MG 411-INTRODUCTION TO PEOPLE MANAGEMENT

CW1-INDIVIDUAL REFLECTIVE PORTOFOLIO

TUTOR-DR TAIMUR KHAN

STUDENT-ELENA GOLOGAN

GROUP H1

BNU-22145076

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 Executive Summary

This report aims to analyse the competencies of a manager, their behavioural

patterns, and the potential impact on the organisation, utilising various theoretical
frameworks. Sainsbury is a prominent corporation situated in the United Kingdom.
The present study aims to conduct a theoretical analysis of the human resources
(HR) process, with a focus on the attributes and advantages of effective
management practises.

Management and leadership are crucial because they direct workers towards the
achievement of the company's goals. Managing employees is crucial since it boosts
both organisational effectiveness and output.

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 Table of Contents

1. Introduction…………………………………………………………..….4
2. Discuss present-day issues testimony from line management
regarding personnel administration……………………………….….4
 Innovation and Automation…………………………….……….4
 Change in Compliances………………………………………...5
 Recruiting and Retaining talent
employees…………………...5
 Leadership Development……………………………………….6
3. Knowledge skills and behaviours for effective people
management……………………………………………………………7
 Motivational Theories………………………………….………..8
 Maslow’s Hierarchy of Needs………………………………..…8
4. Performance management via HR procedure and assistance……
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5. Conclusion…………………………………………………….…….…12
6. Recommendations………………………………………………...….12
7. References…………………………………………………………….13
8. Appendices…………………………………………………………….14

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 1. Introduction

The human resources department plays a critical role in an organisation, making

significant contributions towards achieving the organization's goals and objectives.
According to Aswathanarayna (2018), it is imperative to implement effective
personnel management strategies to foster a positive work environment within a
company. The management of employees is a crucial aspect of organisational
success and growth, with the human resource department serving as a key player in
this process. The current report focuses on Sainsbury, a well-known retail company
in the United Kingdom that offers a variety of groceries and general merchandise. It
possesses a market share of approximately 16% in the overall supermarket industry
within the nation. This report encompasses various current challenges encountered
by managers in the management of human resources within organisations. The
comprises a multitude of knowledge, competencies, and conduct that are essential
for proficient personnel administration. Furthermore, the present report includes a
discussion on the efficient human resources procedures for personnel management.
Furthermore, it provides a comprehensive outlook on effective personnel
management, which is crucial in achieving predetermined goals and objectives of an
organisation.

2. Discuss present-day issues testimony from line management

regarding personnel administration.

Currently, there is an analysis of the various challenges encountered by HR

managers in effectively managing human resources within an organisation. It is
imperative to address these challenges in a suitable manner. Various constraints
encountered by Sainsbury's managers are delineated as follows:

 Innovation and automation - In accordance with contemporary practises,

corporations are increasingly employing sophisticated and progressive
methodologies to execute operational duties with greater efficacy.
According to Bogart and Dunn (2019), it has been observed that

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 employees tend to exhibit resistance towards organisational changes,
rather than embracing them promptly. The adherence to predetermined
work methodologies necessitates the need for managers to provide
motivation to secure the support of their subordinates. Many organisations
are implementing automation technologies, resulting in job losses for
employees. In this context, it is incumbent upon managers to organise
essential training programmes with the objective of enhancing the
competencies and capabilities of their staff. Within the realm of Sainsbury,
managers are encountering a multitude of obstacles pertaining to
automation and innovation. The organisation is offering essential training
to its workforce to enable them to effectively synchronise with the
company's evolution. Hence, the significance of innovation cannot be
overstated, however, it has emerged as a formidable obstacle for human
resource managers.
 Change in compliances - Various laws and regulations are enforced by
governing bodies to ensure that companies operate efficiently. The
dynamic nature of laws necessitates that managers adapt their policies
accordingly to prevent legal disputes and issues (Grandy, 2017). It has
been analysed that the government of a country implements various
modifications to existing laws, thereby necessitating managers to conduct
regular analyses of said laws. Managers are faced with a demanding
undertaking that necessitates a greater investment of time and
engagement. The managers at Sainsbury's are currently encountering
certain challenges. To ensure continuous improvement, policymakers
engage in ongoing analysis of existing policies and make necessary
adjustments accordingly.
 Recruiting and retaining talented employees - In contemporary times,
the task of recruiting and retaining proficient employees is a challenging
endeavour. To secure a suitable candidate, managers conduct multiple
rounds of interviews and implement screening procedures as part of the
recruitment process. According to Rossberg's (2019) analysis, employees
have a propensity to transition to alternative employment opportunities if
they are presented with more favourable prospects. Therefore, it is

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 imperative for managers to implement effective retention strategies to
ensure the longevity of their workforce. Sainsbury employs a multi-stage
interview process to identify the most qualified candidate. Moreover,
leaders offer various advantages to their subordinates, including
incentives, rewards, and other benefits, to enhance their retention within
the organisation over the long term.

Fig 1. Sources Online,2019

 Leadership development - Sainsbury employs certain theories to
cultivate proficient leaders within the organisation. The following theories
are presented:
Contingency theory - In this context, leadership is contingent
upon the specific circumstances that arise within the workplace, rather
than being predetermined by a set of established criteria. In this context,
leaders exhibit a dynamic approach to leadership by not adhering to a
singular style, but rather adapting their strategies to suit the various
situational factors at play. According to this theoretical framework,
achieving an optimal equilibrium among requirements, situational factors,
and conduct is crucial,(Appendix 1).

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 3. Knowledge skills and behaviours for effective people
management

The effective management of individuals within a company by human resource

managers necessitates the possession of specific skills, behaviours, and knowledge.
Regarding Sainsbury, specific skills and behaviours are being addressed as follows:

Fig 2. Tuckman’s Model (Sources Online,2021)

Stage 1: Forming - During this phase, leaders offer appropriate guidance and
direction to their staff members to ensure clarity and enhance their ability to
effectively fulfil their roles and responsibilities.

Stage 2: Storming - During this phase, team members endeavour to acclimatise

themselves to the team dynamic alongside their peers and leaders. In this context,
the leader assumes the role of a coach for the team members. The concept of
situational leadership refers to a leadership approach that emphasises the need for
leaders to adapt their leadership style to the specific situation and needs of their
followers. This approach recognises that different situations and individuals require
different leadership styles and that effective leaders are those who can adjust their
leadership approach accordingly.

Stage 3: Norming - At this stage, team members engage in the process of

formulating agreements which serve to enhance their understanding of their
respective roles and responsibilities within the team. Effective coordination among
team members is crucial in achieving predetermined goals.

Stage 4: Performing - At this stage, team members begin to function autonomously

and no longer necessitate the guidance of a leader. It is imperative to uphold

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elevated levels of coordination among team members to guarantee the achievement
of organisational goals and objectives.

Motivational theories

Motivation is a procedural approach aimed at inspiring employees to work towards

the goals and objectives of an organisation. Securing the support and contribution of
stakeholders is imperative for the holistic development of an organisation. According
to Smith and Rees (2017), employees who are motivated tend to work more
efficiently and remain with the organisation for a longer duration. The HR manager at
Sainsbury bears the responsibility of ensuring that the workforce maintains a high
level of motivation. To achieve this objective, Maslow's motivation theory is employed
to effectively fulfil the needs and demands of the workforce.

Maslow's hierarchy of needs

According to this theory, there exist five distinct stages that serve as a source
of motivation for individuals. The following stages are enumerated below:

 Physiological needs - The term "basic needs" pertains to the fundamental

necessities required by an individual, including but not limited to clothing,
shelter, and sustenance. Meeting these needs is crucial for an individual's
survival. The manager of Sainsbury's ensures that all employees can meet
these requirements.
 Safety needs - The maintenance of these factors is imperative for the
sustained viability of an individual. The provision of protection and safety is of
paramount importance for the longevity of an individual. The authors Sulphey
and Safeer (2017) assert that the financial stability of employees is regarded
as a crucial factor. Sainsbury's offers enhanced employee protection
measures and a range of benefits to mitigate occupational hazards and
promote employee morale.
 Social or belongingness needs - These concepts are associated with the
feeling of belonging, social connections, and camaraderie with peers and
other individuals in society. Within the context of Sainsbury, managers
facilitate opportunities for employees to engage in social interaction, thereby
fulfilling their social needs.

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 Fig 3. Motivation Theory (Sources Online,2023)

 Self-esteem needs - Respect and recognition are concepts that pertain to

the desire of an individual to attain social acceptance. This need is
deemed significant and arises after the satisfaction of the needs. At
Sainsbury, managers offer acknowledgment and recognition to the
workforce for their superior performance in the workplace.
 Self-actualisation - The term "opportunities of personal development,
learning and enhancement" pertains to avenues for individuals to improve
their skills, knowledge, and overall growth. It has been analysed that
companies encourage their employees to acquire new skills for personal
development.

The theory holds significant importance in motivating employees within the

workplace, thereby facilitating their substantial contributions towards the overall
growth and success of the organisation. The workforce's requirements are identified
and subsequently motivated to fulfil their needs and demands at various levels.

4. Performance management via HR procedure and assistance

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Performance management review - The term pertains to a managerial concept
utilised to efficiently manage employee performance within an organisation (Thaler,
Löschner, & Hartmann, 2017). Managers engage in ongoing assessment and
evaluation of their subordinates, enabling them to provide constructive feedback for
the purpose of facilitating further improvement. This is regarded as an essential
approach whereby the performance of the workforce is continuously examined and
evaluated. In this context, the process is commonly referred to as performance
evaluations and appraisals. The evaluation of employee performance by Sainsbury's
HR managers involves a comparison between predetermined targets and actual
outcomes. It enables them to prepare suitable strategies to ensure further
improvements,(Appendix 2).

360-degree appraisal - The technique of appraisals in question was developed in the

year 1940. Various stakeholders, including customers, peers, and managers, offer
feedback to employees that is crucial for their overall development (Zhou & Xiaomei,
2017). The evaluation procedure is implemented by numerous organisations to
enhance the current performance of their subordinates. In this process, employees
are afforded the opportunity to receive feedback from various stakeholders, which
can aid in identifying areas for improvement and ultimately contribute to the
achievement of predetermined goals and objectives. Through this process,
employees can assess the necessity of training and development and carry out
appropriate measures with the objective of enhancing future performance. The
effectiveness of evaluation is contingent upon four critical constituents, namely self-
assessment, supervisor evaluation, peer evaluation, and subordinate evaluation.
Sainsbury utilises a 360-degree tool to conduct a comprehensive evaluation of its
workforce's performance, which is crucial for ensuring organisational development
and achievement. The results of this evaluation are utilised in the following manner:

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 Fig 4. Modern Method (Sources Online,2023)

Self-appraisal - At this organisation, employees are afforded the opportunity to

assess their individual strengths and weaknesses, which is essential in formulating
effective career development strategies. This is regarded as a conventional method
whereby employees assess their own performance based on objective criteria.

Subordinates’ appraisal - According to Turturean (2017), subordinates evaluate their

superiors based on various criteria, including delegation of tasks and leadership
abilities. Feedback is an essential component that plays a significant role in
facilitating necessary improvements.

The utilisation of the 360-degree approach has been observed in Sainsbury's

managerial practises, as it facilitates the consistent monitoring of employee
performance. It is imperative to implement requisite enhancements based on the
perspectives of pertinent stakeholders regarding personnel. This document presents
a thorough evaluation of employees' performance, which serves to augment their
credibility and aptitude in the workplace.

5. Conclusion

The report has determined that effective management of personnel within a

company is crucial, as they represent the most valuable assets of the organisation.
The manager bears the responsibility of overseeing all activities in a clearly defined
manner. The management of an organisation involves various managerial roles and

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skillsets. It is imperative for the Human Resources department to establish an
efficient work environment that facilitates the delivery of high-quality services in a
structured manner.
Moreover, there exist various human resources procedures that must be adhered to
address the issue in a particular manner. Line managers encounter various
challenges, including team conflicts. It is crucial to offer benefits that can effectively
address these issues and facilitate their resolution.

6. Recommendations

An analysis indicates that there is a need to create an employee handbook that

aligns with HR compliance standards. The development process must be
coordinated with both human resource and management approaches to fulfil the
company's requirements. Human resource managers at Sainsbury's are required to
prepare appropriate job descriptions, (Appendix 3).

The description ought to encompass various details pertaining to job positions,

duties and obligations, commencement date, and additional pertinent information.
The requirement for employees to sign indicates their agreement with the terms and
conditions of the organisation. The implementation of this practise is crucial to
prevent potential legal conflicts and uncertainties within the workplace.
It is imperative for organisations to implement appropriate methodologies for
regularly assessing employee performance. It is essential to assess actual
performance in relation to established targets to determine the need for appropriate
corrective measures.

7. References

Books and Journals

Aswathanarayna, U., 2018. Geoenvironment, an introduction. Routledge.

Bogart, K.R. and Dunn, D.S., 2019. Ableism special issue introduction. Journal of
Social Issues. 75(3). pp.650-664.

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 Grandy, G., 2017. An introduction to constructionism for qualitative researchers
in business and management. The SAGE Handbook of Qualitative Business and
Management Research Methods, pp.173-184.

Rosberg, J., 2019. Introduction to Application Life Cycle Management. In Agile

Project Management with Azure DevOps (pp. 1-36). Apress, Berkeley, CA.

Sakurai, R., 2019. Introduction: New Perspectives of Wildlife Management. In

Human Dimensions of Wildlife Management in Japan (pp. 1-4). Springer, Singapore.

Smith, P.E. and Rees, G., 2017. An introduction to the organization, its
environment and human resource management. Strategic human resource
management: an international perspective, 3.

Sulphey, M.M. and Safeer, M.M., 2017. Introduction to environment

management. PHI Learning Pvt. Ltd.

Thaler, T., Löschner, L. and Hartmann, T., 2017. The introduction of catchment-
wide cooperations: Scalar reconstructions and transformation in Austria in flood risk
management. Land Use Policy. 68. pp.563-573.

Turturean, M.A., 2017. Theory of Human Resources Management-A Short

Introduction. Available at SSRN 3139518.

Zhou, M. and Xiaomei, W., 2017. Introduction: Understanding language

management and multilingualism in Malaysia. International Journal of the Sociology
of Language, 2017(244), pp.1-16.

8. Apprentices
8.1 Appendix 1- Contingency Theory

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8.2 Appendix 2 – HR Management

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8.3 Appendix 3 – Economic Climate

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