Analysing People Management, Skills, and HR in Organisational Settings

This report provides an overview of people management within organizations, focusing on the challenges faced by line managers, the essential skills and behaviors required for effective people management, and the HR processes that underpin performance management. It identifies issues such as resistance to change, communication gaps, and time management as key challenges. The report highlights the importance of trust, communication, motivation, and problem-solving skills for managers. It also discusses the role of HR in performance management, emphasizing the use of tools like 360-degree feedback and the application of social cognitive theory to enhance employee performance and motivation. The report concludes with recommendations for organizations to embrace honesty, positive attitudes, and technology to improve communication and overall productivity, suggesting the use of regular communication and feedback systems to manage performance effectively. The document is contributed by a student and available on Desklib, a platform offering study tools and resources for students.

Individual research portfolio
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Executive Summary
In today's business world there is high competition in any industrial sector. Furthermore, it
has been underlined that change is an inevitable process in which it is essential for managers to
have knowledge of various skills and behavioural aspects in order to manage people in an
effective manner. From this report it has been stated that there are a number of issues such as
resistance of employees towards change, lack of communication and feedback which can affect
both people management process. In this with the help of trust, patience, ability to motivate,
good communication etc managers can manage people in an effective manner. Present report
underlined that with the help of 360 degree feedback HR department can manage employees
performance. Report is conducted on Sainsbury which is a leading organisation in retail
industrial sector and have number of employees those who are performing their roles and
responsibilities towards the accomplishment of organisational objectives.
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Executive Summary.........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Reflection on current issues facing line managers relating to people management...............4
Reflection on the knowledge, skills and behaviours to be an effective people manager.......4
Reflection on HR processes which underpin the performance management.........................4
CONCLUSION................................................................................................................................5
RECOMMENDATION...................................................................................................................5
REFERENCES................................................................................................................................6
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INTRODUCTION
People management is a process of training, motivating and directing employees to
maximize their overall workplace productivity. Main aim behind this is to promote personal as
well as professional growth of workers and boost their performance and workflow on everyday
basis. In modern business environment there is high competition in every industrial sector in
which people management is an important task (Ali, Gómez and Williams, 2021). This not only
helps in influencing productivity but also maximizes their motivation and morale. It has been
identified that in order to be competitive in any industrial sector it is essential for organisation to
embrace change. In this, leaders and managers have responsibility to have efficient skills and
knowledge in order to manage people. Present report is conducted on Sainsbury which is a
leading organisation in retail industrial sector report include discussion upon the current issue
that line managers are facing in terms of people management and effective skills knowledge and
behaviour to be effective people manager. Along with this HR process that has been undertaken
in performance management is also been discussed in this report.
MAIN BODY
Reflection on current issues facing line managers relating to people management
There are a number of issues that line managers of Sainsbury are facing in terms of people
management. These issues are in terms of decrease in performance level, lack of communication
to working, resistance of employees towards change and time management. It has been identified
that it is essential for managers to identify the major cause of these issues in order to implement
strategies accordingly as to enhance overall productivity and performance of employees. With
help of recognising the main cause behind these issues manager can significantly help in
enhancing people confidence and motivation which significantly help them to conduct activities
in effective manner. It has been identified that decrease level of performance is the major issue
that line managers are facing in terms of managing people in the employees are facing
challenges, as their productivity are not as usual due to the frequent changes. Along with this
lack of communication is the another challenge which line managers are facing. In this it is
essential to make significant increase in the frequency of communication as to make sure that
employees are align with organisational goal and purposes. It has been identified that lack of
team work is also the major challenge which managers are facing. In this employees are losing
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focus on collaboration and they spend a lot of time in completing individual task. In this it is
essential to re-establish teamwork in which line managers are required to take advantage of team
building exercises and focus on relationship building. Furthermore, time management is also the
problem that line managers are facing has been identified that they are facing challenge in
balancing their own task. In this it is essential for manager to prioritise their own work
responsibility in order to perform in effective manner the above-mentioned analysis it has been
identified that there are some certain issues (Anderson, 2021) . It has been identified by me as a
line manager these issues are affecting in adverbs manner which is significant leading towards
decrease in overall performance and productivity. In this it is essential to significantly overcome
them with the help of strategies and policy is to make sure that overall productivity and
performance and enhances on significant basis.
Reflection on the knowledge, skills and behaviours to be an effective people manager
In order to manage people there are a number of knowledge, skills and behaviour which is
essential for line managers of Sainsbury to have in order to be an effective people manager.
According to people management plays essential role in business as there are a number of
individual who were from different backgrounds, ages and have different ideas. On this it is
essential for line manager to have trust. In this if line manager show that runs towards employees
and display it in a number of ways that effectively helps in enhancing employees engagement
with the help of trust line manager can also enhance confidence and morale among employees. In
order to this good communication skill is also essential for line managers (Appel-Meulenbroek
and Danivska, 2022). In this line managers is required to have knowledge of different type of
knowledge as with the help of communication skill line managers can communicate organisation
vision, ideas and can inspire employees and effective manner. Furthermore, manager is also need
to have behavioural aspects of motivating employees in order to be successful and manage and
implement change. Line managers with the help of motivating employees can identify employees
emotions can further motivate them accordingly. In addition to this, line manager is also
required to have patience as with the help of this they can respond appropriately in any situation.
Along with this problem solving skills also plays important role which is essential for line
manager in which they can overcome different type of problem in effective manner with the help
of increasing efficient ideas. Furthermore, as per my point of view accountability is also an
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important skill which helps line manager to be responsible towards employees. Thus, it has been
identified that are different type of knowledge, skills and behaviour which is essential for line
manager to have in order to be an effective people manager. All these skills knowledge and
behavioural aspects plays important role in managing and guiding employees in an
organisational structure which helps in answering overall productivity and performance in a well
defined and effective manner.
Reflection on HR processes which underpin the performance management
Performance management is defined as a corporate management tool which led HR manager to
manage monitor and evaluate improve performance in organisational workplace premises in a
well defined and effective manner. With the help of performance management human resource
manager can create an environment in which individuals are motivated and perform their roles
and responsibilities with highest quality and hard work. In organisation like Sainsbury
performance management plays important role as with the help of, planning, monitoring,
reviewing and rewarding employees human resource manager can enhance overall performance
and productivity of workers (Edwards, 2022). It has been identified by me that human resource is
an essential aspect in which with the help of guiding, leading and motivating employees human
resource manager can accomplish organisational goals and mission in a well define and effective
manner. Furthermore, it has been identified that performance management is a concept in the
field of Human Resource Management. It is a continuous process of identifying, measuring and
reviewing employees performance. According to the social cognitive theory human resource
manager can educate employees and communicate them in effective manner. Social cognitive
theory define as influence of individual experience and actions of others and environmental
factors on individual health and behaviours (Preko, 2022). In this with the help of allowing
employees to both learn and observe outcomes of other individuals manager have ability to guide
them in a well defined and effective manner. Furthermore, it has been evaluated that with the
help of management of performance of employees organisation can sure more productive
outcome. It also helps in enhancing employees morale and also helps in defining their career
path. Performance management also plays essential role in increasing employee retention and
improving accountability. With the help of performance management system human resource
manager can not only enhance overall growth and long-term sustainability of organisation but
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can also motivate lead in direct employees in a well defined and effective manner. Thus, from
the above-mentioned analysis it has been identified that the help of taking advantage of
systematic performance management system aspects like 360 degree feedback system and social
cognitive theory human resource manager can enhance the effectiveness of performance
management and can motivate and guide employees are frequently (Golub and Liu, 2022). This
will significantly help in boosting overall performance and productivity of employees in
organisational structure in a well defined and effective manner.
CONCLUSION
Thus, from the above mentioned report it has been concluded that in order to enhance
productivity and performance of organisational workplace structure people management plays
important role. In this there are a number of soft skills that are required by managers which
includes trust, communication, patience extra which assist manager to lead and manage people in
effective manner. Business organisation is made up of individuals with different backgrounds,
ages and have different ideas. In this to motivate things in a different way managers with the help
of trust, good communication, patience, problem solving skills, accountability, positivity and
honesty managers can manage employees and people in an effective manner. However there are
certain issues that line managers are facing such as communication gap frequent changes which
can be effectively overcome with the help of regular communication, feedback, trust, openness
and transparency. Report also identifies that with the help of performance management with the
help of increasing staff participation and taking advantage of theory X and theory Y HR manager
can manage people in a well defined and effective manner.
RECOMMENDATION
In order to manage people and overcome issues like communication, resistance to change
Sainsbury managers and human resource department is recommended to embrace honesty and
positive attitude. This will not only help them to reduce stress and keep things fun at workplace
but it also enhances the overall productivity and communication of employees with managers. In
addition to this managers are also recommended to take use of technology and regular
communication with 360 degree feedback system which plays important role in managing
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performance. This will not only help in managing employees performance but also allow
organisation to enhance overall workplace productivity and performance on simultaneous basis.
REFERENCES
Books and Journals
Ali, A.J., Fuenzalida, J., Gómez, M. and Williams, M.J., 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.
Anderson, M., 2021. Initial management of suspected poisoning in children and young
people. Paediatrics and Child Health, 31(10), pp.382-387.
Appel-Meulenbroek, R. and Danivska, V., 2022. A handbook of management theories and
models for office environments and services (p. 270). Taylor & Francis.
Edwards, J.S., 2022. Where knowledge management and information management meet:
Research directions. International Journal of Information Management, 63, p.102458.
Golub, K. and Liu, Y.H., 2022. Information and Knowledge Organisation in Digital Humanities:
Global Perspectives.
Hawe, P., Rowbotham, S., Marks, L. and Casson, J., 2022. The Risk Management Practices of
Health Research Ethics Committees May Undermine Citizen Science to Address Basic
Human Rights. Public Health Ethics.
Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager
rewards: An empirical analysis. Journal of Political Economy, 129(1), pp.243-285.
Preko, A.K., 2022. Leadership and Human Capital Management in New Public Management.
In New Public Management in Africa (pp. 105-131). Palgrave Macmillan, Cham.
Romanelli, M. and Ferrara, M., 2022. Museums Driving Innovation by Technology, People and
Organisation. In Do Machines Dream of Electric Workers? (pp. 119-135). Springer,
Cham.
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Smith, P., Keesstra, S.D., Silver, W.L. and Adhya, T.K., 2021. The role of soils in delivering
Nature's Contributions to People. Philosophical Transactions of the Royal Society
B, 376(1834), p.20200169.
Tseole, T. and Marutha, N.S., 2022. A framework for knowledge retention to support business
continuity in the cross-border mergers of the telecommunications industry in
Lesotho. VINE Journal of Information and Knowledge Management Systems.
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