Contemporary People Management Issues in UK Organisations: A Report

This report delves into the realm of people management within UK organizations, examining the contemporary challenges faced by line management. It identifies critical issues such as employee communication, workforce training and development, and workplace diversity, offering insights into their impact on organizational performance. The report further explores the essential knowledge, skills, and behaviors required for effective people management, emphasizing the importance of communication, innovation, and supportive leadership. Additionally, it highlights the HR processes that underpin and support effective performance management, including planning, coaching, reviewing, and action-oriented strategies. Real-world examples, such as Marks and Spencer, are used to illustrate the practical application of these concepts, providing a comprehensive overview of how UK organizations are navigating the complexities of managing their workforce to achieve their strategic objectives and ensure long-term sustainability in a dynamic business environment.

ARE UK ORGANISATION
GETTING BETTER AT
MEANING THEIR PEOPLE?

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Contemporary issues face line management when it comes to people management................................3
What Knowledge, skill and behavior are needed to be an effective people manager...............................5
What HR process underpin and support management when it comes to effective performance
management............................................................................................................................................7
CONCLUSION...........................................................................................................................................8
REFERENCES............................................................................................................................................9

INTRODUCTION
People management defines as a human resource management that mainly involves
recruitment, training & development and management of employees. Managing people is more
important to making strength of firm by encouraging workers towards attaining organizational
targets or objectives. In this human resource management reflects as a strategic approach that
helps manager to manage people within any situation by maximize employee performance in
service of employer strategic objectives (Bader, Schuster and Dickmann, 2020). This report
includes the contemporary issues that were face by line management at the time of people
management so that they effectively focus on that to resolve it. Further it also demonstrates
skills, knowledge and behavior that are required to be an effective people manager. At last it
elucidates HR process that support management in effective performance management by using
real world company examples like Marks and Spencer that is one of the largest multinational
retailing company in UK since 1884.
MAIN BODY
Contemporary issues face line management when it comes to people management
Line management defines to that management of employees who directly involved in
delivery and production of goods and services. A Line manager is the one who directly manage
or organize other employees and operations while report to high authority manager. In present
time pandemic situation occur in all over the world due to COVID 19 because of these
companies move towards the work from home or working online that impacted the manner that
is used for interaction among manager, HR and employees. In this management face several
types of issues when to manage people of an organisation (Kahn and Baum, 2020). In this some
contemporary issues that were face by line manager in managing people are demonstrated below:
 Employee communication- It is one of the major contemporary issue that was face by
line manager in terms of managing people. Communication is a critical aspect whether to
work in office environment or working remotely. Without getting right information it is
very complex to manage workforce effectively and efficiently. In the time of COVID 19
line management face complexity in delivering the correct information to workforce.

Without following any correct communication channel it becomes typical to organize and
manager staff. For Examples- In Marks and Spencer, line manager face the issue on
communicating with employees because due to pandemic many workers are do work
from home due to which interacting with promptly is difficult due to which targets are
not attained on time. As line manager take guide from top management authority and
deliver that information to their individual team mates. In this line manager face issue in
transferring correct guidance while motivating employees towards fulfilling targets on
time. This affects overall profitability of business in competitive marketplace.
 Workforce training and development- It is another issue that is face by line
management of an organisation at the time of people management. In this investing in
training and development of employees is creating complexity in from line management.
In these selecting resources for providing training and development is major task.
Therefore the present situation of the world is facing pandemic situation due to which
workers are doing work from home (Lock, Fowler and Moebus, 2020). At this time
offering training and development session is somehow difficult because employees who
are working ion front line are represents as hard workers that does not have any time to
take training course due to which in future their productivity is not increase that impact
highly in managing people efficiently. For instance- In case of Marks and Manager
many workers are working in front line for producing and delivering the products and
services and they are working for more hard due to which they cannot have enough time
to take training and development session that demotivated them. In this line manager face
the issue in finding resources that are effective to offer training to front line staff so that
they give productive results by satisfying to the high level.
 Workplace diversity- In an organisation line manager face issue in managing people at
diversify working place. In today’s world business operations are done on global level
where recruitments and selecting are also done with cultural and ethnic difference. In this
line manager face the issue of risk of employees harassment when they working in new
culture. For instance- Marks and Spencer is done their operation on global level where
they hire employees from different culture. In this line manager face the issue of handle
all the culture employee in one team so that they show their productive work.

What Knowledge, skill and behavior are needed to be an effective people manager
Good knowledge, behavior and skills are very essential within manager to overcome the
issues like communicating with staff, managing people of different culture, offer proper training
and development session to staff member, encouraging them towards attaining goals etc. these
skills, behavior provide capacity to manager to perform their duties proficiently so that workers
are satisfied and motivated towards goal enrichment. The skills knowledge and behavior helps
manager to handle crises situation and solving issues when it occurs (Chemuturi and Chemuturi,
2020). It is vital for organization success and attaining of goals on time. A manager who fosters
efficient skills and behavior are capable to achieve vision and mission using internal and external
sources in optimized manner. Some knowledge, skills and behavior are presented below that are
needed to effective people manager:
Knowledge
 Knowledge regarding human and interpersonal practice- To become an effective
people manager it is very crucial for manager to have knowledge of human and
interpersonal skill that reflects ability to interact with staff, work. Having this kind of
knowledge within manager helps in make use of employee potential within organisation
and encourage workers for better outcomes (Armstrong and Taylor, 2020). For instance-
In case of Marks and Spencer, it is very significant to have a knowledge regarding
technical, conceptual and interpersonal skill so that they promptly connected with staff
members. This knowledge helps in proper planning, organizing the staff even while
working remotely. Therefore many businesses are move towards the strategy to offer
work from home to their employees because of COVID 19 and at this time managing
people efficiency is quite difficult. Within this manager interpersonal knowledge play a
significant role in solving hurdles in efficient people management that offers profitable
outcomes.
 Knowledge about delegation of work- It is very essential knowledge that a line
manager have, while efficient people manager. Proper delegation of work by analyzing
ability and experience of workers is essential to properly manage the people within an
organisation (Moustaghfir, Fatihi and Benouarrek, 2020). For illustration- In terms of
Marks and Spencer, proper delegation of work is essential knowledge that line manager

have. Due to this particular project of firm is to be done proficiently and in this people
efficiency are maintained. This also develops people morale so that productive results are
enjoyed by line manager in terms of efficient people management.
Skill
 Innovative skill- in present world innovation is highly appreciated for gaining productive
outcome in terms of profits and managing people. In this manager effectively abstract
thinking and formulating ideas (French and et. al., 2020). For instance- In term of
Marks and Spencer, manager have a innovative conceptual skill so that they effectively
understand the issues and concept by providing creative solution that also helps in predict
blockage that staff and organisation face. In COVID 19 it is very crucial to have creative
ideas because due to this Marks and Spencer easily
 Communication skill- It is effective skill that a manager have possessed. This helps in
interacting with employees, top authority, client, partners in efficient manner. For
example- In case of Marks and Spencer, manager have good communication skill that
helps in interacting proficiently with staff members so that they understand what the
work is to be done by staff to attain profitable results.
Behavior
 Good coach- It is an essential behavior that is presented under manager of an
organisation to become an effective people manager. Therefore, having this behavior
provides specific, constructive feedback by presenting solutions to problems that
enhances the employee’s particular strength (Nudurupati, Garnego and Bititci, 2020).
For instance- In terms of Marks and Spencer, manager is presented as a good coach to
become an efficient people manager so that employees performance is strengthen and due
to which overall goal of the business enterprise is to be attained on time.
 Supportive and helping behavior- It is very crucial for behavior that a manager holds as
it helps in maintaining and managing the efficiency of people who are working within the
organisation so that high profitable results are enjoyed by organisation in their long term
survival. For instance- In Marks and Spencer, authority focus on implement supportive
culture in working environment where manager support and listen the workers problems

and their ideas to solve critical situation so that employees feel valued and satisfied. This
encourages their production and growth within working career.
What HR process underpin and support management when it comes to effective
performance management
Performance management is a collaborative and communication based process that is
essential for developing performance of employees. In simple terms it is crucial practice for
effective managing the people (Reina and Scarozza, 2021). While implementing change within
an organisation it is very essential to focus on implementing HR process that highly supports
management when it comes to the effective performance management. The human resource
process which supports management to reflect effective performance management are
demonstrated below:
 Planning- It is first step in HR process that focus on performance management. In this
management of Marks and Spencer defines job itself, short and long term goals etc.
where goals should be clear (Warner, 2020). In this manager need to take follow up of
their employees related to task requirements so that they perform best.
 Coaching- In this HR manager of an organisation need to examine the performance level
of employees so that as per requirements offer coaching to them. This helps in
developing skills and experience within employees and management can easily tackle the
performance management by using this process of human resource.
 Reviewing- In this process HR manager review the performance of employees. It is done
after providing proper coaching and training session to employees. This helps in
reflecting effective performance management which is done with the support of human
resource. In terms of Marks and Spencer, human resource manager review employee
performance after providing training and development session that support manager to
get the effective people within an organisation who give productive results in terms of
high profits, revenues and long term sustainability.
 Action- It is the last step of HR process that supports manager to develop efficient
performance management within business firm. In this HR manager provide rewards and
recognition to employees so that they stay motivated even in the critical situation. This
creates satisfaction under employees due to which their overall development in
performance is reflected in positive manner (Rees and Smith, 2021). For instance- In

case of Marks and Spencer human resource manager focus on offering rewards to
employees so that they work effectively. Hence, it represents effective people
management in the organisation.
Hence, in Marks and Spencer this process is a medium to attain company long and short term
goals within specified time period. It also helps in gaining competitive advantage within dynamic
business environment.
CONCLUSION
From the above report it is to be concluded that managing people within an organisation
is highly significant to attain profitable results and long term sustainability within changing
business world. This report involves contemporary issues that are face by line manager such as
communication issues, workforce training and development, workplace diversity etc. All these
issues face by line manager due to which proficiency would be impacted negatively. Further it
also includes knowledge, skills and behavior that is essential to manage people so that productive
outcomes are attained on time. This report helps in understanding the HR process that support
management in effective performance management so that employee’s performance level is
enhanced due to which company will survive for longer time period.

REFERENCES
Books and Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Bader, B., Schuster, T. and Dickmann, M. eds., 2020. Danger and Risk as Challenges for HRM:
Managing People in Hostile Environments. Routledge.
Chemuturi, M. and Chemuturi, V., 2020. 6 Managing People at Work (pp. 117-138). River
Publishers.
French, M. and et. al., 2020. Managing the complexity of outcomes: a new approach to
performance measurement and management. Edward Elgar.
Kahn, M.J. and Baum, N., 2020. Managing People. In The Business Basics of Building and
Managing a Healthcare Practice (pp. 43-46). Springer, Cham.
Lock, D., Fowler, A. and Moebus, K., 2020. Managing People in Programmes. In Gower
Handbook of Programme Management (pp. 488-501). Routledge.
Moustaghfir, K., El Fatihi, S. and Benouarrek, M., 2020. Human resource management practices,
entrepreneurial orientation and firm performance: what is the link?. Measuring Business
Excellence.
Nudurupati, S.S., Garnego, P. and Bititci, U.S., 2020. Impact of the changing business
environment on performance measurement and management practices. International
Journal of Production Economics, p.107942.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Reina, R. and Scarozza, D., 2021. Human Resource Management in the Public Administration.
In Organizational Development in Public Administration (pp. 61-101). Palgrave
Macmillan, Cham.
Warner, M., 2020. Human resource management in China revisited: introduction. In Human
resource management in China revisited (pp. 1-18). Routledge.