Managing people in organisation - Assignment

MANAGING PEOPLE IN ORGANIZATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Analyse recruitment and selection process.............................................................................1
2. Motivational theory- ..........................................................................................................5
3.Factors influencing individual's behaviour and recommendations on the findings with
explaining theories, models and concepts..............................................................................9
CONCLUSION .............................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
In this report, we will explaining the recruitment and selection process followed by
Harrods. We will explaining the job description, person specification and job analysis. We will
determine the purpose of job advertisements. Identifying and demonstrating of different
motivational theories, discussing the advantages and disadvantages of these theories followed by
the organization. We will also explaining recommendations for motivation theories followed by
the organization. We will also discussing the factors which is influencing the individuals
behaviour and provides recommendations on the findings and also explaining the theories,
concept and models of individual's behaviour adopted by the Harrods. There are different
theories and models are to determine the individual's behaviour.
TASK 1
1. Analyse recruitment and selection process
Every organisation follows a specific recruitment process through which qualified and
skilled employees are hired. Recruitment is a process of finding put prospectus candidate for
filling up vacant position in organisation (Thomas, 2017). It also helps in fining out effective
source through which candidates can be hired. The human resource department is responsible for
developing recruitment process. Basically, there are five steps in this. They are as follows :-
Recruitment planning – This is the first step in which vacant positions are identified. In this a
deep analyses is done in which job description, specification, etc. are described. It gives an
insight to HR that what skills and qualification will be required for a specific position. A proper
plan is developed that makes it easy to hire candidates.
Strategy development – this is the second step in which strategy is developed regarding how
overall process will take place (Recruitment process, 2016). In this resources are identified.
Besides this, several things are also considered in this that includes area, sources, types of
recruitment, etc. it is a very long process in that consumer a lot of time.
Searching – In this step the search for right candidate is started. This is done by identifying
appropriate sources. Generally, there are two types of resources that is used. These are internal
and external (Siebert and Martin, 2016).
Internal sources – In this candidates are recruited within the organisation. It is done by several
methods such as promotions, transfer, previous applicants, etc. it saves costs and time of
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organisation. Also, it becomes easy for HR to hire as they already know skills and capabilities of
employees.
External sources – In this candidates are hired from outside the organisation. It is done by
giving advertisements, employment agencies, campus recruitment, etc. This source incur a lot of
expenses but it provides new talent.
Screening – After searching, screening of candidates is done. It is a process in which skills and
qualification is viewed according to job profile (Johnson, 2016). This process takes a lot of time
as large number of applications are received by HR. While screening HR must consider some
points such as reason for changing job, previous employer, etc. this process is further divided
into two steps that are as follows :-
Conducting interview- It is the first step in which interview of candidate is taken. This is done
to evaluate candidate more deeply. In this certain things are noted by HR like communication,
confidence, etc.
Identifying top candidate- It is final step in which candidates that have successfully completed
the interview process are selected. Usually, in this right candidate is selected for right job.
Evaluation and control – This is the last stage in where recruitment process ends. As mentioned
above this process incurs a lot of cost so it has to be controlled and evaluated (Kamoche and
et.al., 2015). This is done by adding all costs that includes advertising, salaries, expenses, etc. A
proper evaluation and control help in effective selection of candidates. Moreover, it is useful in
reducing additional cost in the future.
Various recruitment and selection process is been taken in consideration that will help in
good rise in the effectiveness of the organisation. At Harrods, the effective placement measures
that are been taken by the firm will help the organisation to carry out the business operations in a
very effective way. The proper planning of the recruitment and employee selection process will
help in good rise in the compatibility and thus facilitates a good rise in the operations and thus
facilitates an effective rise in meeting of business operations and thus will help the firm to get
and knowledgeable ad skilled labour (Rees and Porter, 2015). Some major recruitment and
selection measures that are been taken in consideration are:
 Identifying vacancies: this will include the effective process to identify a vacant post in
a firm and apply for the recruitment. It begins when the HR department of the
organisation start getting request from various departments within the firm to recruit
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skilled employees in order to carry out the effective functioning of the firm. The HR
department will look after various measures like number of posts, number of position,
duties and responsibilities and qualification and experience required. Besides this, the
posting is permanent or temporary, full-time or part-time and required or not. These
factors are required to be evaluated by the recruitment and selection board prior to hiring
an employee.
 Job analysis: it is the process of identification, analysing and determining the duties and
responsibilities with skills and abilities and work environment related to a job. These
factors are required to be well analysed and explained by the employer to the potential
candidate that are required to meet the job requirements and must be known to the
employee for performing effectively at the work place. Following it, the other factors are
been taken in effective consideration by the firm that supports the good rise in the
selection, training, compensation and performance appraisal are been taken in
consideration. The information related to job is been collected, distributed and analysed
in order to determine the skills and knowledge required for the success in the job
(Johnson, 2016.).
 Job description: It is a document that help in good rise in the knowledge and thus is
descriptive in nature that provide the complete informations and other details regarding
the job vacancy and is very important for recruitment process. It helps in the effective
management of the operations related to scope, roles and responsibilities and positioning
within the job. It gives a clear insight to the employer about his requirements from the
potential employee. It involves the details related to salary structure, duties, knowledge
and qualifications, working conditions and other factors that are been taken in
consideration by the organisation for the recruitment and selection process (Kamoche and
et.al., 2015).
 Job specification: it involves the specification of the candidate applying for the job.
Before hiring, the HR department will enlist all the potential candidates and thus will
help in good management of various requirement criteria that are to be followed by the
potential employee to get recruited. It involves the physical, behavioural, mental and
emotional specifications. Besides this, it involves the career plan, training and
development process and work responsibilities.
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Job advertisement
JOB OPPORTUNITY
Harrods requires a qualified sales representative who is experienced enough in generating leads
and marketing products
Qualification required:
Having bachelors degree and post-graduation from a recognised university
Experience
Minimum 2- 3 years of experience in sales
Age:
Between 24 and 40
Interested candidates may send their resume on jobs. ac.uk before 25th July
HR Manager
Harrods
London, UK
Job description and specification
Job description
Job title- Sales representative
Duties- Handling customers in stores. English is compulsory. Problem solving skills and
excellent IQ is required.
Solving queries of customer and providing them solutions.
Doing entry in computers of various products.
Role- Role of sales executive
Location- Harrods store
Salary- According to the qualification and experience
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Job specification
Job mission- it includes the job role of sales representative that can guide customer in store
while purchasing products and performing other duties and roles as well.
Outcomes- Candidate must be able to perform their duty very well. Also, to give their best
efforts in Harrods.
Recommendations:
 The proper and clear description of the job profile and post will help the potential
candidates to evaluate the skills and knowledge as per the duty at work.
 The effective assessment of recruitment process and activities will help in suitable
increase in the effectiveness of firm to place the workforce.
 Besides this the appropriate screening and sorting of candidates will aid in getting a
good employee for the cited firm.
2. Motivational theory-
Maslow's need hierarchy theory:
Maslow's hierarchical theory based on human needs. It also based on all needs all humans
which is higher to lower order. In accordance the Maslow's defines in the theory the is five stage
and each stage has defies the humans needs form the world and also the human trying to achieve
in their life. As the same the Hrrods has brand that recognised all over the world but the
organization needs and are not satisfied and they trying to achieve more in business, more fame
and more publicity in world (Sieber and Martin, 2016). For the fame Hrrods manager are trying
to achieve more resources in their company which they need more in life. For the get needs in
the organization Harrods followed the stage of Maslow's theory-
 Physiological needs- This is the basic needs which every human can achieve in their life.
Like food, shelter, clothing, water, and other necessities of life. These needs are related
to survival maintenance of human life. The Harrod followed the motivation in their
organization to motivate their employees to fulfil basic needs which are come form to do
hard work in their organizations (Brown, 2014). The organization motivate their
employees to achieve basic needs and those needs are necessary to survive. One
physiologic needs are satisfied there no longer motivate the employees in firm.
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 Safety needs- After fulfil the physiologic needs the next needs are safety needs, these
needs are comprised the security for the family, security from the disasters, security for
own to the danger and security for the family to external affairs. In the Harrods industry
these motivations's theory motivate employees to make hard work in organization for the
safety for the family and make policy for the family members to safe them. This needs
are necessary for all employees to safe own and also safe their family members.
 Social needs- The social needs are belonged to interested in social interactions with any
society people like the organization have to provide social needs to the people which are
interested to manage all kinds of organisation responsibilities (Stark, 2015). In the
Harrods industry these motivations motivate employees to retain long time in company,
these also motivate to employees to make good relation with their employees. And also
manage all work with in company and solved organisational related problem etc.
 Esteem needs- These needs are related to self-respect. These includes like self
confidence,competence, achievement, knowledge and independence. For the fulfilment
the human are achieved many opportunities in various fields where people are give
rewards them and also motivate to achieve different kinds of opportunities. In the Harrds
industry many employees are left job to achieve more in organizations and few people are
left the job because of the lack of self-respect in with on employees to another
employees. These motivational theory motivate employees to motivate for the behave
respectively to each employees in organization is not only apply to employees its also
applied for the manager and all staff which in organizations.
 Self- Actualisation needs- This needs defines the higher human needs, in other words
these needs are defined human higher which are related to the fame and full achievement
in life. Like fame an all people are behaved with respectively (Stark, 2015). In this
Harrods industry have employees achieve many opportunities and take higher position
and for that the company faces many problem like employees are left the job, and lack of
experiences are occurred and employees shortage are also available all those kinds of
problems are occurred in organizations this motivation theory are help-to the organization
to change the thinking of people to end of argument and do not left the job and do hard
for that they will achieve fame and higher position in the organizations.
McClelland’s Need Theory:
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In this theory define the hierarchical of needs of satisfaction- dissatisfaction, in
accordance to McClelland's this theory based in the long term motivation and manifest needs
used in his early studies of personality. As per the theory Harrods consider about the motivation
which is need in employee life to archive desire goals. This theory focus on the three needs
which is discussed below-
 Need of achievement- This needs are represented Harrods employees directly focus on
the achievement in the firm. This theory identifies the high need of achievement.
 Need of power- this theory define need of per in Harrods which making an impact on
others and as well as influence to others.
 Need of affiliation- this define to maintained Harrod employees establish and maintain
friendly and warm with others people.
Advantage-
 The advantages of motivation theory as per the Harrods, it help to motivate employees to
achieve their needs and their goals which they want to achieve in their life.
 The motivational theory also help to Harrods to manage the employees' retention and
motivate them to do work from that they will get the bas needs form the life. Very human
have needs to fulfil their needs and the Mslow's hierarchical needs are help to motivate
employees to how to behave with their partners and similar employees.
 This also motivate to change organisational structure like all the employees are work
according the company functionality and also motivate them to manage all kinds of work.
According to the organizations (Knight and Harvey, 2015).
 The main advantage of theory this will give path of the success and motivate to achieve
success in life. This theory support all the organization activities like do hard and extra
work etc.
Disadvantages-
 Some time motivation theory are impaction human life and they are made to achieve
needs in life.
 To achieve more thing Harrods has to change organizational culture which negative
impact going to employees personal like the organization force to do extra work form that
employees are left the job.
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 The Harrds industry already have business in overall world but they trying to make more
business form that they give lots of work on employees which effects going to the
company working ability the employees are done wrong work and that work are affects
the company reputation (aber and Jorna, 2017).
 The main disadvantages of the motivation theory some people are made to achieve the
success in life and for that negative result are occurred for this theory. People are do
anything to achieve those needs in life. And they also do crime which impact going to the
human personal life.
Identification of recommendations as per Harrods-
under this, human resource managerial process develops the performance level of enterprise and
provide them enough values. In relation to the case of Harrods it has been justified that human
resource management practice in the enterprise mainly focus over the three major aspects as are
recruitment, selection and various kind of development procedures.
Thus, it can be said that application of motivation theories reflects the requirement of
employees. In this the firm need to create the trust between employees so that they are able to
contributing and maintaining the transparency between the staff. It will helpful yo process
activities effectively and efficiently (Beattie, Laliberté and Oreopoulos, 2018). There should be
effective recognition of differed needs as per the departments and it is need to get ensured by the
management of Harrods. Thus, It is also essential in terms to have minimisation in the turnover
rates is very essential for the managers. Under this, it can be said that to provide effective
training procedures to the beginners are one of the essential components. In this, it can be said
that it is essential in terms to maintain the communication between the employee’s. With the help
of motivational theories the employees to the enterprise are able to feel motivated and it is also
helpful in terms to have enhancement in the productivity and profitability of employees
performance. This kind of things are helpful in terms to determine the performance of
employees.
Further, the arrangement of meetings and presenting of reports are very helpful in relation
to maintain the customer's base. In order to enhance their performance skills, they need to allow
the employees to have participation in decision making process and it is one of the motivational
aspects in order to serve the employees of the enterprise. This kind of activities are helpful in
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order to enrich the growth of an enterprise (De Vito and et.al., 2018.). The employees to the
enterprise are needed to serve in the improvisation of the performance in the enterprise. Thus, the
motivational theories are very helpful in terms to have effective measurement of performance of
workers. In order to create the long term profitability in the enterprise it is very essential to
maintain effective communication between workers so that all activities can be undertaken
effectively and efficiently. The motivational theories will be helpful in order to develop the
success of an enterprise. The maintenance of this kind of scenario will be helpful in order to have
effective working. The organisation is need to determine that what is the factor which works as
to motivates the people at the work. With help of growth of motivation in the enterprise the
works to the firm can process the all activities effectively. The motivational theories will be also
helpful in order to promotes job satisfaction.
Motivation encourages the process of learning. In this term it can be said that motivation is very
helpful in order to stimulates the interest of workers within the enterprise. Moreover, The
motivational theories are helpful in order to promoting the self discipline.
3.Factors influencing individual's behaviour and recommendations on the findings with
explaining theories, models and concepts
In organization, many employees are working so that all have different attitude,
behaviour, abilities, skills and knowledge. These factors are positive and negative impact on
individual's behaviour.
Experiences: In the organization, all employees have experience as compared to other.
but some conditions are manager are adopting ideas and thoughts related to situations for
solving conditions and problems.. Good working experience of the employees is increasing
productivity of Harrods (Barbosa, and et.al,. 2018.).
Abilities: In the organization, there are having different abilities of employees. Ability
means capacity and capabilities to better performance in different tasks and projects in their job.
There are 2 types of abilities one of the intellectual ability and another one is physical ability.
Intellectual ability means an individual is better working on verbal conversations like business
meetings and conferences. Physical ability means an individual is better working behalf of
physical strengths and coordination body like machine work.
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Cultures: In every organization, culture is different from others. Employees are different
cultures working in the organization, so that their styles is different from other. They can
working according to their cultures. It is negative impact on the organization for making policies,
rules and regulations decisions. But some situations, it is positive impact on the organization, if
the organization is adopted employee's different cultures so that it is helps in problem solving in
the difficult situations (Bengston and et.al,. 2018).
Skills and Knowledge: There are different skills and knowledge employees working in
the organization. All the employees are working according to their qualification, skills and
knowledge in the Harrods. But in difficult situations it is helping for solving the situations, it is
positive impact on organization. If an individual has better communication skills, so that they can
deal with the foreign clients and convenience them to do business of our organization. It is
positive impact on Harrods.
Gender: In every organization, male and female employees, both are working. They can
working on equally performance of their job. It is a positive impact on the organization because
females are more conveniences to the customers as compare to males, it is helping in earning
profits. Females are better performance their job as compared to the males. Now a days, in every
organization, number of employees are females in comparison to males (Davis, and et.al,. 2015).
Attitude: Attitude means an individual's behaviour, thoughts and feelings. There are
having different thoughts and feelings to create an individual's attitude in the organization. In
attitude of individual, measuring their feelings and thoughts. In the organization, an individual
has positive attitude so that it is positive impact on organization and individual performance as
well. But if the individual's attitude is negative then it is negative impact on organization and
performance of individual's as well.
Personality: An individual behaviour includes personality like open mind, smiling face
etc. If the individual's has smile face and they can deal with all the employees from smiling so
that it is easy to working together, it is positive impact on organization. But an individual's has
narrow minded and no conversation from employees and only for own work, so that it is difficult
for employees of working together an individual and it is negative impact on organization as
well. An individual's personality is reflected to their behaviour (DeAngelis, 2018.).
Values: Values means individual's ideas. Creating values are develop their behaviour and
ideas in the organization. They can create and give the ideas for better working in the
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organization. Values may be right and wrong for influencing the individual behaviour and
organization as well. It is positive impact when values or ideas are right or correct, but the ideas
or values are wrong so that it is negative impact on organization and individual's behaviour as
well.
Recommendations on the findings:
An individual's behaviour influencing from such as factors experience, ability, attitudes,
gender, values, personality, cultures, skills and knowledge. These factors are influencing not
only individual behaviour but also influencing the organization. An individual's experiences is
the positive impact on organization because it is helps in improvement of policies, procedures
and rules of the organization and helps in earning profits as well. An individual's ability is also
positive impact on Harrods because it is helps in improvement of organizational structures and
strategies as well. Cultures is also positive impact on the organization cultures but in some
situations there is negative impact because every organization cultures is different from other and
there working styles is different so that it is difficult to working on organization (Donald,
Cooper and Conchie, 2014.).
Skills and knowledge of an individual put a positive impact on organization and it assists
that improving the strategies, policies, procedures and operations of the organization. Male and
female working n the organization is positive impact on Harrods, because it is assist the provide
customers services and earning profits. An individual's personality is influencing the positive and
negative impact on organization and individual’s behaviour as well. It also helps in customer’s
satisfaction for their services. Individual's attitude is related to thoughts and feelings; it is the
positive impact on organization. But in several situations, it is the negative impact on individual's
behaviour and organization as well. Values are different from the attitude of individuals because
in the values improves the ideas for improvement of policies, procedures and strategies of the
Harrods. Another factor is considered as intelligence which means qualification of individuals so
that it is positive impact on the organization for identifying the problem and trying to solve them.
These factors are influencing outside and inside the organization. These elements are
influencing positive and negatives impact on the organization and individual's behaviour as well.
These components are influencing positive impact for helping improvement of brand image of
Harrods. But in case these elements are influencing negative impact so that it is affected for the
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organizational structures (Hynes and Greene, 2016). New ideas and thoughts are helping in the
development of individual's behaviours and organization as well.
Concept, theories and models of Individual's Behaviour
Individual behaviour means that attitude, abilities, thoughts, ideas, skill and knowledge in
the organization. Managers are giving the tasks and projects and determine their abilities, skills,
and knowledge for complete the tasks. Managers can analysis and determine the attitudes and
behaviour for any situations in the organization. Explaining the theories of behaviour includes
learning theories, planned theories and action theories of individual's behaviours adopted by the
Harrods. Through MARS model, explaining and analysing the how to behave an individual for
complete the task and developing the ability and role in their behaviour.
Models of Individual's Behaviour:
MARS Model: In individual's behaviour models using the MARS model. MARS model
is to determines the factors influencing the organization. In this models, considered four
elements such as motivation, ability, role perception and situational factors. Such as:
Motivation: In the motivation, includes direction and focused on goals and objectives,
more efforts on earning profits and efforts on time management. Through motivation factor,
improves skills and knowledge of individual's behaviour in the Harrods. Managers are motivates
their employees for better performance in the organization (Kwasnicka and et.al., 2016).
Ability: Ability includes capacities, capabilities, competencies and select the qualified
person on job profile. It is helping in the improvement and development of individual's abilities.
Through determine the ability, it may be help to determine and analysing the individual's
behaviour. Through developing the abilities, it is helping for the working and complete any task
and projects and for helps in better performing in the organization.
Role Perceptions: It is helping in improves their roles perception of individual's in the
organization. It can helps in perform any task to be understand, identify the importance of tasks
allotted and explain the role perception of individual's behaviour towards the task. In the
Harrods, employees play many roles according to their experience, abilities and skills for
customers focused services (Nilsen, 2015.).
Situational factors: In this factors includes situations such as time bound, team member,
budgets and other situation related to working in the organization. Through situational element,
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to identify the skills, abilities, capabilities and capacities to performing of the task in the
organization. Mangers are giving the task in difficult situations for analysing the skills and
knowledge for achieving the goals and objectives of the organization.
Basic Model: In the basic models, includes causes, wants, needs, tension, discomfort
and achieving goals through working in the organization. In this model managers are identify
their needs and wants of individual's. They can also identify discomfort of individual for working
so that they solve the discomfort problem of individual's. They can provide training for
individual for achieving the goals of the organization. This element are influencing the individual
when he or she enter in the organization. Because they have no work experience related to the
organization so that managers are helping for working in the organization. In this factors
includes frustration, work load, conflicts and anxiety.
Stimulus-Response Model: Stimulus means that environment of organization. In this
model includes that stress, feeling and motives. All these factors directly affecting of an
individual's behaviour. Managers can solve the all these factors for improving the behaviour of
an individual's in the organization. In this model managers are make sure that all these kinds of
elements are not be affected in some situations. Manager is to give the any task according to their
qualification, abilities and skills, so that there no frustration and no stress for employees for
complete the task (Patrick and et.al., 2014).
Theories of individual's behaviour
Theories of behaviour is to explain that causes of changes in behaviour of the
individual's. Some theories are included in the behaviour theory. Such as:
Learning Theory: In this theory, observe the learning skills, verbal skills and behaviour
of an individual's. It is also known as simple theory of behaviour. This theory helps to determine
the learning skills and verbal skills in the organization. Learning theory is also known as social
learning theory of individual's behaviour. This theory helps in determine the environmental and
personal element of behaviour. This theory is to determine the social environment of
organization (Steg and et.al., 2014.).
Planned Theory: In this theory includes development of behaviour skill to better
performance in the working in the organization. In this theory managers are controlling the
individual's performance of the behaviour. They can identify their strengths for better behaviour
performance. This theory is helping to creates individual's attitude and values. This is also helps
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in for evaluating the the positive and negative impact of individuals behaviour. This theory is to
intention for developing the attitudes and values. Planned theory is related to learning theory of
individual's behaviour, because manager is adopting the learning theory for determine the skills
then after they can planning to developing the skills and ability.
Reasoned Action Theory: This theory is to determine the behaviour and
communication. In this theory includes personal and social attitude, determine to performance
behaviour of individual's. This theory helps is to determine the communication skills. This theory
is to explain the relationship between the attitude and behaviour. Theory of reasoned action is to
explain the decision related to the performing the behaviour. This theory is related to planned
theory, because manager is adopting planned theory after that they can take the action related to
individual's behaviours (Tarhini, Arachchilage and Abbasi, 2015. ).
CONCLUSION
In this report, it can be concluded that analysis the recruitment and selection process,
explain the purpose and contents of job advertisements and persons specification, determine the
job analysis, job descriptions adopted by Harrods. We have identify and demonstrate the
motivation theories elated to the organization. We have explain the advantages and
disadvantages of motivation theories followed by the Harrods. We have analysing and
identifying the factors influencing the individual's behaviour, provides the recommendations of
the findings related to factors. We have also including the concepts, theories and models of
individual's behaviour followed by the Harrods. We have explaining the factors such as
experiences, attitudes, cultures, abilities and values influencing the positive and negative impact
of individual behaviour. In this report it can be concluded the explaining the different theories
such as learning theory, planned theory and reasoned action theory of individual's behaviour. We
have discussing the various models like basic model, MARS model and stimulus-Response
Model of individual's behaviour adopted by Harrods.
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