Introduction to People Organisations and Management

This report covers the importance of human resource planning, recruitment and selection process, job analysis, and more in People Organisations and Management. It includes a case study of Buni Travels and their approach to HR planning and recruitment. The report also discusses the effectiveness of recruitment, appraisal, and people management.

Introduction to People
Organisations and
Management

Table of Contents
TASK 1............................................................................................................................................3
Introduction .....................................................................................................................................3
TASK 1 ...........................................................................................................................................3
The key characteristic of the chief stages of designing effective selection and recruitment
procedures and the differing orientation on organisation and employment................................3
Conclusions......................................................................................................................................6
TASK 2............................................................................................................................................6
Introduction......................................................................................................................................6
How to conduct job analysis? .......................................................................................................6
Conclusion ......................................................................................................................................8
REFERNCES...................................................................................................................................9

TASK 1
Introduction
People refers to the employees or the workers in any organization or industry.
Organization is the group of such working employees with a particular purpose. To complete any
task within time, management of employees and organization is essential(Bals and et al, 2019). It
is the administration of any organization, whether it is a business or a non-profit organization.
Buni Travels is the chosen organisation for this report. It is a localized travel agent headquartered
in Bolton UK, relatively small work force which has been employed with a conventional
personal department. This report involves the description of:
TASK 1
The key characteristic of the chief stages of designing effective selection and recruitment
procedures and the differing orientation on organisation and employment.
Human Resource Planning is the activity of forecasting the future needs of human
resource of the company and determining that how capable the existing human resource is to
fulfil these requirements in the company.
Significance of Human Resource Planning:
Human resource planning in context to Buni Travels:
 Human resource is the critical asset to the prosperous growth, development, and
placement of the firms in the market for the Buni company.
 The human resource is planned scheme and remains an intrinsic component in the
company for the firms that run within the Buni industry.
 Buni carry out human resource planning by identifying and hiring people with the
required skills. In addition, it use motivational methods to raise the performance of its
employees.
 Buni travels adopted a conditional approach in carrying out the human resource planning
based on long range and short range corporate strategic planning.
 Buni travels normally recruit well skilled human resource in to their firms. The hiring
process is an industry wide approach that is based on the individual concepts of human
resource planning in any commercial enterprise.

Different process of recruitment
 Identify the hiring needs: Determine how many employees are there within the
organization and how many new how many new hirings are required. Buni travels
regularly checks the vacant positions so that it can look for the new hiring at time.
 Prepare job description: It includes the required job role, responsibilities, and duties. Buni
travels prepares the job description which includes the job profile, responsibilities,
essential qualifications, skills and location for the required position.
 Device recruitment strategy: In this step a company determines how to pull in and hold
the perfect candidates. Here, a company consider how it can find a possible candidate for
the organisation. Buni travels considers, geographical area, method of recruitment (social
media, employee referrals, video interviews, etc.), create advertisement for applicable job
and ways for advertise a job post(job boards, social media, etc.).
 Screening and shortlist candidates for interview: In this step, a company go through the
applications and separates those resume for the interviews which is fit for the required
position. Buni sort the application first with minimum qualifications, then with required
skills and then with the experience and certifications.
 Interview: This is the step when company calls the relevant candidate for the interview in
which they asks the required questions according to the job role and then hires the person
who has potential skills and who make a good impression. Buni travels asks question
regarding travelling, previous working experience and focuses at the confidence level of
the candidate(Vanderhorst and et al, 2021).
Different process of selection:
 Job design: In this stage task is reviewed and accordingly decision are taken about how to
complete all the work needs. Buni make it clear that the work will be accomplish more
expeditiously in terms of cost and timings.
 Position description: It is the formal representation that scribe a job. It should be updated
regularly. Buni updates it according to the change in responsibilities required for any
position.
 Forming a selection committee: It shows a variety of ideas regarding a particular position
requirement or incumbent . Buni selects diverse members such as: peers, customers,
supervisors, etc.

 Recruiting: The purpose of any hiring effort is to cast a broad net in places where there
are likely to be well-skilled applicants. Buni includes limited information on filling out
the Posting Request form within PageUp in this step.
 Initial screening of candidates: It is conducted to determine if an applicant is qualified for
a job or not. Buni go through all the applications and carefully shortlists candidates for
further process.
 Final interview: It is the final step in which company calls the shortlisted candidates to
asks them required questions and then selects the candidates who fits for the job role.
Buni takes on campus interviews.
Features of designing stages of recruitment and selection:
 Plan development: Properly plan how to chose candidates for vacant positions. It
involves analysing vacancies, job description, qualifications and skills needed.
 Establishing a strategy: Various factors are advised, like whether or not to prepare the
applicants themselves or recruit from outside or to check the recruitment sources that are
accessible and find the most suitable among them.
 Searching process: Searching involves pull in the candidates who are seeking jobs
through social media, job boards, etc.
 Screening and Short-listing: This is a revaluation process. Once the applications comes to
the recruiter he seems the resumes of each candidates. A second round could be
conducted if the organization wishes, to shortlist the candidates.
 Evaluation: It is necessary to list down where the costs were received throughout the
recruitment procedure and to take ways to control them. These generally include: costs
incurred in advertisements, salary to the recruiter, and other hiring methods, outstanding
and overtime costs while the positions were vacant and
cost of the time exhausted for developing a plan and strategies of hiring(Peeters and
Widlak, 2018).
Different prospectives on employment and organization:
 Unitarism: Unitarism consist of staff and management members sharing a common goal,
through their trueness towards the organization. Companies who use this
conceptualisation depends their work location on strong sense of competition between the
employer and employee, which allows individuals to focus on the primary aim.

 Pluralism: Pluralism frame of remark focuses more on collective bargaining and
compromising as it identifies different interests within sub-groups can be the reason of
conflict, primarily between trade union and the management
 Marxism: Marxism defines that employees and employers are conjugate to have conflict
due to the result of socialism. This focus on the content of control as most essential, to
the industrial terms and the employment relation.
Conclusions
From task 1 you can get all the information regarding importance of human resource
planning in an organization, process and features of recruitment and selection in companies and
prospectives on employment and organisation.
TASK 2
Introduction
Job analysis plays an important role in recruitment and selection process. It helps to
assure that the correct person is selected for the right job. This analysis considers the skill,
knowledge, roles, responsibility and process to make a job description. It provides the basis for
evaluating the candidates job profile. In this report, the BUNI TRAVEL is opted as a company,
situated in Bolton. It helps the consumer to plan a trip according to their needs and
preferences(Klein, Ramos and Deutz, 2022).
How to conduct job analysis?
The job analysis can be conduct through a process, explained below:
 Job requirements- The job analysis helps you to understand the working of the
company. This determines the skill required, responsibility, potential competencies
needed for a job role.
 job descriptions- It is a document which involves the role, duties, responsibility,
position, the all essential information regarding the job in detail. Basically, it explain hoe
to perform the job.

 Determine the outcomes obligatory for the job- Identify your results and compare it
with the organisation goals and objectives. Determine the value you expect for this role
ans allows you to support your organisation objectives.
 Study the job effectiveness- To know the requirements of your organisation. Whether
there are task pending or position vacant for which the employee should be hired in order
to complete it(Karim, Techera and Al Arif, 2020).
 Determine the skills and training required- It is to identify what the skills are
required&how you trained the employee which help them in their job role.
 Salary structure- job analysis helps you to know your job salary by comparing it with
similar job factor.
 Develop the job analysis- As the employees needs get change, assure that the job
analysis should be kept on changing time to time.
Prepare job description and persons specification
JOB SPECIFICATION
Position: Travel Adviser
Qualification:
 Diploma in travel and tourism
 Bachelor’s degree in event management
Experience:
 Internship as a travel advisor
Skills:
 Technical skills- Microsoft office
 Team leader skill
Responsibilities:
 Examine approximately the good travel packages
 plan a travelling programme from initial to final destination including fare ticket,

accommodation and many more.
 Assure proportionality and collect payments.
 Provide the relevant information to the travellers.
 Set up and modify electronic evidence of candidates.
PERSON SPECIFICATION
Essential requirements:
 Diploma or Bachelor degree in event management.
 Technical skills
 certificate programme of travel advisor.
Desired requirements:
 should be organised to work at professional level.
 Must have administration skills
Importance for job description and person specification for job recruitment and how it
helps in increasing the effectiveness of process and company
The job description and person specification is important for recruitment because it
clearly defines the job requirement and helps to choose the right person for a right job.
 Suitable candidate: with the reference of job description and person specification,
determines the right candidate for the right job. As according to the Buni travel's job
requirement selected people will apply and on the persons specification basis the right
people will select for the right position. The person with the knowledge of travel and
tourism will help the organisation to achieve there goal.
 Sorting out: Through mentioning the job description it would accent on the
responsibility that a person is going to perform. Lots of people are seeking for a job but
only those person will apply who thinks they are the best suited for this Buni travel job

requirement. As the only selected person will apply which saves the time of the
organisation(Kaine and Josserand, 2019)..
 An idea about the job: A candidate will get the knowledge about the job profile so they
can prepare well for the interview. In job description the Buni travel has mentioned their
profile through which candidate can do preparation.
 Resume: Through a job description a person can change their resume by highlighting the
key points. In accordance with Buni travels, the candidate can highlight their skills and
learning related to travel and tourism course. It helps the company to easily opt a right
person for right job.
 Understanding Responsibility: with the help of job description and person
specification you can identify your job position and responsibility. The work you have to
perform in the organisation. In the consideration of Buni travels , the candidate can get
hired for travel guide, planner, consultant and many more position.
 Details : The job description and person specification provide you the important
information, therefore it is necessary for candidate to read properly. In the relation of
Buni travels, the candidate can get the important information in the job description and
the salary also mentioned there. The interested candidate will only apply for this job.
Effectiveness of recruitment as well as appraisal & people management
 Effectiveness Of Recruitment Process considers both the internal as well as external
sources for hiring a candidate. It influence the current employees to recommend a people
for this job.
 Effective Appraisal plays an important role in developing the employment skill. It
involves the monitoring of employees work and compare it with the goals. By appraising
the employee, they can get motivated and work more properly.
 People management is a part of HRM. It determines the engaging of employees,
coordination between the employees . It includes the training, directing and motivating
the employees to maximize the quality of work

Conclusion
It is concluded that the job analysis plays a major role in recruitment process. This helps
the candidate as well as organisation to select a right candidate for the right job. The job analysis
includes the job description and persons specification. This are used for the candidate to apply
for the proper and suitable job where they think they will perform the duties properly. The
person specification help the organisation to identify a right person. In a nutshell, this is
beneficial for the organisation as well as candidate.
REFERNCES
Books and journals
Vanderhorst and et al, 2021. Strategic framework of Unmanned Aerial Systems integration in the
disaster management public organisations of the Dominican Republic. International
Journal of Disaster Risk Reduction, 56, p.102088.
Klein, N., Ramos, T.B. and Deutz, P., 2022. Factors and strategies for circularity implementation
in the public sector: An organisational change management approach for
sustainability. Corporate Social Responsibility and Environmental
Management, 29(3), pp.509-523.

Bals, L. and et al, 2019. Purchasing and supply management (PSM) competencies: Current and
future requirements. Journal of purchasing and supply management, 25(5), p.100572.
Peeters, R. and Widlak, A., 2018. The digital cage: Administrative exclusion through
information architecture–The case of the Dutch civil registry's master data
management system. Government Information Quarterly, 35(2), pp.175-183.
Jakobsen, M., and et al, 2019. Educating management accountants as business partners:
Pragmatic constructivism as an alternative pedagogical paradigm for teaching
management accounting at master’s level. Qualitative Research in Accounting &
Management.
Klikauer, T., 2019. A preliminary theory of managerialism as an ideology. Journal for the
Theory of Social Behaviour, 49(4), pp.421-442.
Karim, M.S., Techera, E. and Al Arif, A., 2020. Ecosystem-based fisheries management and the
precautionary approach in the Indian Ocean regional fisheries management
organisations. Marine Pollution Bulletin, 159, p.111438.
Kaine, S. and Josserand, E., 2019. The organisation and experience of work in the gig
economy. Journal of Industrial Relations, 61(4), pp.479-501.