Recruitment and Selection Practices

This assignment delves into the crucial aspects of recruitment and selection within organizations. It examines various stages of the process, from initial job analysis to final candidate onboarding. Key topics covered include sourcing candidates, assessing skills and experience, conducting interviews, background checks, and legal compliance. The assignment emphasizes best practices for creating a positive candidate experience and building a strong talent pipeline.

WORKING WITH
LEADING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Documentation to select and recruit new people..................................................................1
1.2 Impact of legal, ethical and regulatory considerations to the recruitment and selection
process.........................................................................................................................................2
1.3 Taking part in selection process............................................................................................2
1.4 Own contribution to the selection process............................................................................3
TASK 2............................................................................................................................................3
2.1 Skills and attributes needed for leadership............................................................................3
2.2 Difference between leadership and management..................................................................4
2.3 leadership style for different situation...................................................................................5
2.4 Ways to motivate staffs in order to achieve objectives.........................................................5
TASK 3............................................................................................................................................6
3.1 Benefits of team working for a company..............................................................................6
3.2 Working in a team as a member and leader towards specific goals dealing with conflicts. .7
3.3 Effectiveness of team in achieving set goals.........................................................................7
TASK 4............................................................................................................................................8
4.1 Factors involved in planning the monitoring and assessment of work performance............8
4.2 Assessment of development needs of individuals.................................................................8
4.3 Success of assessment process..............................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is crucial for every firm. It involves process of selecting,
recruiting and training people as per company demands. It teaches procedures and practices that
are used for choosing workers for company. It helps to understand legal issues that are associated
with selection and recruitment procedures. These processes needs to be fair and everyone must
get equal opportunity to get selected for a particular post (Daley, 2012). Leaders needs to have
certain specified skills and must be able motivate. One of the largest parcel firm of UK is United
parcel Services. This report focuses on managing human resource in parcel industry. It also
highlights the ways in which leaders can helps workers by making them work in team and assists
in performance appraisal process. Report showcases that proper training needs to be provided
apart from reward so as to achieve maximum productivity of an employee.
TASK 1
1.1 Documentation to select and recruit new people
There are various kinds of documentation that needs to be done in the process of
recruiting and selecting new staffs. Two kinds of documentation includes:
Job description: This post is for job of Customer service Assistant in the company. The duties
for person at this post includes helping customers with providing knowledge how there goods
can be parcelled. One of the prime responsibility of Customer service assistant is to be vigilant
on the latest norms and rules of deliveries. They must try to provide best possible effort in order
to increase the customer base by convincing people to use company services more and more.
Person specifications: Individuals that are applying for this job should be interactive and must
poses good inter personnel skills. Communication standards of applier must be highly good and
must have command in English language with politeness in tone. In order to maintain employee
standards the individuals must be looking smart. Selecting procedures includes testing the
convincing power of the applier (Albrech, 2011). They must have good idea of how to sell
products in the supermarket. Educational qualifications is not very necessary but must have
completed basic studies up to graduation successfully. Candidates having higher marks in
English language will be preferred over others.
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1.2 Impact of legal, ethical and regulatory considerations to the recruitment and selection
process.
The selection process must be done citing all regulation and labour laws that includes the
rules related to selecting employee. These rules are made by government of England. It must be
checked that there is no discrimination on the basis of creed, colour, sex, religion or race.
Interviews must not include objectionable question. Job offering and wage setting should be
based on capabilities and skills of individuals. Males and females must be given same amount of
work (Kehoe and Wright, 2013). One of the aspect of selection process is that it must be clean
and clear. There must not be any member in the recruitment panel who has blood relation with
applied individuals. There must be proper checking of the appliers background regarding any
criminal records of candidates. These company has to provide equals opportunities to candidates
coming from different backgrounds of the society and are following different cultures.
1.3 Taking part in selection process
There are several process that needs to be done in order to select perfect candidate for
company. These steps ensure that all rules and regulations have been addressed and there is clear
approach in recruiting a candidate. The stages or process involved in the selection process are as
follows:
Invitation of applicant: It is important for company to notify details of job description so that
appropriate candidate can apply for the post. Application must include all the basic details of
qualification and personal details. It also includes experience declaration.
Screening of candidate: After receiving applications, there must be proper screening of
candidates. Screening is good when there are large number of applications received for the
company. It must be shortlisted after screening details of applicants like their qualification
details.
Personal interview: There is a panel that is assigned for this job. The role of this panel is to
check communication skill of candidates (Mendenhall, 2012). They judge by overall evaluation
of the candidates approach towards solving a problem, convincing skills and behaviour.
1.4 Own contribution to the selection process
Human resource manager plays an crucial role in process of selecting and recruiting the
candidate for company. Managers decides all the steps that are involved in recruitment
procedures. They also set minimum criteria for selecting a candidate. It helps in screening best
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possible candidate from large set of candidates. Any absence of human resource manager from
process of recruitment will lead to ineffective results for the company. As managers have more
knowledge about rules, regulation, processes that needs to be done so as to make recruitment
fruitful (Knowles, Holton and Swanson, 2014). They also have greater knowledge about job
specification. Managers can evaluate candidate's skill and potentials in a more proper way than
other members of recruitment team. They assists the team to conduct these process in a more
channelised so so that whole process remains clear. So it is essential that human resource
manager must take part in recruitment process.
TASK 2
2.1 Skills and attributes needed for leadership
Leaders are r3esponsible for taking their companies to new heights. They plays crucial
role in achieving all task performed inside the company in a successful manner. They must have
varied and flexible skills that helps them to tackle various arisen situations. Some of these
qualities and skills are as follows:
Excellent communicator: Leaders have the role of talking to their employees on regular basis so
as to understand their personal and professional problems. They needs to poses excellent
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source 1: Human resource management

communicational skill so as to become a effective leader. This helps staffs to understand the
companies goals and workers responsibilities in a proper way. It helps to remove confusions
from their minds.
Motivator: A leader must be an excellent motivator. Employee needs this motivations from time
to time. This helps them in increasing their productivity and aligning them with path that they
need to follow in order to achieve organisations business objectives (Werner and DeSimone,
2011). Leaders of United parcel services has to inculcate this skill so as to increase the
motivational levels of employee.
Responsibility: Leaders should take responsibility of the whole organisation. They must take
ownership of completion of assigned task. They must take care of responsibilities that is assigned
to him as well as responsibilities of others.
Positivity: Leaders must have positive approach towards facing situation. It is one of the basic
quality that a leader must have poses so that there business can grow (Hendry, 2012). Their
positive approach leads to creating positive environment at workplace.
2.2 Difference between leadership and management
It is very often that management is understood as leadership. Management and leadership
are two different traits and plays important role in the enterprise's growth. There roles and
difference between these two and this can be understood by following points:
Leadership Management
Leadership is a procedure that includes use of
tools, concept and techniques so as to influence
workers and providing them a path for
achieving business goals and objectives.
Managing all operations of the firm is one of
the key responsibilities of management.
Leadership is a concept that is narrower than
management.
Management is much more broader concept
than leadership.
Leadership concept primary focus is
understanding the needs of the workplace and
employees
Management concept focuses on firm's
structure rather than on workers.
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Leadership is responsible for innovating new
ideas in order to tackle any situation.
Management is responsible for administering
these situations.
Leadership concept applies when there is
originalities in the approach
Management concept is based on working
under prescribed guidelines.
2.3 leadership style for different situation.
There are large number of situation that arises in the business procedures on daily basis.
They follows different kinds of leadership style which varies from leaders to leaders. They use it
as per situations arisen (Bratton and Gold, 2012). Approach of leadership is always influenced by
the culture followed in the organisation. They change it achieve better results. They are
following types of leadership:
Teamwork leadership: This type of leadership influences workers to work as team in order to
achieve better results and leaders act as a coordinator of team. Productivity of company can be
increased when employee starts working as a team (Guest, 2011). It helps in achieving better
results from the employees. They learn from each other.
Autocratic leadership: This kind of leadership is followed when there is a chaos in the
operational procedures. Subordinates are not involved in decision making process. Leaders act as
a controller and punishes employees in case of failures.
Free-rein leadership: In this kind of leadership leaders have little role in the decision making
process and workers have been provided with the authority of taking decisions (What is the
difference between leader and manager?, 2017).
Participatory leadership: As suggested by name, under this kind of leadership, employees gets
equal opportunities to have their say in the decision making process.
2.4 Ways to motivate staffs in order to achieve objectives.
Employee motivation is important for company so as to increase the productivity of
organisation. It is leaders responsibility to motivate individuals. There are various ways that
company leaders uses to motivate their employees.
 Clear vision: Company must provide a clear vision of company to their employee. It
eliminates confusion from the minds of workers. These vision must be in order to grow as
a firm.
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 Effective communication: Clear communication helps company in motivating
employees. It also eliminates various confusions arisen in the worker's mind regarding
their responsibilities. It helps to resolve conflicts between employee and workers.
 Proper training: Developmental program needs to conducted on regular basis. This
includes skill development training.
 Rewards and appraisals: Time to time appraisals of the employee performance and
rewards distributed on the regular basis helps leaders to motivate staffs (Costen, 2012).
These rewards can in form of monetary benefits or promotions.
 Participatory leadership style: Involving subordinates in decision making process helps
to increase the motivational level of theirs as they feel themselves as an important share
holders of the company.
TASK 3
3.1 Benefits of team working for a company.
From the era of industrialisation trends of working as a team has increased. They started
understanding benefits of working as a team. This not only decreases the burden on the shoulders
of a single individual but also helps to increase the knowledge and skill of the employee as they
can learn from each other (Taylor, 2014). End results can be achieved in a better way while
working as a team. Some of the benefits of working as a team can be understood by these points:
 Foster creativity: When employee starts working with each other then they can
exchange their ideas, experience and approaches with each other. These sharing helps in
fostering creativity of an employee that helps in resolving problem in a better way.
 Build trust: When there are large number of employee working together feeling of trust
is being is generated in between them. This helps in achieving business objectives in a
proper way. These trusts on each other reduces conflicts (McGraw, 2013). These trusts
helps company in working in a more friendly environment that helps in enhancing their
capacity.
 Encouraging risk handling capabilities: Working in team enhances the ability of an
employee to handle risk and hence increasing their output.
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 Increases innovation: When different minds works together then there is generation of
new ideas. Exchange of thoughts helps to increase the creative ideas of every team
member.
 Provide better solution to problems: Working as a team helps to give number of
solutions to a posed problem and then one most effective solution is found out for the
problems.
3.2 Working in a team as a member and leader towards specific goals dealing with conflicts
As it can be seen in the above report that working as a team has so many benefits. So
developing team is necessary. There must be a team lead3er that guides, motivates employee so
as to achieve results in a smoother way (Shackleton, 2015). Working as a team increases the
productivity of each employee. Importance of working as a leader and member can be
understood by these following points:
Ideas: One of the basic advantage of working as a team is that it provides creative ideas to
solving a problem at various situations.
Support: Working as a team member helps to support each other while achieving any specific
goal in complex situations (Kenny, 2011). Every member helps others in their task which also
results to personal development of each staff.
Efficiency: Working as a team member helps other in increasing their efficiency and hence
standard services and products can be generated. At the same time it saves lot of time and money
of the individual and leader.
Leader as a builder: It is role of a leader to make an effective team. They have a role of
directing team towards a particular direction so as to achieve the goals smoothly.
3.3 Effectiveness of team in achieving set goals
It has been understood in the above part of the report that effective team leads to many
benefits. One of the main advantage of working as a team is to complete a critical task in a better
way. Proper training of team helps in achieving task in a scheduled manner. It also helps
individual in increasing their skill that helps employee to grow personally and professionally.
Working as a team helps to utilise resources properly and hence assists in sustainable
development of the company (Fong and et. al., 2011). It also reduces the cost of operations as
working mechanism becomes effective. It helps to reduce the chances of failure as each
employee is dedicated towards the problem and most effective solution is provided to posed
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situation. In the environment of United parcel services where lot of employees are leaving the
company, it is important to implement the culture of working as a team.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance.
Assessment of work performance is necessary that too on regular basis. This helps in
increasing the performance of each employee in their future. These assessments helps to give
feedbacks to each employee so that they can work upon it. This also assist in increasing the skill
of the employee by providing them with the required training (Aravamudhan and Krishnaveni,
2015). Planning in monitoring and assessment is crucial. Some of the benefits of monitoring and
assessment are as follows:
 Performance appraisal system assists in noting down objectives and goals. At the
beginning of appraisal cycle roles and responsibilities of each employee needs to be clear
(Appiah, Poku and Bamfo, 2013).
 It also helps to find out top performer in the cycle.
 Rewards and awards needs to be given after completion of appraisal cycle.
Factors considered while planning the assessment and monitoring is as follows:
 Goals and objectives: On the basis of goals and objectives of the firm, employee targets
needs to be set. As individual targets must be aligned with the goals of the firm.
 Feasibility: Goals and objectives must be cleared and should be achievable.
 Measurability: The objectives and targets set by the company has to be measurable. So
that ratings needs to be done on the basis of their performance (Searle and Billsberry,
2011). This helps in categorising employees as per their performance ranging from higher
to lower order.
 Organisation structure: Performance appraisal system depends on the structure of the
organisation. It differs for vertical and horizontal structure. In this hierarchical structure
team leaders help firm in making and evaluating their goals.
4.2 Assessment of development needs of individuals
It is important to plan the development needs of the individual. Following things must be
included in the development plan of the individual:
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 Effective goals: Top management should plan effective goals and objectives for every
employee. These goals must be based on the knowledge and skill of each individual.
 Communication: It is important to incorporate effective communication so as to achieve
better outputs. It helps to assign roles and responsibility of the each and every employee.
And provide them direction so that they do not deviate from their paths (Ployhart and
Weekley, 2014).
 Support: Every employee must be provided with basic support like advice and resources
so that recommendation can be provided to them for enhancing their performance.
 Feedback: Assessments are done so as to give feedback to the employees which can be
found out after the assessment process. So that they know that how they are performing.
 Training: After assessment and evaluation some trainings must be given to each worker.
These training programs conducted by managers helps to increase the knowledge and
skill of each employee.
 Monitoring staff development: Monitoring the performance of every employee is
necessary in order to enhance their skills and traits (Fine, 2012). It helps to develop and
decide packages of training that help in his/her growth.
4.3 Success of assessment process
In order to measure the assessment's success following questions needs to be attainded. It
is done by managers of the company.
 Is purpose of assessment is clear: For achieving best results in set goals, it is important
to make the purpose of assessment more clear and well communicated among all
workers.
 Is valid method used: Valid and Effective methods must be used during the assessment
process so as to get authenticated results (Doyle and Locke, 2014).
 Is assessment free from any bias: Any assessment must be free from any bias so as to
get effective results.
 Feedbacks: Feedbacks must be communicated to each employee.
 Assessment should be transparent: it is important to make transparent assessment so
that they have faith on assessment process.
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CONCLUSION
From the above mentioned report it can be concluded that leaders have crucial role in
enterprise success. Human resource management is important for the development process of the
company. There are various steps involved in selection and recruitment process and role of
manager is most important in that. Company must recruit candidates by checking the ethical and
legal impact on selection process. Working in team helps to tackle various situations and
problem in a better way. It also helps in enhancing the performance of employee by increasing
the skill and knowledge of the individual.
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REFERENCES
Books and Journals
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest, 19(7).
Appiah, F.A., Poku, O.A. and Bamfo, B.A., 2013. An investigation into recruitment and selection
practices of small and medium enterprises: Evidence from Ghana. Global Advanced
Research Journal of Management and Business Studies, 2(3), pp.175-188.
Aravamudhan, N.R. and Krishnaveni, R., 2015. Recruitment and Selection Building Scale:
Content Validity Evidence. SCMS Journal of Indian Management, 12(3), p.58.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Costen, W.M., 2012. Recruitment and Selection. The Encyclopedia of Human Resource
Management: Short Entries, pp.379-387.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Doyle, D. and Locke, G., 2014. Lacking Leaders: The Challenges of Principal Recruitment,
Selection, and Placement. Thomas B. Fordham Institute.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive
work behaviors. Economics and Business Letters, 1(4), pp.1-9.
Fong, C.Y., and et. al., 2011. HRM practices and knowledge sharing: an empirical study.
International Journal of Manpower, 32(5/6), pp.704-723.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kenny, M., 2011. Gender and institutions of political recruitment: candidate selection in post-
devolution Scotland. In Gender, Politics and Institutions (pp. 21-41). Palgrave
Macmillan UK.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
McGraw, P., 2013. Recruitment and selection. na, p.205.
Mendenhall, M.E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Ployhart, R.E. and Weekley, J.A., 2014. Recruitment and selection in global organizations. The
Routledge companion to international human resource management, pp.155-171.
Searle, R.H. and Billsberry, J., 2011. The development and destruction of organizational trust
during recruitment and selection. Trust and human resource management, pp.67-86.
Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology, p.153.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), pp.139-14.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
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