Managing People in Organisations: Recruitment and Diversity Analysis

This assignment solution addresses key concepts in managing people within organizations, focusing on recruitment strategies and fostering diversity. The first section explains why line managers adopt a rational approach to recruitment, emphasizing the selection of suitable candidates to achieve organizational goals, supported by relevant theories and empirical evidence. The second part differentiates between a job description and a person specification, highlighting their respective roles in defining employee responsibilities and required attributes. Finally, the solution outlines three practical ways to encourage diversity when recruiting candidates, such as auditing job ads, promoting employee referrals, and offering internships, all supported by relevant academic literature. The assignment utilizes Harvard referencing to support all arguments and recommendations.

Managing people in
Organisations

Q1 Explain why line managers adopt the rational approach to recruitment?
Line managers are generally adopt rational approach for recruitment process because they
are always want to select most suitable candidate in the organisation who helps in achieving
goals and objectives (Bolisani and Bratianu, 2017). It is very important method because it
conducts interviews which identifies skills and knowledge of each person. This approach is
based on the current need of organisation that means they focus on current competencies. They
appoint those person who can fulfil the need of organisation that they currently require. This
approach is very important for achieving the current target market, goals and objectives, one of
the main reason that why line mangers choose this approach is that they receive those person
who fulfil their current requirements (Dwyer, 2019).
Q2 Describe the differences between a job description and person specification?
Job description is refers to the activity that in which a candidate can understand their
duties, roles and responsibilities. It is very important document for the organisation' employees
because they can understand their roles. With the help of job description they can understand the
conditions and legal rules of the organisation (ownsend and et. al., 2018) . Whereas person
specification is refers to the description of attributes that a employee required while performing a
job. It is very important for the organisation that they should know specify the attributes of
employees which they require to achieve their targets and goals. Person specification should be
clear so that employees can build the skills and knowledge that company require.
Q3 List three ways to encourage diversity when recruiting candidates?
 It is recommended to the organisations that they should audit their job ads in which they
should make sure that they are recruit only diverse candidate which accept changes and
culture (Richards and Wilson, 2020).
 They should encourage their employees towards diversity with the help of referring
connections. They should conduct a referral program in which they should show the
examples of accepting diversity.
 They also provide some internships in which employees get learn about diversity.

REFERNCES:
Books and Journals:
Bolisani, E. and Bratianu, C., 2017. Knowledge strategy planning: an integrated approach to
manage uncertainty, turbulence, and dynamics. Journal of Knowledge Management.
Dwyer, K., 2019. Managing resistance to change: Engaging and shaping. IQ: The RIM
Quarterly, 35(1), pp.47-51.
Townsend, M., and et. al., 2018. Real-Time business data acquisition: How frequent is frequent
enough?. Information & Management, 55(4), pp.422-429.
Richards, K. A. R. and Wilson, W. J., 2020. Recruitment and initial socialization into adapted
physical education teacher education. European Physical Education Review, 26(1),
pp.54-69.