People Management Report: Challenges, Skills, and Performance

This report provides a comprehensive overview of people management, addressing contemporary issues faced by line management, such as adapting to innovation, compensation strategies, recruitment and selection processes, and the importance of flexibility. It highlights essential skills for effective people managers, including leadership, decision-making, planning, and motivation, along with the significance of good communication. The report also delves into HR processes that underpin and support effective management performance, specifically performance management reviews and 360-degree appraisals, explaining their implementation and benefits. Recommendations for HR practices are offered, emphasizing talent acquisition, employee retention, positive relationships, and effective communication. The report concludes by summarizing the crucial role of human resources in organizational success, emphasizing the need for efficient management of issues like recruitment, training, and flexibility to ensure optimal performance and achieve organizational goals.

Introduction to people
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Contemporary issues face by the line management when managing people...............................3
knowledge, skills and behaviours are needed to become effective people manager...................4
HR process underpin and support management when talking about effective management
performance.................................................................................................................................6
Recommendations........................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
A human resource is an individual in the organisation included in the workforce. They
help the company to reach towards the objectives with their talent and skills. By using their
knowledge, they work in the organisation and for their efforts they got wages or salary. It
includes part time job, full time job, freelancing or working on contract basis. Employees are
hired, motivated or retained. Human resources are managed by the human resource
department. Human resource need a different approach to handle. This department also
handle conflicts of the employees. HR help the company to deal with the regular changing
business environment. People management is very important. Leaders do the people
management by improving the workplace environment and preparing employees to be
successful. People management help the employees to know their strengths and also their
area of improvement. It helps the employees to increase their productivity and helps to
grow. Leaders provide training to the new employees and also to the existing employees if
needed. Feedbacks are also provided to employees to appreciate for their performance or to
to make them improve the performance. Tesco is a multinational company having its
headquarters in England. It deals in grocery, clothing, financial services, telecom etc.
Contemporary issues face by the line management when managing people
Some of the challenges faced by the line management are as follows:
Adapting to innovation:
Technology is regularly changing with the time. Businesses should quickly adapt the innovation.
If they will not adopt then their competitors will beat them and will take their market share. This
can be very challenging for the small business to make their employees learn new technologies.
Technology innovation helps the company to take the competitive advantage. Tesco quickly
adopt change especially when it comes to technology because they believe that adopting new
technology will reduce the operation or other costs and also help to increase the market share.
Companies use strategic innovation for the change. Strategic innovation is change in the strategy
and bring the innovation strategy to achieve the objective of the organisation (John and Taylor,
2016).

Compensation:
Compensation plays a vital role in motivating the workforce (Heger and et.al., 2017).
Compensation can be in cash or in kind which is given to the employees in exchange of work or
services they provide to the company. It is the expense for the business. Compensation excludes
the employees regular salary. Compensation can be in terms of commission, overtime pay,
bonus, insurance, retirement benefits, other non-cash benefits etc. Tesco also provide
compensation to its employees so that their performance can improve and they feel motivated.
Company adjusted the compensation policy according to the need of the business. Compensation
is also done so that to retain the skilled employees and it also builds morale of the employee.
Recruitment and selection:
The process of recruitment is the time consuming and also require huge investment. Managers
should hire right employee for the right position at the right time. It is the complex process.
Recruitment and selection shows the vacancy in the organisation. Then HR gives advertisement
about the vacancy and choose the best candidate which fits in the position. Tesco believes that
the success of the organisation is dependent on their workforce that how effectively they are
working to achieve the objective. Employees should be very carefully selected, if wrong
employee will get selected then will become unnecessary expense for the company.
Flexibility:
Flexibility is what is expected from the employees. Employees who get flexible workplace then
they work hard for the company. It is the duty of the manager to provide good and flexible
working environment to their workforce. Flexibility also means that the willingness to adapt to
the change. Flexible workplace will help the employees to meet its needs. Tesco gives flexibility
to their employees whether it is time flexibility, work flexibility etc. so that company can retain
the employees and that will increase the productivity also. Flexibility will help the employee in
balancing their work and life effectively (DeNisi and Murphy, 2017).
Training and development:
Training and development help the employees to know their job role and develop the skills
which is required to achieve the goals of the company. Tesco believes that if proper training is
given to the employees then he or she will work with efficiency without any confusion.

knowledge, skills and behaviours are needed to become effective people manager
effective people manager is very important for the success of the business. Some of the skills and
knowledge are:
leadership skills:
leaders should have the proper leadership skills so that they can lead effectively. It managers are
effective then they can motivate their workers (Nankervis and et.al., 2019). Ineffective workers
lead to underperformance. Employees should provide tools which is required to do the task.
Leaders should appreciate the employees which increase their morale. Leaders should be
confident. In Tesco managers listen to their employees and help them in solving problems. They
resolve the conflicts which bother their workforce. The manager of the company always
influences their employees. Manager should become such personality that their employee will
make them role model.
Decision making:
This is the most important skill. Managers should make effective decisions which can be helpful
for the company to reach towards the success. Managers should make the right decisions
according to the situation. Decision making can be learn from the experiences. Tesco managers
include their employees in the decision making process. They believe that by involving them
company will get new and creative ideas which is required while doing innovation. Managers
should evaluate the situation very carefully and after that decisions should be taken. Every
options should be evaluated by understanding its pros and cons. Then should select one best
option.
Planning:
Without effective planning, organisation will not attain the objective. Planning mean steps taken
by the manager to reach to goals. Managers decide that what changes are to be made and how
human resources are to be utilize to get the expected outcome. Planning in the analysis of the
resources and the trends of the market and also predicting the demand in the market. Tesco
believe that planning give direction about how to achieve the success. Tesco do planning about
their future activities and what work will assign to whom. Planning helps in reducing the
uncertainty. Planning do the critical evolution of the data and do predictions (Delery and
Roumpi, 2017).
Motivating:

Managers motivate the employees to improve their performance. Every person way of
motivation is different. Some employees motivate from rewards while other from appreciation.
Job security and healthy and hygienic workplace will also motivate the employees. mangers
should help the employees by guiding them which facilitates its growth. Giving incentive for the
work or recognition for the work done is also the way of motivation. Tesco make sure that they
make such policies for their employee which motivate their employees and make them feel that
the organisation take care of them. Manager should understand the needs of the employees.
Good communication:
Managers should maintain proper communication with their subordinates because lack of
communication can create confusion and which will create hurdle in achieving the goal. The
manager at Tesco listen to their workforce and also solve their conflicts if it has arisen. Company
believe that effective communication is the key to success. Manger should listen to every
suggestion and problem of the employees.
HR process underpin and support management when talking about effective management
performance.
Performance management review:
Performance review is the process in which manager do evaluation of the employee’s
performance, telling the employees their strengths and weaknesses, give feedback if needed and
make goals for the future. Performance reviews are also known as performance appraisals. Some
organisations even conduct annual performance reviews or some conduct quarterly performance
review for their employees (Brewster, 2017). More and more companies are now adopting
performance management review. Performance management review help the workforce to know
about their work which they are doing in a correct way or not and what is their area of
improvement. How they can help company to attain the goals. Performance review help the
manager to know about the good performing employees and help in their growth and
development.
Performance review help the management to know about the performance and they also come to
know that where training and development is needed. In this employees future is also discussed
along with the future of the company (Michael, 2019). Examining how the employees can help
in the growth of the organisation. Performance reviews are done by the company so that they can
decide about the salary increment and can take decisions over bonus policies. Performance

review are focussed towards the future. It should be transparent. Performance management
review is done by assessing the past work, considered employees hard work, considering the
priorities etc are considered.
360-degree appraisal:
360-degree appraisal is the process which sees that the performance appraisal is done properly
considering all the aspects of the employee. It is a complex process. This method is the advanced
method of appraisal and many organisations use this method (Boon, Den Hartog and Lepak,
2019). By doing self-assessment employee take part in the appraisal process. It helps to
understand the weakness and strength or the employees by providing the feedback. Organisation
prefer 360-degree appraisal because company get complete review about the performance and
the leader prospective view. To see the needs of the employees and to know their expectations
from the company. In this method organisation take feedback from the employees and work on
employees issue so that they enjoy their work. The collection of feedback is done by using the
job survey.
Process of 360-degree appraisal:
Communicating the performance review: stakeholder should know that why this review is being
conducted and company should tell them the process through which feedback will take and how
that feedbacks will be used. This can be time consuming. Communication can be done through
personal meetings or emails.
Selection: then choose that who will rate this, in simple language the selection of the raters.
Distribution of surveys: company can use the online feedback system which help in quick
questionnaire distribution in the employees.
Submission of questionnaire: the survey should have completed online only and to be submitted
before the given deadline. Then after that feedback is given one by one to employees and re-
evaluation of the system is done to see the area in which improvement is done the employees
(Ahammad, Glaister and Gomes, 2020).
Recommendations
Recommendations to HR, providing good opportunities to the staff. To hire such workforce who
have talent and skills. HR should give more focus on retention because high employee turnover
is very bad for the company. High turnover also reduces the morale of the existing employees.
HR should behave in a positive manner so that everyone in the organisation trust on them. They

should earn good reputation in the company. They should always welcome the suggestions of
their staff and believe in effective communication, which help them to solve all the conflicts
prevailing in the organisation. HR should become a problem solver because no employees can
work under the bad working environment of the company. If he or she face any problem, then
they will not be able to work with their full efficiency. HR should listen to everyone then reach
to any solution.
CONCLUSION
Through this report it can be concluded that human resource plays important role in
managing the people of the organisation. Without humans organisation can’t even run.
Discussed about the issues which is faced by the line management when talking about the
people management. Recruitment and selection, training and development, flexibility are
some of the points which have to be carried out efficiently. Issues need to be solved
immediately for the smooth operations of the business. Understanding of skills and
behaviours which are needed to become effective people manager. If manager is effective,
then company can achieve all the success. It requires good communication skills, effective
decision making skills, leadership and problem solving techniques etc. effective
performance management is done through performance management review and 360-degree
appraisal and finally recommendations are given to HR so that they can deliver effectively
to the organisation.

REFERENCES
Books and journals
Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management. 45(6). pp.2498-
2537.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
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.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). p.421.
Heger, C. and et.al., 2017, April. Application performance management: State of the art and
challenges for the future. In Proceedings of the 8th ACM/SPEC on International
Conference on Performance Engineering (pp. 429-432).
John, R. and Taylor, B., 2016. Human resource management.
Michael, A., 2019. A handbook of human resource management practice.
Nankervis, A and et.al., 2019. Human resource management. Cengage AU.
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