Leadership and Employability Skills

This assignment explores the crucial relationship between leadership skills and employability in today's evolving organizational landscape. It delves into various leadership theories and styles, highlighting their influence on employee motivation, performance, and development of essential employability skills. The assignment also addresses the ethical dimensions of leadership within human resource management, emphasizing responsible practices and sustainable development.

Working-with-leading-
people

TABLE OF CONTENTS
Introduction......................................................................................................................................3
1 .......................................................................................................................................................3
1.1Explain the importance of selection and recruitment process................................................3
1.2 Prepare documentation to select and......................................................................................3
recruit a new member of staff.....................................................................................................3
2. ......................................................................................................................................................4
1.3 Assess the impact of legal, regulatory and.............................................................................4
ethical considerations to the recruitment....................................................................................4
and selection process...................................................................................................................4
1.4 Evaluate own contribution to the selection process...............................................................4
3........................................................................................................................................................5
2.1 Skills and attributes needed for leadership............................................................................5
2.2 Difference between leadership and management..................................................................6
4........................................................................................................................................................6
2.3 Comparison of different leadership styles for different situations with suitable examples...6
2.4 Explanation of different ways to motivate staff to achieve objectives..................................7
TASK 2 ...........................................................................................................................................8
3.1 Benefits of team working.......................................................................................................8
1. ......................................................................................................................................................8
3.2 Working in a team as a leader and member towards specific goals, dealing with any
conflict or difficult situations ......................................................................................................8
3.3 Effectiveness of the team in achieving the goals...................................................................9
2. ....................................................................................................................................................10
4.1 Factors involved in planning the monitoring and assessment of work performance...........10
4.2 Assessment of the development needs of individuals .........................................................10
4.3 Evaluation of the success of the assessment process...........................................................11
Conclusion.....................................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
In an organization, the growth depends on working of individuals. It means employees
efficiency which helps the organization to earn profits. Through good selection process, qualified
and skilled candidates can be hired (Karp and Helgø, 2009). Leaders should possess good
communication skills. This report has been made on case study provided about PM company
where the CEO of the company having the responsibility to oversee overall management of the
business. The aim of this report is to show how work of employee, individually and in a team
helps the organization to increase productivity and an increase in profit margins.
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1.1Explain the importance of selection and recruitment process
Importance of selection and recruitment process is: Great and well-qualified employees- Through good selection and recruitment process,
qualified and skilled candidates can be hired. This in turn helps in meeting the goals of
the organization with quality work. Company needs the employees who can adapt
themselves to the changing environment (Mendenhall and Osland, 2012). For this
organization need to hire candidate who are multitasking and are well qualified. Proper
recruitment and selection process can contribute effective competitive role for PM
organization to develop effective competitive strategies. Further, it can help the
corporation to achieve better profit as comparison of other courier companies in the
nation (Cassidy, 2006). In addition to this, it can also aid in increasing efficiency and
performance of PM in the market.
 Reduction of cost in training and development- Company waste a large number of money
and time over training of employees. This affects budget of the company. So with proper
selection and recruitment, there can be saving lot of money and time of the company.
This can be done with off and on job training methods such as setting virtual lectures and
conferences to all the employees together. This can save a lot of time and money. In
addition to this, management of PM can select its candidate's from top colleges of UK
which can help to reduce their training and development cost. This way, corporation can
get skillful applicants to manage its operations (Fox, 2014).
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1.2 Prepare documentation to select and recruit a new member of staff
When selecting and recruiting, certain documents are given to the new staff to be appointed
in PM Company. They are:
Employment Contract- It is the written contract which ensures the terms and conditions are clear
regarding the job. This letter binds the selected employee to PM organization to give their
services. In addition to this, it presents the details of the contract and the salary details of
selected staff members.
Verification of candidates documents- Management of PM verifies documents of applicants in
order to validate its qualification. This is a necessary step to provide job for any type of
candidate's as per rules and regulation of government in the organization (Allen and
Hartman, 2008).
Candidates Brochure- When employees newly join to PM, they do not know what to do, where
there cabin is, and other essential things. These office brochures are actually the guidance to
them. This is the main document given to the candidate selected on the very first day (Day,
2014).
Offer Letter- Next comes the offer letter. This is also provided to the new employee by the HR
manager of company. This is the letter provided by PM to the best suitable candidate at the
time of their joining. This letter contains the basic functioning, policies, rules and
regulations that every employee has to follow in the office premises.
2.
1.3 Assess the impact of legal, regulatory and ethical considerations to the recruitment and
selection process.
There is positive and negative impact of legal, regulatory and ethical grounds to the recruitment
and selection process in the UK for PM Company. They are done on the basis of:
 Performance and Wage- Every organization gives incentives to its employees on the
basis of its performance. In addition to this, management of PM organization provides
bonus as well as extra time working pay to all staff members which create effective
impact on its image in the market. In addition to this, there are legal laws that safeguard
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and protect these rights of the individual and work on these legal and ethical grounds.
These regulations help PM company to build there goodwill. It also helps in joining of
employees and clients feel safe being the member of PM organization. However, it also
increases expenditure and documentation activities which create negative impact to
manage its organizational selection and recruitment activities in the organization
(O'Leary, 2013).
 Equality- It produces positive impact on hiring process of PM organization in the nation.
In addition to this, it help to build effective image in the market. Generally, There are
many legal laws that safeguard and protect women from all kind of threats such as
sexual harassment. So it PM work on these legal and ethical grounds to avoid legal
obligations. If the company does not follow these rules, then its goodwill is at stake and
then market image of firm can be damaged. It can also affect the performance of the
company (Mendenhall and Osland, 2012).
 Discrimination- Government of United Kingdom compel the management of United
Kingdom to follow the proper rules and regulations regarding discrimination. These
policies creates effective impact to select skillful candidate's. If the company does not do
discrimination with its employees then it help to increase respect towards the firm
(Campbell, 2007) This process also aids to increase its efficiency of PM organization
which bring positive impact in the market.
1.4 Evaluate own contribution to the selection process
I being a CEO of PM company, my contribution to the selection process will be:
First impressions can be so powerful that most interviewers make judgments regarding a
candidate in the first 30 seconds of an interview. I had tried to overcome those first impressions
and use well thought-out, structured questions to assess the candidate’s ability to do the job. I
was instructed to ask posed questions that can detect how the candidate might act under pressure.
I found the best way to do this is to take note of non-verbal communication and body language.
The best candidates made eye contact, maintained a straight posture and listen intently.
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i have to be as prepared as the interviewer. Before starting the interview, I should carefully
review the candidate's cover letter, resume, background information and references. It is
important to keep questions focused and relevant so they are tailored to individual job
candidates.
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2.1 Skills and attributes needed for leadership
According to the given case study, PM Company is facing various issues in its
administration and leadership management. Therefore, there is requirement of presenting skills
and attributes that are required for implementing effective leadership in an organization. Some of
them have been discussed below:
 Building team: If the initiative has been taken by PM to work in an areas, for instance,
delivering and parceling, allocating works and designing work plan, in a team, then things can be
improved (Chatzoglou, 2008). However, in order to achieve things in a team, a need for effective
leader is there. He is required to play role of managing and making other people work in a team
to achieve the desired goal.
 Communication and interaction: The another skill which is required to become a good
leader is a communication skill. All the aspects which are crucial for the organization are
required to be discussed and transmitted appropriately at all levels of the enterprise. It is required
to meet the proper flow of work at the company.
 Decision making attributes: A leader is well known for the decision making skills. To
take a proper solution for the benefit for all the working of the company, a leader must possess
an attribute of taking effective decision.
 Attitude of making decision: Imparting only a solution is not sufficient. A manager is one
who is successful to do the different job functions such as hiring, selection, training etc. A right
attitude at the right place for the appropriate work helps an individual to emerge as a good leader
in the organization.
 Skills for conflicts management: PM is a leading courier industry and therefore, there is
need for a leader to develop a skill of managing any conflict that arises among team members.
Dealing with any of the conflict that arise in the organization is considered as one of the
significant attribute and skill of a leader (Chatzoglou, 2008). Since, there are various issues that
are encountered as a part of regular activities of the organization. A manager who is acting as a
leader must be fully aware and possess this skill as well.
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The above mentioned points depict skills and attributes that should be required by the
manager acting as a leader in PM.
2.2 Difference between leadership and management
In an organization, the terms, leadership and management, are used interchangeably. But,
in real sense, these are two different aspects and possess following points of differences. It has
been depicted in the table given below as follows:
Management Leadership
Management is defined as a process of
carrying out functions such as planing,
organizing, directing and controlling. It is vital
in the sorganization for achieving common
goals.
The term leadership is defined as an ability of
making other people work in an organization. It
is a way to make employees motivate and
influence to work for the achievement of
common goal or objective.
The main motive of implementing
management in an organization is to do work
for effective achievement of different tasks
assigned to different members of the
organization.
In contrary to that, leadership focuses only on
directing and moving to lead employees.
The role is majorly played by managers who
allocate work to the subordinates in order to
accomplish different organizational objectives
(Cassidy, 2006).
The role is majorly played by an individual
who play role of acting as a leader. The core
lies in making his followers work to do
different organizational tasks.
Table 1: Difference between management and leadership
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2.3 Comparison of different leadership styles for different situations with suitable examples
Different leadership styles for different situations in an organization has been compared.
As analyzed from the given case study, PM company is facing various challenges. These are in
the form of poor administrative and management system of the organization. With the help of
proper leadership style, the PM Company would effectively being able to manage and bring new
things to lead team (Allen and Hartman, 2008). Therefore, it is suggestible for PM Company to
make use of transformational leadership style. This style is adopted to recruit employees who can
influence other manpower. This is required to bring overall productivity and participation of the
employees.
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The another style of leadership is autocratic which can be further used by the manager for
number of clients. It is required to meet the work load of an organization (Baker, G. and Henson,
2010). In this accord, there is need to implement the changes for increasing productivity and to
ensure all the staff for making decision (Schoemaker, Krupp and Howland, 2013). Therefore, in
this regard, autocratic leadership style is considered as the most best way to ensure effective
decision making of the organization.
In this chain, democratic is another style of leadership, which can be followed for
conducting the work. This is a new style where work of employees can be increased to enhance
the comfort level of new personnel (Caldwell, 2013). Thereby, leads to do task and
responsibilities achievement in more effective way. Creation of better communication among the
new hired employees and existing senior members at the PM Company.
2.4 Explanation of different ways to motivate staff to achieve objectives Training and development programs: As given in the case study, 100 staff from this
courier company had resigned. PM Company is in continuous requirement of undertaking
and learning new methods of training and developing staff. It is likely to increase their
interest in work and make them give enhanced benefit effort for working. Job redesigning: Redesigning is the attempt which is helps to motivate a new staffing an
organization. It is to motivate managerial skills and abilities. This has been achieved with
the help of activities such as job enlargement, enrichment and rotation. Sharing profit- Monetary reward is considered as one of the form of motivation. It is to
motivate employees (Campbell, 2007). Regarding this, doing activities such as providing
salary, incentives etc. sharing of other benefits can also be carried out to motivate the
workers.
 Recognize Achievements – It can be considered as one of the best possible way to
influence the employee to work in more better way. This can be done by using an
strategy of employee-of-the-month or star performer awards. identifying team as well as
individual attempt leads to improvement of morale. it also gives a encouragement to the
new employee hired recruited by PM Company for doing its activities and work.
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TASK 2
3.1 Benefits of team working
There are many benefits of team working in the PM organization which described below
in the paragraph.
 Increase in performance and productivity- Team working can contribute effective role
for organization to increase performance and productivity of PM organization by sharing
work with team workers. In addition to this, it can provide optimistic reliability to
increase speed of staff members in the organization. (Baker and Henson, 2010). Team
working supports in reducing the weaknesses of other employees of the team.
 Betterment in communication- Team working can help to connect a better interpersonal
communication among the team members by sharing their ideas and thoughts. Further, it
can reduce hesitation with their senior members and team members to explain their
concepts in the PM organization (Teamwork Theories, 2015). In addition to this,
effective communication with consumers can help to enhances the frequency of clients
in the corporation.
 Amendment in clinical judgment- By engaging team members at PM Company, leads to
sharing of information and ideas among team members. With this, they can equip to
make better decisions regarding benefit of service users. In addition to this, experienced
employees and managers of PM organization can contribute effective role to guide new
recruited staff by proper sharing of information for courier service company (Adair,
2013). So this process can help in taking effective decisions for better for future of
organization in the logistics market.
1.
3.2 Working in a team as a leader and member towards specific goals, dealing with any conflict
or difficult situations
From the given case scenario it has been found that PM Company is now facing the
various problems regarding the different business operational activities. To solve such types of
issues, a effective team work is require where the team leader and its members will playing
different kinds of roles. These roles are as follows.
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 Coordinator: Here, the team leader has responsible and dedicated towards the objectives
of business of PM Company (Cartwrigh, 2002). He has given the motivation and provide
the guidance to the team members whenever required. Shaper: The following person has allotted the roles and responsibilities to the team
members according to their capabilities and skills. This person has very much focused
and showing the commitment towards the complete the work within the given time
duration (Chatzoglou, 2008). Resource investigator: This person has identified the various opportunities for the
growth of the company as well as develop the contact with the various organizations. He
is also responsible to determine and allocation of resources whenever required. Implementer: This person has execute the ideas into the action or it can be said that it has
give the shape to the suggestions or ideas of the team into reality (Gravells, 2010).
 Finisher: These people are completing the work which was allocating by them to their
team leader within the given time duration.
3.3 Effectiveness of the team in achieving the goals
The effective team working assist the company to meet the objectives and aim of
business in more appropriate manner. With the help of this, the new ways can be easily find out
to solve the issues related to operational activity of the organisation (Dransfield, 2000). In the
case of PM Company, to resolve the different problems, a effective team work has required
because it help the company to re-established the firm objectives in new form. The effectiveness
of the team in PM Company to attain the goals is as follows.
 Team members should having the clear vision towards achieving the objectives of
business.
 The roles and responsibilities of every team members should be clear and transparent.
 Optimum utilization and allocation of resources to attain the goals of PM Company
(Epstein, 2008).
 There should be required to give the proper training and knowledge to the team member
to face the challenges as well as solve the issues during work.
 The effective team working has improved the productivity and quality of work.
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2.
4.1 Factors involved in planning the monitoring and assessment of work performance
There are various factors involved in planning the monitoring and assessment of work
performance of PM Company employees which are as follows. 360 degree feedback: It helps in monitor and assess the performance of staff. In this
context, PM Company should use 360 degree feedback process for every employees
(Johansen, 2012). This help in knowing the major core competencies, strengths and
weaknesses in the workers on individual manner. Benchmarking:By developing some sets of benchmarking, PM Company can easily
monitor the performance of the every staff members in most effective manner. Under this
method, the performance can be judge by comparing the actual performance with the
expect performance. It has define the gap or lacking areas in working method of
employees (Khan and Sheikh, 2012).
 Code of practices and procedures: By developing some code of practices and
procedures, PM Company can monitor and assess the performance level of workers. The
set code of practices will be followed by every employee during the work. On the basis of
working pattern, the performance will be evaluated (Leatherman, 2008).
4.2 Assessment of the development needs of individuals
For the assessment of the development needs of individuals of PM Company, a proper
and appropriate plan has required (Cassidy, 2006). It can be developed on the basis of learning
styles, understanding capabilities, coordination with the other workers etc of individual person.
The assessment plan of the development needs of individual is showing in below table.
Activities Descriptions
Determination of
needs and account
of development
Here, those elements and factors have identified which promote the
development need of employees on individual bases. The component of
raise the need of development may be absent of the skills, miserable
performance, in-coordination between the team members etc (Deckop,
2006).
Choice of learning
style and process
Here, the learning style and process of learning has selected on the bases
of individual manner. According to the identified needs, the training
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program will be developed (Humphris, 2013).
Formulation and
implementation of
leaning plan
In this stage, the development plan formulated and implemented for the
employees of PM Company (Kumar, 2010).
Encourage
individual for
lifelong learning
Here, the company will motivate to each employee to adopt the continuous
learning because it help in dealing with the various problems within the
firm (Cartwrigh, 2002).
Recording,
monitoring and
evaluation
Under this step, the performance level of each and every employee has
recorded in the proper formate. For judging the performance and
knowledge of staff, the various tests and methods will be used.
4.3 Evaluation of the success of the assessment process
The above table has related to the plan of assessment of development need of the
individual employee of PM Company (Gravells, 2010). For evaluation of the success of the
above stated plan, PM Company can evaluate the success of plan by judging the performance of
the employees. For this, organization can give them a situation or task related to the work place
and assess their actions and behaviour on it. The modification in behavior as well as
productiveness of the workers can also assist in evaluation of assessment process. The success,
growth and opportunities are also helps in evaluation of the plan (Leatherman, 2008).
CONCLUSION
It can be concluded form the report that working and leading people within a corporate
organization is not an easy task. This is as skills and knowledge is needed for working with and
leading people, through understanding the importance of recruiting the right people for the right
job. The same concept applies to PM company which is a one of the largest courier firms in UK.
Following a proper process of selection helps in increasing the productivity of the organization
with effectiveness and efficiency within sales and other department.
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REFERENCES
Journals and Books
Adair, J., 2013. Develop Your Leadership Skills. Kogan Page Publishers.
Allen, S. and Hartman, N., 2008. Leadership Development: An Exploration of Sources of
Learning. Advanced Management Journal. 73(1). pp.10-19.
Baker, G. and Henson, D., 2010. Promoting employability skills development in a research‐
intensive university. Education + Training. (52)1. pp.62 – 75.
Butler, C., 2009. Strategy. Leadership & Organization Development Journal. 30(7). pp.687 –
688.
Caldwell, R., 2013. Change leaders and change managers:different or complementary?
Leadership & Organisation Development Journal. 24(5). pp.285-293.
Campbell, C., 2007. On the journey toward wholeness in leader theories. Leadership &
Organization Development Journal. 28(2). pp.137 – 15.
Cartwrigh, S., 2002. Human Resource Management. Mittal Publications.
Cassidy, S., 2006. Developing employability skills: peer assessment in higher education.
Education + Training. Vol. 48(7). pp.508 – 517.
Chatzoglou, D. P., 2008. Enhancing performance through best HRM practices, organizational
learning and knowledge management: A conceptual framework. European Business Review.
20(3). pp. 185–207.
Day, R. D., 2014. Leading and managing people in the dynamic organization. Psychology Press.
Deckop, R. J., 2006. Human Resource Management Ethics. IAP.
Dransfield, R., 2000. Human Resource Management Studies in economics and business.
Heinemann.
Epstein, J. M., 2008. Making Sustainability Work: Best Practices in Managing and Measuring
Corporate Social, Environmental and Economic Impacts. Berrett-Koehler Publishers.
Fox, A., 2014. Book Review: Leading and Managing People in Education.Educational
Management Administration & Leadership. 42(4). pp.593-595.
Gravells, A., 2010. Delivering Employability Skills in the Lifelong Learning Sector. SAGE.
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