Recruitment and Selection Practices Analysis

The assignment delves into the realm of recruitment and selection in organizations. It involves a critical analysis of various aspects related to attracting, identifying, and hiring suitable candidates. The content explores core concepts, prevailing challenges encountered in the process, and potential avenues for future research to enhance recruitment and selection effectiveness.

WORKING WITH LEADING PEOPLE
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Table of Contents
Introduction......................................................................................................................................4
LO1..................................................................................................................................................4
1.1 Preparing documents for selection and recruitment process and the documents when
selecting and recruiting new employees......................................................................................4
1.2 Assessing the influence of legal, regulatory and ethical considerations on recruitment and
selection process..........................................................................................................................5
1.3 Pieces of evidence to be presented for the selection process.................................................5
1.4 Evaluating ways to assess contribution to the selection process...........................................6
LO2..................................................................................................................................................6
2.1 Explaining the skills and attributes required for leadership..................................................6
2.2 Explaining difference between leadership and management.................................................7
2.3 Comparing different leadership styles...................................................................................7
2.4 Explaining the motivation techniques...................................................................................7
LO3..................................................................................................................................................8
3.1 Assessing the benefits of teamwork for UPS and reviewing the effectiveness of the team to
achieve the goal...........................................................................................................................8
3.2 Demonstration of the importance of working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situation.....................................................9
3.3 Reviewing the effectiveness of the team in achieving the goals with special reference to
the chosen scenario....................................................................................................................10
LO4................................................................................................................................................10
4.1 Explaining the crucial factors involved in planning, monitoring and assessing work
performance...............................................................................................................................10
4.2 Planning and delivering assessment of an individual’s development needs.......................11
4.3 Evaluating the success of the assessment process...............................................................11
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Conclusion.....................................................................................................................................12
References......................................................................................................................................13
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Introduction
In the modern context of the business environment, it has been seen that the overall systems of
the human resources are dependent on the modern aspects of the transformations in the protocols
that are generally appointed by the managing individuals within the organisation. In this
assignment, the overall status of the UPS has been described with special reference to the types
of the management and the leadership styles that is generally being followed in the company.
One of the special importance areas in this assignment is the working effectively in teams. It has
been seen that the team working and its effects in the long and the short term goals have been
stated in the organisational perspectives, according to the UPS Company. Further, the different
patterns of an interview and its importance in the spheres of the business for the company has
been stated in the preceding sections of the assignment.
LO1
1.1 Preparing documents for selection and recruitment process and the documents when
selecting and recruiting new employees
A human resource manager understands the importance of enlisting the procedures that would be
recommended in order to assess and identify the proverbial assets for the company. The first step
of the recruitment process is the inquiry and hence in order to satisfy this demand, the employees
are required to fill and submit the request to hire forms against the opportunities existing at the
firm. The first phase of the selection process is screening which enables the recruiters to
disqualify anybody who is not qualified for the post (Shackleton, 2015, p.153). The curriculum
vitae is the educational qualification module which is analysed b every recruiter and those who
pass the screening phase undergo the evaluation phase which is directed and controlled by the
interviewer in order to cross-check and verify the facts in the CV. The evaluation process is
aimed to provide a real corporate life simulation to the candidates and enables the recruiters in
identifying the individual who can actually make the mark. The evaluation process is long and
the candidates are evaluated by using a lot of techniques such as group discussions and personal
interviews. This in-depth analysis means that the candidate might be requested to submit the
transcripts from schools and colleges and any other certification to support the achievements
mentioned in the CV. If the candidate is employed, there will be a need to collect the bank details
in order to issue the monthly salary (Klotz et al. 2013, p.S114).
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1.2 Assessing the influence of legal, regulatory and ethical considerations on recruitment
and selection process
The recruitment and hiring process needs to be transparent as well in accordance with the
legislations and regulations which are present inside as well as outside the organisation. The HR
department needs to have strategies in place to ensure that these regulations are adhered to. The
business organisation would be unable to meet its performance targets if the employees feel
unsatisfied or their rights to be violated and they walk out on the company and this means that
specific administrative services need to be present in order to tackle the legal as well as ethical
issues in the organisation pertaining to the recruitment process (Pashayan et al. 2016, p.e199).
There are chances that higher administrative bodies may take advantage of the recruitment
process to maximise their profits and this would result in a negative publicity which would
negatively impact the entire organisation. There is a need to put emphasis on enforcing the legal
and moral issues at each of the phases of the recruitment process. There can be no discrimination
on grounds of sex, race, colour or birthplace. No undue advantage can be taken in lieu of false
promises hopes of employment. These few ethical considerations need to be taken into account
so as they do not weaken the operation and functioning process.
1.3 Pieces of evidence to be presented for the selection process
The recruitment process is incomplete without proper documentation as these documents would
be later used by the HRD to assign roles and responsibilities and also assess the strengths and
weaknesses of the individual in the context of the organisation. Hence, guidelines are normally
issued by the HRD to apprise the interested individuals to submit the various documents that are
critical for the recruitment process (Stewart and Burns, 2015, p.71). These documents are the
educational qualification which displays the fact that the individual has been able to attain the
minimum level of educational qualification. In case an individual has been able to develop a skill
set by undergoing training, the certification showcasing the authenticity of the event and
participation is required. Most of the organisations also look for the time served behind bars and
if so the reason behind it. This evidence though can be misused by the organisations to
completely ignore such candidates. Personal details and emergency contact information are also
requested by the HRD in order to work as a support system during any mishap of an incident
(Marie Ryan and Derous, 2016, p.59).
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1.4 Evaluating ways to assess contribution to the selection process
The main contribution of an interviewer is to understand the overall recruitment process and to
identify the efficacy of the process which allows the HRD to analyse the key points where the
judgement needs to be critical. The recruiter needs to set up a list of questions which would be
asked to the interested candidates. The recruiters need to understand how the candidates respond
to these questions which allow them to analyse the traits and characteristic of each of the
individual candidates. Once the interviewer is done with the general questions, on the basis of
the questions answered by the candidate, the recruiter can undertake to frame of the specific
questions which would be posed to individuals in order to get a deeper understanding of their
skills, qualifications and experiences (Kumari and Malhotra, 2013, p.251). This is important as
the entire interview process is incomplete of the candidates have not been questioned
appropriately. The interviewers and recruiters have a tough job of deciding and ignoring the
personal biases which are the requirement of a transparent recruitment and hiring process. The
process itself is complicated and this requires the interviewer to maintain their cool and
composure while conducting these processes. They need to draw lines in terms of what they can
ask and what they cannot and this is a nerve-wracking process. The recruiter is always
responsible for guiding and controlling the interview process and this means that the recruiters
have a lot of aspects to self-evaluation in the selection process they are involved in (Saifalislam
et al. 2014, p.1).
LO2
2.1 Explaining the skills and attributes required for leadership
The ability to lead relies on upon different key aptitudes. These capacities are significantly
searched for after by business as they incorporate overseeing people in order to enthuse and gain
respect. There are numerous powerful positions encompassing not just in work environment.
They can be associated with any situation where there is a lot of polished methodologies
required. Ideally, leaders progress toward becoming leaders since they have a credibility that
people need to tail them. The activity is about having a fantasy of where you should be and
endeavouring to finish that vision (Touveneau et al. 2013, p.P168). Leaders moreover ought to
have the ability to utilise sound judgement in support of their system transport. Basic education
is as needs be another key expert bent. With an elevating perspective, issues can get the
opportunity to be openings and learn experiences and a leader can build much information from
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an issue tended to. Leaders similarly ought to be of great thoughts and goals, and prepare to
administer themselves and their time. One of the principle capacities that new leaders need to
expert is the best approach to select.
2.2 Explaining difference between leadership and management
Leadership and management must go on as an indivisible unit. They are not a comparable thing.
Regardless, they are basically associated and compared. The distinctions that separate these two
terms are numerous. The administration controls, yet the leader improve. Management is a copy;
the leader is a novel. Management keeps us, a leader makes. The management focuses on system
and structure, the leader focuses on people. The manager has a short go see, though a leader has
since quite a while ago expanded perspective (Javed et al. 2014, p.45). The administration is
about asking how and when, yet authority is about asking what. The management duplicates, but
the leader starts. The management recognises the same old thing, but a leader moves it. In this
way, these two are completely two distinct things to get it.
2.3 Comparing different leadership styles
Leadership styles characterise the way a leader methodologies an issue and work with the group
to determine this issue. There are a few initiative styles now. In autocratic leadership style, the
leader holds all the specialist and obligations and can bring choices without speaking with the
subordinates. In democratic leadership, the leader and in addition to the subordinates are
included in the basic leadership handle. In strategic style, the leader is basically the leader of the
association, however; the leader may not have a place with the top positions (Frankel and
PGCMS, 2017, p.32). Transformational leadership is included in realising changes in gatherings
and associations. The team leader sees the organisation of the group as the main authority and
involves working with heart and brains of the general population. In cross-cultural leadership,
the administration exists in the condition comprises of different societies of the general public.
2.4 Explaining the motivation techniques
Expanded motivation in a workplace can help improve execution, raise the soul and lift
effectiveness. While there are diverse flashes that work for different types of delegates, there are
a couple of fundamental systems energised and engaged for their business. The first and
imperative method is to make a positive workplace. The representatives ought to be persuaded
by giving them lively and positive work environment (Du et al. 2013, p.162). The employees in
the company should be active and must be energised. They must be motivated by giving them a
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better workplace and thought to share. Another productive technique is by setting objectives,
helping specialists to get the opportunity to be particularly self-moved by helping them to
develop capable destinations and targets. The employee's driving force to advance toward can
spur the representatives (Pacleb and Bocarnea, 2015, p.275). Praising representative’s
accomplishment through worker of the month award or giving them a star entertainer award can
motivate them to achieve something for the company.
LO3
3.1 Assessing the benefits of teamwork for UPS and reviewing the effectiveness of the team
to achieve the goal
Relations between employees: To complete a successful project, a strong relationship among the
employees is most needed. A strong relationship is very much essential for the members of a
team. It will help them to communicate freely and openly. Strong relation, Strong collaboration
is a key to a successful team work. Every member of a team builds trust with each other which is
very much needed for a teamwork to complete. UPS generally follows this idea to achieve their
goals and objectives (Sarkar et al. 2015, p.11).
Efficiency improvement: Every project has its deadline, the time within which is needed to finish
the work. A deadline of a project is 24 hours if we make up a team to finish this project; every
employee is able to deliver his strength and skill. In other words, more members imply more
hands, more strength (Carrillo-García and Aguayo-Albasini, 2014, p.174). This concept is
generally employed in the UPS, in order to achieve their goals and objectives within a very short
period of time.
New idea development: A great team work is a collaborative work among leader and the team
members. Team members are different people, so different ideas are generated which also
enhance the effectivity of a project and make it successful.
Experience gathering: Different team members of a team help to collect different experience. It
will also help the members in their future project work.
The effectiveness of achieving goals: Effective teamwork means a small business with various
objectives. Good leadership, adaptability of the team, good skill and quality of the team
members, diversity, and effective communication are the essential factors of achieving goals.
UPS Company thus maintains the concept of an effective teamwork.
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3.2 Demonstration of the importance of working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situation
The leader performs a number of important actions within a team. These include the following
functions within a team.
Enthusiasm: Motivation is an essential quality of a good leader. A good leader always motivates
his team for 100% performance.
Creativity: A creative leader is all time favourite for a team. He should always share their
innovative ideas with the team members that will help to make a project successful.
Measurement: A team leader should have the ability to measure the performance of each team
member (Tjosvold and Tjosvold, 2015, p.161).
Management: A team leader must have the capability to manage a team. Distribute the work to
them equally that every member gets a chance to do work efficiently, show their skill and expand
their ideas.
Fun making: After a long hard working day, every member of a team needs refreshment. Make
fun; celebrate their anniversaries, birthdays, which also help the team members to get closer.
A team leader should be very dedicated and confident and also with a good personality which
makes them a respectful leader also (Scott et al. 2015, p.e5).
The importance of a member in a team is important to be established, as the team members
perform the grass level of the work that is achieved by the team.
A team member always should be
● a good listener
● efficient
● Active
● dedicated to their work
● communicate clearly
● supportive to other team members
● Identifies risks and conflicts (Abbasi et al. 2016, p.799).
All these above qualities of team leader and members are generally maintained by the UPS
Company.
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3.3 Reviewing the effectiveness of the team in achieving the goals with special reference to
the chosen scenario
An effective team cannot grow automatically. It is a result of combined hard work of the
confident leader and efficient team members.
● A high-performance team can reach their goals in proper time.
● A team share different thoughts on a work or on a problem. So the best way can easily
find out.
● A team effectively uses the full external as well as internal resources.
● Teamwork always is effective than anyone can do it alone.
● Teamwork can reduce the pressure of individual member that everyone can give their
high performance.
● Teamwork can help to learn various skills like punctuality. Discipline, time management
etc (Brewer and Holmes, 2016, p.295).
UPS Company thus implies all of this above benefits generally in achieving goals. Therefore, it
may be analysed that the overall status of the team working is essentially established within the
work cultures of the UPS Company.
LO4
4.1 Explaining the crucial factors involved in planning, monitoring and assessing work
performance
Performance appraisal is a vital component to gauging the adequacy of people in a group. This
individual evaluation helps the supervisors to use their individual's abilities and furthermore
upgrade their expertise set. This is finished by setting powerful and achievable individual
objectives which can help the organisation to maximise the compelling yield from a person. This
objective setting likewise gives a feeling of reason to the individual and working with a feeling
of purpose bears results. The headway in information has permitted the administration to work
with evaluation instruments which are extremely useful and compelled in recognising the
hindrances and track the advance of the people in order to adjust their exercises to organisation's
business goals (Adams and Vescio, 2015, p.26). Reporting singular execution encourages in
offering help to the workers as far as remuneration and profession arrangements and choices. All
these structures help the management to concentrate on the key ranges of aptitude and
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competence for advancement by experiencing learning exercises. Making reports for the
instances of HR can be unquestionably useful in making the needed help and decrease clashes.
4.2 Planning and delivering assessment of an individual’s development needs
The organisation can be helped by setting up effective and achievable objectives. This permits
the organisation to profit by the workers as they continue to give the outcomes and yields at each
point in the errand. This requires clear characterised correspondence structure which would help
in conveying the issues with respect to the errand and in the meantime help the organisation to
control the person towards a normal outcome. The support structure that is available in the
organisation ought to have the capacity to furnish the stops with the assets that are required to
finish the occupations (Carlson et al. 2014, p.311). Checking on an execution of the
representatives and archiving them helps in creating an input record which would have the
capacity to report the discoveries in the appraisal. This will help the administration to talk about
the qualities and shortcomings of the staff and furthermore permits the staff to examine. This is
done in order to arrange the changed methodologies which would help both organisations as well
as staff. By investigating the input report appropriate preparing can be given to the individuals
who appear to fail to meet the expectations.
4.3 Evaluating the success of the assessment process
The next step of the appraisal procedure is assessing its prosperity. The appraisal can be assessed
effectively understanding if the reasons and objectives that were characterised in the evaluation
very well communicated. The appraisal stands to lose its approval if the rectification instruments
are not utilised for measuring the targets set before the task. The achievement of the evaluation
likewise relies upon the unwavering quality of the instruments that have been used to quantify
the execution of the staffs and this permits the association on having the capacity to meet its
goals, possibly and reasonably and in the meantime, is straightforward and inevitable with the
representatives (Du et al. 2013, p.169). The next step is to survey whether the appraisal
procedure permits space for criticism in view of input and no more essential and significant part
of the evaluation procedure. This permits the staff to comprehend their qualities and
shortcomings with the goal that they can be included in a persistent change handle which helps
the organisation to become advance. The inquiries that should be addressed are whether the
association utilises an extensive variety of methods and procedures for evaluation and
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assumption, regardless of whether the appraisal is led as yearly activities fixed with inclinations.
This makes the appraisal procedure a great deal more uncertain.
Conclusion
From the above studies in the context of the different organisations or the companies, including
the UPS Company, it may be understood that the overall systems of the recruitment and the
selection are dependent on a number of grounds that are needed to be fulfilled by the employee
before they are being selected in the company. The Human Resource Management is of utmost
necessity in this aspect, as the overall status of the employment is dependent on them. Further, it
has been seen that the different team working is important in the context of the company. It has
also been stated that the effective team working leads to a number of advantages including the
development of the additional cultures and skills to work successfully within the organisation.
Finally, it has been seen that the improvement in the employee motivation strategies provides the
way for the UPS Company, in order to increase the net amount of business and management
processes within the company.
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