MG411: Individual Research Portfolio - People Management Analysis

This individual research portfolio explores the complexities of people management, focusing on the challenges faced by line managers, particularly in the context of the COVID-19 pandemic. The report delves into the skills, knowledge, and behaviors essential for effective people management, including communication, leadership, and decision-making. It examines HR processes that support performance management, such as frequent performance reviews, the use of performance management software, and the establishment of motivation and performance objectives. The portfolio analyzes issues like market needs, team conflicts, communication barriers, and employee performance, offering insights and examples from companies like Morrison's, Tesco, Apple, and Amazon. The report concludes by summarizing the importance of HR's role in supporting managers and adapting to the evolving landscape of people management.

INDIVIDUAL RESEARCH
PORTFOLIO

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Explaining the issues that are faced by the line management during people management.........3
Analyzing the skills, knowledge and behaviors needed to become effective people..................4
HR processes underpinning support management to effective performance management.........6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The present report is based on the topic individual report portfolio. Nowadays the human
resource management of the companies have to face several type of difficulties at the time of
managing the people in the organization. The present report will highlight upon the highlights
the behavior of line managers that are related to the managing people. The report will also
provide issues that are regarding the face line management during people management. The
assignment will also explain the knowledge, skills and behaviors are needed to be an effective
people manager. Lastly it will determine the HR process along with the support management at
the time of performance management by using relevant examples.
MAIN BODY
Explaining the issues that are faced by the line management during people management
At the time of Covid-19 the company has to face different types of issues at the time of
managing their people (Ahern, 2017). Because of this the organization has to face affect in its
overall business performance which will also result in decreasing the competition that is within
the company. Few issues that are faced by the organization are:
 Meeting the market needs: it has been said that the company have to face different type of
issue that are related to the changing need and desire of the company and the employee
in the organization perform all the task that is to fulfill those needs. Because of the
changes in the fluctuation. To solve this issue the company must hire good employees
and experts so that they can fulfill all the needs and the demands of the customers and the
marketers on the faster basis. Otherwise they have to face several issues in the future.
 To mange the conflict within the team: it is the common problem that is faced by the
company nowadays as different employee have different ideas, behaviors, nature and
attitude which results in creating the conflict between the employees who are working in
the same workplace. Weather it is small or large manager of the company have to face
the conflicts. For example in Morrison’s all the tasks are performed in the team which
results in creating the conflicts between the employees because one employee want to

work in the day and other obey at the night. Further this issue has resulted in bug for the
companies along with their managers (Caiati, Rasouli and Timmermans, 2018,
December).
 Communication: it is another issue that is faced by the manager at the time of performing
the task. As in the covid-19 all company have to work from the home which has resulted
in misunderstanding and the consequences because they were unable to know what their
manger is saying to do. B y this the company have face different types of the issues in
their performance as all the worker in company are performing bad. For example in
Tesco is known as the one of the best supermarkets in United Kingdom and have to face
different type of communication barriers because of their different level of performance.
 Employee level: it has been identified that the organization has to manage different
difficulties and the conflicts because of their employee performance. If their employees
will perform well in the company then it will result in achieving all the goals and
objectives on the faster basis. But on the other hand if they do not perform well then it
will result in low reputation of the company along with its employees. The company
should identify their key resources pool which will result in improving the performance
of the company along with their employees.
Analyzing the skills, knowledge and behaviors needed to become effective people
SKILLS
Communication skills: to become an effective people they must have good
communication skill weather is based on written or oral. Along with this it is also known
as one of the most essential skills as by this they can also assist the other person. Line
manager must have different types of the communication skills that are effective learning
instead of having any type of the dominant communication with its staff members. The
manager of the top company must have the skill that is to talk to their employees in the
verbal manner.
Leadership skills: it is also a skill that the line manger must have to perform all the
activities in the organization by guiding and motivating their employees in the company
to perform task in effective and efficiently manner (Tong, Liu and Yao, 2019). In

addition to this the manager of the company must also have the leadership skills which
will result in solving all the issues on the faster basis. For example in Apple the leader of
the company has all the skill that is why they are successful today along with good
growth in the markets.
Decision making: it has been identified that the manger must also have the decision
making skill because they have to take all the decision that are related to their employees
along with how to perform tasks and activities which will result in achieving all the
targets and objectives that are set by the company.
KNOWLEDGE
The manager of the organization must have different knowledge weather it is related to the
finance, work, market or company etc. the most important knowledge that they manger must
have is:
Organization knowledge: it has been known rat the line manger must have the knowledge of the
organization so that he can also give the training to their employees regarding what are the
vision, mission and objectives of the organization (Lim and Ong, 2021). If they will have all the
knowledge of the markets then they can also take the effective decision that is based upon the
welfare of the firm.
Market knowledge: the manger must have the knowledge of the market so that they can fulfill
the needs and desires of their targeted customers. Market knowledge will help them to know
what the development is of their competitors. It will also help them to know what the different
things by this they can take the competitive advantage.
BEHAVIOUR
● Being grounded in business ethics: Line manager need to further be grounded in
business ethics, for bringing on stronger practical work growth standards and higher
functional rise among employees. By being grounded on business ethics, leaders and
mangers further bring on connective new specific benchmarks for gaining stronger
performance growth goals worked on (Zhou, hang and Wang, 2021).

● Making informative decisions: Line manger must also hold accountability and
responsibility towards making informative decisions, for stringent connective new growth
benchmarks goals. Leaders and mangers must have this aspect to take decisions by
analyzing varied parameters, for strengthened new ideologies and for bringing on
corporate standards worked on rapidly. This signifies further that to make informative
decision it is also crucial for gaining best scale functional rise, for productive new
standards targets.
● Encouraging motivation: Line manager must be encouraging and motivating to all
employees, for bringing on skilled and commitment rise among employees within
company. The behavior need to further also evolve for bringing on keen fundamental
rise, where there is specific pace demanded worked on for scaling up new consistent
growth goals. This further can be analyzed by example of Apple, which is one of the top
ranked global company further aims to motivate workforce and creates engagement,
which raises profound connective goals functionally. For this aspect it becomes also
integral to notice that there is varied scale functionally evolved, for scaling up new scope
confidently (Pincus, 2020).
● Reward achievement: Line managers need to also focus on reward management, where
employees needs to be further motivated within their performance goals for scaled up
competencies specifically. Reward achievement further brings on wider scale enhanced
productive standards, towards stringent innovation goals and towards new work
platforms. Providing incentives, brings on rise within motivation and achievement goals
for attaining specific work targets rise for new work domains. Reward management
further adds to long term goals, further encompassing productive leveraging pace for
consistent untapped new fundamental goals for strengthened corporate standards.
HR processes underpinning support management to effective performance management
HR processes have strong role for bringing on competent productive new advancement
within performance growth rise for commercial working synergies, which further brings on
productive connective new untapped benchmarks. Managers and leaders, within HR

departments have specific role for gaining new specific competent rise which enhances
productive scale rise within revenue parameters.
● Frequent performance review feedback: This factor plays strong role for bringing on
frequent performance review feedback, where HR procedures are further connectively
expanding towards new untapped functional goals for competitive growth factors. This
further also signifies focus towards new working horizons, where employees monitoring
enhance feedbacks competently for stringent new informative connective goals within
longer productive run (Huang and et.al, 2020). Frequent performance reviews are done at
Amazon, which is one of the best global company bringing on fundamental competent
productivity standards effectively diversified. Leaders at Amazon within varied
departments, specifically focus on performance review for keeping up best quality
standards worked on imperatively. This also brings on wider scale functional scope for
strengthening work ideologies towards new rise goals, which strengthens connective new
domains. Employees performance review adds to untapped new quality goals, where
morale rise further extends corporate scale expansion rapidly within commercial growth.
There should be accountability evolved on towards new determinants, for technical rise
and also strengthened business goals for leveraging new untapped scenarios
competently.
● Utilizing performance management software: The new advanced performance
management software needs to be further implemented for signifying new advanced
corporate standards, higher specific competent long term productive advancement.
Further, software implementation will also competently enables leaders to monitor
established quality standards productively and also improve keen diversity goals
functionally. This also informatively expands focus towards untapped new specific
parameters, where advanced scale competent scenarios further extend connective
benchmarks and also develop long term stability. Amazon as one of the largest global
commerce brand has wide expanded workforce within varied levels, where performance
benchmarks are monitored by specific digital software. Digital expertise further adds to
new competent functional growth rise, further leveraging new expertise goals and
towards strengthened wider productive long term goals (Kinnie and Swart, 2020).

● Establishing motivation and performance objectives: HR professionals and managers
need to bring on establishment of motivation, performance objectives for bringing on
larger varied scale functional rise for strengthening corporate scale goals. This further
also heads on towards personal management parameters, where HR should further
adhere to strengthen corporate scale expansion rapidly to gain objectives further gained.
There is also connective new growth rise when motivation is specifically enhanced
among employees, where HR professionals and managers strengthen innovative business
goals specifically for bringing on workforce strengthened ideologies. Within recent time
period, where global pandemic has been specifically rising Amazon as one of the biggest
brand has been competently heading focus for gaining expertise worked on. Performance
evaluation further adds to long term brand value, goals potentially enhanced towards
bringing functional rapid growth aspects, where there is also further scope. Further
committed motivated workforce, adds to untapped new specific benchmarks and
motivations scenario among longer term business growth targets which fuel up creativity
specifically.
Furthermore, from above analysis it has been developing best HR procedures for bringing on
performance management rise further extends varied functional rise for connective new growth
benchmarks. This further develops corporate understandings and technical rise by HR
departments, where management aims to further extend corporate growth rise worked on for
raising high scale commitment.
CONCLUSION
From the above analyzed aspects within report, it can be concluded that within recent
time periods comp temporary issues, are based on employee remote engagement and further
keeping monitoring records digitally. The study further concluded that knowledge , skills and
behaviour are some of the most crucial aspects where line managers need to be fundamentally
talented, expertise functional and imperatively focused on managing people. Further being
focused on ethics and quality standards appraisal, reward management brings on new specific
competent scale rise within keen long term performance management goals. Managers need to be

further technically diversified for stringent growth, appraisal methods to keep people
management widely effective.

REFERENCES
Books and journals
Ahern, L. A., 2017. Understanding trauma symptoms in children and adolescents exposed to
domestic abuse: a research portfolio.
Caiati, V., Rasouli, S. and Timmermans, H., 2018, December. Subscription and bundling
preferences for mobility as a service: a sequential portfolio choice experiment. In 23rd
International Conference of Hong Kong Society for Transportation Studies:
Transportation Systems in the Connected Era, HKSTS 2018 (pp. 683-691). Hong
Kong Society for Transportation Studies.
Huang, J., and et.al, 2020, July. Methods and Models Classification Based on Community
Detection Algorithms-A Case Study in HRM Research. In Proceedings of the
3rd International Conference on Data Science and Information Technology (pp.
247-253).
Kinnie, N. and Swart, J., 2020. Cross‐boundary working: Implications for HRM theory, methods,
and practice. Human Resource Management Journal. 30(1). pp.86-99.
Lim, T. and Ong, C.S., 2021. Portfolio diversification using shape-based clustering. The Journal
of Financial Data Science. 3(1). pp.111-126.
Pincus, J. D., 2020. Employee Engagement as Motivation: Implications for HRM theory,
methods, and practice.
Tong, H., Liu, J. and Yao, X., 2019, July. Algorithm portfolio for individual-based surrogate-
assisted evolutionary algorithms. In Proceedings of the genetic and evolutionary
computation conference (pp. 943-950).
V Siskos, D., 2020. International Portfolio Prospects and Concerns. International Portfolio
Prospects and Concerns (July 7, 2020).
Zhou, Y., Chang, X. and Wang, L., 2021. The impact of HRM digitalization on firm
performance: investigating three‐way interactions. Asia Pacific Journal of Human
Resources, 59(1), pp.20-43.