Working With and leadingpeople

ContentsIntroduction.....................................................................................................................................1

Task 1...............................................................................................................................................1

a) The Recruitment Procedures and documentations to select a new member of staff:........1

b) The impact of legal, regulatory and ethical considerations to the recruitment and selection process:.........................................................................................................................2

c) Amongst your peers role play out the various roles involved in the selection Process:......3

d) The effectiveness of the selection process and my contribution:........................................4

Task 2...............................................................................................................................................4

a) The skills and attributes needed for leadership:..................................................................4

b) The difference between leadership and management:.......................................................5

c) Comparison of the leadership styles of Nelson and Thompson:..........................................6

d) How the 10 People under Thompson can be motivated to achieve objectives:..................7

Task 3...............................................................................................................................................7

a) How group culture/team working can contribute to the success of NewVision:................7

b) An application of Belbin’s Team Roles to NewVision:...........................................................8

c) How effective the team at NewVision in achieving organisational goals is:......................10

Task 4.............................................................................................................................................10

a) The factors involved in planning the monitoring and assessment of work performance:.10

b) The role of appraise and appraiser and the assessment of the development needs:.......11

c) Evaluation of the success of the assessment/probationary process:.................................11

Conclusion......................................................................................................................................12

Introduction

Human resource is the main catalyst for the companies to get benefited and developed. People

are key elements of any organization. Without people no organization is available. So the

companies are gradually moving to the importance of the human resource management. Today

the company has an autonomous department for recruiting, selecting and evaluating the

performance of the employees for the organization. To recruit, select and appoint the new staffs

for the company, every organization has to go through some specific steps that is very crucial to

get the right people for the right position for the organization. After appointing new employees in

the organization, the human resource manager should evaluate and assess the performance of the

employees of the organization.

Task 1

a) The Recruitment Procedures and documentations to select a new member of staff:

Recruitment procedures :For any organization, recruitment is an important first step to select a new member of staff. The

recruitment procedures go through some steps. The steps of the recruitment procedures are listed

below:

I. If the Human Resource Manager feels the necessity of employing staffs, he or she

provides the recruitment proposal to the top authority of the company.II. The top authority then justifies the reality of the recruitment proposal for the company.

III. After that, the company may allow the HR department to proceed for recruitment.IV. After getting the permission, the HR manager prepare a job description depicting all

necessary information including key duties and responsibilities, skill and qualities needed

to perform those duties and so on.V. Then the manager will select an appropriate advertising channel for providing

announcement to potential candidates. The advertising channel may be internal or

external channel.

Documentations:

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To give advertisement to the advertising channel like printing media or electronic media, the

human resource manager has to prepare a document for the purpose of selecting a new member

of staffs. The human resource manager may follow the following design of the recruitment

announcement. It is made for searching a person who is compatible for the post of human

resource administrator. The document is below:

Name of post HR administratorClosing date of apply 30 March, 2015Location LondonSalary Negotiable Vacancy 1 postDuties and responsibilities

To manage directly human staffsMitigating conflicts among the company staffsTo manage the staffs with motivation and leadership

Skills Management knowledge Fair in communicationSkillful in recruitment, selection process and interviewing

Education requirements Bachelor’s degree in Human Resources field

Hours per week Minimum 40 Type of employment Permanent

(Baguley, 2010).

b) The impact of legal, regulatory and ethical considerations to the recruitment and selection process:

When the human resource manager is going through the recruitment and selection

process, he or she has to consider some statuary rules and regulations. Otherwise the

manager may face punishment by the court. There are many rules and regulations

related to the recruitment and selection process that has to be maintained. Those are

below:Impact of sex discriminatory act:If a candidate is to be considered as skillful in required side, the person must get the

job whether the person is male or female. No consideration by sex can be imposed on

the candidate.

Impact of race act:

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No candidate can be evaluated by his or her race or nationality. The person, who has

the work permission in UK, can get the job if the candidate qualifies the process of

the employer.Impact of age act:No candidate can be differentiated by their age. It is prohibited in UK. The candidate

whether he or she is young or old in age must get the same opportunity from the

employer (Blanchard, 2009).

c) Amongst your peers role play out the various roles involved in theselection Process:

Some managers including me are doing the job for the selection of new members of

staffs for our company. We are working as a team for the selection purpose. Including

my particular role, my peers are also performing many roles involved in the selection

process. Now I will be discussing all roles involved in the selection process below:Selecting a selection panel:After giving the advertisement to the media, a selection panel has been made for the

selection purpose. I also get included in this panel. Basically we gave to perform the

main tasks of the selection process including taking examination and interview.Short listing:After getting application from the potential candidates, the panel has to make a short

list for the next step of the selection process. The short list is done on many criteria

including searching errors in the application form and others. Then a short list is

announced for the next step. Written examination:After making short list, a Witten examination may be taken for the next step. The

written examination mainly focuses on the required knowledge of the candidate.Taking interview:The candidates who pass the written examination are called for an interview. The

interview is operated to examine the required skills needed to perform the job.

Appointment: After completing all the procedures, the appointment letter is issued to the selected

candidate and requested to join the job on the specific date. That is the complete

process of selection of candidates (Dessler, 2001).

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d) The effectiveness of the selection process and my contribution:

The selection process has been performed in an effective way. Everything from procedures of

selection process to the qualification of the panel members of the selection process was perfect

and we hope we have been able to appoint the right person for the right job.

In whole the selection process, I as member of selection process panel had to take part in some

distinctive roles. I took part in preparing the documentation for the job description. I had to play

the role to the others including making short lists, determining the standard of the written

examination and taking interview (Fiere, 1977).

Task 2

a) The skills and attributes needed for leadership:

In everywhere whether it is public or private organization, we see a specific role of management

which is called commonly leader. So leadership is important part for any project. Without leader,

it is hard to accomplish any task properly. Normally the person who leads others is called as

leader. For being a good leader the person should the following skills and attributes:

Attributes:

Attributes of a leader refers to the qualities which resides in the inside of the leader. The

followings are some of the attributes needed for better leadership:

The leader can assume responsibility and take initiative. The leader may be achievement-oriented. He or she is adaptable to any situation. Alert to social environment. The leader is assertive, competent, cooperative and courageous minded. The leader has good judgment capacity. The leader may be dedicated, dependable, and energetic and goal oriented. He or she must be enthusiastic, persistent, honest, optimistic and self-motivated. The leader will be tolerant of stress and anxiety.

Skills:

Skills are matter of external for the leadership. Unlikely the attributes, skills can be acquired

through practices and learning. The following skills are needed for leadership:

A leader can communicate well. A leader listens openly to others and resolves conflicts.

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A leader has diversity in his or her works. A leader is creative in directing others. The leader is clever in handling subordinates. A leader must be knowledgeable about his or her tasks and he or she must know how

to get the works done by his or her subordinates. A leader has a skill of organizing his or her subordinates. The leader can affect others or in other words the leaders have special capacity to

influence others. The leader will be technically and socially skilled (Flinders, 2012).

b) The difference between leadership and management:

If the leadership and management word sounds same, there is obvious distinction

between the leadership and management. The following table is showing the

difference between the leadership and management:

Process Leadership Management Vision

establishment

Sets direction and design the

vision. Develops the strategies to

achieve the vision. Holds very passionate

mentality towards achieving the

goals and the vision.

Makes the planning and the

budget. Determines the processing

steps and develops timelines

for that. Contains impersonal mentality

about the vision of the

organization.Human

development

and

networking

Communicates vision, mission

and direction for achieving the

goals. Aligns the organization. Shows high emotion to all.

Organizes and arranges staffs

for the company. Holds the power and delegacy

to structure the tasks. Shows low emotion.

Vision

execution

Motivates and inspires to

acquire the vision of the

organization.Takes high risk when making

decision about the company.Energizes subordinates to

Executes and controls

subordinates to acquire the

vision of the company. Takes the low risk approach. Sets standards of the tasks and

monitors the performance of

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overcome restrictions. the subordinates.Vision

overcome

o Takes and promotes positive

useful and dramatic changes in

the organization.

Expects fixed standard of the

performance from the

subordinate employees.(Glazer and Fitzpatrick, 2013).

c) Comparison of the leadership styles of Nelson and Thompson: Mr. Nelson is the director of the NewVision, a medium-sized educational institution

offering mainly vocation educations. On the other hand, Mr. Thompson is a program

manager under Nelson. The comparison of the leadership styles of them are listed

below:

Nelson Thompson Mr. Nelson is to take most operational

decision.

Mr. Thomson implements those

operational decisions.Sometimes, Mr. Nelson gives chances to

subordinates to take decisions while the

matter is silly.

But Mr. Thompson does not like to take

decision rather listens to boss and tries to

do as boss directs.Mr. Nelson does not consult with

subordinates while taking decisions.

But Mr. Thompson likes to take ideas

from the subordinates.Mr. Nelson is somehow following an

autocratic leadership styles.

On the other hand, Mr. Thompson

follows democratic styles as whenever he

gets the chance to take decision, he talks

subordinates.(Kotter, 1996),

d) How the 10 People under Thompson can be motivated to achieve objectives:

Mr. Thomson is a program manager of the NewVision. Five lecturers and five instructors do their

services under Mr. Thompson. Lecturers and instructors are liable to provide lectures and

instruction to the students on the class time. Mr. Thompson is responsible to oversee and ensure

everything is going through perfection. So the ten people under Thomson can be motivated to

achieve the objectives and goals of the organization in the following way:

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They can be motivated to perform well by providing the reasonable compensation and

benefits to them on the right time. No delay should be made to them. Working environment should be improved and safely and privacy can be provided to

them to motivate the ten people who are under Thompson. The ten people who are under Thompson can be motivated to achieve the objectives set

by the institutions by providing the exact and expected respect to them. They may be motivated by providing some benefits like accepting reasonable holiday,

providing financial support for tour purpose, and others (Offstein and Morwick, 2009).

Task 3

a) How group culture/team working can contribute to the success of NewVision:

Group culture or team working may be beneficiary for any company to be successful. It is said

that team working is the right way to get success as team working gives some beneficiaries for

the company to get success. The company can be successful when it works based team working.

When members will work under a group they will be able to share their individual knowledge

and expertise to others. Now I will describe how team working can contribute to the success of

the NewVision as below:

Efficiency growth:

The team working can contribute to the success of the NewVision by increasing the efficiency of

the team member. When the teachers and instructors are working under the team of

Mr.Thompson, they will be able to be familiar with other colleagues. When they work under the

team they will be able to share something important thing that are related to latest addition to the

theory or the scientific invention. Thus the teachers and instructors under Mr. Thompson can

gain the efficiency growth which overall leads the improvements of the NewVision.

Developing relationship:

Team working may bring the chance of making relationship with others. When the teachers and

instructors will work under the team of Mr. Thompson, they will get chance to build relationship

and try to value others and to respect them. By this way the team working may be beneficiary for

the success of the company (Rosen and Brown, 1996).

b) An application of Belbin’s Team Roles to NewVision:

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In my study, I found and talked with both member of team and manager or leader of the team to

explore the roles of them in the organization. Now we will describe and link Belbin’s Team

Roles to NewVision below. Belbin’s Team Roles include nine roles in three categories such as

thinking, action and people. These are listed below:

Coordinator:

The coordinator is that person who is considered as the person oriented leader. He or she always

accumulates human resources and other resources and is responsible to make connection

between the company and the required resources.

Shaper:

The shaper is considered as the task oriented leader. He or she shape the structure of the specific

task and is responsible to help others to get the task shaped.

Plant:

Plant is considered as the idea generator person. He or she are concentrated on core issue.

Resource investigator:

Resource investigator is considered as a person who is responsible to find out different

opportunities and chances and to make contracts.

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Implementer:

Implementers are those persons who are responsible to work with a cool brain and to contribute

with struggle and silence.

Monitor evaluator:

This type of people evaluates and monitors the performance of the employees of the company.

Team worker:

Team workers are those who actively work for the task of the organization. They are responsible

to contribute the tasks of the team.

Finisher:

Finishers are those who are responsible to try to focus on the way to finish the task which is

assigned to them.

Specialists:

Specialists are those who are responsible to teach the technical jobs to the team members (Anon,

2015).

c) How effective the team at NewVision in achieving organisational goals is:

The team at NewVision is more effective in achieving organizational goals at the competitive

world. As the employees of the organization do their tasks in a team, they are more efficient and

knowledge. They had the opportunity to gather diversity of experience and knowledge as they

have the chance to work under team. As they have the diversity of knowledge in their team, they

can easily overcome any type of challenges in future. The employees of the NewVision are

cooperative and respectful to each other. These type of attributes and qualities help them to work

towards the objectives of the organization. As the institution follows the Belbin’s Team Role, the

organization is expected to be successful in achieving the objectives of the institution (Articles,

2001).

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Task 4

a) The factors involved in planning the monitoring and assessment of work performance:

There are some measures that the organization can use in planning the monitoring and

assessment of work performance. The measures to monitor and assess the work performance of

the employees of the organization are listed below:

Setting up random methods:

The NewVision can use random method of quality control in planning the monitoring and

assessment of work performance. The workers should not be concerned about the cheking time.

The checking may happen in any time. So the workers will be attentive in their works to pass the

checking criteria.

Making surveys:

The organization may take help of survey results in assessing the performance of the teachers

and other workers in the organization. The survey can be conducted on the students of the

organization asking them to rate the quality of the teachers and instructors.

Performance appraisal:

The organization can monitor and assess the performance of the employees of the institutions by

implementing performance appraisal tool. It could be an effective way to measure the

performance of the teachers and instructors.

Appraisal interview:

The organization can sometimes take appraisal interview to measure the performance of the

employees of the organization (Editorial, 2012).

b) The role of appraise and appraiser and the assessment of the development needs:

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We hired a human resource administrator and that manager passed the three months of

probationary period. So as an appraiser, the human resource manager should play some specific

roles to appraise. The manager should evaluate and assess the performance of the humane

resource administrator of the organization. If the performance is better and expected, the

performer must get some benefits like promotion and others.

After assessing the performance of the new human resource administrator, the manager has

identified some areas of the task done by the human resource administrator that need further

development and improvement. If more freedom In doing the tasks can be given to the human

resource administrator, the manager may perform the tasks well (Lipnack and Stamps, 2000).

c) Evaluation of the success of the assessment/probationary process:

At the end of the probationary process, we can draw some conclusions and evaluate the

performance of the probationary or assessment time. We think that the human resource

administrator has gained the expectation of the performance for the organization. Although the

administrator needs still some development in the areas like communication, arranging people

resources and convincing them to accomplish the objectives and goals of the organization, the

overall performance is good. The administrator has passed a successful probationary period

which lasts three months. In other words, the human resource administrator can complete the

probationary period with success (Tracy, 2014).

Conclusion

In my research and case study, I tried to explore core theories related to the human resource

management. I discussed how a company can get the right people for the right job at the right

time. Then I tried to explore the case of an educational institution named NewVision. The

company served vocational knowledge to the students. How the organization can build a group

culture or team working environment has been tried to find out the solution. I put guidelines for

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the human resource managers so that he or she makes a better planning of performance appraisal

to improve the quality of the performance of the NewVision. Then I made some solution to get

rid of conflicts between the employees of the organization.

Reference

Baguley, P. (2010). Leading people. London: Hodder Education.Blanchard, K. (2009). Who killed change?. New York: William Morrow/HarperCollins.Dessler, G. (2001). Management. Upper Saddle River, N.J.: Prentice Hall.Fiere, M. (1977). How te develop dynamic leaadership. New York: J, Wiley & Sons.Flinders, S. (2012). Leading people. Peaslake: Delta.Glazer, G. and Fitzpatrick, J. (2013). Nursing leadership from the outside in. New York: Springer Pub. Co.Kotter, J. (1996). Leading change. Boston, Mass.: Harvard Business School Press.Offstein, E. and Morwick, J. (2009). Making telework work. Boston: Davies-Black.Rosen, R. and Brown, P. (1996). Leading people. New York, N.Y., U.S.A.: Viking.Anon, (2015). [online] Available at: http://leadership [Accessed 2 Mar. 2015].Articles. (2001). Working with Older People, 5(2), pp.30-30.

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Editorial. (2012). Working with Older People, 16(1).Lipnack, J. and Stamps, J. (2000). Virtual teams. New York: Wiley.Tracy, B. (2014). Leadership. New York: American Management Association.

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