Performance Management: Contemporary Issues and HR Support Analysis

This report explores performance management as a crucial management tool for analyzing and monitoring workforce performance, aiming to create an environment conducive to optimal employee contribution and organizational growth. It identifies contemporary issues faced by line managers, such as team and peer conflicts, hiring challenges, employee engagement, inadequate training, and poor communication, which can hinder effective people management. The report also outlines the essential knowledge, skills, and behaviors required for effective people managers, including comprehensive knowledge, leadership skills, and positive behavior to foster better employee relationships and motivation. Furthermore, it details the processes of Human Resources that underpin and support management, such as training and development, induction, orientation, and performance evaluation, emphasizing their role in aligning employee capabilities with organizational goals. The report concludes that effective performance management, supported by robust HR processes, is vital for achieving competitive advantages and organizational success.

Performance management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
What is contemporary issues face the line mangers when it comes to management of people..1
TASK 2............................................................................................................................................3
Knowledge, skills and behaviour are needed to be an effective people manger.........................3
TASK 3............................................................................................................................................4
What is the process of HR that under print and support management........................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Performance management refers to the management tool that help mangers to analyse and
monitor the performance of workforce within the organisation. The main motive of performance
management is to create an environment where people can work with their best capabilities and
provide effectively growth to the organisation. Managing people at work place is an difficult task
for the mangers so that managers of the organization work effectively to complete the goals and
objective that they are willing to complete in the future. This report includes the information
about the various issues face by the mangers of company in order to mange people at work place,
also knowledge, skills, and behaviours needed to be an effective people manager. In the last the
report explain the human resource process underpin and support management when it comes to
make the performance of employees effective.
TASK1
What is contemporary issues face the line mangers when it comes to management of people.
There are many issues occurs in the organisation when it comes to make the performance
of people in organisation effective. These issues may cause poor performance of company that
can be difficult for the mangers to mange them effectively. Various issues face by the manger of
organisation in order to mange the performance of their employees is following below:
 Team conflict: As an manger there are various issues they face in order to mange the
work. Team conflict is main problem that every manger face in their organisation.
People working in the same team sometimes gets personal conflicts form the other team
members. Team mangers have to handle this situational in favour of over all team
otherwise conflict could be increase in the organisation. For example Marks & Spencer
organisation of UK could have conflict in their organisation if the manger does not
handle the situation in the company properly. They face the different conflicts in the
organization and mangers feels pressure to handle them. But with the effective
management strategies they solve the problems of their employees and help them to
work with other team members.
 Peer conflicts: Conflict with the peers is most common in every organisation, different
department mangers in same organisation can have disaggregate on the various topics
1

and its make the connection with them ineffective. For the example Marks & Spencer is
multinational organisation and have various department in their organisation and they
could have different opinion on the same topics. So that the mangers have difficulty in
the decision making process. So that mangers of organization should understand the
point of view of every one and try to maintain the situational effectively.
 Making right hiring decision: It is most difficult task for the mangers of company to hire
right candidate for the right job. It difficult to attract talented individual in the
organisation and keep them in the work. Decision-making process of hiring is depend on
the human resource mangers but some times its gets difficult for the mangers of HR to
take right decision by their own. For the example Marks & Spencer is hiring employees
for their company and its responsibilities for the mangers of the company to fulfil the
requirement of employees.
 Employee engagement: It is very important to engage the employees of company to stay
motivated towards their works and ethics. There are many problems for mangers to
engage their employees and develop motivation in their work. Some times mangers face
issues in engagement of employees. Marks & Spencer organisation's mangers could face
this issue by the poor planning of resource for the employees.
 Poor training of employees: Training session is very important part of the company. with
the proper training employees can understand the work they have to do effectively. But
sometimes mangers fails to train their employees in effective manner and it could cause
ineffective performance of individuals. It could cause low productivity rate and the
employees may feel less motivated towards the work they are doing.
 Poor communication: This is the main cause of low understanding between the people
and mangers of the organisation. Poor communication can lead to the misunderstanding
between employees and team leaders. Marks & Spencer organisation can also face
problems due to the poor communication between the staff and mangers. It could lead to
the disaggregate of the employees with the mangers.
2

TASK 2
Knowledge, skills and behaviour are needed to be an effective people manger.
These knowledge, skills and behaviour of manager helps organization to better planning and
organization the human resource effectively. Organization can improve its effectiveness by the
good manager in their organization. There are various aspects of knowledge skills and behaviour
of individual to improve the effectiveness of the performance management is following below:
Knowledge of Managers:
As an manager of organisation should have the proper knowledge so that they can
manage the employees in effective manner. They should have proper information about the work
they want to assassin to their subordinates. With proper information mangers can communicate
in effective manner with the employees of the organisation. For example Marks & Spencer is
multinational organisation and mangers of this organisation should have proper knowledge about
everything in their organisation. This could help the mangers of organization to have proper
panning about the work their employees are doing. They can properly manage the productivity
of work place by using the huamn resource effectively. Proper knowledge can help them to
understand the problems occurring in the organisation and employees also can get help in their
daily work if they need assignment of their mangers. If the mangers of the company is not have
any information about the problems employees is facing than they can set a wrong example in
the eye of their employees. Thus, manger should have proper knowledge about the all the
activities performed by the subordinates it will help them to be an effective people manger.
Skills of Mangers:
Managers of an company or organisation should have proper skills in order to achieve the
targets. With the right skills they can motivate their employees and manage their work. It is
important for organisation to have mangers with right skills and capabilities so that they can help
organization to achieve its targets and goals. Mangers of the organization can increase the
productivity of the company. The main skills of mangers have is leadership skills, every mangers
of organization should have the proper skills of leadership that could help them to motivate their
employees and encourage them according to their ability and working environment. Mangers of
the organisation leads their people to the better growth and encouragement. With the example of
Marks & Spencer, the mangers of organisation should have the proper skills in order to achieve
the goals and target of the company through the proper arrangement of human resource in their
3

company. Manger of organisation should have leadership skills so that they can get properly lead
their subordinates and encourage them for better growth and achievement of goals. Thus, manger
with the skills and abilities and help the organisation to maintain the proper arrangement of
human resource in the organisation.
Behaviour of Manger:
Mangers with effective behaviour can handle the people of organization in proper
manner. With good behaviour mangers can build a better relationship with their employees so
that they can make them comfortable in the working environment of the company. Polite
behaviour of mangers make their employees more loyal and hard working in the organisation.
For the example mangers of Marks & Spencer can influence their employees for the better work
and improvement. They can handle conflicts between their employees by their behaviour
according to the situation. Thus, employees of the company can get affected with the behaviour
of mangers so mangers should have proper behaviour accordingly.
TASK 3
What is the process of HR that under print and support management.
Human resource department of organisation refer to the workforce of the organization
that helps the company to achieve the gaols and objectives. They work for the success of the
organisation and fulfil the needs and want of organisation form them this department of company
is important because of the skills and capabilities of their employees that can help organisation to
work for the effectiveness of productivity. Below is the process of HR that help and support the
management.
 Training and development: This refers to the proper training for the employees in order to
achieve goals and objectives of the company. It is an training program of organisation
that help employees to understand the proper work they have to do for the organization.
Training and development program of company can help its management to achieve its
objectives by the workforce of the organisation. For the example of the organisation
Marks & Spencer, company works in different markets and provide variety of product
and services to their customers. Training and development process if the organisation
helps them to get skilled and talented employees in the organisation. To work in
4

multinational business company wants skilled and capable employees to fulfil the expect
ions of the company from human resource.
 Induction: It refers to gives new employees proper information about the works and
company. New employees gets helps from the induction program in the company. It is
easy for the management by the induction program in the company so that they can get
the competitive advantages form their new employee's work and performance. For the
example of Marks & Spencer company arrange the induction program to educate their
employees about the work they have to do and the goals of company in the organisation.
Thus, the induction program of human resource department helps the management of the
organisation to get the benefits for the new employees and make their employees
understand the goals and objectives of the company.
 Orientation: This step of the organisation refers to giving the important information about
the work and what work organisation is doing in order to gain goals and objectives.
Orientation programs educate the employees for the goals they have to achieve for the
organisation. For example of Marks & Spencer can organize orientation program for their
company so that it could help the organization and employees to handle the situation in
the organization. Thus, the orientation helps employees and organization in effective
way. There is many important in company to share with their employees so that they can
understand the rules and regulation of company.
 Evaluation of performance: This includes the analyse the performance of the employees
so that they can compare the actual performance to the expected performance so that
organization can analyse the employees skills and capabilities. Marks & Spencer can also
use the evaluation of the performance that can help organize the capabilities of the
company.
5

CONCLUSION
Form the above information it can be conclude that performance management helps the company
to understand the capability of the employees so that they can competitive advantages. It also
include the various issues faced by the organization and how mangers deals with those issues
with effectively. At the last process of human resource helps management in the better growth.
6

REFERENCES
Books and Journals
Abdallah, A.B., Dahiyat, S.E. and Matsui, Y., 2019. Lean management and innovation
performance. Management Research Review.
Abdullah, A., Khadaroo, I. and Napier, C.J., 2018. Managing the performance of arts
organisations: Pursuing heterogeneous objectives in an era of austerity. The British
Accounting Review, 50(2), pp.174-184.
Bittencourt, O., Verter, V. and Yalovsky, M., 2018. Hospital capacity management based on the
queueing theory. International Journal of Productivity and Performance Management.
Cabrilo, S. and Dahms, S., 2018. How strategic knowledge management drives intellectual
capital to superior innovation and market performance. Journal of knowledge management.
Çankaya, S.Y. and Sezen, B., 2019. Effects of green supply chain management practices on
sustainability performance. Journal of Manufacturing Technology Management.
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance
in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), pp.540-
566.
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance
in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), pp.540-
566.
Ho, A.T.K., 2018. From performance budgeting to performance budget management: theory and
practice. Public Administration Review, 78(5), pp.748-758.
Hong, J., Zhang, Y. and Ding, M., 2018. Sustainable supply chain management practices, supply
chain dynamic capabilities, and enterprise performance. Journal of Cleaner Production, 172,
pp.3508-3519.
Mateos-Ronco, A. and Hernández Mezquida, J.M., 2018. Developing a performance
management model for the implementation of TQM practices in public education
centres. Total Quality Management & Business Excellence, 29(5-6), pp.546-579.
Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual framework. Journal of
Cleaner Production, 243, p.118595.
Novo, O., 2018. Scalable access management in IoT using blockchain: a performance
evaluation. IEEE Internet of Things Journal, 6(3), pp.4694-4701.
Schmidt, T., 2018. Performance Management im Wandel. Springer Fachmedien Wiesbaden.
Torlak, N.G. and Kuzey, C., 2019. Leadership, job satisfaction and performance links in private
education institutes of Pakistan. International Journal of Productivity and Performance
Management.
7