Managing People and Technology in Business

The provided text appears to be a collection of articles and references related to managing people and technology in business. The topics include managing people and technology, human resources, product lifecycle management, learning organizations, and more. The text also includes online recruitment consultant job descriptions and information on employee induction training. A suitable title for this assignment could be 'Managing People and Technology in Business'. The meta title '[PDF] Managing People in Business Models' highlights the key focus of the assignment. The meta description provides a concise overview of the content, emphasizing the importance of managing people and technology in business. This document is ideal for publication on Desklib, offering valuable past papers and solved assignments for students.

Managing People in
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
Explanation of the recruitment and selection process and prepare job advertisement
documentation.............................................................................................................................3
TASK 2............................................................................................................................................6
Importance of induction and training programmes and explanation of the possible obstacle
faced by the organisation............................................................................................................6
TASK 3............................................................................................................................................7
Describe motivation theories that are applied in organisations fro managing employee
performance.................................................................................................................................7
TASK 4............................................................................................................................................9
Explain factors which influence an individual's behaviour as well as factors that enable
effective cooperation and teamwork...........................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The management of the people in organisations helps managers to understand the
interplay between management action, human resource management and labour relations in
business strategy. In an organisation, management of the people is also important for the success
of the business (Battaglia and et. al., 2016). This assignment is related to Selfridges & Co. which
is a chain of high end department stores in the UK which is operated by Selfridges Retail
Limited. This firm was founded by Harry Gordon Selfridge in 1908 which is headquartered in
Oxford street, London. This assignment will have discussed about recruitment & selection
process and importance of induction and training programmes. Further will defined about
motivational theories and factors which influence an individual's behaviour.
TASK1
Explanation of the recruitment and selection process and prepare job advertisement
documentation
Recruitment process
It refers to the process of analysing the job requirements and then identifying the
prospective candidates who are motivated and stimulated to apply for the job in the company. In
Selfridge & Co. there are various stage of recruitment process which are followed by the
management of this company. They are as following:
Recruitment Planning- This is the first stage and in it, human resource department of the
company decides about the number and the types of applicants to be connected. In Selfridge, the
main objective of the company is to attract more applicants so that they can find out skilled and
qualified candidate for the firm.
Strategy development- In Selfridge, when the comprehensive job draft is prepared than
the next step is to take decision about a strategy which is used and applied by the company
during the time of recruiting the prospective applicants (de Souto Barreto and et. al., 2015). In
this company the HR manager kept some strategic considerations in mind such as method of
recruitment, geographical area, sources of recruitment like internal and external recruitment etc.
Searching- Once the strategy is designed, the search for the candidates can be initialized.
In Selfridge, the HR manager of the company provide advertisement and notification regarding
job vacancies for searching candidates.

Evaluation and control- This is the last stage and in it, after searching the applicants, the
manager of the company make evaluation of the candidates by using different methods of
selection like interviews, ability test etc.
Selection process
It refers to a process of picking the right candidate with prerequisite qualifications and
capabilities to fill, the job in the organisation (Kamoche and et. al., 2015). There are various
steps of selection that are followed by Selfriges & Co. to select a candidate. They are mentioned
as below:
Primary interview- It is the first step and also known as screening interview. In Slefridge,
this used by the HR manager for the screening of candidates so that they can eliminate for the
further selection process.
Receiving applicants- In Selfridge, when the individual qualifies the preliminary
interview then they are required to fill in the application from in prescribed format.
Screening of application- In this step, after screening the application from, the manger
prepares a list of those candidates who are eligible for the interview.
Interview- In this step, Selfridge, the HR manger asked question related to the
candidate's qualification and related to the job or vacant position so that the manager can get the
accurate picture of the applicant's skills, knowledge and talent.
Reference checking- In this step, the firm usually ask for the reference from the applicant
to cross check the authenticity of the information which is provided by the individual.
Final selection- This is the last stage, in Selfridge, the applicant who qualifies all the
rounds of selection process is given the appointment letter to join the organisation (Kitada and
Ölçer, 2015).
Job Advertisement Documentation
Job Description for Recruitment consultant
Recruitment consultant
Report To: HR Manager
Job Overview: the company searching for a competent recruitment consultant to assist the
clients in identifying the best people to staff their business.
Recruitment consultant Responsibilities:
 Focusing on providing a value added recruitment service to their clients.

 Provide support to hiring managers throughout the selection process.
 Maintain relationship with job seekers and provide advice.
Qualifications:
 Bachelor's degree in human resource and in related field.
 Master's degree in human resource and in related field.
Experience
 Knowledge of using ATS system.
 Experience in creating an evaluating recruitment tools and managing the end to end
recruitment process.
Specific skills
 Strong written and oral communication skill.
 Strong negotiation skill.
Personal specification for Recruitment consultant
Essential Desirable
Skills  Good time management
and negotiation skill.
 Strong communication
skill.
 It is required to have
strong..?????
Knowledge  Bachelor's degree in human
resource.
 Master's degree in human
resource and related field.
 General education
attainment enabling
comfortable interaction
with senior education staff
Experience  Experience of working in a
customer driven sector of
field.
 Experience of working in
recruitment or education
Attitude  Show enthusiasm and
polite or confident.
 Good listener and
reciprocate.
Interview Questions

 Are you aware with the screening techniques?
 Define the most effective recruitment techniques you have known?
 How does the CV review process work?
 What about candidate referencing?
TASK 2
Importance of induction and training programmes and explanation of the possible obstacle faced
by the organisation
Importance of induction and training programmes
Induction training refers to a process of introduction of new employees to the culture and
practices in the company. In Selfridge, basically, it is process in which the HR manager of the
company provide information about the organisational strategies, activities, operations,
functions, polices and others. The importance of induction and training programmes are as
following:
 In Selfridge, these kind of programmes are important because they help in providing
information to the new hires about the culture of the firm and understand the values and
the behaviours that help in drives those values.
 In Selfridge, good induction training offer a warm welcome to the employee and make
concentration on clarifying all their doubts regarding firm and their job (Mayo, 2016).
 In Selfridge, training programmes are useful because they help in improving employee’s
skills and increasing knowledge so that they can help the business of the company and
increasing profit and productivity.
Possible obstacles faced by the organisation
There are number of obstacles which are faced by Selfridge during the time of
induction and training programmes. Some of obstacles are as following:
Giving new starters too much information at once- In Selfridge, during the induction
program, the manger provide more information related to the organisational culture, polices and
others to the new hires on their first day. So they are feeling more woes and worries about new
roles and the result can be that they can leave the organisation.

Solution- The resolution of this problem can be that the manager prepare a framework for
a limited days in which the individual provide information to them about a specific factor (Rose
and et. al., 2015). The person focus on building context rich resources that provide answer to the
questions of the employees.
Not utilizing Digital for supportive- In the integrations the manager does not use digital
technologies for providing information related to technical information and others. So most of
the employees do not understand the views of the person that what the manager want to say and
they do not get proper information about a particular filed or topic.
Solution- For providing accurate information to the employees the manager can use
various digital technologies like projectors, presentations etc. so that they can provide right
information to them according their job role.
TASK 3
Describe motivation theories that are applied in organisations fro managing employee
performance
Motivation theories for managing employees performance
There are various theories of motivation and they are helpful for managing the employees
performance. Some of them are mentioned below:
Maslow's Hierarchy of needs- It is a motivational theory which is developed by Abraham
Maslow for managing the employees performance by fulfilling their needs. This theory divide
the needs in to five basic categories. They are as following:
Physiological needs- These are biological needs and required for human survival like
food, drink, shelter, clothing etc. For example, in Selfridge the fulfilment of this need is required
for the employees because if the employees get pay for their work than they feel motivated and
doing their work with more effectiveness. This help in managing the performance of them.
Safety and security- This is the another need and consist various factor like security,
protection from elements, law, freedom from fear etc. For example, in Selfridge, the company
provide safe working conditions, company benefits and job security to its employees which
provide motivation to them and they do their work effective and efficient manner or manage
their performance (Shaw, 2017).

Source: Maslow's Theory of Motivation,(2019).
Belongingness and love- This is the third level of human needs which include friendship, trust,
intimacy and others. For example, in Selfridge, the manager follow open communication and
make friendly behaviour with employees so that they can share their problems and get solution
on time. This encourage employees for perform their duties appropriately and manage their
performance.
Esteem- It is the next level of need and consist dignity, achievement, rewards etc. For
example, in Selfridge, the manager of the organisation provide feedback to the employees related
to their job and when they perform better than they get positive feedback which encourage them
and manage their performance (Stark, 2015).
Self actualization- This is about the desire to develop and realize the employees full
potential and include growth, creativity etc. For example, in Selfridge, the employees doing
challenging work which add some achievement in their work and motivate them or help in
managing their performance.
Illustration : Maslow's Theory of Motivation

Advantages- This theory help firms to understand the basic needs of all workers and to make
improvement on their performance and improve the quality of their outputs.
Disadvantages- The disadvantage of this theory is that it fails to monitor the cultural and
individual difference between employees within the firms.
ERG theory
This theory is developed by Clayton Alderfer in 1969 for describing the needs of human
and how they motivate them (Tortorella, and et. al., 2015). In Context of an organisation, this
theory is useful for analysing the needs of the employees and motivating them by fulfilling their
needs.
Existence needs- It consist needs for basic material necessities. In Selfridge, this factor
include physiological and physical safety needs of employees. If the firm fulfil these needs of
them by paying amount according to their work than they feel motivated and work for the growth
of the firm which manage their performance.
Relatedness needs- It consist need of significant relationships, belongingness and
affection. In Selfridge, the manger and employer of the firm can fulfil this need by making open
communication with them and providing chance of make participation in decision making so that
they can share their issues. This help in encouraging employees and manage their performance.
Growth needs- It include need of self development, personal growth etc. In Selfridge, if
the superior fulfil this ned of their employees by providing them growth and development
opportunities by analysing their performance than it provide motivation to them and manage
their performance.
Advantage- This theory is more consonant with knowledge of person differences among people.
Various elements like family background, education, culture can modify the importance.
Disadvantage- The theory does not provide clear cut guidelines. This model indicates that a
person can fulfil any of the first three needs (Wellin, 2016). But it is hard to monitor that which
most important to the individual.
TASK 4
Explain factors which influence an individual's behaviour as well as factors that enable effective
cooperation and teamwork

Factors that influence individual behaviour- there are various factors that affect the behaviour
of individual in an organisation. Some of them are as following:
Perception-It refers to an intellectual process of sharing sensory stimuli in to meaningful
information. In Selfridge, it refers to the way of perceiving things or indicates the way to
determine the work (Battaglia and et. al., 2016). Every employees have different perception so it
affect the work of the employees and organisation also.
Race and culture- It is another factor that affect the behaviour of individual. In Selfridge,
there are number of people who are working under this firm and they belong from different
culture and use different languages so sometimes it affect the firm and environment of it.
Mars model of individual behaviour
It is a model which is used by the organisations to describe individual behaviour as a
output of internal and external factors that influences acting together. This model consist some
elements like motivation, ability, role perceptions and situational factors.
Motivation- It indicates the forces within an individual that impacts their own direction,
intensity and persistence of voluntary behaviour. In Selfridge, the people are motivated when
they arrive at work on time and finished their work on time or attain their target in given period
of time (de Souto Barreto and et. al., 2015).
Source: Mars Model, (2019).
Illustration: Mars Model

Ability- This element include aptitude and learned capabilities that are required for the
employees of Selfridge for the completion of the work.
Role perceptions- This factor consist the way of perception regarding things. In
Selfridge, the employees have correct role perception when they understand the particular tasks
assigned to them and they do well in them (Kamoche and et. al., 2015). Than the perception of
individuals are changed and they feel motivated and doing work more effectiveness.
Situational factors- It refers to external factors such as team members, budget, given
time bound and others. In Selfridge, this factor affect the behaviour of the employees.
Factors that influence cooperation and teamwork
There are various factors that influence cooperation and teamwork. Some of them are as
following:
Size of group- It is the one factor that highly affect the team work. In Selfridge, if there
are various member in a team than they share their different different views and apply them
according to their perception and this affect the team work.
Time- It is another factor which highly affect the teamwork (Kitada and Ölçer, 2015). In
Selfridge, if the employees are working in a team and work for a common goal than some
employees complete their work on time but some will not . Than it affect the cooperation and
teamwork.
Tuckman's model of group development
This model is developed by Bruce Tuckman in 1965 for analysing the development of a
team. This model consider four stages and they are as following:
Forming- It is the first stage, in Selfridge, the manger of the firm assembled team by
monitoring the skills of the employees so that they can achieve their target on time and provide
positive outcome (Mayo, 2016).
Storming- This is the next stage, in it the team starts to address the task by sharing ideas.
Norming- In this stage, the team stars working by providing framework and strategies
and in an fulfilling manner.
Performing- In Selfridge, in this stage, the team members are motivated because they
complete a large fraction of their work and target are near to them or may be achieved in set
period of time.

CONCLUSION
From the above information it can be concluded that management of the people in an
organisation is important because it help in managing and maintaining their performance in
context of their work and duties. Recruitment and selection process is defined so that the firm
can search qualified candidates which help in the development of the company. Importance of
induction and training programmes and obstacles are described which are faced by the firm.
Various motivation theories and factors that influence an individual behaviour and defined with
the help of relevant theories and models.

REFERENCES
Books & Journals
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de Souto Barreto, P. and et. al., 2015. Exercise training for managing behavioral and
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Kamoche, K. and et. al., 2015. The dynamics of managing people in the diverse cultural and
institutional context of Africa. Personnel Review. 44(3). pp.330-345.
Kitada, M. and Ölçer, A., 2015. Managing people and technology: The challenges in CSR and
energy efficient shipping. Research in transportation business & management. 17.
pp.36-40.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Rose, J. and et. al., 2015. Managing e‐Government: value positions and relationships.
Information Systems Journal. 25(5). pp.531-571.
Shaw, D., 2017. Managing people and learning in organisational change projects. Journal of
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Stark, J., 2015. Product lifecycle management. In Product lifecycle management (Volume 1) (pp.
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Tortorella, G. L. and et. al., 2015. Learning organisation and human resources management
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Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
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Indian IT industry: From people to profits. Routledge.
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managers to take advantage of coachable moments in day-to-day management.
International Journal of Evidence Based Coaching and Mentoring. 13(1). p.1.
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Online
Recruitment Consultant Selfridges & Co.. 2019. [Online]. Available Through:
<https://www.businessoffashion.com/careers/jobs/administration/united-kingdom/
selfridges/recruitment-consultant>.
Importance of Induction Training. 2019. [Online]. Available Through:
<http://lab-training.com/2014/05/13/what-is-importance-of-induction-training-for-new-
employees/>.
Obstacles Of Employee Induction Training. 2019. [Online]. Available Through:
<https://elearningindustry.com/employee-induction-training-tips-overcome-obstacles>.

Factors Influencing Individual Behaviour. 2019. [Online]. Available Through:
<https://www.tutorialspoint.com/individual_and_group_behavior/factors_influencing_i
ndividual_behavior.htm>

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