People Management: Contemporary Issues, Skills, and Performance

This report provides a comprehensive overview of people management, addressing contemporary issues faced by line management, such as leadership development and employee retention, and highlights the necessary knowledge, skills, and behaviors for effective people managers, including good communication and decision-making skills. It also discusses effective performance management strategies, such as performance management reviews and 360-degree appraisals, and provides recommendations for aligning business strategies, ensuring talent strategy, and increasing potential in the workforce. The report emphasizes the importance of human resources in organizational success and maintaining a positive work culture through effective employee management and training processes.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
CONTEMPORARY ISSUES FACE LINE MANAGEMENT FACE...........................................3
Leadership Development...........................................................................................................3
Employee Retention...................................................................................................................4
KNOWLEDGE SKILLS AND BEHAVIOURS NEEDED TO BE AN EFFECTIVE PEOPLE
MANAGER.....................................................................................................................................5
Good Communication..................................................................................................................5
Decision making skills.................................................................................................................5
EFFECTIVE PERFORMANCE MANAGEMENT........................................................................6
Performance management review................................................................................................6
360 degree appraisal....................................................................................................................6
RECOMMENDATIONS.................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources in an organisation play a major role in dealing with the development as well as
mark in the success of the entire organisational prospect. An organisation that is moving ahead in
terms of attaining a proper work culture would eventually have to deal with managing employees
to such an extent that the resources will be used in a better orientation and employment relations
will be maintained at workplace (Ali and et.al, 2021). The human resources will also depend to
the set of people that are working in the organisation which can be divided into various sectors in
the organisation and managing the entire work prospect on an operational perspective. Managing
people requires a potential and that is being tackled by human resources manager in the
organisation who is responsible to bring about the strategic orientation in maintaining cultural
implications and also the training processes that are in the midst of employees. The entire report
focusses upon people management and the set of factors as well as entities that are brought forth
with respect to the issues of management.
CONTEMPORARY ISSUES FACE LINE MANAGEMENT FACE
Leadership Development
Leadership is brought about by an influence which would determine behaviour of different
relationships that are oriented in the organisation. It is also a part of functional personification of
the company in which the goals are all designed and are also termed to be achieved. There are
certain contemporary issues that are being faced by management in terms of sharpening the
choices of people and therefore this leadership management in the company would eventually
help them to troubleshoot their problems actively. The leadership development in the
organisation would eventually deal with the following factors:
Technology: considering the example of Bentley organisation where it usually focuses upon
technology and innovation as its major aim to move ahead it is always necessary that leadership
will have to be oriented in this regard. This is because leadership can help to manage the team
work as well as the decisions that are to be taken care about while developing a project (Wæraas
and Dahle, 2020).
Quick decision making: the quick decision making is important in the organisations that are
moving ahead in the pace of development. This is because it is not until when the decisions are
taken on a prominent basis on a quick mode that the implementation will not be delayed. A delay

in the technological implementations might result in the loss of resources and the capital that is
put forth into a project.
Theory of leadership: leadership in an organisational context will bring about a social influence
that is in the midst of maintaining employees to accomplish the task that are stipulated in the
organisation. It is an ultimate mode of beneficial for criteria that will help things to happen in an
extraordinary way. The Bentley organisation would eventually deal with the functional theory of
leadership where its major focus is oriented with environmental monitoring and the activities that
will have to be subordinated with respect to organising. The organisation would eventually
motivate people and will also take up the training sessions that are necessary to manage the team
for entire project criteria. This would eventually increase the effectiveness of the organisation
and will also help to achieve its objectives (Cappelli, 2020).
Employee Retention
Employee retention is known to be one of those factors in the organisation in which the
employees are usually dealt with respect to providing importance over all depending upon their
work emphasis. Deliveroo company in this regard eventually prioritises its employees as a major
at where the organisations experience is brought forth with respect to the company's reputation.
All the tactics that are brought forth with respect to the organisation has the ended up bringing
about benefits from various perspectives.
Theory of employee retention:
 Appreciation: the delivering company usually move ahead with job appreciation criteria
in order to make sure that employees stay motivated with respect to the work that they are
contributing. This helps to retain employees to such an extent that will also help the
organisation to move ahead in terms of development.
 Job security: job security is one of the major concerns for different employees while
working in an organisation (Knies and Leisink, 2018). The delivery organisation in this
regard emphasizes upon the fact that the job security is portrayed upon the concerned
enthusiasm of employees towards their work such that they will be able to face major
challenges and work pressure.
Need for employee retention: the less prospect for growth is one of the formulations that requires
employee retention. One may seriously not be able to deal with the extravagant choices unless
and until they are not complying over the employment rules. An overall security towards the

prospect of growth can be attained with respect to the amount of employee retention and that can
eventually move ahead in terms of talent management.
KNOWLEDGE SKILLS AND BEHAVIOURS NEEDED TO BE AN
EFFECTIVE PEOPLE MANAGER
Good Communication
To become a good people manager, it will first have to be ensured that the skills will have to be
portrayed in such a way that will include the essence of leading the team. Communication skills
will identify the asset of different changes that are oriented in a person as well as depicting their
personality. This will help to enable people to become a good people manager. In order to attain
good communication skills there are certain factors that are included. Communication skills are
followed by listening which is one of the major criteria in order to understand things because it is
not until when the manager listens to set and petty issues in the organisation that they can get to
inculcate the right set of strategies and can communicate them. A proper consciousness is
necessary in order to intimate people the right possible things that will have to be discussed
upon. Taking examples from the company Bentley where the people's manager would develop a
body language that would be practical and also good enough in order to make sure that their
gestures as well as their way of conveying their thoughts and ideologies are portrayed in such a
way that would enhance the crew to a maximum of understanding things (Alfes, 2018).
Communication skills will have to be portrayed with a level of confidence that is necessary to
interact with others. If there is no confidence and what people are speaking, they will probably
not be able to manage things and become a good people manager. The essence of communication
skills is brought forth with respect to the right amount of knowledge and awareness regarding the
style with which they usually portrayed things. Active listening will have to be initiated at levels
of taking decisions and that will closely convey the prospect of communication.
Decision making skills
One of the cognitive processes that will result over a good choice as well as the ability to bring
about things into existence is decision making skill. In order to become an effective people
manager it is first necessary that the decision-making skills will have to be inhibited in such a
way that would help people to deal with the sequence of identifying various personifications in
the organisation. There are certain organisational strategies that will have to be developed and
based on the decisions as well as the ideologies that are developed as a part of a team work the

implementation will be carry forwarded. Taking example from the organisation Tesco where the
human resources management in the organisation that would eventually deal with the employee
management will often stress over the decision-making criteria as one of the most valuable asset.
For this they usually collaborate over a brainstorming session in which the most appropriate
ideologies are taken and are also considered such that the decision making can be done over or
rapid basis. For this particular belief will have to be identified and ethical consideration will also
fall in regard to the observation that are categorised (Sutton, 2018). Decision making skill is
consisting of various distinctive patterns that would activate the true knowledge and the
management spectra in the organisation. This can also result over skill development and
employee retention because the most valuable decisions would often lead to growth prospect and
that will also be one of the motivation which can be given to people that are working in a team.
EFFECTIVE PERFORMANCE MANAGEMENT
Performance management in the organisation will deal with the activities that will ensure output.
There are certain objects in the organisational embodiment and they are categorised based on
how far the organisation is moving ahead in terms of market place. The performance
management would eventually deal with the contribution of employees and the decisions that
they are taking.
Performance management review
As a part of performance review there are certain calculations that are made with respect to
employees where their queries are being considered and are also stipulated in such a way that
will be taken into consideration and the best out of the lot of employees that are working in the
organisation will be considered as best employees. The performance management review is a
sort of motivation that is brought forth in regard to people who are working hard throughout the
organisational objectives. This can also be a valuable criteria where rewards are being ratified
and people can get to identify the responsibilities in depth.
360 degree appraisal
The 360 degree appraisal is a sort of feedback that will bring in all the negotiations that the
employees are eventually dealing with. This will also include obtaining feedback from them by
collecting the choices as well as the kind of thought processes that they are undergoing. The 360
degree appraisal usually bring forth the identification of standard and the employee queries as
well as concerns. This will help employees to bring about their choices and to discuss on a free

and a potential basis such that their professional growth will not get affected by the things that
they are undergoing. This can also be one of the criteria where it will bring about self
development in employees and they can move ahead in terms of work without any language
creations. Fair and accurate reviews are often put forth with respect to 360 degree performance
appraisal and that is done on a non biasing manner.
RECOMMENDATIONS
Align business strategies: the business strategies will have to be aligned by the human resources
management in the organisation in order to deal with the Expectations of employees. This can
also bring about a variable criterion that would deal with the situations of the organisation and it
can also bring about and enthusiasm in the midst of employees such that they can deal with the
prospect of growth.
Ensuring talent strategy: talent strategy will have to be answered by dealing with all the
economic changes as well as the training and development policies of the organisation. This can
help people to manage the proactive means and the workforce in this regard can align with the
company goals and objectives (Mascarenhas, 2019).
Increasing potential in workforce: the potential with which the employees usually move ahead in
terms of dealing with the extravagance of work will have to be boosted such that the productivity
can be ensured. For this the human resources team in the organisation will have to consistently
move ahead in training and development programs that would highlight the capability of
workforce.
CONCLUSION
The report concludes up on identifying the aspects of people management in the organization.
Through this report one can easily understand the human resources management in the
organization and how far the managing people in general would eventually be coordinator. The
contemporary issues. Face to buy the line management in maintaining the people management in
the organization is explaining this report. Through the examples of leadership and all of mine
and retaining employees the prospect of criteria is being explain. The report concludes up on
highlighting performance management review and 360-degree appraisal in order to
accommodate with the fact of dealing with the organizational perspective.

REFERENCES
Books and journals
Alfes, 2018. People management in volunteer organizations and charities. In HRM in mission
driven organizations (pp. 47-77). Palgrave Macmillan, Cham.
Ali 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.
Cappelli, 2020. Stop over‐engineering people management. Harvard Business Review. 98(5).
Pp.55-63.
Knies and Leisink, 2018. People management in the public sector. In HRM in mission driven
organizations (pp. 15-46). Palgrave Macmillan, Cham.
Mascarenhas, 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.
Sutton, 2018. People, management and organizations. Bloomsbury Publishing.
Wæraas and Dahle, 2020. When reputation management is people management: Implications for
employee voice. European management journal. 38(2). Pp.277-287.
Online
People management: [Online]. Available through: < The 12-Step Process For Improving Your
People Management Skills | When I Work >
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