Managing People in Organisations - Individual Student Workbook

This workbook provides a reflection upon the learning developed from the seminar activities and class discussions on managing people in organisations. It includes ten weeks of study material with solved assignments, essays, dissertation, and more.

INDIVIDUAL STUDENT WORKBOOK
Module Code: HR4052QA
Module Title:
Session: July 2021 Intake
Student ID: ________________
Name of
Seminar Tutor: ____________________________
1

Table of Contents
Introduction...........................................................................................................................................3
Week 2: Recruitment methods...............................................................................................................4
Week 3: Selection Methods...................................................................................................................6
Week 4: Equality, Diversity and Inclusion............................................................................................7
Week 5: Skills, Training and Development...........................................................................................8
Week 6: Performance Management.......................................................................................................9
Week 7: Academic writing, referencing and plagiarism .....................................................................10
Week 8: Motivation and rewards.........................................................................................................12
Week 9: The psychological contract and employee engagement.........................................................14
Week 10: International differences in organisations and management................................................15
Week 11: Leadership style...................................................................................................................16
Reference list.......................................................................................................................................18
Appendices..........................................................................................................................................19
2

Introduction
This workbook provides a reflection upon the learning developed from the seminar activities
and class discussions.
The workbook includes ten (weeks 2-11), each includes one or two questions with each
answer in the region of 100 words per question.
3

Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to recruitment?
The main rational method involves of several stepsWhich are screening of the employees
of the company, they are pre screening culture fit as well as competency. It is also utilised
by the line manager for possessing the way of recruitment that provide assistance to the
organization in conducting appropriate scanning of the candidates that applied for the
specific position which is vacant. Internal way of recruiting can also be used by the
organizations line manager due to this way it makes more convenient process of
recruitment. Direct influences invested by the leader or manager of the organization on
the process of recruitment that provides a boat to them in recruiting the suitable workers
for the organization. (Lock, Fowler, and Moebus, 2020)
2. Describe the differences between a job description and person specification?
Basis Job description Personal specifications
Content It involves job profile, place of
the job as well as summary of
the job and also duties which
are required to be performed.
It involves brief description of
capabilities experience find
qualification as well as other
attributes that Are required to
work.
Measures It is utilised in order to It is basically utilised to
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measure the responsibility and
the task that is very essential
for the job profile.
evaluate the capabilities and
skills of the suitable candidate.
Benefit With the assistance of it
workers gain more experience
and knowledge regarding their
work.
It supports the candidates in
making appropriate decisions
regarding the job.
3. List three ways to encourage diversity when recruiting candidates?
Different candidates can be recruited by the company at the time of conducting the process of
recruitment in accordance to motivate diversity in the organization.
The organization must have appropriate job description guard open the potential opportunities
while conducting the recruitment process. (Van Looy, 2019)
Week 3: Selection Methods
1. What are the problems with using selection interviews to identify the best
candidate in relation to reliability and validity as a selection tool?
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 The person don’t know regarding the profile of job which is unfamiliar with the profile.
 The method of interview is known to be very costly add time taking method.
 Another issue which is encountered by the people not joining after hired in the interview.
2. What are the advantages of using a competency framework to design selection
interview questions?
 One of the main benefit of using the framework of competencies that it provides assistance
in making the questions of interview that is utilised to evaluate performance and experience
of a person.
 In making the questions of the interview This model also provide assistance to the company
taking appropriate decisions.
 Most crucial benefit is that it provided assistance to the organization in possessing the
appropriate designing of the interview questions. (Melé, 2019)
Week 4: Equality, Diversity and Inclusion
1. A friend suggests that George should implement mandatory diversity
training. Based on your reading of the Dobbin and Kalev (2016) article, do
you agree with George’s friend?
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Yes I am agreed with the provided suggestion of George friend in executing the needed
training of diversity. It supports the George in providing appropriate intergroup
communication but also supports them in minimising the discrimination. For instance when
the training of diversity is done by the company then it provides support to them in
minimising discrimination in the company. Together with that it will assist in
accomplishment of goals and objectives in effective way.
2. Please recommend to George two alternative diversity management
interventions, that academic research has proven to be effective.
The 2 different alternative of management of diversity can be utilised by the George in managing
the diversity in the company is described below in brief.
 Not possessing the framework in suitable way that is used in accordance to measure the
success.
 If the management of diversity is not in the organization then it can leads towards failure
and making the suitable culture.
Week 5: Skills, Training and Development
7

1. What are the challenges which Covid 19, has created for adult learners’
employability in the labour market?
Several kinds of issues has been made for the employability in the market area because of the
pandemic kovid 19. It leads to the loss of jobs but they are also encountering the lockdowns in the
market area. (Montealegre, and Iyengar, 2021)
Because of the pandemic several legal authorities imposed strict lockdown that leads to the major
issue for the people in the labour market that gives out come in enhanced level of poverty.
2. Why is coaching by line managers important for the performance of their
teams? What benefits does conducting induction for new joiners have for
organizations?
This is very essential for the leader or manager of the organization in order to provide appropriate
training as well as suitable guidance to their workers. So it does not only assisting enhancing the
experience and knowledge of the workers but also assist in developing new capabilities and skills in
them. Effectual sessions of coaching provide assistance to the manager or leader of the organization in
processing appropriate interaction with their workers through that suitable feedback as well as opinions
has been provided to the members of the team that enhances the profitability.
 Money as well as time can be save.
 Enhancement of operational efficiency of the company
 New workers can be feel more appreciated and they need to be provided with suitable data.
Week 6: Performance Management
1. Please copy and paste a fully completed table assessing the performance
review practices that you have experienced in your current job role.
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From the Above mentioned table practices of performance monitoring has been evaluated that have
been expertise by me from my specific role of job. SWOT evaluation has been conducted by mean
accordance to attain appropriate knowledge regarding the performance. In addition to it by strains are
that I am fluent in my communication as well as I am very much concentrated in order to achieve my
goals. If I got the opportunity in order to function with the expert and the talented members of the team
in the company. I’m very determined in order to accomplish my work before the given deadlines as I
need to be very effective and efficient.
2. Identify one area of performance review in your current job role that is weak
and explain why this is a problem.
The field in which I’m not working appropriately and I am basically lacking office the capabilities of
technical work. As I and everyone know regarding the current environment of technology which is very
dynamic in its nature as well as this is very crucial and important for the management of the company in
order to opt the new automation and technology that provide assistance to the company in enhancing
their growth and stability in the current market area and also helps the organization in possessing the
edge over their competitors in the market area. Modification in the technology is being known as one of
the major issue that is encountered by me due to because of my technical skills are not good enough in
order to execute the change in the operations. I am required with the suitable training of technical things
then it can assist me in increasing and adaptation of the skills that can give the outcomes and
accomplishment of all the goals and objectives related to the technological advancement effectively. In
addition to it hi basically everything regarding the work which is also known to be one of the reason
because I like in this field. (Freeman, 2022)
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Week 7: Academic writing, referencing and plagiarism
1. What have you learnt about academic writing that will do differently as a
result of your learning from today’s lecture/seminar?
From the current seminars as well as from the lectures I have understood regarding the importance as
well as need of the Akademik writing in the life of the person. It permits the people to think out of box
and in the several as well as analytical manner. It is basically involves of several sets of the data as well
as evaluation of the data and after that communication of the information that is helpful or which
basically makes proper sense to the consumers. So the akademik writing is helpful to increase the
capability of a person in order to write specific report and it is kamaliya formal manner of writing the
specific project report through which management encounters and anticipate are represented on the
foundation of particular sources as well as references.
2. What have you learnt about plagiarism OR referencing that will do
differently as a result of your learning from today’s lecture/seminar?
With the assistance of the today’s lecture and seminar I will get to understand regarding the
Academy misconduct. It is commonly misconduct of showing the ideas, concept thoughts as well as
written data of someone else as the specifically of persons own without asking or taking the consent
or the permission of the individual that have actually written the specific report or the information.
It involves every type of unpublished as well as published information or data in the electronic or
the printed way and it is accomplished by the person than this is known as fraud or the crime
because the person doesn’t have the consent or the permission in order to use the information.
Detectors are utilised in accordance to check if the person has copied from any source that also
provide assistance in understanding the information that is copied by the people. (Stubbs, 2019)
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Week 8: Motivation and rewards
1. Identify the main pros and cons of “Payment by Results” (PBR).
Advantages: -
 It has more and more flexibility.
 This is more effectual in observing and determining in order to get appropriate results.
 It also have the accountability and transparency..
Disadvantage: -
 It involves major risk and large capital investment.
 In the initial phase there is lack of understanding of the result that is required.
 It is basically based on pre exam and outcomes.
2. Identify at least three of the more significant components of financial reward
other than salary. Argue the benefits and drawbacks of each of them.
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BONUS:
 Benefits-If the bonus is given by the company on regular basis then this makes the works
happy and motivated in carry out the assigned task. This encourage them to continuously
work hard and received the bonus.
 Drawbacks- The cost of the organization has been enhanced if they give rewards or bonus
to their employees. Together with that providing rewards to the particular workers can leads
to enhanced conflict among the staff members.
COMMISSION:
 Benefits- If a person receives the Commission on working extra in the company then it
encourages them.
 Drawbacks- The cost of the organization has also been hanste that influence their revenue.
EXTRA ALLOWANCES:
 Benefits- Offering more allowance to the workers motivates the workers in order to achieve
the goals and objectives.
 Drawbacks- Giving the launches to the employees can give the outcome in enhanced level
of cost or the company.
13

Week 9: The psychological contract and employee engagement
1. Present a reliable definition of Employee Engagement.
The engagement of the worker is commonly the turn off action of the human resource management
that is used by the organization in accordance to show the level of dedication, engagement and
enthusiasm which are failed by the workers for their specific rule of job. If the workers are more
engaged in accomplishing there function then the organization can accomplish more growth as well
as successful place in the market area in the effective as well as efficient way. Play prabhu stop so
this is very essential for the organization in order to satisfy the requirements and the motivation
level of the worker (Baum, and Kahn, 2020). Workers engagement can be increased with the
effectual interaction and communication as well as regular appreciation and reward offered to them.
2. Identify at least three of the benefits of Employee Engagement to
organisations.
 The engagement of the workers keeps the outcome in increasing performance as well as
productivity of the company.
 The rate of retention of the talented workers has been enhanced that gives the outcome in
enhanced level profitability as well as revenue.
 The effectual engagement of the workers gives the outcome in minimization of the turnover
of the workers.. (Riley, 2018)
Week 10: International differences in organisations and management
14

1. What are the challenges of leading in global firms?
 Fluctuation in the rate of currency is one of the issue that are encountered by the organizations.
(Smith, Yellowley, and McLachlan, 2020)
 The several laws and policies together with the different tax policies makes and acts as the
barrier for the organization in order to function in the international market area.
2.
List the reasons for expatriate failure in global firms?
 Not so appropriate resignation chosen by the company in order to conduct the operations of the
business in the international market area.
 The main reason of failure is known to be the lack of assistance in the global organizations.
 In accordance to poses and overcome dark common problems it has become more difficult for
the company in order to accomplish growth as well as success in the international market area.
(Stadler, 2021)
Week 11: Leadership style
1. Present definitions and give examples of these five concepts:
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 Transactional Leadership
 Transformational Leadership
 Contingency Leadership
 Situational Leadership
 Inclusive Leadership
Transactional Leadership- It is type of the leadership style in which the dependence is basically
done on the compensation and rewards together with the goals that are accomplished.
Transformational Leadership- This type of leadership style focus in bringing the change in the
person as well as in the social system of the organization.
Contingency Leadership- In this type of the leadership style efficiency and effectiveness of the
managers all the leaders basically remain consistent as well as constant with relation to all the
situation in the organization (Sowa, 2021)
Situational Leadership- In this type of the leadership style manager depends in accordance to the
provided condition as well as task.
Inclusive Leadership- In this method of the leadership style the managers are the leaders basically
are more aware regarding the appropriate skills of decision making for the aim of more effectual as
well as efficient collaboration.
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Reference list
Sowa, J., 2021. Voluntary turnover in public organisations. Research Handbook on HRM in
the Public Sector, pp.145-157.
Stadler, R., 2021. Knowledge Management Challenges in Event Organisations.
Smith, P.E., Yellowley, W. and McLachlan, C.J., 2020. Organizational Behaviour: Managing
People in Dynamic Organizations. Routledge.
Riley, M., 2018. Managing People in the Hospitality Industry. Routledge.
Baum, N. and Kahn, M.J. eds., 2020. The Business Basics of Building and Managing a
Healthcare Practice. Springer International Publishing.
Kahn, M.J. and Baum, N., 2020. Managing People. In The Business Basics of Building and
Managing a Healthcare Practice (pp. 43-46). Springer, Cham.
Stubbs, W., 2019. Strategies, practices, and tensions in managing business model innovation
for sustainability: The case of an Australian BCorp. Corporate Social Responsibility
and Environmental Management, 26(5), pp.1063-1072.
Freeman, R.E., 2022. Excerpt from Managing for Stakeholders. In Ethics of Data and
Analytics (pp. 212-216). Auerbach Publications.
Montealegre, R. and Iyengar, K., 2021. Managing digital business platforms: A continued
exercise in balancing renewal and refinement. Business Horizons, 64(1), pp.51-59.
Van Looy, A., 2019. Capabilities for managing business processes: a measurement
instrument. Business Process Management Journal.
Lock, D., Fowler, A. and Moebus, K., 2020. Managing People in Programmes. In Gower
Handbook of Programme Management (pp. 488-501). Routledge.
Melé, D., 2019. Business Ethics in Action: Managing Human Excellence in Organizations.
Bloomsbury Publishing.
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Appendices
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