People Management: Addressing Issues, Skills, and Performance

This report delves into the multifaceted realm of people management, addressing contemporary challenges faced by line management, such as the gig economy, innovation, and regulatory changes, specifically within the context of H&M. It outlines the essential knowledge, skills, and behaviors required for effective people management, emphasizing the importance of communication, problem-solving, and leadership development. Furthermore, the report explores the HR processes that underpin and support effective performance management, including the implementation of performance management systems, feedback mechanisms, and regular progress reports. The conclusion highlights the significance of strategic approaches and the integration of HR practices to foster a productive and harmonious work environment, ultimately contributing to organizational success and employee satisfaction. The report also touches on the importance of diversity and inclusion, and the need for managers to be updated with employment laws.

Introduction to people
management

Table of Contents
Table of Contents
INTRODUCTION...........................................................................................................................2
What contemporary issues face line management when it comes to people management ?......3
What knowledge, skills and behaviours are needed to be an effective people manager ...........5
What HR process underpin and support management when it comes to effective performance
management ...............................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
People management defined as it is the process of selecting, recruiting, giving
orientation, provide training and development. People management is also known as human
resource management which include the strategic approaches to the effective administration of
people in an organisation or a company, which helps to enhance the business and acquire a
competitive advantage. It design to expand employee outcome in a service of an employer, along
with the strategic objectives. It involves the planning, directing, controlling and organising. This
report include the contemporary issue face line management, knowledge, skills and behaviour to
be effective people manager as well as HR processing support management when it comes to
effective performance management. In the context of H&M brand, Hennes and Mauritz is a
multinational clothing organisation which is known for its fast fashion clothing for men,
teenagers, women etc(Thomas, N. ed., 2019).
What contemporary issues face line management when it comes to people management ?
Managers who administer teams usually face different kinds of challenges which are
related to skills and productivity. Addressing and identifying these problems for better
functioning and to lead teams by applying effective techniques. Human resource department is a
challenging role for organisations as they have the large team size and growing
workforce(Winata, and et .al 2020).
Most common faced issues human resource administrators faces in H&M are further discussed
below :
 The Gig Economy : Employees are switching job and deciding to quit traditional jobs in
exchange of freelancing work in their expertise areas. It will give desirable flexibility in
their livelihoods, which is a great selling of potentiality clients, because of the contract.
In H&M human resourcing managers are facing a lot of challenges in terms of working
with all different structure and systems as employees are leaving jobs. Thus they must
execute different ways to create and implement long-term contracts to abide potential
employees for an organised and effective system.
 Innovation and Automation : In H&M human resource division takes training and
development to enhance their skills for technological advance. It means when deployed
in a different organization they need to prepare themselves for providing and conducting

successful training and development to the teams. They must help running the training
development schemes internally to strengthen their skills in required assignments.
 Changing regulatory Issues : H& M managers shall have compliance with regulatory
issuing that must be a primary factor into the organization. It makes human resource
supervisors on top of all required changes. Privacy laws are always required improved
disclosures and training of employees and appreciation as they must be on updated new
rules , laws otherwise the organization is exposed to lawsuits, penalties(Armstrong, M.
and Taylor, S., 2020). (Stewart, G.L. and Brown, K.G., 2019).
 Recruiting and Retaining Top Talent : In market detecting and keeping the right talent
is difficult when it comes to small businesses to offer attractive packages and
compensation which makes the human resource managers to be talented and loyal
towards the company. The resource managers must look for talent internally and
externally, as to find great opportunities into market for their professional growth which
will also help in in suitable promotion and development in their career.
 Diversity and Harmony Issues : Managers must know that working in harmony which
will build secured and stronger teams for better functioning and organised structure
which brings employee satisfaction. H&M managers face low diversity workforce which
brings low morale and results into decreased productivity which will also effect the
growth of organization. Diversity is important legal liability when employees of company
are feeling harassment in some way. Managers must understand the diversity laws, thus
must make sure that organization have protocols to follow in a appropriate manner with
all the complaints and helps to harmonize the diversity. They also conducts training and
seminars to build cohesiveness to embrace the differences in each of them(Randev, K.K.
and Jha, J.K., 2019).
 Management Changes : In growing business its structure, internal process and strategies
also gets updated and modified to grow internal process. Managers faces a lot of hard
times with changing management thus which results into decreased productivity level and
experience low morale which directly effects growth of the manager and organization.
They must communicate and conduct regular staff meetings to create a healthy
environment thus to understand the changes.

 Compliance With Laws and Regulation : They must be updated with employment laws
to avoid the occurring issues into the company hence to avoid these audits, lawsuits are
to be conducted thus to have a better understanding of rules, regulations and of wage
payment , hiring practices for the workplace safety.
 Leadership Development : Leadership Development programs must be implemented ,
executed for the managers into the organization and must be conducted time to time
which will help in avoiding the poor management structure to keep human resource
managers highly motivated. Organizations like H&M must create and develop different
opportunities to use their strengths for operating the system in a better way.
 Absence of Structure : It is the most frequent challenge faced by managers in H&M
which must be implemented properly for better working process into the company which
will help in achieving organizational goals and targets on time (Gregory, V.L., 2019).
What knowledge, skills and behaviours are needed to be an effective people manager
Skills: There are various types of knowledge which is needed to be effective people
manager which includes the soft skills, technical skills, how to develop management skills, how
to the organisation or team member, commercial awareness, company and delegation. Forward
planning and strategic thinking.
Trust: It is very important in an organisation it build the relation ship between employer
and employee. According to a manager, when it show their trust on employee, they are willing to
do more for the organisation for hold the trust of the manager. It will take ownership of their own
work and looking forward for advice when they require it. This thing made work effectively and
efficiently, which push forward to acquire excellence which take towards the success. Employee
will able to work without any interference. Which will help the company and team to grow with
an confidence and developing their ideas, views thoughts, which is mandatory for the
organisation. It also encourages to build their careers( Hoon, C., Hack, A. and Kellermanns,
F.W., 2019).
Good communication: Effective communication play very important role in an
organisation, which helps how to lead the team, how to influence customer for their product, and
also including the convincing power to hold the employee. Communication skills embrace every
administration project , managers have to present their ideas, mission and vision of the
organisation and inspire the others, if manager have good communication skills employee able to

understand the thing what they want to say. At some point communication skills looking very
attractive which enhance the presentation of the employee (Zhang, Z., 2020).
Problem solving skills: Problem solving is very important part of a manager. When
employee finding their any difficulties, manager have to solve it. A excellent manager analyse
the overall different situations or problems before they convert huge major issue which they need
prominent attention to detail.
Knowledge: If manager are looking forward to enhance their growth, they have to
excellent in knowledge in overall perception. Mainly in organisation manager have knowledge
about technical skills which they know to work on software, how to handle the logging bombs in
software, how to operate the E commerce. If employee doing management program to become
manager in company without any knowledge, it doesn't make any sense because degree doesn't
matter knowledge matters a lot. Which impact on personality of the manager and carry brand
image along with it, which is very beneficial for the organisation in term of effective working.
Knowledge also include acknowledge good performance, many people require their honesty and
hard work to keep motivation on hype. Most of the people satisfy with appraisals and other
actual advantages. Knowledge administration involve the innovation and changes the culture
which required to germinate the company and meetup with enterprises requirement,with quickly
access to information and resources over the company. It acts very quickly. Knowledge is a
concept of creating, sharing, acquiring and managing the knowledge and information data of a
commercial industry. It include the multidisciplinary conceptualization to acquire the company
objectives by building the best use of knowledge(Garcia-Zamor, J.C., 2019).
Behaviour: Manager must have positive attitude which impact on the employee as well
as organisation, they know their time, genuine appreciation as well as attention is needed to their
team members which is looking forward to achieve the vision and objectives of the organisation.
Effective people managers are able to recruit and choose the right candidate. When new member
is recruited by the higher authority not only for their skills and knowledge also their behaviour,
attitude and cultural fit after that team will give their outcome in ethical manner.
For instance, the manager of H&M if they adopt this overall skill, employees are happy
with the higher authority and satisfy with that, which helps to generate the revenue and
profitability. These skills are mandatory for the managers because organisation depend on higher
authority which handles the over all situations of the organisation( Sakurai, R., 2019).

What HR process underpin and support management when it comes to effective performance
management
Human resource process defined as taking consistence and visibility to a common
practices of the human resource department. This factor makes it simpler for individuals to make
conversation with their human resources teams which helps to manager respond to candidate
with seasonableness and quality. This process work for reduce errors, enhance response time,
make the process more user friendly. Changing this process is usually the responsibility of the
human resource professionals or higher authority. This process helps in selecting the right person
for right job. Support management defined as the managers leads the maintenance and safety of
specialized services and provide the information with in the company. Along with adequate
training and qualities of IT candidates. In the term of support management comes into effective
management for work performance and planning ways to meetup with these outlook. It include
the communicate company aims and outcome objectives. In which individual not looking
forward for its performance outcome and building the first direction towards the effective
outcome management. It utilize the performance management system in which this system gives
the traditional reviews and 360s is candidate friendly and also allows for fast and unjust
reporting. Effective performance management system that sure about personnel and aims and
objectives of the organisation as well as team goal, so that outcome at both the personnel, team
and company level are increase by effective execution of Human resource management
practices. It offer the feedback of performance, good outcomes performance need the powerful
skill set and positive behaviours viewing at the time of opportunity area with clear track of
changes. This performance is the best way to confirm its candidates along with the work and
convert into effectively and efficiently. It involve the regular meetings to discuss outcomes and
result which is called as progress report. It involve the overview of the organisation and their
outcome which involve the internal and external factor to enhance the progress of a company.
In the context of H&M, the higher authority must work on approaches if they make best
strategy , business will run smoothly and efficiently. This thing organise the things
systematically for the organisation which gives the best outcomes in overall
perception(Ferronato, and et .al., 2019).

Illustration 1: source: Human Resource Management
CONCLUSION
This report conclude the contemporary issues which is faced by line management also
involve the skills, behaviour, knowledge and HR process along with support management. These
factors are about how human resource manage the organisation and lead the project. If the higher
authority adopt this strategy, organisation will able to earn more profit and generate the revenue
because in this process all the things in systematic way or in ethical manner which shows the
improvement and changes of the company. Which is beneficial for the organisation to enhance
the brand value as well as image which hold the market place for long time.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
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Ferronato, and et .al., 2019. Introduction of the circular economy within developing regions: A
comparative analysis of advantages and opportunities for waste valorization. Journal of
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Participation In Development Planning And Management (pp. 3-11). Routledge.
Gregory, V.L., 2019. Collection development and management for 21st century library
collections: an introduction. American Library Association.
Hoon, C., Hack, A. and Kellermanns, F.W., 2019. Advancing knowledge on human resource
management in family firms: An introduction and integrative framework. German
Journal of Human Resource Management.33(3).pp.147-166.
Randev, K.K. and Jha, J.K., 2019. Sustainable Human Resource Management: A Literature-
based Introduction. NHRD Network Journal.12(3).;pp.241-252.
Sakurai, R., 2019. Introduction: New Perspectives of Wildlife Management. In Human
Dimensions of Wildlife Management in Japan (pp. 1-4). Springer, Singapore.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Thomas, N. ed., 2019. Renal Nursing: Care and Management of People with Kidney Disease.
John Wiley & Sons.
Winata, and et .al 2020. Electronic medication management system introduction and
deprescribing practice in post-acute care. Journal of the American Medical Directors
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Zhang, Z., 2020. The Introduction of Macroeconomic Management Theory and Experience from
Western Countries at the “Bashan Tourist Ship” Conference in 1985. In Historical
Perspectives on Chinese Economics. (1949–2011), (pp. 153-169). Springer, Singapore.