Managing People in Organisations

HR4052 MANAGING
PEOPLE IN
ORGANISATIONS
1Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.

Table of Contents
Introduction...........................................................................................................................................3
Week 2: Recruitment methods..............................................................................................................4
Week 3: Selection Methods...................................................................................................................6
Week 4: Equality, Diversity and Inclusion..............................................................................................7
Week 5: Skills, Training and Development.............................................................................................9
Week 6: Performance Management....................................................................................................11
Week 7: Academic writing, referencing and plagiarism ......................................................................12
Week 8: Motivation and rewards........................................................................................................14
Week 9: The psychological contract and employee engagement........................................................16
Week 10: International differences in organisations and management..............................................17
Week 11: Leadership style...................................................................................................................18
Reference list.......................................................................................................................................20
............................................................................................................................................................22
2Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.

Introduction
This workbook provides a reflection upon the learning developed from the seminar activities
and class discussions.
The workbook includes ten (weeks 2-11), each includes one or two questions with each
answer in the region of 100 words per question.
3Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.

Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to recruitment?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
By using rational choice theory manager adopt
the rational approach to recruitment that is to
create power relationship that is held by the
management. It is the one way process that is
used by the organisation to attract the
candidate for the vacancy and creating the
content that is regarding choosing the best
applicant from the pool (Hunter, and.et.al.,
2017). Rational approach is based on the job
design which is related to describing the tasks
and skills that are needed for filling the
vacancy, job description that includes job title,
summary and main purpose and last person
specification which is the knowledge and the
skills that is required by the candidate to do
the job.
2. Describe the differences between a job description and person specification?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Basis Job description Person specialization
Meaning It is the term which is based on
the attributes, skills and
knowledge which is used to
create a person specification.
It is related to the describing the
person according to knowledge,
attributes and skills that are needed
to do the job.
Key elements Under job description it
includes job title, working
condition, summary,
performance standards, what is
the purpose of doing the job
and location.
By using Rodger's seven point plan
it includes general intelligence,
interests, physical make-up and
special aptitudes.
Both of them are used by the organisation as the good practice which helps them at the
time of recruiting the candidate.
4Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.

3. List three ways to encourage diversity when recruiting candidates?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Three ways to encourage the diversity at the
time of recruiting candidates are:
 The company must give equal
opportunity to every candidate and
people that is race, class, treated
fairly& equally, gender and age which
is the legal framework based on social
justice.
 In the business diversity is very
different there is lot of difference
between goals of the company,
performance of all the employees
working together in the organizations
like branding & team working and the
way people are respected
 Main role of encouraging diversity is
to avoid hidden tacit assumption that
are based on class and disability
(Goldstein, and.et.al., 2017)
5Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.

Week 3: Selection Methods
1. What are the problems with using selection interviews to identify the best
candidate in relation to reliability and validity as a selection tool?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
At the time of selection process the problems
faced by the organization is to identify the best
candidates who is the right for that vacancy is
poor predictor of job performance, based on
negative information, applicant order, not have
any information about the job, premature
decisions by taking wrong candidate for the
job. The person who is appointing the
candidate can discriminate the other person by
selecting the candidate who have no
knowledge and skills that is required by the
business. Also, they can appoint their family
members instead of other employees who have
applied for the job.
2. What are the advantages of using a competency framework to design selection
interview questions?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
The advantages of using a competency
framework to design selection interview
questions are:
By asking questions they provide, job related,
fair and valid standards which are important
for performing the job that are related to
knowledge and skills.
By this they can select the right candidate that
have good behaviour.
By asking questions in the interview they can
also know about the attitudes and values of the
individuals that are useful for the company.
Helping as the financial institution for the
design of a well-designed, economical and
impressive recruitment and selection processes
It also provides the standard that are used for
the success of the selection process.
6Naidoo, V., Abarantyne, I. and Rugimbana, R., 2019. The impact of psychological contracts on
employee engagement at a university of technology. SA Journal of Human Resource Management,
17, p.11.