Managing People in Organisations

This document provides an overview of managing people in organizations. It covers topics such as recruitment, selection, training, induction, factors affecting behavior and teamwork, and management and leadership styles. The content is based on the case of Clarasys, an independent management consultancy. The document also includes challenges faced in induction and training programs, as well as the impact of factors on behavior and teamwork. It concludes with a discussion on different management and leadership styles.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
PART A: Recruitment, selection, training and induction.......................................................4
PART B: Factors affecting behaviour and teamwork............................................................6
PART C: Management and leadership styles.........................................................................8
PART D: Organisational and structure.................................................................................10
TASK 2..........................................................................................................................................11
Covered in PPT.....................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Managing people within the organisation departments always helpful for managers in
order to understand overall interaction between human resource management, actions of
management as well as labour relations within business strategies. Along with this,
organisational departments can easily focuses on various research as it plays important role so it
is helpful to gain competitive advantages in an effective manner. Present report is based on
Clarasys which is founded in the year of 2010 with offices in central London (Agafonova,
Bryukhova and Kaigorodov, 2015). It is the independent management consultancy which
provides better services to large number of people from small and non profit organisations to
entire multinational corporations. Furthermore, discussion will be based on recruitment,
selection, training and induction. After this report will focuses on huge factors that influence
teamwork and behaviour. At last, management and leadership styles and relationship between
organisational culture and structure will get covered.
TASK 1
PART A: Recruitment, selection, training and induction
Recruitment: It refers to the different types of process of selecting, short listing,
attracting and hiring appropriate candidates for jobs within the particular organisation. It can also
identify that recruitment is the best process to choose individual as per their knowledge and who
can fulfil overall needs and wants of an organisation in an appropriate manner. Therefore, it is
one of the better way to select people in a short period of time. On the other hand it is the process
of hiring best qualified candidates within the organisation as well as outside the organisation.
Recruitment process: The process of recruitment always helps organisations in order to
find and attract large number of potential resource for filling up the applicant positions within the
organisation. In relation with Clarasys consultancy, this process is very helpful for them to
analysing job vacancies and job recruitments, reviewing screening, short-listing the right
candidates (Avidov-Ungar, 2016). Therefore, the recruitment process is very necessary in order
to select appropriate people who always ready to meet organisational goals and able to achieve
targeted goals in a particular manner. Along with this, it increase efficiency of hiring so it has
been recommended that to HR for this organisation that they should follow unique practices in
recruit people without any issues within the organisation.
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Selection: It refers to the process of choosing and picking the right candidates, who is
most effective for applicant job position within the organisation. Along with this it can also be
identify as the process of interviewing the applicants and measuring their qualities in order to
provide them particular jobs at best position into the workplace. In order to make every
organisation attractive as well as productive selection of right candidate is the best aspect to gain
competitive advantages in an appropriate manner.
On the basis of this, it can be said that recruitment and selection is much important
process for each and every organisation in order to attract large number of candidate at one time
towards the organisation. As both are one of the most valuable assets for an organisation so that
it helps them to achieve targeted goals in an appropriate way. In reference with Clarasys, they
always used these sorts of approach in order to make them management consultancy firm
attractive. With the help of recruitment and selection best candidates who is suitable for
particular job position can achieve desired organisational goals in a perfect way (Bogomaz,
Kozlova and Atamanova, 2015). Therefore, both are important for each and every organisation to
gain competitive advantages perfectly.
Induction processes: To provide the through explanation of roles and responsibility to
each members as per their position, the process taken by an organisation is always known as
induction process.
Challenges in induction: At present scenario there are so many firms who are still not
able to manage their induction for their all over the employees, so that there are few challenges
which is faced by Clarasys, those are:
Trying to do everything on day one: This always have negative impact on employees
within the organisation, by having this type of induction process they are not able to learn things
and not able to engage in any activity within the firm, therefore, it has been recommended them
to make a better plan for better future. This type of challenges decrease organisation's value in
front of its employees.
Training: It is the process of developing, teaching about any type of skills and
knowledge in regards with particular useful competencies effectively. Training has appropriate
goals in order to improve overall capacity, capability and performance of an individual.
Importance of training: Training programme is very important for respective firm in
order to trained each and every employees as per the current situation within firm. With the help
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of this training program firms can develop working skills of employees, so that they can reach at
higher level by having huge knowledge and skills in a accurate way. Therefore, Clarasys always
used unique kind of training and development programmes in order to make their future better.
Along with this it also impact positively on all over the workforce and make them effective to
achieve organisational goals in a perfect way. Therefore, the overall method and techniques of
training is mainly based; on the job training, off the job training, role playing, group discussions
and so on. On the basis of this firm can easily provide various notes to their employees and able
to communicate each and every aspect which increase overall working performance of
candidates towards the organisation (Brody and Hadar, 2015).
Apart from this there are few challenges those are faced by respective organisation while
conducting training programmes, are explained below:
Rapid changes: Fast changes within the corporate initiatives, technologies and lots of
things which can create difficulties within the firm, during this employees can not be able to
share their views and thoughts towards any information.
Schedule: It is one of the most difficult challenge which is generally faced by HR
department of the organisation. Herein, few managers are unwilling and let everything on
employees so that they take time as they have their own duties and responsibilities towards the
firm.
PART B: Factors affecting behaviour and teamwork
The way in which an individual or person meets with different types of situation and
handle few elements of an organisation always affects group members and individual's attitude
appropriately. There are some different types of factors which directly affects individual
behaviours, those are going to described below:
Learning: It is the process of adopting new, unique and modifying as well as existing
knowledge, skills, values, behaviours or preferences. On the other side it is generally based on
the overall skills and abilities of an individual like how they learn things within environment for
understanding overall concepts into the organisation (Choy and Chua, 2019). Therefore, it is an
essential concept for people who really want to gain achievement to improve their future and
growth as well.
Perception: It refers to the intellectual process of transforming information within the
meaningful information, therefore, it is very essential for Clarasys, in order to interpreting
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something about new concepts which comes from the human's mind to generally used to resolve
each and every situation of business in a proper way. It mainly includes of sound, of speech,
touch, taste, of the social world and so on. On the behalf of this firm can make their all over the
employees better and they are able to perform overall task which is given by an organisation in a
better way.
Attitude: It is considered as the abstract learnt reaction in order to know about cognitive
process within the time span. For example: a person who has worked with so many organisations
so that he/she can develop an attitude of indifference among organisational citizenship. In
context with Clarasys, they always determine its employees attitude and provide best learning
concepts accordingly.
On the basis of above factors this can be said that, all these factors influence overall
behaviour of employees in a positive way. With the help of this they can achieve organisational
goals in a proper way (Coventry, Maslin‐Prothero and Smith, 2015).
Factor impact on all over the team members at working place:
There are different types of factors which directly impact on group and team members.
Some of the factors in relation with this, are described below:
Leadership: It is one of the best process which direct, execute, guide and influence
overall behaviour of group members towards achieving the organisational goals in a peaceful
manner. Therefore, it is much potential to impact behaviours of others. In relation with Clarasys,
leaders of this firm always used different approaches in order to increase energy level of their
overall employees at workplace. With the help of this employees can take responsibilities and
develop unique working environment as per the team collaboration in an effective manner.
Norms: It means collective representations of acceptable groups in order to conduct
individual perceptions conducted by particular group as well as team members. With the help of
this employees within the organisation can get huge knowledge about different types of culture
in a perfect way (Macià and García, 2016). All these social norms can be understand by the
governing behaviour of members within society. In relation with respective firm, they always
provide good understanding of social expectations to their all over the employees in order to
achieve targeted goals. With the help of this tool team members can get affected within the firm
in a positive manner and able to meet few challenges within and outside the organisation.
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Structure: It is the process of arranging different types of elements in order to achieve
organisational goals and objectives in a successful manner. Herein, different types of materials
which is used to make organisation effective in front of their employees that generally includes
machines and buildings, natural objects that includes minerals, biological organisms and
chemicals as well. In relation with Clarasys, they have been used effective hierarchy in order to
build strong relationship with employees at work place. By having attractive structure of network
they are able to make their organisation efficient and product that mainly influence behaviour of
group members in a positive and efficient way (Davis, 2015).
PART C: Management and leadership styles
Management refers to the coordination of different types of activities within the business
in order to achieve organisational goals and objectives in an appropriate manner. Whereas,
leadership refers to the ability of group members and individual in order to influence followers
and other members within the organisation. Therefore, leadership and management are different
from each other, which are following as under:
Difference between leadership and management
Basis for comparison Management Leadership
Meaning It is an art of organising
various things systematically
in an effective manner.
It can be considered as a skills
of leading others by
appropriate examples.
Power Management always have
rules to achieve goals.
Whereas, leaders have
influencing power to their
followers.
Focus on Management mainly brings
stability into the working
process (Kroll and Dussias,
2017).
Whereas, leadership encourage
employees to make unique
policies.
Formulation of Management always focuses
on developing various
procedures and policies.
Leadership always implements
on various guidelines and
principles.
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Strategy Management always makes
reactive strategies for better
future.
It generally follows Proactive
strategies.
Trait theories: It is also known as dispositional theory which is an approach in order to
study about human personality. On the other side this theory mainly have interest to measure
overall traits that defines emotions, ideas, thoughts and so on.
Behavioural theories: According to this people can easily interact within the
environment. It also helps people to measure and observe overall behaviours of others. It always
focus on different types of behaviours over the others (Drovnikov and et. al., 2016).
Contingency theories: It is an organisational theory that mainly claims that there is no
another way in order to organize a corporation, to make decisions, to lead a firm and so on.
Along with this, it is based on internal or external situations.
Apart from this, there are different types of leadership and management styles in context
with Clarasys, which are going to be discussed below:
Situational leadership: This leadership style is given by the Kenneth Blanchard and
Paul Hersey which refers to when manager and leaders of an organisation fix their working
styles in a proper way in order to develop various levels to influence followers (Korthagen,
2017). In relation with Clarasys, leaders and managers always make unique styles and strategies
in order make changes in the firm and encourage employees to deal with various situations.
Advantages: Within the respective organisation it would be beneficial for employees as it
develop flexible working environment for workers and create diversity.
Limitation: Sometimes it can be ineffective within the task oriented environments. Along
with there are some policies and rules which directly affects overall strength of an organisation.
Visionary leadership: It is based on the person or an individual who can see that how
they can achieve their vision by playing leadership roles in the Clarasys.
Advantages: With the help of clear vision people can make their goals attractive and bale
to achieve organisational objectives (Grima-Farrell, 2015).
Limitation: Sometimes vision has not been cleared so that it directly impacts on workers
performance in a negative way.
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Democratic leadership: It is also known as participative leadership in which people who
can considered unequally by various hierarchical structures that have sharing power in order to
make decisions in a proper way.
Advantages: It is helpful for respective firm in order to develop employees job and
satisfied them by applying innovative alternatives to make every issue clear.
Limitations: It mainly includes minimising of efficiency and problems with accounting
system within the firm.
PART D: Organisational and structure
Organisational culture refers to the system of sharing different types of values, beliefs,
attitudes which tell that how people behave within the organisation (Hildebrand, 2018).
Therefore, these sorts of values have strong impact on the people within the firm. On the behalf
of this there are different types, nature and features of an organisational culture, which are going
to described below:
Types: Organisational culture types includes key components such as:
Clean culture: This is Eco-friendly environment culture within the organisation in which
people have lots of common things in their mind and able to implements on new ideas to make
organisation effective. In relation with Clarasys, they are following this type of culture within the
organisation to achieve organisational goals and objectives in a proper way.
Hierarchy culture: This is based on formal structure working environment within the
organisation, in context with respective organisation, with the help of this culture they can run
their business in a smooth way and able to gain success.
Apart from this the nature of organisational culture always flexible in nature, with the
help of this firms can achieve their organisational and predetermined goals in an appropriate
manner. In relation with Clarasys, they are following this type of culture in order to increase their
working force so that they can manage their work accordingly. In relation with this firms are able
to gain huge success in a perfect way. On the other side this type of culture always provide better
coordination within the firms so that employees can work accordingly and make their system
attractive in front of marketplace (Hill and et. al., 2016). As per the respective firm they support
so many organisations in order to give them different types of training and development
programmes for increasing high sales and revenue always have positive impact on workforce and
make them attractive.
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Features of organisation culture: Features of this organisation culture always based on
attention to detail, teamwork, emphasis on outcome, aggressiveness, stability which all are
helpful for each and every organisation in order to gain competitive scenario in an effective
manner. All those features helps company to take better decision in a proper manner.
Importance of organisational culture
In developing and managing the people, organisational culture plays an important role,
where creating environment under which respect of each culture is provided, with elimination of
any type of discrimination, encourage workers to work more in collaboration (Kaya and et. al.,
2017). It also refers as quality which strengthen the employee power to organisation, in terms of
dealing with challenges and ability to achieve success. In context with Clarsys, by developing
task culture environment at workplace, helps in facilitating the high quality of employees'
performance, to achieve business objectives. This culture also helps managers of respective firm
in developing collaborative skills under workers, by assigning group-tasks for them. To ensure
that purpose of business in aligned with purpose of workers, this culture also transform workers
into advocacy, i.e. created a sense of accomplishment. Through working in group, workers who
are belong to different background can share skills and knowledge with each other. So, it would
help in reducing chance of conflicts as well as maintain positivity at workplace also.
TASK 2
Covered in PPT
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CONCLUSION
It has been concluded from this assignment that managing a workforce, refers to most
crucial activity of an organisation. For managing and developing people, management of a
company needs to implement a number of practices. It includes recruitment & selection, that
helps in introducing best talented workers to gain their efforts and high commitment in
achievement of business objectives. Similarly, induction and training program are other
practices, that aims to make employees familiar with new working organisation or with new
technology, so that they can develop skills to work accordingly. Afterwards, to manage people
and influence them to work in collaboration, managers of firm also require to adopt right
managerial and leadership qualities. This would help in maintaining positivity at workplace also.
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REFERENCES
Books and Journals
Agafonova, S., Bryukhova, N. and Kaigorodov, B., 2015. Professional and personal
undergraduates’ development in the educational process from the perspective of
competency-based approach. Procedia-Social and Behavioral Sciences, 214, pp.479-
486.
Avidov-Ungar, O., 2016. A model of professional development: teachers’ perceptions of their
professional development. Teachers and Teaching, 22(6), pp.653-669.
Bogomaz, S., Kozlova, N. and Atamanova, I., 2015. University students’ personal and
professional development: The socio-cultural environment effect. Procedia-Social and
Behavioral Sciences, 214, pp.552-558.
Brody, D. L. and Hadar, L. L., 2015. Personal professional trajectories of novice and experienced
teacher educators in a professional development community. Teacher
development, 19(2), pp.246-266.
Choy, W. K. and Chua, P. M., 2019. Professional development. In School Leadership and
Educational Change in Singapore(pp. 69-86). Springer, Cham.
Coventry, T. H., Maslin‐Prothero, S. E. and Smith, G., 2015. Organizational impact of nurse
supply and workload on nurses continuing professional development opportunities: an
integrative review. Journal of advanced nursing, 71(12), pp.2715-2727.
Davis, K., 2015. Teachers’ perceptions of Twitter for professional development. Disability and
rehabilitation, 37(17), pp.1551-1558.
Drovnikov, A. S. and et. al., 2016. Teachers professional competence assessment technology in
qualification improvement process. International Review of Management and
Marketing, 6(1S), pp.111-115.
Grima-Farrell, C., 2015. Mentoring pathways to enhancing the personal and professional
development of pre-service teachers. International Journal of Mentoring and Coaching
in Education, 4(4), pp.255-268.
Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional
development. Routledge.
Hill, K. and et. al., 2016. Using the repertory grid technique to examine trainee clinical
psychologists' construal of their personal and professional development. Clinical
psychology & psychotherapy, 23(5), pp.425-437.
Kaya, H. and et. al., 2017. Personal and professional values held by baccalaureate nursing
students. Nursing Ethics, 24(6), pp.716-731.
Korthagen, F., 2017. Inconvenient truths about teacher learning: Towards professional
development 3.0. Teachers and teaching, 23(4), pp.387-405.
Kroll, J. F. and Dussias, P. E., 2017. The benefits of multilingualism to the personal and
professional development of residents of the US. Foreign language annals, 50(2),
pp.248-259.
Macià, M. and García, I., 2016. Informal online communities and networks as a source of teacher
professional development: A review. Teaching and teacher education, 55, pp.291-307.
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