Managing People in Organizations - Individual Student Workbook

INDIVIDUAL STUDENT WORKBOOK
Module Code: HR4052
Module Title: Managing People in
Organisations
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Table of Contents
Introduction............................................................................................................... 3
Week 2: Recruitment methods.................................................................................4
Week 3: Selection Methods......................................................................................7
Week 4: Equality, Diversity, and Inclusion.............................................................8
Week 5: Skills, Training and Development...........................................................10
Week 6: Performance Management.......................................................................12
Week 7: Academic writing, referencing and plagiarism......................................13
Week 8: Motivation and rewards............................................................................15
Week 9: The psychological contract and employee engagement......................17
Week 10: International differences in organisations and management.............18
Week 11: Leadership style.....................................................................................19
Reference list...........................................................................................................21
Appendices..............................................................................................................22
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Introduction
This student workbook/handbook provides a reflection upon the learning
developed by students from the lectures, seminar activities and class
discussions.
The workbook includes ten sections (weeks 2-11), each section includes two
or three questions which students answer within the wordcount of 100 -150
words per question per week.
Please note: Not only 100-150 words for the whole weekly section. Also,
students must answer all the questions each week.
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Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to
recruitment?
Rational approach refers an approach in which there is a logic in thinking. As per this
approach, leaders and managers can treat people as purposive as individuals have goals and
they can make choices in order to achieve goal. The reason as managers use this approach
in recruitment is to employ talented workforce. It is based on set criteria relevant to job
role, job design and description.
Rational choice theory can be used by managers (Bassetti and et.al., 2018). This theory
states that individuals use their self-interest for making choices that can provide them
benefits. With the help of this theory, managers can hire skilled employees who have some
goals in their life and on the basis of requirement of job position along with proper reason,
they hire employees. It protects them from biased recruitment. For making companies and
employees beneficial as well as promoting diversity is the main aim of using this approach
to recruitment.
2. Describe the differences between a job description and person
specification?
Differences between job description and person specification include:
Comparison basis Job description Person specification
Definition It is written statement and
report in which major
requirements of particular
job is written.
It is a statement and format
in which eligibility
requirements for completing
job, is written.
Important elements Some important
requirements that are
mentioned in this report
include: duties, job title,
Employees' capabilities,
qualification and skills are
mentioned.
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tasks and responsibilities
(Khtatbeh and et.al., 2020).
What is it? It tells person about his/her
tasks that he/she needs to do
when he will be placed.
It lets person know as what
he must possess for getting
selected.
Describes It mainly describes job It describes job holders
Comprises of Workplace, designation,
working hours, salary,
responsibility, authority and
scope are comprised in this
job description template.
Skills, age, abilities,
experience, educational
qualification, work
orientation factors and other
person related information.
3. List three examples of how Diversity could encourage diversity when
recruiting candidates in organizations?
Diversity plays a vital role in recruitment process. It is important for HR and interviewer to
encourage diversity and hire diverse group of people while recruiting employees. Some
ways by which diverse group of people can be hired and manager can encourage promoting
diversity include: using set criteria for job role. Managers need to set criteria of hiring
employees and these criteria should be based on requirement of job role not on the basis of
racism. Age, gender and culture options should not be added in the form of recruitment
(Nehemiah and et.al., 2021). Candidates should encourage to provide their CV without
mentioning their age and culture. It can encourage managers to hire employees on the
basis of their experience, skills and capabilities, not on the basis of culture and gender.
Anti-discrimination is the act that should be implemented by companies and need to
encourage everyone for following all rules and regulations. By encouraging diverse
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employees to refer their friends for recruitment and interview within company, manager
can promote diversity.
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?
While utilizing selection interviews, human resource department face different issues such
as inconsistency between candidates, poor selection criteria, and lack of communication
between individuals such as interviewer and participant (Sakai and et.al., 2022).
Inconsistency between candidates may affect interview procedure, which unable HRM to
determine the best applicant in relation of validity and reliability as a selection tool.
Another issue that affect the overall process is poor selection criteria, which is important
for human resource manager to create appropriately. They accountable to develop and
select the criteria before hiring people, which is also essential and beneficial too. When the
selection planning or criteria is not appropriate, HR manager may unable to determine the
right person, which drive their attention toward using and developing strategic strategies,
that help to achieve target aim and objective related to selection. When the communication
between both parties is not appropriate, it may affect the expectation of individuals. They
may affect negatively and face number of challenges, which is essential for them to
overcome.
2. What are the advantages of using a competency framework to design
selection interview questions?
By utilizing competency frameworks, HRM may obtain varied benefits, such as making
them capable to collect additional information to make smarter and appropriate selection
decisions. It is quite essential for human resource manager to take right decision to hire
people, as it impact directly upon organizational success and growth. Thus, employees are
the main base of business success, without having or hiring right candidates HRM may
never support a firm to progress rapidly (Brown, George and Mehaffey-Kultgen, 2018).
Along with above benefits, by using a competency concept, they may design the best
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