An Analysis of People Management: Issues, Skills, and Processes

This report examines the multifaceted aspects of people management within contemporary organizational settings. It begins by identifying and analyzing various contemporary issues faced by line management, such as time management challenges, employee retention difficulties, workplace conflicts, the importance of feedback mechanisms, and the significance of a positive working environment. The report then delves into the crucial skills, knowledge, and behaviors required for effective people managers, encompassing leadership styles, communication and motivational techniques, the promotion of equal work distribution, sound judgment, team development strategies, and the cultivation of a knowledgeable and interpersonal environment. Finally, the report outlines key HR processes essential for successful people management, including human resource planning, performance management, employment relations, compensation and benefits, training and development, and workplace safety. The report provides a comprehensive overview of the challenges and strategies involved in managing people effectively within organizations.

Individual research

Table of Contents
INTRODUCTION...........................................................................................................................3
Contemporary issues faced by the line management when doing people management..............3
Skills, knowledge and behaviour needed to an effective people manager..................................4
HR process ..................................................................................................................................6
Recommendations........................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

·INTRODUCTION
Human resource management or people management refers to the practice of managing
people to achieve for better performance which serves as the strategic approach for effective
management of people in the company which can helps the business in gaining competitive
advantage. It is being designed as to maximise performance of the employees in regards with the
services of employer's strategic objectives (Michael, 2019). Morrisons is the fourth largest chain
of supermarket in UK which provides wide variety of products in range of clothing, food,
electrical and others. Present report will assess to various contemporary issues when it comes to
people management, knowledge, skills required for effective people manager and will underpins
where HR process to manage the same.
l壱Contemporary issues faced by the line management when doing people management
Contingency theory:
Contingency theories are formed to know the situational factors which can affect the
independent and dependent variables relationships. Burburry believes that by adopting this they
can easily solve the problems of their employees. It can be used in the organizational structure as
well. This theory is based on the situations. Morrison evaluates the variables which can influence
the employees. In this company uses trial and error method to evaluate the variables which can
give the best results. Motivation and leadership are comes under this and is the independent
variable and dependent variables are employee turnover, productivity, absenteeism etc.
Contemporary issues:
Time management:
Time management is very important for the organization growth. Managers of the Tesco make
sure that they do proper time management. As it is said that time is everything. So company
should complete their task in the given time. Delay in the task can arise problems.
Retainment:
This issue is faced by Morrison as well. Workforce is the asset for the company. Company's
success depends on the employees satisfaction and loyalty. If employee will not get proper
working environment then their retainment become difficult. Lack of trust by the manager also
make difficult for the employees to work in the organization.
Conflicts:

They are the root cause for any task failure. Conflicts can be among team members or with the
team leaders. It creates misunderstanding and employees are not able to focus on their tasks
given. Conflicts reduces the productivity of the employees and will become difficult to reach
towards the company's goals. Lack of communication can also arise conflicts because employees
don't know clear about their task, and they will remain confused all the time. Company can also
hold meetings to solve the conflicts.
Feedback:
Feedbacks are very necessary for the employees. Positive feedback will motivate the employees
and increase their productivity and profits of the company. Managers do not give timely
feedback which affect the performance of the employees. Negative feedbacks are also good if
given politely (Phillips and Moutinho, 2018). Managers should tell their employees about their
area of improvement so that they will not repeat any mistakes in the future.
Working environment:
Healthy working environment should be provided to the employees because unhealthy
environment will lead to employee turnover in Sainsbury. They should be provided equipments
which are required for completing their work and proper training should be given to the
employees so that they can know that what are their role in the organization. Positive working
environment boosts the morale of the employees and help them to achieve the objectives of the
company.
Corona virus is the contemporary issue so HR should make sure that everyone should wear mask
and ensure social distancing and following all the guidelines provided by the government.
Brexit is also the issue for the company as from European Union the company were getting low
cost employees easily but due to Brexit many regulations have provided to the workers who
want to come from Europe to work in UK.
l壱Skills, knowledge and behaviour needed to an effective people manager
System theory:
Social system theory is the other name of systems theory. It includes the study of the
society. It is the complex theory. System theory is influenced by the environment. When changes
are made in Marks and Spencer the one part of the system can influenced the other parts.
Sometimes system can also be supportive for other systems (Tripathy, 2019).
Leadership style:

Leader in companies they basically follow
Democratic styles in which they asked their people management before taking any final
decisions. They basically share information with their employee anything about their rules and
responsibilities.
Coaching style- in this style manger or leader in company need to help their people at
workplace. Provide them proper direction and right path for completion of tasks. They feel that
everyone in organization should have some power along with that coach approaches seems to
build up employee potential level.
Communication and motivation:- People manager should know about all the communication
ways and proper knowledge and skills which could help them for increasing more productivity.
They must include listen, oral and written skills while because people manager have to
communicate their subordinates and superior about their work. Employee and employee must be
free to communicate with everyone. In Tesco people manager always try to motivate their team
for work and achieve task goals and objective. Somewhat they also encourage them for changing
their behaviour according the environment required.
Equality of work:- In Marks and Spencer people manager provide equal work distribution
among their worker (Henkel, Marion Jr and Bourdeau, 2019). Assigned work should be between
each type of employee and employers because sometime their can be burden of work in different
stores which can reduce their productivity. If people manager will not follow this other
employee will think that manager does not trust them regarding work.
Better judging skills:- People manager must have proper judging skills and knowledge for their
employee. For keeping them motivate manager should have good judgement. People manager
should listen them and pass out their information in organization and give proper result. In
Morrison people manager need to understand their employee creative mind and skills with
giving some tasks.
Team development:- Good manager in H&M know about how to keep their team members
motivated and help them for more interaction and provide them better communication in work.
If one team members goes different without helping each other in team members, it can create
some problems. People manager should have to maintain their team members relationship. For
having great extent of work, manager need to build trust and safety environment among them. If

many time manager do not maintain trust between it can be duties for team members to keep
some responsibilities in them and motivate themselves for work.
Better knowledgable environment:- Good manager in Sainsbury have to understand their
environment about how employee can work and what type of task should be given them so that
to keep them encourage. Here skills for people manager is quite essential for them in some case
if manager and team member do not work together with maximum power and have to use all
potential capacity lack of understanding them.
Interpersonal skills:- People manager in Burberry need to understand both personal and
professional skills of their employee (Kim, 2019). As they can develop social trainings and
culture activities for developing more their knowledge and make some change in behaviour
according to working area. Management job is to bring up best relationship among them at
workplace.
Give credit and build up trust:- manger should give credit for their work done through giving
some rewards, benefits and promotion which could help them to encourage for next level of task
that to be complete and provide more rewards. In H&M trust employee is more important and
success of company they should keep trust on their employee and do not interference between
while doing work as sometime they can frustrate about work.
l壱HR process
Human resource process is a way of bridging visibility and consistency to the common
function of Human resource department and helps in supporting management when it comes to
effective performance management which accounts to making it easier for the employees to
interact with the Human resource teams and helps the mangers to respond to the queries in a
manner with accuracy and on time. The various process accounts to meeting with various
challenges which are as mentioned
Human resource planning – it relates with the management and identification of all the needs
to company in regards with hiring of employees which is accounting with human resource
supply, forecasting, future demands and implementation of various strategies. It regards with to
be the effective management of the performance, it is required to balance long term and short
term needs of staffing with the goals of the business.
Performance management- It relates with the corporate management tool which helps the the
manager of the company to evaluate and monitor the work of its employees. It relates with the

goal to create an environment where the people can be able to perform with best of the abilities
to produce the highest quality of work most effectively and efficiently. If the company fails to
manage with the performance of the employees that it will lead with higher dissatisfaction
among employees which will affect their productivity to work as a result will affect the sales
revenue and profitability of the company.
Employment relations- It refers to the relationship between employer and employee which is
fruitful and long term in nature which as a result leads to increased productivity of employees at
the workplace as a result leads to employer achievement of the goal. This practice of Human
resource lead to employee engagement and helps in guiding towards the effective decision
making where employer welcome the thought, ideas, opinion and consider the same for
achievement of the goals, it also account Morrison with retention of talented and skilled
employees and dose not leads with there turnover as a result leads to company getting
competitive advantage and help the company to reach at a position where it is being hard for
competitors to beat up the same (Bhatti,Ahsan,2016). It accounts to building up of a culture that
is fun loving and helps in deriving employees satisfaction, loyalty, trust and make feel
employees about there job security.
Compensation and benefits- this is being related with providing various benefits which can be
monetary and non- monetary which serves as the foundation for every employees in Marks and
Spencer to perform various challenging task and accounts to support various business dynamics.
It serves as the means of external motivation to retain and attract employees and helps in
effective performance management (Lelebina, Gand, 2018). This are being related with various
health benefits, retirement benefits, leave policies and various other which helps in employees
satisfaction and accounts with there better performance. It can be as the process that regards with
evaluation of employees performance that serves as the basis for employees hike, promotion,
benefit packages, bonuses and various others.
Training and development- its is being considered as the educational activity on the part of the
company that guides employees on how to perform there task more prominently and accounts
with building and enhancing new skills and talents that accounts to continuous learning process
as a result helps the company to achieve it goals (Cafferkey, 2019). By this the human resource
in the company ensures creative and innovative ideas on side of employees that supports the
smooth flow of business operation and account effective decision making as a result leads to

higher productivity at the workplace and helps company in achieving what it wishes and desires
to achieve.
Safety at workplace- the human resource process to effective management of people in
Sainsburry also account with providing safe working environment which is being considered be
considered with devising strategies that regards with the safety of employees from hazardous
situation as a result makes employees feel they are being safe which in turn helps employees to
work with focus, dedication and commitment and helps to derive result out of it which helps the
company to achieve goals (Gope, Elia, Passiante,2018).
Working hour flexibility- Effective performance management of employees at Morrison can be
derived when they are being offered with flexibility in working hours which accounts to
maintain with there other commitment and serves as the best means on the part of HR process
being adopted by the company in deriving for employee's satisfaction and happiness as they are
free when they can come and complete there jobs which are subject to various policies of
company in regard with completion of certain hours (Vanhala, Ritala, 2016).
Recruitment and selection – this process of human resource is being concerned hiring,
recruiting and selecting talented employees who possess required knowledge and skill set and are
suitable for the job role and vacancy in the company. It could be by the means of external
recruitment which searching from pool of candidates who have applied for the job role and could
be by the means of internal recruitment which can be by searching from and within the existing
employees which helps company to save huge cost and time and as a result leads to effective
performance management in the company (Runhaar, 2017).
HR process in H&M also accounts with collective review and feedbacks from
employees which relates to how the organisation function and areas where improvements needs
to be made to support effective performance management.
l壱Recommendations
l壱HR should hire such employees who have knowledge, skills and talent to do the job which
will lead to increase the sale revenue of the company and in turn leads with increase in the
profitability of the company (Kianto, Sáenz, Aramburu, 2017).
l壱Focus should be given on employee retention because high employee turnover is bad for the
company. The human resource of the company should focus on developing an environment

which is being fun loving that boost up the morale and confidence of individual and not leads
them with the stress which increase the productivity to achieve the goals of the company.
l壱HR can gain everyone’s trust in the organisation with their positive behaviour. The human
resource should be focused around continuous monitoring and evaluation of individual
performance which will lay down with strengths and weaknesses of the same and will helps in
letting the HR knows where the improvements needs to be made.
l壱HR should be the problem solver of the company. It needs to relate with friendly behaviour
with the employees which supports and address to various queries of individual, thus helps in
serving with best means to overcome problems being faced by the individual employees (Delery,
Roumpi, 2017).
l壱CONCLUSION
From the above report its is being understood that there is lot of planning, strategy and
various other things which are being required on the end of Human resource to account for
effective management of employee. The above report made to the understanding of
contemporary issues being faced by the manager when it comes to people management, led to
the understanding of skills, knowledge and behaviour which are being needed for effective
people manager or human resource manager and lastly identified and evaluate key HR processes
which underpins performance management of employees at the workplace,

·REFERENCES
Books and journals
Bhatti, M.W. and Ahsan, A., 2016. Global software development: an exploratory study of
challenges of globalization, HRM practices and process improvement. Review of
Managerial Science 10(4). pp.649-682.
Cafferkey, K., and et.al., 2019. Perceptions of HRM system strength and affective commitment:
the role of human relations and internal process climate. The International Journal of
Human Resource Management. 30(21). pp.3026-3048.
Gope, S., Elia, G. and Passiante, G., 2018. The effect of HRM practices on knowledge
management capacity: a comparative study in Indian IT industry. Journal of Knowledge
Management.
Henkel, T.G., Marion Jr, J.W. and Bourdeau, D.T., 2019. Project Manager Leadership Behavior:
Task-Oriented Versus Relationship-Oriented. Journal of Leadership Education.18(2).
p.1.
Kim, S.S., 2019. The role of knowledge and organizational support in explaining managers’
active risk management behavior. Journal of Enterprise Information Management.
Lelebina, O. and Gand, S., 2018. Beyond “Hero-based” management: revisiting HRM practices
for managing collective expertise. Relations industrielles/Industrial Relations. 73(1).
pp.39-66.
Phillips, P. and Moutinho, L., 2018. Contemporary issues in strategic management. Routledge.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management?
Conceptualising HRM from content and process perspectives. Educational Management
Administration & Leadership.45(4). pp.639-656.
Tripathy, J.K., 2019 Contemporary Issues in Library and Information Management: Challenges
for LIS Professionals. INFOLIB, p.13.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.
Michael, A., 2019. A handbook of human resource management practice.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 8.pp.11-20.
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