Managing People in Organisations Workbook - Desklib

This workbook provides an understanding of recruitment, selection, and performance appraisal methods, skill development techniques, and practices related to inclusion and diversity of the workforce. It also covers the importance of coaching for line managers, payment by results, and employee engagement.

INDIVIDUAL STUDENT WORKBOOK
Managing People in
Organisations
Student ID: ________________
Name of
Seminar Tutor: ____________________________
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Table of Contents
Introduction....................................................................................................................................................................... 3
Week 2: Methods of recruitment .............................................................................................................................. 4
Week 3: Methods of selection .................................................................................................................................... 5
Week 4: Practices related to Equality, Diversity as well as Inclusion.........................................................6
Week 5: Evaluation of practices in relation with Skills, Training as well as Development................8
Week 6: Ascertaining Performance Management............................................................................................... 9
Week 7: Assessing academic writing, referencing as well as plagiarism related practices ...........10
Week 8: Practices in relevance with motivation as well as rewards........................................................12
Week 9: Psychological contract and employee engagement.......................................................................14
Week 10: International differences in organisations and management.................................................15
Week 11: Leadership style......................................................................................................................................... 16
Reference list................................................................................................................................................................... 18
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Introduction
People management is considered as vital part for human resources executives which
encapsulates procedures in relation to acquisition, optimization as well as retention of
personnel (Buil, Catalán and Martínez, 2020). Human resource are considered as
strategic assets for organisation as they aid in attaining organisational goals in a desired
manner. It is imperative for business organisations to manage their personnel in an
effective manner by providing them flexible workplace environment and proper
training.
This workbook highlights an understanding of recruitment, selection and performance
appraisal methods which help line managers in managing their personnel in a specified
manner. It also encompasses an illustration of skill development techniques as well as
practices related to inclusion and diversity of workforce.
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Week 2: Methods of recruitment
1. Explain the rational approach which is undertaken by line managers
Line managers use rational approach for undertaking a successful recruitment
process which aid them in selecting talented individuals on the basis of their job
design, analysis and description. They are considered as responsible for managing
differential resources and encouraging them to accomplish organisational goals in an
effective manner. They ought to adopt rational approach while recruiting the
specified candidates as they are solely responsible for implementation of
organisational strategies in an effective manner. This practice assists them in
engaging and retaining their employees for longer period of time. This also helps
them in reducing the risk of recruiting the unsuitable candidate which can increase
their training costs at later stages.
2. Describe the distinctions among job description and person
specification?
A job description can be understood as a descriptive document which is formulated
by the organisational managers and majorly comprises of tasks, duties as well as
responsibilities that are required to be given to specified candidate. It provides details
in regards with how a specific task is performed, at what frequency as well as its
relation with organisational objectives. It poses as an official record in regards with
assigned duties for a specific job position.
In contradictory to this, person specification is described as a detailed description
which essentially encompasses of qualifications, attributes, expertise and experience
which is ought to possess by a candidate for fulfilling the desired activities in an
effective manner. This document poses as a foundation for the process of recruitment
in an establishment.
3. Enumerate three ways which aid in encouraging diversity at the time of
recruiting candidates?
Ways which help in bringing diversity practices while recruiting the candidates in an
organisation are as follows:
 In order to encourage the diversity practices at the time of recruitment, it is
imperative for managers to target those sources where diversified candidates
can apply for job opening. For example, organisational managers can audit
their job advertisements whether they are suitable for attracting diversified
workforce.
 It is imperative to formulate human resource based organisational strategies
in such a way where diversified workforce hailing from different background
should be valued.
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 Interviewers are asked to attend diversity training which helps them to choose
best candidates for specified job role.
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Week 3: Methods of selection
1. What are the issues faced by hiring managers while proceeding with
interviews in identifying best candidate in regards with reliability and
validity?
Hiring managers face varied issues in regards with selection interviews for
discovering best candidate in relation with reliability and validity which are
mentioned below:
 Unfamiliar approach of interviewers led them to ask irrelevant questions
from candidates which result in losing the suitable person for the job role.
 Premature decisions also pose issues for interviewers which are made in
regards with few information gathered about candidates.
 Personal bias regarding candidates in the mind of interviewers can create
problems in making them choose suitable and reliable candidate.
2. What are the benefits of using a competency framework for designing
interview questions in regards with selection process?
Competency framework for devising the interview questions is considered as
beneficial for hiring managers as it aids eliminating bias in relevance with selection
procedures which aid them in decreasing employee turnover rates (Kuhn and
Johnson, 2019). Through using competency-based hiring processes, managers can
make smarter decisions. It also aids in lowering the risk of bad hires in selection
process. It also brings clarity in selection process as well as ensures objectivity. This
practice is considered as beneficial for hiring managers as it helps them to determine
choose future leaders in a strategic manner. It also improves transparency in regards
with selection process of an establishment.
Week 4: Practices related to Equality, Diversity as well as 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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Provide specific examples from the article to back up your point why
you agree/why you do not.
Yes, I agree with George's friend to have mandatory diversity training provided to
employees in an organisation. As this will help them in maintaining diversity in their
establishment and enhances productivity of their employees.
For example, business organisations need diversity training programmes for
enhancing their recruitment and selection processes. Through this, performance
ratings are get enhanced and controlling tactics can be ease up in an effective manner
(Dobblin and Kalev, 2016). However, positive effects of diversity programs does not
last for many days which leads to create bias or a backslash for organisation.
2. Please recommend to George two alternative diversity management
interventions, that academic research has proven to be effective.
As per the given article titled, “Why Diversity Programmes failed”, it has been
analysed that for maintaining diversity in business operations effectively,
recommendations to George are as follows:
 It is imperative for George to create a flexible and safe working environment
which can help in bridging the gaps in relevance with managing diversity.
 It is desirable to George to assign leaders and provide proper training to them
in relation to managing diversity. This practice will help them in building
effective talent pipelines.
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Week 5: Evaluation of practices in relation with Skills, Training as
well as Development
1. What are the issues that has been formulated for adult learners
employability at the time of Covid 19 in labour market?
Adult learners face varied issues in their employability due to Covid-19 pandemic
which causes loss of job and specified increase as establishments have to close down
their operations because of subsequent lockdowns (Hardy III, Day and Arthur Jr,
2019). They face challenges in finding new jobs in order to earn their livelihood for
them and their families. They also face issues regarding getting training and specified
internships due to global pandemic which hampers their productive as well as
learning skills.
2. What is the importance of coaching for line managers for improving
team performance?
What are the advantages for devising an induction programme for new
joiners in an establishment?
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Line managers play a vital role in providing coaching to team members for
enhancing their performance. This allows them to interact with the team members
in a strategic manner and build strong relationships with them in order to provide
them proper guidance for enhancing their performance. Through this, managers can
have better understanding about attributes of their team members.
Devising proper induction programme is considered as advantageous for
organisations as it provides opportunity to new hire to get aligned with company's
culture and policies (Umeh, Cornelius and Wallace, 2022). It also helps in providing
them a comfortable working environment on their joining. This practice also aids in
initiating interactive communication with new employees.
Week 6: Ascertaining 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.
From the above table, employee performance is based on five aspects which
encompasses quality of work, relationship with peers, taking initiative,
communication and attitude. I have been judged on these performance aspects in my
current job role of Human resource executive. I have given good ratings in quality and
relationships with peers. This has proved that I perform my tasks with through
quality assured standards. Existing connections will help me in improvising my social
circle and also provides emotional support as well as job satisfaction.
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2. Identify one area of performance review in your current job role that is
weak and explain why this is a problem.
From the performance review in my current job role which is Human resource
executive, I have evaluated that I lack in communication skills. This is considered as a
problem as I become shy in public speaking. I am comfortable in talking with my
peers and also taking interviews if candidates but in case of public speaking I lack my
confidence. I am trying to improvise my communication skills through practising in
an effective manner with my friends. Communication skills are considered as
necessary for individuals as it helps them in maintaining good relations with peers as
well as present their thoughts in a viable manner (Helmold and Samara, 2019).
Week 7: Assessing academic writing, referencing as well as plagiarism
related practices
1. What learnings you have earned from this seminar or lecture regarding
academic writing which you did not poses earlier?
Before attending this session, I had little knowledge regarding concept and benefits of
academic writing in context of learning. Academic writing is described as devising the
projects in a precise and structured manner which is backed up with the proof
(Azizah, Maryanti and Nandiyanto, 2021). I do not know that it would help me in my
employability in an effective manner. I have learnt that having effective academic
skills would help me in devising reports in an effective way. This will also help me in
communicating with the peers as well as subordinates strategically.
2. What have you learnt from this seminar about plagiarism or referencing?
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I have learnt that plagiarism can be described as an activity whereby individuals use
work or project of some other person without their consent or acknowledgement. I
have learnt in this seminar that it is imperative for students to avoid plagiarism and
stop the use of rephrasing tool for their projects. It can impact on writing and learning
skills of a person in a significant manner. An example of plagiarism is copying and
pasting content from any website into an individual's assignment or project. This
practice can be deliberate or accidental which is done by students in their
assignments.
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Week 8: Practices in relevance with motivation as well as rewards
1. Ascertain the major benefits and limitations of “Payment by Results”
(PBR).
Payment by Results is concerned with a new form in relation with financing which aid
in making the remittance contingent in regards with independent verification.
Benefits of using Payments by Results are as follows:
 It leads to more rigorous monitoring as well as evaluation practices which
results in reliable outcomes.
 It results in gaining greater transparent and accountable approach in nature.
 It is built through sustainable measures as it is linked to certain outcomes in
an easy manner.
Limitations of using Payments by Results are as follows:
 At initial times, clarity in regards with outcomes are missing under this
approach.
 Strict timescale has mitigated innovative practices in some areas.
2. Ascertain at least three of the more important aspects of financial
reward irrespective of salary. Argue the pros and cons of each of them.
Varied significant components of financial rewards in addition with their benefits and
limitations are mentioned below:
Employee stock option allows personnel to procure company stocks at fixed prices.
Pros:
Through this, employees can be felt valued and satisfied. This practice provides them
power to take decisions in regards with company's operations.
Cons:
It is considered as financial buyer not a strategic one. This makes employees to pay a
lesser price of stocks as compared to market to company. This practice leads to cut
the profits for the company.
Wage incentives, such as, extra pay for the over time is considered as effective
financial reward.
Pros:
It helps employers in enhancing efficiency of their employees as they know that they
will get extra perks for their over time.
Cons:
Through this practice, an over competitive workforce can be created which is not
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considered good for company's culture.
Bonus is described as regular reward incentive which is given to employees for
appreciating their employee's performance.
Pros:
This practice helps employees in engaging and perform their tasks in an effective
manner.
Cons:
Providing bonus to employees on a continual basis is considered imperative for
organisations however, it is costly for company.
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Week 9: Psychological contract and employee engagement
1. Describe a reliable definition of Employee Engagement.
Employee engagement can be described as an extent through which personnel invest
their cognitive, behavioural energies and emotional aspects towards attaining
positive organisational outcomes (Sandhya and Sulphey, 2020). For example, a deep
commitment to establishments from employees, a collaborative attitude of personnel
while engaging into a group task. It is considered as significant as it aids in
improvising workplace culture in an effective manner.
2. Identify at least three of the advantages in regards with Employee
Engagement to organisations.
Benefits of employee engagement in establishments are as follows:
 It helps in reducing the absenteeism of employees and enhancing their
productivity in a strategic manner. As engaged employees work in a positive
manner for accomplishing organisational objectives.
 Employee engagement is considered as beneficial as it aids managers in
lowering down their turnover rates. It is imperative for managers to provide
them an engaging environment for keeping them satisfied.
 Increased employee engagement reflects in their attitudes and also help them
to offer positive experiences to customers.
Week 10: International differences in organisations and management
1. What are the issues of leading in global firms?
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Challenges faced by managers in leading a global firms are mentioned below:
Unfamiliar cultural practices- This is the main issue which is faced by managers in
leading global firms as employees hails from differential backgrounds (Love, 2019).
Organisational communication- This poses as a challenge to managers in tackling
their tasks in regards with establishing effective communication channels. Ineffective
communication channels impact adversely on practices in regards with international
expansion.
Documentation procedures- This is considered as main challenge while leading
global business as improper documentation can lead company into expensive
litigation process.
2.
Enumerate the rationale for expatriate failure in global firms?
Rationale for expatriate failures in global business organisation are mentioned below:
Culture Shock- This failure occurs when employees have to face language barriers as
well as strict custom laws in different country while planning to expand their
operations.
Overloaded responsibilities- When business organisations expand their operations,
employees face more responsibilities in relation to adaptability with the culture and
professional tasks.
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
Under transactional leadership style, leaders rely on providing rewards as well as
punishments for attaining standards in regards with optimal job performance
(Alblooshi, Shamsuzzaman and Haridy, 2020). For example, mentors at business
organisation give punishments as well as rewards as and when necessary.
Transformational leadership style led leaders to cause changes in their team
members for accomplishing organisational goals in a strategic manner. For example,
leaders of an organisation focus on transforming attitudes of their employees which
aids them in developing varied skills in them.
Contingency leadership works on an approach of effectiveness of leader as per the
desired circumstances. This style is adopted by leaders on the basis of maturity level
of their employees. For example, if an employee works perfectly but he takes a lot of
time in understanding. It is the work of leader to engage him with the team in an
effective manner.
Situational leadership states that no single style is considered as best. Adoption of
leadership style is majorly depending on situations and circumstances in regards with
employees. For example, a leader needs to ascertain weaknesses and strengths of
their team members in an effective manner for leading them.
Inclusive leadership is concerned with ensuring that all the team members are
treated on an equitable basis. This help them to provide a sense of belongingness. An
example for this leadership style is adopting inclusive hiring practices which help
organisation to gain diversified workforce.
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Reference list
Alblooshi, M., Shamsuzzaman, M. and Haridy, S., 2020. The relationship between
leadership styles and organisational innovation: A systematic literature review
and narrative synthesis. European Journal of Innovation Management.
Azizah, N. N., Maryanti, R. and Nandiyanto, A. B. D., 2021. How to search and manage
references with a specific referencing style using google scholar: From step-by-
step processing for users to the practical examples in the referencing
education. Indonesian Journal of Multidiciplinary Research. 1(2). pp.267-294.
Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to
gamified recruitment. Journal of Business Research. 110. pp.41-50.
Hardy III, J. H., Day, E. A. and Arthur Jr, W., 2019. Exploration-exploitation tradeoffs and
information-knowledge gaps in self-regulated learning: Implications for
learner-controlled training and development. Human Resource Management
Review. 29(2). pp.196-217.
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry
insights and case studies on principles, application tools, and practice. Springer.’
Kuhn, M. and Johnson, K., 2019. Feature engineering and selection: A practical approach
for predictive models. CRC Press.
Love, T. R., 2019. Indigenous knowledges, priorities and processes in qualitative
organization and management research: State of the field. Qualitative Research
in Organizations and Management: An International Journal.
Sandhya, S. and Sulphey, M. M., 2020. Influence of empowerment, psychological contract
and employee engagement on voluntary turnover intentions. International
Journal of Productivity and Performance Management.
Umeh, C., Cornelius, N. and Wallace, J., 2022. Exploring equality, diversity, and inclusion
in multiethnic settings: A context‐sensitive approach. Human Resource
Management Journal.
Online:
Dobblin. F. and Kalev. A. 2016. Why Diversity Programs Fail. [Online] Available through:
https://hbr.org/2016/07/why-diversity-programs-fail
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