Working with and Leading People

WORKING WITH AND LEADING
PEOPLE

TABLE OF CONTENTS
1.1 Prepare documentation e.g. Job description and Person Specification to select and recruit a new
marketing manager......................................................................................................................................3
1.2 LEGAL ISSUES I NEED TO CONSIDER IN MY RECRUITING PROCESS....................................5
1.4 Recruitment and selection process.........................................................................................................6
2.1 Explain the skills and attributes required for leadership role within the British Gas..............................8
2.2 Discuss differences between leadership and Management with examples from British Gas...............10
2.3 Compare theories, models and leadership styles..................................................................................10
2.4. Explain ways to motivate staff within the work teams to achieve British Gas’s objectives ( see slides )
................................................................................................................................................................... 11
3 . Working in a team as a leader and member towards specific goals......................................................12
4. Factors involved in planning the monitoring and assessment of work performance..............................15
References:................................................................................................................................................18
References:................................................................................................................................................19
References:................................................................................................................................................20

1.1 Prepare documentation e.g. Job description and Person Specification to
select and recruit a new marketing manager
Recruitment Procedure
Step 1: Job analysis.
Step 2: Understand what I want
Step 3: Write a job description
Step 4: Decide on my selection process & criteria
Step5: Identify Sources and Launch search
Step 6: Shortlist Candidates
Step 7: Make my selection
Step 8: offer
Step 9: Induction and training
Step 10: Review
Marketing Manager Job Description
Position Summary
The key purpose of The Marketing Manager’s role is to implement the marketing communication effort to
help build brand awareness, increase customer acquisition and further help the company gain market
share.
Task & Responsibilities
 Creation of innovative, Data driven marketing campaigns
 Responsible for maintaining brand integrity
 Ensure sponsorship materials and messages reflect our brand
 Oversee strategies implemented across all marketing channels
 Develop and maintain internal & external brand image
 Manage media relation
Person Specification
 Master Degree in Marketing
 3-years’ experience
 Good project management skills
 Sound understanding of the principals of marketing
 Strong understanding of technology & social media

 Good attention to detail
 Positive attitude
At the point when beginning the enlisting procedure, it is critical to know about certain legal issues with a
specific end goal to minimize hazard. Work postings, inquiries questions, checking references and
making work offers all should be done in a way that meets legal necessities.
At times, I could ask unlawful or even biased inquiries without knowing it. Huge numbers of the specified
things require some essential learning of the BC Human Rights Code.
Job POSTINGS
As indicated by the BC Human Rights Code (Discrimination in business commercials), I should not
distribute work postings or notices that offer inclination to:
• Race
• Colour
• Ancestry
• Place of birthplace
• Political conviction
• Religion
• Marital status
• Family status
• Physical
• Mental handicap
• Sex
• Sexual introduction
• Age
THE INTERVIEW
When I are prepared to start my meetings, there are a couple enter focuses to remember when planning
questions. I have to guarantee my meeting procedure is not purposefully or inadvertently making inquiries
on disallowed grounds (see Discrimination in business arrangements). It is critical to portray the
employment and prerequisites in a way that allows all candidates to apply. For instance, if a position
requires general extra time and has an unpredictable timetable, don't inquire:
• "Do I have kids?" as I would accept a man with youngsters couldn't work longer hours.
To guarantee the applicant can work the timetable I require, I ought to inquire:
• "This work requires consistent extra minutes and has an unpredictable calendar, would I be able
to meet this necessity?"
On the off chance that a vocation requires hard work, don't inquire: