MANAGING HUMAN CAPITAL AND LEADERSHIP INTRODUCTION 1 TASK 11 Approaches to HRD and recommendation for improvement

MANAGING HUMAN CAPITAL AND LEADERSHIP INTRODUCTION 1 TASK 11 Drawing on relevant models, analysing the approach of the company to the management of its human resources.1 TASK 23 Critically discuss its recruitment and selection in relation to strategic human resource initiatives. 3 TASK 35 Approaches to HRD and recommendation for improvement 5 TASK 46 Evaluation of the classical theories of motivation and motivation of a hybrid theory 6 Character stick and models of effective leaders : 7 CONCLUSION 9 REFERENCES

MANAGING HUMAN
CAPITAL AND
LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Drawing on relevant models, analysing the approach of the company to the management of
its human resources.....................................................................................................................1
TASK 2............................................................................................................................................3
Critically discuss its recruitment and selection in relation to strategic human resource
initiatives.....................................................................................................................................3
Make relevant recommendations as to how it could improve this process.................................3
TASK 3............................................................................................................................................5
Approaches to HRD and recommendation for improvement.....................................................5
TASK 4............................................................................................................................................6
Evaluation of the classical theories of motivation and formation of a hybrid theory ..............6
Character stick and models of effective leaders :........................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource are the people who work for the company and that department who is
responsible managing resource for the employees and to manage whole system is known as
Human Resource Management. As refer HR, balances all relation between industrial and
organizational change with the help of government rule and collective bargaining. Under this
report it shown different types of recruitment and selection procedure and ways to improve the
old procedure. This report also shows that as a good and effective leader must have the best
quality. This report is concern with different models, approaches of a company to manage its
human resource. This report also throw some light on approaches of human resource
development and the ways to improve it. It also evaluate different classical theories of
motivation and from this theory, add the most meaningful theory which classify whole theory in
one only (Brewster, 2017). It also shows different characteristics which a good leader must be
posses and shows different models which help to make a good leader and enhance the best
leadership quality.
TASK 1
Drawing on relevant models, analysing the approach of the company to the management of its
human resources.
There are various models of Human Resource Management (HRM) which Marks and
Spencer uses for the effective management of their employees. The HRM department of the
company tries to follow certain approaches that lead to the effective production of quality
products and services. There are many significant models which can be used by the human
resource department. They have certain purposes for the organisation like providing framework
for analysing management such as factors which are situational, stakeholders, levels of the
strategic choice and the competence, provide help for the validation of various HR practices and
distinctiveness; performs the characterisation of HRM which establishes variables and their
relationship with each other and most importantly help to discuss the significance and the nature
of key HR practices.
The approach which is followed by the HRM department of the company is the Harvard
model which has follows the following concept it focuses in the four core functions and their
inter relation between them. These four functions are: development, selection, appraisal and
rewards. These aspects have different impact on the employee which helps to manage the
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workforce of the company which are the part of fombrun model. But this model is regarded as
incomplete therefore, has to focus on certain factors which helps to take a look on other aspects
such as interest of the stakeholders, outcomes which are generated by the implications of various
human resource strategy and various external and internal factors that affects the working of the
employees in the firm.
The model has the following framework of implementation. With the interest of
stakeholders and the management panel of the organisation which includes share holders ,
employees, government , certain unions and communities which have a crucial role in the
working of the organisation these people decides the vision of the company which helps to build
up the goals and objectives of the marks and Spencer according to which the department of
human resource has to form the strategies for handling their workforce in order to accomplish the
aim of the company. They form certain policies, choices, performs various activities such as
recruitment and selection of employees followed by influencing them in order to get the
outcomes which are effective and efficient and also. Making the employees work in an efficient
manner requires lots of strategic plans which helps to motivate them and keep them positive
minded so that they can continue their work and provide the excellent performance. They
provide various benefits to these workers such as monetary and non-monetary benefits that
motivate them to push their limit and provide more quantity of work which helps them to achieve
the target related to every task. In the monetary aspects, there are certain procedures which are
followed by the human resource manager such as providing them appraisals and conducting it
timely which helps. Employees are provided various bonuses and incentives which provide them
motivation to perform more in order to obtain much of these opportunities. There are also several
non-monetary aspects such as promotion which boost up the morale of every worker and they
work in the direction of providing quality services to the customers which not only builds the
good image of Marks and Spencer but also provides certain advantages to them.
The department of human resource keeps a check on various external forces such as
political, social, technological, legal and environmental factors that creates impact on employees
in many ways. They keep a check on the structure of organisation and the working schedules of
every worker so that these employees might not get frustrated which can lead to the degradation
of the quality in their work that creates certain disadvantages to the company. HRM department
makes sure that these aspects remain in control and continuously works in the direction of
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building up new strategies which can create improvement the working condition of these
workers and persuade them to contribute more for the organisation. After the implementation of
the strategies, the outcomes are analysed which are desired for effective result. The standard of
the result is decided along with measuring parameters for them so that one can get acknowledged
related to what has been achieved and what more is to be gained. These standard outcomes result
in the commitment of employees for the work, increasing the competencies and making every
work time and cost effective. These approaches play an effective role in the complete
management of the employees in order of manage their individual interest to match with the
company for the better productivity.
TASK 2
Critically discuss its recruitment and selection in relation to strategic human resource initiatives.
Make relevant recommendations as to how it could improve this process.
To run the company, one has to choose right person for doing job and when the company
Is hiring people in vacant seats is called recruitment. When HR need additional labour and
planning to add more people in their business, first step is full- scale recruitment and process of
selection, but sometimes hiring lot of people is also harmful for the business. If there is
temporary work, then hiring for part time work and add more incentives to existing labour is best
Method. Planning of HR should be considered first while recruiting someone. As we can see
there are many organization who use promotion as a motivating tool. This is the only key for
career growth and increased income to move with their current organization. There is a
advantage of promotion like to fill the gap with existing employee only, as he already know the
policies and he get more speed in his work as compared to new one (Taylor, 2018). And on the
other hand disadvantage of promotion, company may did not use the ideas of new person as it is
not hiring someone else. Clearly there are some pros and cons and higher jobs are easily filled as
compared to lower level jobs.
For recruiting, company also follow nepotism, it means hiring of relatives. Sometimes it
is good for HR as they find a trustworthy people but hiring relative will create discrimination for
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the marital status. It is not possible for the person to manage his own family member in that
organization. These are the internal recruitment method and these are mostly used by HR
because it is helpful for an organization to give reward according to past performance, as
management already know about the employee's ability. By hiring internally, organization can
easily retain its investment and also reduce the amount of time to orient new person for new
position. Similarly it also have some drawbacks, it provide limited number of person to select
and reduce the opportunities to increase the diversity of an organization.
Another form of recruiting, is through internet. As this is used by almost organization and
they post their vacant post on the internet and their sites like Career builder and they accept only
online copies. As it also have many advantages like it cost less as compared to traditional
advertising, easy to catch people because almost half of population uses this sites and they easily
get to know about new posting (Taylor,2018). It is easy process to select one out of many for
HR, because job seeker can submit forms by only single click. Next is recruitment for diversity,
many organization discriminate gender, race, origin, age. It is necessary for the employee to
create an image of equal employment opportunities and these should be words but it is end of
recruitment procedure. Another format comes for recruiting, is through agencies and executing
search firms. These private companies find the potential candidate and charge some percentage
amount of the annual salary. And it reduce the time of firm to choose and select one out of many
as these agency know broad range of candidate. This is the method used for most senior position
but it is quite expensive and the professional recruiter have not enough knowledge about the
organization.
To improve the above system of recruiting and selection process have to take some
initials which are mention below:
 Craft clear and attractive job ads : it help the candidate on job oriented criteria, for job
description provide all the necessary and specific details related to post. Describe what
makes a company unique from others and be open minded and choose straight,smart job
titles and use clear language and even use more simple words so that candidate can
easily understand the words.
 Boost candidate sourcing : to know more, attend events and expand the sourcing by
conference and meetings with professional. HR may be use boolean search as it help to
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discover candidate resume. Use referrals as it is also good method to find high quality of
hires. Always create more referrals programs with attractive and good incentives.
Always invest in sourcing tools, it help in finding good quality of candidate.
 Improve recruitment efficiency : use checklist to prepare for interview and calls to
ensure that have all the information related to posting. Use emails template as it is one of
the most using tool to see candidate's resume (Sanders, 2017). Always invest on
recruiting software as it help to save time as well as money. Applicant tracking system is
also beneficial to manage hiring stage as it keep candidate profile in search able
database.
TASK 3
Approaches to HRD and recommendation for improvement
With the dynamic changes in the working environment of the organisation, there is the
need to maintain constant productivity and profitability level so that one must achieve the goals
and objectives which are set by the organisation with the implementation of that one has to also
improve the skills of the individuals who are providing equal contribution to the organisation by
developing their interpersonal skills aspects that not only helps to provide benefit to the
organisation but also lead to the development of their career in the future which is very important
to every employee who is working in any firm. By providing them various facilities for the
career and potential development lead to highly skilled labour and very collaborative team which
is enthusiastic and provide efforts more than the limit for the accomplishment of the aim. There
are many approaches for these aspects such as functional approach which includes the focus of
HR department on the quality and occurrence of process which leads to less chances of errors in
several areas therefore, providing accuracy and precision in the outcome of every function and
their interdependency with others and the impact on the organisation.Another approach is the
humanistic approach which focuses on the employees with the perspective of a human which has
various needs and requirements which has made them to work in the company. The human
resource manager analyses the various factors which are regarded as the driven factors that
motivates and influence these people for working beyond their limit. This approach completely
focuses on the aspects related to employees such as they are unique no two employee can be the
same and their potential , skills are very different. Here the skills of the employees are
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considered as very important as it provides them the ability to performs the quality work. HRD
focuses on the development of these aspects such as their attitudes, personalities , values and the
emotions of recruiter. They make workers equally responsible for taking up the responsibility of
their learning and provides certain instructional activities which are required on the needs of the
individual. Also the most important approach is the strategic HRD approach which helps to
provide a link between the strategy and the planning related to it. It provides the focus to the
aspects which are very narrow. But there are various problems which are face by the human
resource development department such as misfit of the company and their cultural aspects,
unpredictability in the workforce and their variations in the perspectives which creates real
challenges. The main solutions which can be provided to these problems in the persuading them
to balance the goals and needs of the employees and making them handle the pressure
effectively. Various approaches can be implemented that can make the structure if the working
procedure more efficient and effective and makes the system more productive.
TASK 4
Evaluation of the classical theories of motivation and formation of a hybrid theory
Motivation is a very important factor which drives the employees towards the
achievement of the goals in such a manner that concentrates on the quantitative as well as
qualitative aspects. This is the most important aspect which creates the positive mindset of the
employees and provides an energetic environment for the work and ultimately benefits the
organisation in many ways. Motivation can do wonders in the life of the worker and can push
him to do something which is beyond his limit of potential. There are certain classical theories
which describes various stages of the development of the motivation factor which are maslow's
hierarchy of needs theory, theory of two factors by Herzberg's and the theory related to the traits
of theory x and theory y. Maslow's hierarchy theory has certain stages which are based on the
hierarchical level such as physiological needs which are considered as the needs which are very
basic for sustenance of life such as water, air, food , clothing and most importantly shelter. Then
comes the need for feeling secure and safe when these basic amenities gets fulfilled such as
security in job and financial aspects . After this there is a requirement of the social needs such as
for being loved, affectionate and care, also the dealing of belongingness. There comes a phase
where the esteem needs get aroused which are needed to be fulfilled and the last stage comes of
the self actualisation need which is to be focused on the other aspects of life which are not
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related to self. Hiesenberg theory is dependent on the two factors which are motivators and
certain hygiene factors and the individual can have only two perception which is satisfaction and
no satisfaction. These two factors retains the employee in the organisation which leads to the
fulfilment of their desired need of a clean working environment and the motivating factors which
mutual works for every worker and provide a sense of satisfaction form the surroundings which
not only facilitate them to concentrate more on work but also a state of mind where he is
completely satisfaction with the every factor of the organization. another theory is related to two
aspect which is Theory X and Theory Y which says that there is two kind of individuals whose
perception of thinking and behaviour various which includes that one is very enthusiastic for
taking the responsibilities and other one always tries to escape from the responsibilities which
are provided to him and also the person who belongs to the theory X has always a complaining
nature and seeks every negative aspects which tries to demotivating them. Theory why says that
every individual considers their job as very satisfactory and relaxing and also very normal. One
can make the hybrid model by using these three concept of motivation where the individual can
be provided all the facilities and opportunists which can satisfy their basic needs and also
provide them a sense of being safe and secure so that the individual would be positively affected
and will provide contribution to the organisation in an effective manner and also creates the the
surrounding very productive for the delivery of services to the customers. Then these individuals
must be provided facilities for the hygiene which reflects the cleanliness of the surroundings and
tries to put them into the theory who are totally positive and motivating in the aspects of every
factors which can be considered as beneficial for the society.
Character stick and models of effective leaders :
In human resource, there are top leaders who guide and help employees to do work with
good efficiency and help them to sort out many problems. Some characteristics of effective
leaders are mention below :
Forward thinking : a good leader will always plan for their future and find new opportunity to
grab it and retain his top talent. He has a ways to make positive change in their organization.
They are already prepared to accept the challenges and to protect their organization and stay
ahead of a curve.
Passionate : HR leader love and passionate about their working. They truly enjoy their work and
managing it also. They have a great passion related to their work
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Innovative and strategic : leaders are always creative in their mind and have the strategic mind
to innovate more for their company. Basically they are supporters and promoters of the company
and have unique talent for the growth and development. They understand the strategy of
organization and take interest in its vision and do project according to the need of work. They
know meaning of high performance and how to manage it using their talent.
Problem solver and good communicator : leaders are problem solver for the employees and
they dealt with problems and help to get trim and eliminates it from company. As mention they
are good communicator also, they are able to provide guidance on large range also influence new
ways to improve all the operation held in organization.
Technology minded and life long runner : they use latest technologies in their day to day
activities to make their department more effective and learner. Leaders are extra ordinary
talented and they use their network to finalizes work (Sanders, 2017). They never give up and
always try to find new innovative ideas to solve the problem with their effective mind – set.
Honesty : researcher proves that leaders are sensitive by feeling but it does not mean that they
are agreed to negative expression and bad attitude. If employee is clearly wrong then HR leader
manage it and advise the employee accordingly. However, they have not enough time to address
all the issue but honestly they do their work and ask employee about their limitations.
Integrity : for more effective they must enjoy the confidence of everyone. Messages related to
employee must be delivered in right way and similarly HR managers also know about
complexity in their organization like discrimination and harassment.
Leadership models are practical tool for developing presence of leadership quality to the
person. There are three level of leadership models i.e. traits, behavioural, situational and
functional (Northouse, 2018). Leadership models are the guidelines for leaders to help in
specific leadership behaviours for the particular environment. These three level referred now
Public, Private and personal leadership.
Traits : this states that leader must have the followers as they are trustworthy and inspirational
of others. It means developing good quality among the leaders. This model help to know the way
of doing work and help in relationship behaviours like respect and trust. A leader should be both,
he should take care of his employee and complete his mission on time. He should encourage the
team to reach on effective goals and also work tirelessly to give strength to the team for doing
more task in effective way.
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Behavioural: this states that there should be change according the situation, as a good leader he
must have the quality to accept the changes and do work according to need of business. But the
biggest drawback is, it ignores the leadership presence. These model suggest that leader should
be operate in four categories that is adopt any style with an effective way, depends on the
situation, not rely only with one or two. There are four leadership behaviours that is structural
framework, under this leaders focus on structure, strategy, environment. Next is Human resource
framework, under this leaders should be believe in communicate and support,share information
and move in decision making (Brewster, 2017). Another comes political framework, which is
under political leaders that what they do, what is their motive etc. last comes symbolic
framework, which view whole organization as stage on which many play their certain roles and
give impression.
Situational: this model supports the idea of behavioural flexibility and it also help to support
the rigid behaviours of the leaders. In this model, it assumes that everyone can change his
behaviour just to suit on different situation but followers cannot do this. It also ignore the
psychology of people's controlling (Cascio, 2018). This model also determine the level of
supervision and knowledge with employee's skill. There should not be lack of communication,
coordination and perception by subordinate. The leaders should be supportive and whenever
employee feel some problem, leaders must solve this and get rid out of this. This model is
basically of four step model, directing, coaching, supporting and delegating.\
CONCLUSION
From the above report it is concluded that human resources plays a vital role in leading a
business. There are different roles of every individual who help to achieve the target. There are
many approaches related to Human Resource Development and this report also shows the
improving way to solve the obstacles. For moving the company in better way, Human Resource
hire many people and to go through this they recruit them and select them. This report also show
different ways of selecting people and the ways to improve old one by the help on new
technologies. The report concluded that classical theories of motivation help to lead a business in
different and unique way. Under this, there are many characteristics are shown which reflect the
effective leaders and create a boom for the company. This report present the overall scene of
human resource and what their duties and how they recruit different people of the post and
overall, human resource are the best key success point for an organization
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Kinetics.
Sanders, J. O., 2017. Spiritual leadership: Principles of excellence for every believer. Moody
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Taylor, R. L., 2018. Military leadership: In pursuit of excellence. Routledge.
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Online
Theory X and Theory Y. 2018. [online]. Available Through
<https://www.managementstudyguide.com/theory-x-y-motivation.htm>
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