Managing People and System

This presentation focuses on managing people and systems in organizations. It covers theories of management structure, job description, personal specification, recruitment process, and Belbin's team role theories. The presentation is based on Cristal, a medium-sized business in the retail sector.

MANAGING
PEOPLE AND
SYSTEM

TABLE OF CONTENT
 INTRODUCTION
 MAIN BODY
 About business
 Theories of management structure
 Job description
 Personal specification
 Application form
 Process of recruitment
 Advertisement for vacancy
 Belbin's team role theories
 CONCLUSION
 REFERENCES

INTRODUCTION
 Managing people is one of the most difficult tasks for management in organizations.
People management is also named as HRM, that encompasses varied activities such as
employee selection and recruitment.
 The current presentation will be based on Cristal, which falls under list of medium size
businesses.
 The assignment will explain key information about chosen company and theories of
management structure.
 Furthermore, it will justify job description, personal specification and job
advertisement in context of specific position.
 The report will covers application form, procedure of recruitment and will also clarify
Belbin's team roles model.

About business
Cristal, is the best supermarket that has been
operated in retail sector.
They serve the best quality services and
prodcuts to customers.
It operate at small level and have good
customer base.

Theories of management structure

Job description
ASDA
 Job Title- Store manager
 Purpose and scope of job-
 The main aim of store manager is to complete outlet operational requirements by planing and assigning workers.
 Store manager within supermarket is accountable to maintain employees performance and increase their productivity by providing training sessions and development opportunities.
 Job location-
 Asda supermarket in the UK.
 Position in company-
 An applicant is required at the position of store manager in organization
 Reports to-
 Chief operating officer
 Responsible for-
 Applicant is responsible to recruit new people and retain existing for longer period.
 Store manager is accountable to manage budget.
 Candidate is responsible to maintain financial and statistical records.
Budget responsibilities- Staff members are accountable for budgets as they may produce products and purchase raw material according to budget.
Duties and accountabilities-
Store manager role is to satisfy customers.
Applicant duty it to create effective team at workplace who may contribute to increase consumer satisfactory level.
Candidate is accountable to meet sales targets and boost productivity of employees.
General responsibilities-
Store manager is responsible to conduct group meeting to make discussion based on daily work.

Personal specification
Name of company
Job title
Job requirements
Cristal
Store manager
Essential Desirable
Qualifications BS degree is required MBA degree
Knowledge  Knowledge require managing staffs
performance.
 Good understand in context of
employment laws and regulations.
 IT knowledge
 Knowledge related to methods and
techniques of training.
Skills  Planning and scheduling skills
 Effective communication
 Collaborative skills
 Problems solving
 Team performance and group work
ability
 Budgeting and accounting
 Retail management skill
 Competence to motivate others
 Delegation
 Flexibility
 Time management
Experience  Minimum 3 years experience  Maximum 5 years experience
Personal qualities  The most important personal attribute
that employer requires among store
manager is an passion for innovation.
 Effective leadership style
 A store manager needs to be an
influencer and motivator.
 Good decision-making capability.
 Interpersonal attributes
 Consumer retention ability.

Application form
 Name Samuel Johnson
 Phone ............................
 Email: [e-mail]
 Education and training: MBA
 I have done qualifications in MBA, which enhanced my vision for strengthening skills
and also operative innovation. Previous qualifications and experience have developed
dynamic strength in my vision, performance growth functionally which actively made
me competent for higher informative ideas.

CONT..
 Do you consider yourself to have a disability?
Yes, No
 NO
 Reasonable adjustments

 Recruitment process must be based on un biased selection strategies, informative functional
diversification functionally and also to enhance longer scale motivation parameters.

 Do you need a work permit to work in the UK? Yes, No
 When can you start work for us?
 UK

CONT..
 References
 1. Katy Laurens
 2 John Williams.
 I confirm that to the best of my knowledge the information I have provided on this
form is correct and I accept that providing deliberately false information could result in
my dismissal.
 Name: Samuel Johnson
 DATE: 26 march 2021

CONT…
 Recruitment process must be based on un biased selection
strategies, informative functional diversification functionally
and also to enhance longer scale motivation parameters.

CONT..(Process of recruiting at Cristal)
 Process of recruiting at Cristal
 The process of recruitment must be based on fundamental scale diversification parameters for
keeping up efficacy domains actively, generate competencies within management and also
potentially rise up best employee’s motivation scenarios.
 Recruitment plays strong role to hire best professional expertise among employees, be
fundamentally operative towards choices and also commercially enhance new scale diversity
aspects Cristal being one of the largest retail store company aims to functionally bring on
competitive recruitment strategies commercially among business horizons which in builds
motivation among employees.


CONT..
 Strategy development: At this step strategy development is done
for best selection strategies among work domains, which
functionally enhances new strategies actively and expands
functional scope for innovation.
 Strategy development demands competencies to be worked on
effectively, grown informative efficacy scenarios where Cristal
aims to hire best professional talent.

CONT…
 Searching: At this step employee are searched on with varied skill competencies, varied scale
functional growth and generate best operative growth towards searching new vision oriented
parameters.
 Searching brings on functional rise towards hiring best employees within departments, generate
innovation professionally among corporate fundamental scale operatives within long term growth
operatives. It plays strong role for bringing on wide recruitments among employees, enrich new
strength within business parameters and also professionally be competitive domains.

Advertisement for vacancy
 Here, job advertisement is created to generate the awareness in context of store manager
vacancy within Cristal
JOB OPPORTUNITY
A well reputed supermarket seeking for shop manager
 Shop manager is required to manage the operations of supermarket.
 A person is needed to manage the performance of employees.
 Store manager is needed to increase the productivity and
profitability of company
Interested candidate can mail their CV on below link

Belbin's team role theory

CONCLUSION
 By summing up above discussion, it has been identified that by using effective
management structure theories, manager has managed the performance of employees as
well as business within retail sector in effective and systematic manner.
 Furthermore, from above analysis, it has been summarized that by following the entire
stages of employees recruitment and selection, human resource management has
recruited skilled and talented workers that are contributed to achieve strategic aims and
objectives of company.
 With the help of job advertisement, HR manager has gained the attention of more
knowledgeable people's who are seeking from longer time to work with reputed
organization.
 Moreover, from this study it has been analysed that management has built effective
workforce at workplace against ineffective that contributed in gaining competitive
advantages.

REFRENCES
 Aini, S. E. N., Solihin, N.S. and Muda, I., 2021. Personnel Management to Human Resource
Management (HRM) How does HRM function?. Personnel Management 2(1).
 Gelle-Jimenez, M. and Aguiling, H. M., 2021. Leveraging human resources management (HRM)
practices toward congruence of values. International Journal of Research in Business and Social
Science (2147-4478). 10(1). pp.85-94.
 Gan, G. and et.al., 2020. Network hierarchical DEA with an application to international shipping
industry in Taiwan. Journal of the Operational Research Society. 71(6). pp.991-1002.
 Gander, F., Gaitzsch, I. and Ruch, W., 2020. The relationships of team role-and character strengths-
balance with individual and team-level satisfaction and performance. Frontiers in Psychology.11.
 Nestsiarovich, K. and Pons, D., 2020. Team role adoption and distribution in engineering project
meetings. Behavioral Sciences. 10(2). p.57.
 Naiad, A. and Senavati, A., Harm Innovation Strategies In Recession: A New Paradigm. ODISHA
JOURNAL OF SOCIAL SCIENCE, p.34.