People Management in UK Organizations: A Comprehensive Report

This report delves into the multifaceted realm of people management, a critical function within organizations. It begins by outlining the contemporary challenges faced by line management, such as high staff turnover, creating diverse workplace cultures, and ensuring employee well-being, providing real-world examples to illustrate these issues. The report then identifies the essential knowledge and skills for effective people management, including effective communication, problem-solving, delegation, and motivation. Furthermore, it describes key HR processes that support effective performance management, including workforce planning, employee training and development, payroll scheduling, and benefits administration. The report concludes with recommendations for addressing the identified challenges and emphasizes the significance of building effective communication channels, implementing dispute management policies, providing cultural sensitivity training, promoting employee mental health, and developing employee engagement programs. The report highlights the importance of people management for enhancing employee well-being and overall organizational success.

People
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Present day people management challenges associated with people management faced by line
management ...............................................................................................................................1
Knowledge and skills essential for becoming an effective people manager ..............................2
Description of HR process which assist in effective performance management .......................2
RECOMMENDATION ..................................................................................................................4
CONCLUSION ...............................................................................................................................7
REFRENCES ..................................................................................................................................8

INTRODUCTION
People management is one of the most valuable tasks conducted by Human resource
department of business organisations. People management is associated with recruiting, engaging
, training and retaining skilled workers with the aim of optimising their talent and maximising
their productivity. This report involves description about present day challenges faced by line
management of various organisations associated with effective people management. In addition
to this skills and knowledge essential for people management is also provided in this report with
suitable examples. HR processes which assist in effective performance management are also
provided in this report.
MAIN BODY
Present day people management challenges associated with people management faced by line
management
People management is s subcategory of human resource management and includes
various practices such as recruitment, employee training, employee engagement. People
management is an important part of Human Resource management as it helps business
organisations enhance employee well-being, builds mechanics to ensure compliance company
regulations, increases respect of workers towards organisational culture and aims to enhance
employee motivation. This contributes to increase of employee productivity and helps the
company gain effective organisational factors for the benefit of the company (The importance of
people management, 2020). Line managers face various challenges while aiming to ensure
effective people management. Several people management challenges faced by managers are
mentioned below with appropriate examples: High Taff Turnover: This is one of the main challenges associated with people
management. People management involves implementing policies to increase employee
retention. This is because employee turnover is highly expensive for business firms. In
the contemporary business environment, managers utilize their people management skills
to retail staff members with expertise and skills. This is huge challenge due to low
presence of highly skilled workers in the labour market and large demand of such
employees. (Clocking Off Ten of the ‘worst’ companies to work for in the UK revealed
as staff lift lid on dodgy bosses and killer hours, 2017)
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Mittie is a UK based strategic outsourcing and emery services company. The firm faces
the challenge of high turnover rates and poor communication and is considered one of the worst
employers in UK. This decreases staff retention and increases expenses of the company related
to recruitment.
 Creating diverse workplace culture: It is part of people management to increase respect
towards the organisational culture. In the present corporate world, business firms focus
on creating diverse workforce and people management seeks to maintain harmonious and
diverse organisational culture. Line managers face challenges of accomplishing this task
as implementation of policies to increase diversity leads to introduction of different
viewpoints which acts as a cause of dispute and disrespect towards organisational culture.
Top UK organisations are struggling to create an inclusive and diverse culture in their
business firms. Many FTSE listed business firms have failed to implement government
recommendation related to diversity and inclusion in the workplace which were given in 2016
(Company boards 'must have at least one BAME member', 2020). This leads to creation of
unrepresentative workforce and creates a hostile workplace for ethnic minorities.
 Ensuring employee well-being: This is one of the most vital aspects of people
management in the present time. The reason behind this factor is that workforce in the
present business environment struggle with workplace stress. People management aims to
reduce workplace stress and ensure high consumer satisfaction. This is because
employees stress has a negative impact on various aspects of their daily operations
(Caputo and et. al., 2019). The challenge of ensuring mental well-being of each employee
need to addressed by line mangers as it leads to decrease in motivation and enhances
employee turnover rates.
Knowledge and skills essential for becoming an effective people manager
Every business has their own strategies, In any organisation manager generally ensure
that employees complete their task in given time. With motivation employees also expect a
toolkit of people management skill for increasing their productivity and work efficiency. This
may reduce the stress and disruption in the work culture. Overall the relationship between
manager and employee is positively effected by strong people management skills. Some of the
essential people management skills are provided below:
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 Effective communication: Effective communication skills are essential to being a
effective manager. This skill is helpful for people management because Managers need to
know about how to interact with its team members to let them know what they expect
from them in job. Managers generally communicate one to one or attend group meetings
to keep in touch with their employees so that there is no communication gap between
manager and employee (Daft, 2021). In context to Vodafone, manager of Vodafone
interact with each of their employees individually and understand their point of views
regarding work culture. Problem solving skills: Problem solving is all about using logic to resolve the problem.
This skill is useful in people management to handle the problem with effective ideas
because a company's success and growth is depends upon managers solving problem. In
context to Vodafone, manager of Vodafone identify the problem faced by employees and
then develop a solution which is beneficial to the employees and helps the company in
attaining business objectives. Managers adjust the plan so that employee can continue to
move towards the solution that will help them gain effective results. Delegation skills: Delegation refers to transfer of responsibilities for a task from manager
to subordinate in a work setting context. Delegation helps in people management to
increase growth of the team and develop their skills so that they maximise their potential
(Darics and Koller, 2017). The decision of delegation is generally made by manager. In
context to Vodafone, the manager of Vodafone delegate smaller task to newer employees
to build their confidence and competence in the company. The task is a major
performance motivator and helps the company conduct various tasks in a timely manner.
This techniques reduces work and manager can focus on important areas .
 Motivation skills: This is one of the most important skill during people management as it
inspires employees to increase their performance level and comply with various rules and
regulations of the company. One of the most effective ways by which business firms can
motivate their employees is by setting an example through their action and commitment
to their work. In context to Vodafone, Vodafone manager creates a friendly work
environment, and encourage employees by giving rewards and appraisal based on their
performance to motivate their hard work towards company so the employees work with
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more dedication and willingness because highly motivated employees are considered to
be most reliable and valuable assets.
Description of HR process which assist in effective performance management
Performance management is defined as group of systems and processes which aim to
develop capabilities of an employee so that they can conduct their daily job operations with
maximum productivity. The aim of performance management is to create a workplace which
allows every staff member to perform to their highest capabilities and converts every interaction
between the employee and the employer into a learning process. Performance management is a
part of people management and helps the company ensure that every employee has optimal
contribution incompletion of daily business activities and company objectives. Several HR
process help ensure effective completion of performance management processes which are
provided below:
 Workforce Planning: The process of workforce planning defines current and future
capabilities required for specific job role. This defines the capabilities which need to be
developed in order to attain business objectives of the company. Workforce planning
assists in performance management as it provide information related to skills gap present
in the workforce which need to be developed with the help of workforce planning. In
addition to this performance management involves setting measurement parameters for
the growth of each employee which are constructed with the help of information provided
by workforce planning (Drucker, 2017). Business organisations utilise the workforce
planning as a starting step towards developing an effective performance management
strategy which fills skills gap. This gives the company ability to remove skills gap and
gain workforce which is talented to attain business objectives of the company in a timely
manner.
 Employee training and development: This HR process revolves around providing
training to employees for improvement on their existing skills set and developing current
skill set of employees so that they are able to take numerous responsibilities in an
organisations. Coaching, monitoring, on the job training and virtual; training are part of
this HR process which develop capabilities of the workforce (Guenole, Ferrar and
Feinzig, 2017). This HR process supports performance management process by providing
proper training to employees so that they can enhance their performance and make
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progress in terms of their skill set. In addition to this employee training and development
programmes, provide information related to employee progress and are crucial to
attaining the main aim of performance management.
 Scheduling payrolls: This HR process revolves around giving each employee
appropriate and timely remuneration. This process supports the goal of performance
management as many business firms utilise pay for performance compensation process.
This involves giving employee compensation according to their performance (Hamel and
Zanini, 2020). Employees are motivated to participate in various training and
development programmes in order to improve their performance as they want to gain
increased compensation.
 Benefits administration: This HR process is focused on providing deserving employees
various monetary and non-monetary befits in order to increaser motivation of the
workforce. This HR process encourages employees to improve their skills in order to gain
benefits. This HR process assists in performance management as each employee actively
work towards betterment of their performance without any encouraging push from the
leader or supervisor. This increases employee participation in various performance
management activities. Employees give and revive feedback from their mentors and work
towards increasing their performance in order to gain benefits from the company. TESCO
provides their employees various benefits in order to encourage them to participate in
performance management programmes . These benefits include maternity pay, holiday
pay, annual collogue bonus plan and retirement savings plan (Benefits, 2021). This
increases employee participation in various performance management processes and
assists in effective completion of performance management.
RECOMMENDATION
 Business firms need to build effective communication channels in order to create
productive working environment for each employee. This will help the company retain
talented employees and decrease turnover rates which is major challenge to effective
people management.
 Business firms need to implement dispute management policies and take regular
feedback from every staff member in order to take proactive measures to eliminate
conflict. This will not only reduce employee stress but will also help the company create
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a more diverse and inclusive working environment which is need for the current
corporate world.
 In order to increase workplace diversity business firms need to give cultural sensitivity
training to their workers so that employees form various cultural backgrounds gain equal
support in the company. This will remove one of the primary challenges of people
management which is creation of inclusive workplace.
 In order to ensure effective people management, business organisations need to build an
implement programmes and policies which enhance mental health of each employee.
This will increase mental well-being of each employee and decrease employee burnout.
 Business firms need to develop employee engagement programmes in order to ensure that
employee participate in various performance management programmes. This will ensure
that continuous improvement in performance of employees and help the company
effectively manage their employees.
CONCLUSION
From the above report it is concluded that people management is valuable to business
organisations as it helps the company increase employee well-being and enhances employee
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motivation. Mangers face various challenges during effective people management. These
challenges include high turnover rates, barriers associated with creating diverse workplace
culture and ensuring high employee well being. Line managers need to take proactive action to
ensure elimination of such challenges and gain need to take effective actions for elimination of
such challenges. This increases effectiveness of various people management practices. People
managers require certain skills in order to ensure that the workforce is motivated.
Communications skills, problem solving skills, motivation skills and delegation skills are some
of the primary skills required to ensure effective people management. Performance management
is part of people management and various HR process such as team development and strategic
planning help in effective completion of performance management.
REFRENCES
Books and journals
Caputo and et. al., 2019. A knowledge-based view of people and technology: directions for a
value co-creation-based learning organisation. Journal of Knowledge Management.
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Daft, R. L., 2021. Management. Cengage Learning.
Darics, E. and Koller, V., 2017. Language in business, language at work. Palgrave
Drucker, P. F., 2017. What Makes an Effective Executive (Harvard Business Review Classics).
Harvard Business Review Press.
Guenole, N., Ferrar, J. and Feinzig, S., 2017. The power of people: Learn how successful
organizations use workforce analytics to improve business performance. FT Press.
Hamel, G. and Zanini, M., 2020. Humanocracy: Creating organizations as amazing as the
people inside them. Harvard Business Press.
Harned, B., 2017. Project management for humans: Helping people get things done. Rosenfeld
Media.
Rendtorff, J. D., 2019. Philosophy of management and sustainability: Rethinking business ethics
and social responsibility in sustainable development. Emerald Group Publishing.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
van der Laken, P., 2018. Data-driven human resource management: The rise of people analytics and its application to expatriate manageme
Online
Benefits, 2021. [Online] Available through
<https://www.tesco-careers.com/explore-our-world/benefits/>
Clocking Off Ten of the ‘worst’ companies to work for in the UK revealed as staff lift lid on
dodgy bosses and killer hours, 2017. [Online] Available through
<https://www.thesun.co.uk/money/3956031/worst-companies-to-work-for-uk-rankings-
revealed-employee-ratings-glassdoor/>
Company boards 'must have at least one BAME member', 2020. [Online] Available through
<https://www.bbc.com/news/business-54360653>
The importance of people management, 2020. [Online] Available through
<https://blog.luz.vc/en/como-fazer/the-importance-of-managing-people/>
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