People Management Report: Skills, HR, and Performance at BP

This report provides a comprehensive analysis of people management within British Petroleum (BP). It begins by identifying key issues faced by line management, including challenges in hiring, performance control, conflict resolution, communication, motivation, and team building. The report then outlines the essential knowledge, skills, and behaviors required for effective management, emphasizing organizational, technical, communication, leadership, decision-making, and administrative skills, alongside transparency, purpose-oriented behavior, and a positive approach. Finally, the report examines the role of HR processes in supporting effective performance management, highlighting the importance of 360-degree performance appraisals and performance management systems to enhance employee performance and achieve organizational goals. The report underscores the interconnectedness of these elements in creating a successful and productive work environment within BP.

PEOPLE MANAGEMENT

Table of Contents
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Issues faced by line management regarding people management...............................................3
Knowledge , skills and behaviour required to be an effective manager.....................................4
HR process underpin and support management at the time of effective performance
management................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management is a steadily used term in a business environment which refers to
management of people in an organisation. If people are managed and controlled in a firm it will
help the firm to achieve its mission. The following report will shed a light upon the management
of people. The chosen firm for this report is British petroleum which is deal in oil and gas
industry. it also has a brand image at global level because it operates within. The following
report will present the issues faced by line management and describe the skills, knowledge and
behaviour that an effective manager must possess. lastly, study will also present the role of HR in
improving performances of management.
MAIN BODY
Issues faced by line management regarding people management
Line management consists of employees that are responsible for managing people in a
firm. It works as a bridge between the staff and the authority, also considered at the lowest level
of the administration hierarchy (Maršíková and et.al., 2019). The management is overloaded with
the work loads and faces various issues regarding management of people in an organisation. In
the context of British petroleum the line management have faced various contemporary issues in
governance of people such are as follows-
Making right hiring decision: It is the first job of management of hiring employees.
Attracting best talents and giving them jobs but selecting those people who can perfectly fit in
the organisational culture is a difficult job.
Controlling performance level of employees: The quoted firm is facing an issue of
decreasing performance level among employees. In such condition line management has to fix an
issue and enhance the level of employee performance. For solving such, proper training
development programmes to freshers and new joinees are offered. Understanding every
individual potential and giving tasks according to its capabilities is important. In lack of such
programmes it will continue result in decreasing performance of the employees.(10 management
challenges and how to overcome them, 2021).
Managing conflicts: One of the main job of line management is to manage conflicts
between individuals and teams. Manager has to monitor the work regularly and activities of
employees. Also, they have to identify the smaller issues in early stage so that in future it does

not become a big concern. Also, if any issue arises between two employees line management
need to resolve it maturely so that it do not affect the team and the performance of the company.
Communication issues: Employees working in an organisation come from different
backgrounds, religion, place and also speak different languages. Hence, establishing good
communication with every individual is a difficult task (Brewster and Söderström 2017).
Managers should posses of good communication skills in order to set up proper communication.
With this it will be able to deliver order and instructions easy and clearly. In lack of
communication skill one can be misunderstood and firm can lose hard working an d skill-Full
employees.
Lack of motivation: Line management have to be a constant source of inspiration.
Because not every task assigned to the team can be interesting one. In such situation managers
motivation and guidance play an important role in increasing the level of productivity for
employees. Managers need to keep themselves positive and motivated in order to motivate
others.
Building a strong team: Managers have to work with ranges of people with different
personality and mindset. Working with such employees and building a strong, dynamic team is
difficult. Line management have to consist of good leadership quality to build collaboration.
Because a strong team encourages healthy environment and also critical issues are solved easily
(Stankevičiūtė and Savanevičienė 2018).
Thus, there are various issues which line- management of British petroleum have to face
regarding people management.
Knowledge , skills and behaviour required to be an effective manager
Knowledge
It is important in performing every task, like having specific knowledge with regards to
their job profile, manager are able to solving problems, making quick decisions, its increases the
level of innovation, leads to better communication, and improve process of business.
To be an effective manager a person should consist knowledge about various attributes
and thing that affect a business. They should have basic knowledge about the factual and
theoretical business terms. Also, an effective manager must posses technical knowledge so that it
can make intelligent purchase of technology such will help in reduction of frustration. It should
have knowledge about the micro and macro factors that affects company growth (Batool,

Khattak and Saleem 2016). It should be aware of its strength and weakness. Knowledge about
business strategies and management will help a manager in attaining success in completion of
tasks and performance.
Skills
Skills are the elements needed to perform a task easily and efficiently. It helps in
reducing risk, improve customer experiences, increasing level of sales, build confidence etc.
There are various skills that a BP's manager have, such that-
Organisational skill: The manager of BP posses strong organisational skill, so that they manages
and organise various things and activities taking place in the organisation. Also, for scheduling
things properly this skill is plays an important role.
Technical skill: Technical skill consist of technical knowledge about techniques and equipments.
Here example can be taken of technical skills such as a teacher must know the technical skill of
teaching effectively, a pilot must know the technical skill to manage plane. Similarly, production
manager must know about the modern technical skill for higher production. That is why, the
manager of BP consist of technical skills which have help in development of the firm (Cajiao and
Burke, 2016).
Communication skill : An effective manager holds of good communication skills. Through this,
manager will be able to properly convey their thoughts and ideas to others and as a result, it will
influence its follower as well. Thus, good communication skill of manager will enhance the
productivity of employees, they will easily understand the order and instruction of the manager.
The manager of BP also practise communication skills in order to create a positive impact on the
team.
Leadership skill: An effective manager is also a good leader. It consist of those leadership
qualities that create an optimistic impact on the subordinates. It has a clear goal and vision.
Guide the team in the right direction will assist to meet the defined objectives in an organisation.
The success of an organisation depends on the right leading attitude. Managers of BP inspire and
motivate the team to come with up with new creative ideas and innovation that have helped the
firm grow faster.
Decision-making skill: It is a manger's job to make regular decisions. They make various
decision regarding purchasing, sales, production, funds etc. (7 skills of a successful management

career, 2021). It acquired decision-making skill to make right, effective and quick decision.
Managers have to decide the best solution for a matter analysing different perspectives.
Administrative skill : An effective manager must have administrative skill which refers to the
ability of directing, coordinating, controlling and supervising various activities taking place in an
organisation. It also consists of planning and executing of activities. Administrative efficiency
include time management, strategy planning, resourcefulness etc.
Such skills have benefited the manager of British petroleum with building trust between
the employees, created a healthy work environment in the firm, satisfaction of customers and
helped the employees perform better.
Behaviour
Behaviour is a certain way or perceptive develop by an individual to look over things and
activities. Behaviour is a process by which a person guide and manage to influence others
(Ohlsson, 2017). An effective manager need to opt some positive behaviours in order to ensure
growth and develop. Some of them are listed below-
Transparency and trustworthiness: A manager need to practise a transparent and trustworthy
behaviour so that the subordinator can understand the strategies and visions properly. If a
manager is trustworthy employees can put up their problems and issues openly and employees
can discuss the things that make them uneasy or uncertain. Thus, such behaviour will improve
interpersonal relations between an individual and the manager.
Purpose oriented behaviour : In order to achieve the goal of an organisation a manager needs to
understand the purpose. A purpose oriented behaviour will help in leading the dream into reality.
Manager will be able to make strategies that will fulfil organisational purpose.
A positive and solution oriented behaviour: A positive attitude will lead a manager to discover
possible ways of doing things. It will encourage open-mindedness and will open doors for
creativity and innovation. A solution oriented behaviour will help a manager to focus upon
solutions rather than problems.
HR process underpin and support management at the time of effective performance management.
Performance management is an effective part of the company which is help to analyse
performance of employees at the workplace by taking record of that in effective manner. This
creates more effectiveness for the business in order to get complete goals and objectives of
company in effective manner. This is very important part of growth of company in respective

manner. In that HR manager have their effective process to manage their performance at the
workplace. For that HR manager organize training and development session for improve skills
where employees are getting lack in that in effective manner. In respect to that here is underpin
and support management at the time of effective performance management are as follows:
360 degree performance appraisal:
360 degree performance management and appraisal system is the process in which
employees are receive confidential anonymous feedback from the people who work around them
in effective manner. This creates more effectiveness for the employer and employees because
through that employees get idea about their performance and lacking area of work. That is help
to improve performance of employees in the particular manner. In this typically includes
employees manager, peers and direct reporting people. This also useful for developing the tool
for people who are not in a management roles (Arulrajah and Opatha 2016). Through that
employer able take and track performance of employees in effective manner. This could be more
effective and valuable for the business to get proper performance reviews in this sections.
Performance review is proper checking system of work where people get idea where they are
lacking and need some improvement in effective manner. This is very important for the business
to get and create complete positiveness at the workplace in effective manner. For example: Tesco
manager support management have effective at the time of performance management. For that
manager review the performance of employees and organize training and development session
for the business as per requirement in effective manner. This creates more effectiveness for the
business to learn about the growth of company. This creates more effective and valuable for the
company.
Performance management:
Performance management is a corporate management tool that is help to manager for
monitor as well as evaluate employees work. Its goals is to create an friendly environment where
employees can perform to the best of their abilities to produce the highest quality work most
efficiently and effectively in the proper manner (Marchington and et.al., 2016). Through that
employer can track the performance of employees and for that create effective working
environment where employee feel motivated to complete work. This is the continuous process of
improving performance by setting individual and team goals which are aligned to the strategic
goals of organization, planning. For example: Sainsbury company have friendly environment

which is help to motivate employees for giving effective performance at the workplace. On the
other side, they have track employees performance with proper manner for creating effectiveness
at the workplace in proper manner.
Those are the effective tool of performance management which are help to manage
performance of employees in effective manner.
CONCLUSION
The following report concluded that the management of British petroleum is effective
because it manage different people at global level. Also, it summarised the problems faced by the
authority in regard to management of people such that managing conflicts, communication issues
etc. It has been summarised from the study that an effective manager is a composition of
knowledge, skills and behaviours i.e. organisational skill, communication skill etc. and there
benefits in an organisation. Moreover, the role of HR in improving performance of management
is also crucial which in turn takes a business towards success direction.

REFERENCES
Books and Journals
Arulrajah, A. A. and Opatha, H. H. D. N. P., 2016. Analytical and theoretical perspectives on
green human resource management: A simplified underpinning.
Batool, S., Khattak, S. R. and Saleem, Z., 2016. Professionalism: A Key Quality of Effective
Manager. Journal of Managerial Sciences. 10(1).s
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy and
practice in European human resource management (pp. 51-67). Routledge.
Cajiao, J. and Burke, M. J., 2016. How instructional methods influence skill development in
management education. Academy of Management Learning & Education. 15(3).
pp.508-524.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Maršíková, K. and et.al., 2019. People management challenges for SMEs in five European
regions: Spotlighting the (in) visible and the (in) formal and embedding SME HR issues
firmly in the business and knowledge environment.
Ohlsson, B., 2017. The role of smoking and alcohol behaviour in management of functional
gastrointestinal disorders. Best Practice & Research Clinical Gastroenterology. 31(5).
pp.545-552.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Raising the curtain in people management by
exploring how sustainable HRM translates to practice: The case of Lithuanian
organizations. Sustainability. 10(12). p.4356.s
Online
10 management challenges and how to overcome them. 2021. [Online]. Available through:
<https://www.perkbox.com/uk/platform/recognition/management-challenges-and-how-
to-overcome-them/>.
7 skills of a successful management career. 2021. [Online]. Available through:
<https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors/business-
consulting-and-management/7-skills-for-a-successful-management-career/>.