People Management Report: Issues, Skills, and HR Processes Analysis

This report provides an overview of people management, focusing on contemporary issues faced by line management in the UK, the required knowledge, skills, and behaviors for effective people managers, and the HR processes that underpin and support performance management. It addresses challenges such as regulatory changes, talent retention, and diversity issues. The report emphasizes the importance of communication, strategic thinking, and collaboration skills, alongside empathy and supportive behaviors. Furthermore, it details HR processes like performance planning, coaching, feedback, and recognition, highlighting their significance in improving performance and achieving organizational goals. The report concludes with recommendations for effective performance management within organizations.

Introduction to People Management

Contents
Executive Summary...............................................................................................................................3
Introduction...........................................................................................................................................4
Contemporary Issues face line management faces when it comes to People Management.............4
Knowledge Skills and Behaviours needed to be an effective people manager..................................5
What HR process underpin and support management when it comes to effective performance
management.....................................................................................................................................6
Recommendations.................................................................................................................................8
Conclusion.............................................................................................................................................8
References.............................................................................................................................................9

Executive Summary
This report has summarised about the people management which is mainly defined as set of
practices to examine HR process. in this documentation, it has been identified the contemporary
issues face line management that can identify within people management. through analysis, it has
analysed the knowledge, skills and behaviours that needs to be finding as effective people
manager. Furthermore, it has described the different human resource process which may support to
improve current management practices and also improve the performance or management.
Afterwards, HR processes is improved the complex business situation effectively and efficiently

Introduction
People management is defined as set of practices that encompass the end to end process in
context of talent acquisition, retention and optimization while providing continued support for
business development (Alameda-Pineda, Ricci and Sebe, 2019). In UK, Companies are considered as
sub set of human resource management that will cover all different aspects of people work, engage
and behave towards works. The systematic way to evolve, manage people that effect on working of
organization. This report is mainly focused on the human resource process but require to
understand the importance of different process. it is basically depending on the current situation or
condition of business. Human resource management will use different process to establish a better
coordination with staff members, customer. in order to create an effective bond to handle the
people management process in proper manner. This report will describe about the contemporary
issues face line management which will occur during people management. It will determine different
knowledge, skills and behaviours that needed to be finding as effective people manager.
Furthermore, this documentation will discuss different human resource process and how will
support management in context of performance or management. HR processes will support for
handled the complex business situation effectively and efficiently

Contemporary Issues face line management faces when it comes to
People Management
Management has its share of reward and perks, managers are usually in better position that
influence and lead change. In most organizations, being a manager means a better compensation
package. Most importantly, there is like staff member satisfaction of helping an individual or team
reach their appropriate goals and objectives (Alameda-Pineda, Ricci and Sebe, 2019). According to
CIPD report, it has been identified that half of people who consider themselves manager are front
line and remaining are senior or top level. In UK, companies getting better at managing their people,
COVID-19 has certainly impacted the managers, HR and workforce interacts. There are different
issues faced by management when it comes to management people.
Changing regulatory issues
Compliance with regulatory issue or problem is consider as primary duty of managers in UK
organizations. While this job duty has not completely changed over years. Typically, it may cover
evolves constantly (Shahbazi and Ahmadloo, 2020 ). In this way, it can identify that manager need to
be changed the certain policies and procedures. For Example- changes in new legislation regarding
financial or healthcare benefits. When it comes to people management, which is important role of
manager to find out the certain demand of employees within organization (Blštáková and et.al.,
2020). Changing rules and regulations that directly affecting on the relationship between people
during task execution. In some situation, they are worried about the issue of privacy or security,
which has increased problem in people management.
Privacy laws are constantly acquiring a lot of update in term of disclosure, if manager is not
current on new regulation whereas company is exposed law suits, penalties and other potential
public scrutiny.
Recruiting and retaining top talent
Nowadays, Finding and keeping great talent is very difficult for manager, especially for small
enterprise during COVID-19 pandemic because they do not have proper resources to offer huge
compensation, benefits packages. It means that manager is always looking to find better candidate
and loyal prospect for organization (Shahbazi and Ahmadloo, 2020 ). It is very tough for manger to
look for externally as well as internally as it is not enough to just reach out the people. it is not about
the cultivate these relationship. it is consider as essential part of organization that must need to
cultivate internal staff members, who are suitable for promotion and development.
Diversity and Harmony issues
In UK, Business owner know that diverse workforce that’s working together in better
harmony. It will build as string team, yield better ideas and offer consumer satisfaction. Without
consideration of harmony, diverse workforce has become lower morale and reduce productivity of
enterprise (Deberdieva and et.al., 2019). At certain point, it has been increased the issue within
company culture as well as their production. When it comes people management, diversity is
consider as serious legal liability where existing consumers, employees are feeling so mush harassed
in different manner.
Manager can consider the diversity rules and regulation, ensure that company has followed
some specific protocol to deal with multiple complaints. In this way, it is focused in the harmonizing
of diversity. Each and every thing can be done by using workshop, training that help to build
cohesiveness or embrace difference each other’s.

Knowledge Skills and Behaviours needed to be an effective people
manager
In order to become effective people manager individuals needs to possess right knowledge, skills
and behaviour. These are as follows-
Knowledge to be effective people manager
Knowledge of HR practices- In order to become effective people manager individuals needs to have
knowledge of HR practices. HR practices involve different functions and activities that are carried out
in Human resource management and their processes (Amarakoon, Weerawardena, and Verreynne,
2018). This involved knowledge of effective recruitment and selection policies and changing trends
in recruitment and selection. Knowledge also involve knowledge of practices for training and
development and other HR functions.
Knowledge of HR laws and regulations- HR is an area which is mainly governed by laws and
regulations and this is why it is important that to be effective people manager individuals has sound
knowledge of these regulations. This also have changed and affected due to Covid-19 and this is why
it is important that people manager to ensure effective HR management are aware of these
regulations.
Skills to be effective people manager
Communication skills- This is a very important skill that people managers need to have in order to
become effective people manager. Communication skill is concerned with effectively exchanging
messages and ideas. People manager in their work has to communicate in several contexts and this
is why it is important that for effective people manager to have effective communication skills
enabling them to accurately communicate. This also involves positively influencing employees and
members in organisation.
Strategic thinking skill- This is another important skill to be possessed by people manager (De
Mauro and et.al., 2018). This means that people manager should be aware of the ways in which they
can align goals and objectives of company with goals and objectives of employees and members.
This means communicating to employees how they make contribution in achievement of
organisational objectives and its vision.
Collaborative Skill- This is another skill to be possessed by people manager. This skill enables people
manager to effectively collaborate multiple departments and employees of different departments
together.
Behaviour to be effective people manager
Empathy- This is one of the important behavioural elements that make people manager effective.
Empathy is an ability that enables individuals to understand problems of others and in order to
understand what others are going through and what they are willing to say it is important to be
empathetic. This is concerned with understanding problem and situations of people like manager is
going through the problems.
Supportive- This is another important behaviour that make people manager effective. People
manager is a link between organisation and employee and this is why it is important that people
manager makes best efforts to ensure that employee gets adequate support that enable them to

work effectively (Amarakoon and et.al., 2019). This is concerned with information or any other issue
that employee wants to convey to management. In this situation supportive behaviour of people
manager is important and helps employees in solving their problems and issues in organisational
context.
What HR process underpin and support management when it comes
to effective performance management
During COVID-19 Pandemic, UK companies faces a transition to new phase of economic
development. At that time, Human resource will select as modern management techniques when it
comes to people management, performance improvement. Total quality management (TQM) is one
of important technique that help for explaining the management failing such as failure to spot
economic opportunities (Nguyen Le, Chitaporpan and et.al., 2020). According to CIPD report, it has
found low level of public as well as private investment within research and development, capital
stock or workforce absence in UK companies. In this way, it has concluded that performed the
sufficient robust HR process, which always support to performance management and increase
productivity as well as profitability of business in marketplace.
Furthermore, It can be identified the different HR process underpin and support during
performance improvement or management.
Performance Planning
It is important process of human resource in organization that establish a goal or objective.
This will be target employees want to reach and market as desirable state ( Shahbazi and Ahmadloo,
2020 ). Human resource should always support and aligned with organizational goals, more detailed
way to perform activities of performance planning. It is better chance to achieve desirable
organizational objectives. Planning process will help for employee to spend some time on and
implement efforts between assignments and on job duties. After successfully performed this step,
employee and manager should aware about the specific time frames.
Performance Coaching
It is also important process of HR which provide regular feedback on basis of performance
during task execution. At certain point, HR provide the better direction, support for employee so
that they can modify their performance. It is also increasing more exercise where necessary. Each
and every single staff member is different from another so that it is important human resource to
understand specific need or requirement of employee (Shahbazi and Ahmadloo, 2020 ). Therefore,
managers need to be aware about the necessities of individual and then give training according to
them. This will help to meet all essential personal needs. This type of HR process is extremely
important for employees for maintaining or encouraging the people and maintain effective
performance management in organization.
Feedback and recognise on performance review
Recognition is an essential to performance management since it is integral part of staff
emotional sense of their work, serving as important driver. If human resource manager to be
introduced with intrinsic motivation or inspiration (Zhang, 2020). Here, Each and every employee
can receive feedback from HR manager on the basis of their regular performance. This process will
include both recognition regarding staff member’s strength and discussion about the challenges that
requires for improvement.

After that being done, HR can develop a new plan for further development and should be clear
or measurable. In fact, it is represented as beginning of entire process. It is not only focused on the
real time feedback on the performance management rather than identify compensation to increase
overall business profitability in global world.
Clear measurement process
(Urbach and Röglinger, 2019). Through this process, manager will keep track of current
score of individual people and their achievements. Personalization is necessary since, HR need to
make relevant goal within particular employee in order to ensure all engagement.

Recommendations
An effective performance management is all about the companies that recognise entire systems
generate a lot of work. In fact, they often require employees and manages to set a long term goal
which become stale in months. Hence this HR process, in UK companies especially, it might require
for using platform that supports process and helping other employees (Knies, Leisink and Van De
Schoot, 2020). This is reason why it become consider as great change in performance management
through HR process. it is always support for engaging, transparent way to change how staff member
are exposed, managed the business activities. HR management enable managers to track or monitor
performance of individuals as well as departments and entire organization. It has been
recommendations that process of Human resource which provide an efficient role, ongoing missions,
and current position of employee in organization. Human resource management will support when
comes to performance improvement. It will clearly indicating the clear measurements that are
personalized for individual employees
Conclusion
From above discussion, it has concluded that People management plays important role in
organization that support for consideration of all essential set of practices. In order to provide the
better result or outcome. People management can be considered as process for performing the
different activities such as talent acquisition, retention and optimization. In this report, it has
focused on the human resource process but require to understand the importance of different
process. it is. Human resource management will use different process to establish a better
coordination with staff members, customer.In this report, it has been summarised about the
contemporary issues face line management which help for improving the current situation or
condition of business. Furthermore, it can be determined the various type of knowledge, skills and
behaviours that needed to be finding as effective people manager. However, it has described about
the effective human resource process that always supports management in term of performance or
management.

References
Alameda-Pineda, X., Ricci, E. and Sebe, N., 2019. Multimodal behavior analysis in the wild: An
introduction. In Multimodal Behavior Analysis in the Wild (pp. 1-8). Academic Press.
Amarakoon, U and et.al., 2019. Entrepreneurial behaviour: a new perspective on the role of the HR
professional. Personnel Review.
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human resource
management innovation and competitive advantage. The International Journal of
Human Resource Management. 29(10). pp.1736-1766.
Blštáková, J. and et.al., 2020. Reflection of Digitalization on Business Values: The Results of
Examining Values of People Management in a Digital Age. Sustainability. 12(12). p.5202.
De Mauro, A and et.al., 2018. Human resources for Big Data professions: A systematic classification
of job roles and required skill sets. Information Processing & Management. 54(5).
pp.807-817.
Deberdieva, E.M. and et.al., 2019, March. Experience in the management of business processes with
the use of digital technologies by Russian companies of a petrochemical complex. In IOP
Conference Series: Materials Science and Engineering (Vol. 483, No. 1, p. 012066). IOP
Publishing.
Knies, E., Leisink, P. and Van De Schoot, R., 2020. People management: developing and testing a
measurement scale. The International Journal of Human Resource Management. 31(6).
pp.705-737.

Nguyen, T.K.O., Le, Q.T. and et.al., 2020. Introduction to Environmental Management and
Services. TORUS 3–Toward an Open Resource Using Services: Cloud Computing for
Environmental Data. pp.1-16.
Shahbazi, B. and Ahmadloo, M., 2020 Management and Business Research Quarterly.
Urbach, N. and Röglinger, M., 2019. Introduction to digitalization cases: how organizations rethink
their business for the digital age. In Digitalization Cases (pp. 1-12). Springer, Cham.
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.