the organization. It suggests that the
improvements are not done for the changes but for researching the new trends and innovation.
This makes the Human resource to have attention towards the employees which makes them feel
valued (Schleicher and et.al., 2018). HR processes are basically the fundamental strategies which
are implemented by the HR leaders in order successful life cycle and have the good work
experiences. In my opinion there are some HR processes that underpin the performance
management are as follows:
Human Resource Planning: HRM planning refers to the continuous process in order to
do the systematic planning to achieve the organizational goal by using the optimum resources.
By having the good HRM planning makes the organization to have the good performance
management. It makes the organization to have the fit and best employees in order to maintain
the performance of business.
Recruitment: Recruitment refers to the process of qualifying the best person by having
interview with the company. By recruiting the best candidate helps the employees to have good
performance management in the organization. This HR processes includes the entire process of
hiring and selecting the best employees in order to maintain and increase the performance and
productivity of the company.
Training: By recruiting the organization must provide the training to their employees in
order to improve the performance of the company. By happening of the pandemic there are many
changes in order to do work so the training must be provided by the organization in order to have
better performance management.
Employee Relations: It includes the HR activities which are geared towards the
employee retention and employee engagement. Employee retention used to measure that the
employees are satisfied with their job or not. If the employees are satisfied that only it maintains
the performance of the company.
Compensation and benefits: By providing the compensation and benefits it makes the
employees to retain in the organization. The Human Resource is responsible for providing the

best compensation and benefits to the employees. By providing the best compensation increases
the productivity of the company and hence enhances the performance management of the
organization.
Performance management: It is basically the process of knowing how well the
employees are performing and suggest the ways to improve some lacking points. The department
of human resource is evaluated in managing, evaluating, crediting, addressing the every aspect of
the performance management (Fenech, Baguant and Ivanov, 2019). By having proper
management it maintains the performance and productivity of the company.
CONCLUSION
From the above report it is concluded the current issues that are faced by line managers
related to the people management are uncertainty about planning for future, tracking team
productivity, recruiting and on-boarding the best talent, no supportive diversity in the workplace,
lack of communication and regulations and compliances. Further it has described the skills,
knowledge and behaviours like having trust, good communication skills, problem-solving skills,
involve the person to participate in decision-making, etc. At last the report has evaluated the HR
process like training, recruitment, compensation and benefits, human resource planning, etc.
which supports the performance management of the company.
Recommendations
There are following recommendations to the line managers in order to not to face issues
related to the people management are as follows:
1. They must have the best and easiest way in order to comply with the future
uncertainty. The line managers must revaluate the current operating models in
order to face the uncertainty in the future. By planning for the future scenarios
makes the managers easier to deal with situation it arises.
2. It is recommended to the line managers that they must have the good team
productivity in order to increase the profitability in the organization. They must
make the best team and teams must coordinate with each other in order to increase
the productivity.
3. In order to recruit the best employees makes the organization to work in the long-
run. They must recruit the talented staff in order to have the good productivity and

profitability in the company. This makes the company to have supportive and
inclusive environment and makes the members to do work.
4. The mangers must have and make the coordination between the employees and
other members in order to have the good level of communication in the
organization. By having good communication it creates the trust level among the
members and managers which reduces the issues.

REFERENCES
Books and Journals
Ali, A. J. and et.al., 2021. Four lenses on people management in the public sector: An evidence
review and synthesis. Oxford Review of Economic Policy. 37(2). pp.335-366.
Back, A., Tulsky, J. A. and Arnold, R. M., 2020. Communication skills in the age of COVID-
19. Annals of internal medicine. 172(11). pp.759-760.
BArati, O. and et.al., 2020. Skills, capabilities, and requirements of hospital managers: A
qualitative study. Journal of Qualitative Research in Health Sciences. 5(1). pp.17-28.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource management
in an era of digital transformation. Journal of Management Information and Decision
Sciences. 22(2). pp.1-10.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters. The International Journal of Human Resource Management. 31(4). pp.457-
473.
Karnieli-Miller, O., 2020. Reflective practice in the teaching of communication skills. Patient
education and counseling. 103(10). pp.2166-2172.
Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and testing
a measurement scale. The International Journal of Human Resource
Management. 31(6). pp.705-737.
López‐Cotarelo, J., 2018. Line managers and HRM: A managerial discretion perspective. Human
Resource Management Journal. 28(2). pp.255-271.
Schleicher, D. J. and et.al., 2018. Putting the system into performance management systems: A
review and agenda for performance management research. Journal of Management.
44(6). pp.2209-2245.
Online
9 people management skills to thrive as a manager. 2022. [Online]. Available through:
<https://www.perkbox.com/uk/platform/recognition/people-management-skills-to-
thrive-as-a-manager>
The top Fifteen Challenges Facing Managers Today. 2021. [Online]. Available through:
<https://www.growthengineering.co.uk/challenges-facing-managers-today/>
