Working with and Leading People

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WORKING WITH AND LEADING PEOPLE

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Table of Contents
Introduction:................................................................................................................................................2
Task 1:.........................................................................................................................................................3
1.2 Prepare documentation to select and recruit a new member of staff..................................................3
1.2 Assess the impact of legal, regulatory and ethical considerations that are needed for the recruitment
and selection process...............................................................................................................................4
1.3 Take part in the selection process......................................................................................................5
1.4 Evaluate own contribution to the selection process...........................................................................6
Task 2:.........................................................................................................................................................7
2.1 Explain the skills and attributes needed for leadership......................................................................7
2.2 Explain the difference between leadership and management.............................................................8
2.3 Compare leadership styles for different situations.............................................................................9
2.4 Explain ways to motivate staff to achieve objectives.......................................................................10
Task 3:.......................................................................................................................................................12
3.1 Assess the benefits of team working for an organisation.................................................................12
3.2 Demonstrate working in a team as a leader and member towards specific goals, dealing with any
conflict or difficult situations.................................................................................................................12
3.3 Review the effectiveness of the team in achieving the goals...........................................................13
Task 4:.......................................................................................................................................................15
4.1 Explain the factors involved in planning the monitoring and assessment of work performance......15
4.2 Plan and deliver the assessment of the development needs of individuals.......................................16
4.3 Evaluate the success of the assessment process...............................................................................17
Conclusion:...............................................................................................................................................19
References:................................................................................................................................................20

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Introduction:
The unit discusses about the recruitment and leadership process of human resource management.
The unit initiates with the discussion of the documents that needs to be recorded to recruit a new
member of the staff. Impact of legal regulation of UK has also been discussed that have their
great impact on the recruitment and selection process of the organizations. Different theories of
leadership and the leadership styles have been argued upon in the report. The report also throe
some light on the adoption of the different leadership styles by the leaders according to the
situation. The later part of the unit argues about the teamwork and the assessment of the work
performance of the individual in the organisation.

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Task 1:
1.1 Prepare documentation to select and recruit a new member of staff.
Recruitment is the process of attracting the candidates for a vacancy available in the
organisation. There are many methods that can be used to recruit the candidates. It is the positive
process as it involves engagement of more and more number of people in the process. The
methods that can be used in an Airline industry for recruitment of a Cabin crew member are:
 Internal methods:
Transfer
 External methods:
Recruitment firms
Advertising
Job centers
Selection is the negative process after recruitment. It is negative in nature because it deals with
rejecting the irrelevant candidates and selecting the appropriate one. Following methods have
been used by British Airlines to select the employees. (Dale, 2003)
 Interviews: face to face interviews involves a panel that ask questions to the candidates
who have been shortlisted by their applications
 Application short listing: short listing of the CV’s according to the relevancy of the job
requirement is done by this method.
 Psychometric and aptitude tests: these tests are conducted to check the technical
knowledge of the candidates.
 Background verification: this method is used to verify the documents given by the
candidates. (Serge De Bock, 2016)
Job analysis: Job analysis is a way to generate information about the specific job. In this term
candidate or management properly analyse the respected job in their organisation and select
candidates according to that analysis. Before any confirmation job analysis is a essential part of
any organisation or recruits,where they gather proper information about the job related tasks.
Job analysis is divided into two part one is job specification or other one is job description. There
is a job analysis of cabin crew member where management set some responsibilities concerning
job and candidates requirements which are for the specific job.

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Job description of the cabin crew member:
Job description is the description of the roles and responsibilities associated with the job.
Designation: cabin crew assistant
Reporting to: cabin crew head
Roles:
 Greeting passengers and making them comfortable during the journey.
 Serving meals to the passengers.
 Demonstrating the safety procedures.
 Informing the passengers about the emergency.
 Producing written reports after the journey.
Characteristics required:
 Communication skills
 Excellent conversation skills
 Hospitality and greeting skills
 Should have the skill to deal with emergency situations
 Tactful, diplomatic and soft spoken
 Proper knowledge of the field
 Flexibility of working in unusual shifts
 Pleasant appearance with standard height (varies with airline to airline)
Job specification: It involves the qualification required for the job
Qualification:
 Graduate in hospitality management/tours and travel management
 Graduate with any subject having diploma degree of hospitality/travel and tourism/airline
courses etc
 Minimum experience in the same industry: 0-6 months
 60% and above in English in all grades of classes
(Dessler & Teicher., Dessler and Teicher, 2004)

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1.2 Assess the impact of legal, regulatory and ethical considerations that are needed for the
recruitment and selection process
Legal and regulatory framework of UK affects the functioning of each and every industry. The
Acts formulated by the UK government has its impact mainly on the HRM practices of the
organisation because the practices are directly to the employees of the organisation. The main
aim formulating the laws is tie safeguarding the rights of the employees and employers.
(Edenborough, 2005) Laws have been made for every process of HR department that needs to be
followed. Any illegal practice in recruitment and selection processes by the organisation would
be subjected to legal punishment. Therefore, it is necessary for the organizations to consider the
Acts framed by government before making the HR polices of the organisation. The Equality Act
2010 is the one which needs to be considered majorly for all the process along with recruitment
and selection. There are many other Acts like Racial Discrimination Act 1970, Sex
Discrimination Act 1975, the Employment Equality Regulation 20013, Race Relations Act 1976
etc that also needs to be considered. These Acts are formed to avoid the discrimination in terms
of caste, race, religion, colour etc among the employees at the time of selection and recruitment.
Impact of legal Acts on recruitment:
Job postings: According to the equality Act 2010, any airline industry of UK is not allowed to
post advertisement about the vacancy that give preference to any particular caste, colour, sex,
origin, religion, marital status, etc. (Www2.cipd.co.uk, 2016)
Impact of legal Acts on selection:
Interviews: It is illegal to ask the irrelevant questions to the candidates by the panel. It is
ethically and legally wrong to put questions that are directly or indirectly related to the caste and
colour of the candidates. Biasness should be avoided between the candidates. Any such practices
by the panel are legally not correct and candidate may file a case against the employer or the
panel to ask such questions. If the panel found guilty than they may be subjected to punishment
for breaching the law.
The Civil Aviation Regulatory Authority would be responsible for the maintaining the legislation
among the aviation industry in UK. (Gregory, 2013)