Managing People in Organisation

This study discusses the recruitment and selection process, induction and training checklist, motivational theories, and factors influencing individual behavior and effective teamwork in an organization. It focuses on managing people in Sainsbury's and how to keep them motivated. The study also explores the impact of personal characteristics, learned characteristics, environmental factors, and organizational factors on employee behavior.

Managing people in
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Recruitment and Selection Process and Induction and Training Checklist for the organisation.3
Motivational Theories..................................................................................................................6
Factors influencing individual behaviour at work and effective teamwork................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
People management includes managing people and this starts from their recruitment and
selection. Effectiveness of recruitment and selection is key factor behind having talented and
skilled manpower in the organisation. This study will discuss recruitment and selection and their
process in Sainsbury’s and what the motivation theories are and how Sainsbury’s can implement
those in order to manage people and keep them motivated to work and perform their best. Later
factors which influence individual behaviour at the workplace will also be discussed.
MAIN BODY
Recruitment and Selection Process and Induction and Training Checklist for the organisation
Recruitment is an activity through which organisation attempts to attract competent and
qualified individuals to apply for the vacancy in the organisation. Selection includes selecting the
most suitable candidate for the job. Selection involves eliminating candidates those are not
suitable for the given job role (Slavić, Bjekić and Berber, 2017). Process of recruitment starts
from identifying the need of recruitment and ends at collecting application. Later process for
selection starts which includes elimination of unsuitable application and testing and interviewing
potential candidates. The process of recruitment and selection is as follows-
Identifying need of Recruitment
This means identifying if there is need of employee. In big organisations like Sainsbury’s
department send their employee requirements to HR to proceed and search for employees.
Preparation of Job Description
This involves preparation of job description and profile of the required candidate. This
includes roles and responsibilities associated with job and what are the skills, experience and
qualification are required for performing the job.
Talent Search

This stage of the process includes searching right type of talent at the right place.
Sainsbury’s may choose to recruit internally or externally. This decision depends on the
availability of the right candidate for the job. Presently employment websites are also
increasingly being used for the purpose of talent search.
Screening and Shortlisting
From the talent search company receives application of those people who are interested
in the job (Kavitha, Hussain and BIST, 2018). These applications are later screened this involves
checking whether applications are relevant or not to the requirements of the job. Later they are
shortlisted eliminating those which are irrelevant and including those which are relevant to the
job profile.
Interviewing and Employment Test
This involves that those applicants whose application has been shortlisted they are called
for interview. Interviews are of various types these are like group interview, telephonic interview
and personal interview. Along with this various employment test are also conducted to test that
candidate is perfectly suitable for the job.
Evaluation and offer employment
Interview and test result are evaluated and evaluation gives idea about which employee is
most suitable for the job. Later the employee who is most suitable and best for the job is offered
employment. Later the choice of whether to join the organisation or not join remains with the
selected candidate.
Introduction and Induction of new employee
Once employee has been selected and join organisation the new employee is introduced
to organisation and organisation is introduced to employee this is known as induction (Junaid,
Siddique and Baig, 2018). Checklist for induction is as follows-

Figure 1Induction Checklist
Employee Training
Newly joined employee is also provided with training to equip them with knowledge
about their job and what they are required to do and how they can do that. An checklist for
training is

Figure 2Training Checklist
Motivational Theories
Motivation is known as a factor which encourages and instigate individual to perform and
complete the given task in the organisation and achieve the predetermined objectives of the
organisation. there are various theories which has been developed relating to what are the factors
which motivate individuals and how organisation can apply them to motivate employees.
Maslow and Herzberg’s theory will be discussed here and how Sainsbury’s can apply them
motivate and manage its employees.
Maslow’s Hierarchy of Needs
This theory includes five needs that people have and Maslow considers that there are some needs
which motivate individuals to perform for their organisation. Sainsbury’s need to identify and

fulfil the specific need of individual in order to motivate individual and manage their
performance. The needs have been classified in five types and starts from the basic physiological
needs and later goes up to safety, social, self esteem and self actualisation (Fallatah and Syed,
2018). These needs are based on level at which individual working in Sainsbury’s. Individuals
working at low level in organisational hierarchy having less pay have physiological needs and
when these needs are fulfilled by Sainsbury’s individual gets motivated and perform. Later as
one need gets fulfilled individual come up with another need in the hierarchy.
Figure 3Maslow's Hierarchy of Needs
In order to manage people and motivate them Sainsbury’s need to identify and understand what
are needs of individual working at various levels in organisation and later fulfil them as safety
needs requires that individuals are provided with job safety and security for their future.
Another theory of motivation that Sainsbury’s can apply in their organisation is
Herzberg’s two factor theory. This theory of motivation includes states that there are two factors
which affect satisfaction and motivation of the individuals at their workplace. These factors are
known as Hygiene factor and motivation factors.
Figure 4Two factor theory of Herzberg

Hygiene factors in this are important to maintain job satisfaction of employees so that
employees can perform and poor hygiene factors decrease job satisfaction of the employees and
as a result their performance gets negatively affected (Alfayad and Arif, 2017). Motivational
factors on the other hand contribute in increasing job satisfaction of the employees. Poor
motivation factors maintain job satisfaction of the employees and do not reduce the job
satisfaction of the employees but poor motivational factors also do not contribute in encouraging
employees to improve their performance. Motivation factors properly managed will contribute in
encouraging employees to perform better. Sainsbury’s when apply this theory of motivation they
need to ensure that hygiene factors like policies, work conditions are employee friendly so that it
does not affect job satisfaction negatively of the employee. Motivation factors should also be
adequately employed in the organisation so employees can improve their performance this will
improve productivity of the employees.
Factors influencing individual behaviour at work and effective teamwork
Behaviour of employees at the work gets affected because of various reasons and some of them
which affect behaviour of employees at Sainsbury’s are as follows-
Personal Characteristics
Individual behaviour at the workplace is not only subject to organisational factors
individual factors and characteristics of individual equally affect the behaviour of individual at
the workplace (Wang, 2018). Personal characteristics of individual include age, gender, religion,
marital status and experience. Age affect as young age people are expected to be energetic,
experience of individual is considered to be a positive factor which contribute to improve
performance and productivity of the employees. Marital status also affects behaviour of
individuals at their workplace as married employees are less likely to quit the job and as they are
looking for stable job. Gender affects as female employees are more likely to quit their job
because of personal reasons unlike male employees. Religion helps in developing values of the
individual which affect their behaviour at the workplace.
Learned Characteristics
Permanent changes in behaviour of individual as a result of learning and this is a
significant factor affecting behaviour of individual at the workplace. This includes personality,

perception and values. Personality is more than personal appearance of the individual this
includes reflection of growth and development of individual psychology. Perception, this is
about what individual think and what is the viewpoint of individual and how they interpret the
situation (Al Mamun and Hasan, 2017). Values are considered as global belief and become basis
of judgement for the individual.
Environmental factors
Certain factors which consider and determine behaviour of individual at the workplace
are employment level, wage rate, general economic environment. Employment level affect
behaviour of individual as employees at those countries where unemployment rates are high and
employees will not get job effectively remain positive about their job and are less likely to leave
their job. Wage rate has direct effect on the behaviour of individual as employees those who are
getting expected wage will behave positively and perform expected.
Organisational factors
Behaviour of individual in organisation gets affected by the organisational factors as
well. Organisational factors are employment conditions, organisational culture, leadership
reward system and freedom that employees have in their organisation. Proper employment
conditions enables employee to work efficiently and also contribute in job satisfaction. Culture
of Sainsbury’s is another factor which affect behaviour of employee at the workplace, friendly
and cooperative environment contributes to more productive behaviour (Vnoučková, 2016).
Leadership is also important as leadership needs to be positive and favourable so that employees
can utilize their creativity and intelligence. This will encourage employee to give their best in
their job.
CONCLUSION
From the above study it can be concluded that effectiveness and achievement of
objectives significantly depends on the effectiveness of the employees of the organisation.
Effectiveness of the employees depends on the success of the selection and recruitment. Later
induction and training are also important. Once employee has joined and started working in the
organisation they are required to motivated and theories of motivation were discussed and later

some factors which affect behaviour of individuals in the organisation were discussed in the
study.

REFERENCES
Books and Journals
Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound
retention strategies in business organization: a conceptual view. Problems and
Perspectives in Management, (15, Iss. 1), pp.63-71.
Alfayad, Z. and Arif, L.S.M., 2017. Employee voice and job satisfaction: An application of
Herzberg two-factor theory. International Review of Management and Marketing. 7(1).
pp.150-156.
Fallatah, R.H.M. and Syed, J., 2018. A Critical Review of Maslow’s Hierarchy of Needs.
In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
Junaid, Z.B., Siddique, M. and Baig, M., 2018. An Analysis Of Rater Error In Recruitment And
Selection Process Of IT Organizations. Pakistan Journal of Applied Social Sciences, 8.
Kavitha, S.F., Hussain, J.H. and BIST, B., 2018. A STUDY ON RECRUITMENT AND
SELECTION PROCESS. International Journal of Pure and Applied
Mathematics. 119(12), pp.1145-1155.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management. 22(3). pp.36-43.
Vnoučková, L., 2016. Personality attitudes affecting employee learning and development:
prerequisites of behaviour leading to learning and development. Quality Innovation
Prosperity. 20(2). pp.22-38.
Wang, Y., 2018. Commitment to sustainable development: Exploring the factors affecting
employee attitudes towards corporate social responsibility‐oriented
management. Corporate Social Responsibility and Environmental Management. 25(6).
pp.1284-1292.