Introduction to People Management: Reflective Portfolio - MG411

This reflective portfolio delves into the critical aspects of people management, addressing contemporary issues faced by line managers such as communication gaps, declining performance, poor teamwork, absence of structure, compliance with laws, and training challenges. It highlights essential knowledge, skills, and behaviors for effective people managers, including interpersonal and communication skills, strategic thinking, problem-solving, and delegation. Furthermore, the portfolio examines HR processes that underpin performance management, such as planning, hiring, training, employee relations, and performance appraisal, emphasizing their role in talent acquisition, optimization, and retention. The report concludes that effective people management enhances employee morale and organizational productivity. Desklib provides a platform for students to access similar solved assignments and study resources.

Introduction to people
management

Table of Contents
Executive summary..........................................................................................................................1
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Current issues facing line managers relation to people management..........................................2
Knowledge, skills and behaviours to be an effective people manager........................................3
HR processes which underpin the performance management.....................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

Executive summary
This report includes the concept of people management within the business that helps in
achieving the goals in an effective manner. It is a reflective report and different aspects that are
associated with people management are going to be discussed in this report. Some of those
aspects are contemporary issues facing line managers, HR process that helps in performance
management, etc.
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INTRODUCTION
People management refers to a set of practices that embraces the end-to-end processes of
talent acquisition, talent optimisation as well as talent retention while offering constant support
for the business along with the guidance for the human resources of the organisation. It is a part
of human resource management and refers to the practice of hiring, deploying and retaining the
workforce to optimise their productivity (Bailey, Mankin, and Garavan, 2018). The process
helps in maximising the level of profitability and productivity of the workplace and also
facilitates in increasing the overall professional growth. In this report, current issues that are
faced by line managers in relation to people management are going to be discussed. Along with
it, the knowledge, skills as well as behaviours to be an effective people manager will also be
taken into consideration into this portfolio. Furthermore, the process of HR that underpins the
performance management will also be explained in this report.
MAIN BODY
TASK 1
Current issues facing line managers relation to people management
Managers who oversee teams generally face the various challenges in relation to the
productivity and communication. Some of those current issues that are faced by line managers
relation to people management are described as follows:
Lack of communication: I as a line manager face this challenge when I oversee the team within
an organisation that are ensuring effective communication. As each member of the team has
distinct personality, there is a chance for lacking in effective communication form time to time
(Bratton and Gold, 2017). Enhance the frequency of communication to make sure manpower
know exactly what I expect of them and when I need them to accomplish it.
Decreased performance level: My employees may experience periods of time when they are
not as productive as usual and a decline in their productivity can sometime impacts the
productivity of other members and overall objectives, making it essential to facilitate workforce
feel motivated and inspired.
Poor teamwork: Sometimes, my human resources may lose concentration on the collaboration
when they invest much time in accomplishing their task individually (Leary, 2019). They are
lacking clarity in their roles and have low confidence in their ability to contribute or succeed. As
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a line manager, I am facing the issue in building trust among the employees due to which poor
teamwork can be a major drain on energy in the team.
Absence of structure: It is a common challenge that line managers such as me face within the
workplace especially when overseeing a new team. Relying on the working environment, some
teams may need to be supervised more closely instead of others for the purpose of maintaining
the level of productivity.
Compliance with laws and regulations: Keeping up with changing laws that are associated
with the employment is s struggle for me (Leroy and Et. Al., 2018). Most of the managers
choose to ignore these employment laws, believing they don't apply to their business. But
according to me doing so could mean lawsuits, audits and possibly even the ending of my
organisation.
Training and development: It is another current issue which I am facing nowadays is that
investing in the training and development programs of low-level employees. I am facing the
problems in identifying the resources to do so. Employees on the front lines are the hardest
workers and may not have the sufficient time to take the training sessions.
TASK 2
Knowledge, skills and behaviours to be an effective people manager
For being an effective people manager, I am having lot of skills, knowledge and
behaviours the help me in handling as well as managing the people and their roles in a more
effective and efficient manner. There are various knowledge, skills and behaviours that an
individual must possess to be an effective people manager. Some of them are explained as
below:
Interpersonal skills: I am having good interpersonal skills that helps me in promoting
approachability, likeability as well as comfort. I am having the interpersonal skills of building
trust, emotional intelligence, empathy, vulnerability and listening skills (Liao and Ai Lin Teo,
2018). The strong interpersonal skills within me provide assistance in motivating the staff to
challenge themselves and do more hard work. By having this type of skill, I make my workers
feel as if they can go to their bosses with any issues or aspects.
Communication and motivational skills: Excellent communication skills within me facilitate
me in keeping the morale of my team high and it also help in resolving the conflicts in time
before they go out of hands. Effective communication skills help me in performing the basic
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functions of the management like planning, organising, leading and controlling. This helps me in
performing my roles and responsibilities in an effective way and also serves as a foundation for
planning.
Forward planning and strategic thinking: As an effective people manager, its my job to think
of the bigger picture as well as focus on the tasks and responsibilities of nowadays for planning
for the future. Having a strategic plan helps me in tracking the progress of the human resources
towards attainment of objectives (Mascarenhas, 2019). This skill within me also facilitates me in
planning out the best solution for a particular problem or the best method to reach out to the goal.
Problem-solving and decision-making: These skills are the integral part of the effective
management functioning. This kind of skill and behaviour has become very significant for me as
by having such skills, I am able to overcome the obstacles very effectively and it assists me
increasing my own productivity, improving my job satisfaction and encouraging creativity within
me. These skills facilitate me in navigating a variety of situations that come up at work and also
provide assistance to me in becoming more confident and independent.
Organisation and delegation: Effective delegation helps me in improving the productivity and
time management of my team by utilising the existing capabilities of my existing team members.
The skill and knowledge of delegation helps me in dividing the work among the employees and
allocating the work according to the capabilities and skills of manpower. It helps me in reducing
my work load and because of which I am able to focus on other important areas like planning
business analysis and many more.
TASK 3
HR processes which underpin the performance management
HR processes are the fundamental strategies that are implemented by the HR leaders to
ensure the lifecycle and work experiences of employees in a successful way (McConnell, 2018).
There are various HR process that supports the performance management and some of them are
discussed as under:
Planning: As per my understanding, HR planning helps a business in better maintenance and
target the right kind of talent to employ. The process of HR planning ascertains the present as
well as future needs of the employees. This process underpins the performance management by
improving the ability to retain staff by conducting the surveys regarding satisfaction of human
resources.
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Hiring: According to my knowledge, the HR process of hiring ensures that the manpower has
the relevant skills as well as abilities for the present and future requirements of the organisation.
Effective hiring helps in reducing the cost, increases the reputation of company both from the
perspectives of market and candidate and make sure that the very best talent is identified,
engaged as well as brought into business (Stewart and Brown, 2019). Effective hiring also helps
in finding the right candidate for the right job at the right time. This process facilitates in
building the culture of organisation.
Training: There is a clear connection between training and performance management and
according to me, the HR process of training helps in improving the performance management
within the workplace. The training process provides employees a framework regarding the
completion of their job roles and tasks. The process helps in maintaining effective management
team.
Employee relations: From my point of view, the employee relations involve constant process of
developing healthy working relationships among employees as well as employers (Sutton,
2018). According to my understanding, an employee relation manager concentrates on resolving
and avoiding the issues associated with human resources and framing policies that encourage
consistent, unbiased treatment of workforce.
Performance appraisal: As per my knowledge, the systematic process of performance appraisal
facilitates the employers to formulate the policies and programmes of training. The performance
appraisals are used to review the performance of job of an employee over some period of time
(Wehrmeyer, 2017). These reviews are used to highlight both strengths as well as weaknesses for
the purpose of improving the future performance.
CONCLUSION
From above explanation of the report, it has been concluded that people management
helps in enhancing the morale of human resources that results in improving the performance as
well as productivity of the organisation as a whole. In this report, various current issues have
been discussed that are faced by line managers in relation to people management. Business must
develop strategies to overcome from those challenges. Along with it, the knowledge, skills and
behaviours have also been explained in this portfolio for becoming an effective manager.
Furthermore, the process of HR have also been described in this portfolio that underpins the
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performance management. These processes helps in ascertaining the current performance of the
employees and job requirements.
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REFERENCES
Books and Journals
Bailey, C., Mankin, D. and Garavan, T., 2018. Strategic human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Leary, M. R., 2019. Self-presentation: Impression management and interpersonal behavior.
Routledge.
Leroy, H. and Et. Al., 2018. Managing people in organizations: Integrating the study of HRM
and leadership. Human Resource Management Review. 28(3). pp.249-257.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in engineering. 34(3).
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.
McConnell, C. R., 2018. Interpersonal competence in the management of people. The health
care manager. 37(4). pp.358-367.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Sutton, A., 2018. People, management and organizations. Bloomsbury Publishing.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
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