Working with and leading people

This report discusses the selection and recruitment process, impact of legal and ethical considerations, different leadership styles, and ways to motivate staff in UPS Company. It also highlights the benefits of team working in the company.

Working with and
leading people

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Selection and recruitment process.........................................................................................3
1.2 Impact of legal, regulatory and ethical considerations..........................................................4
1.3 Selection process...................................................................................................................4
1.4 Contribution to selection process...........................................................................................5
2.1 Skills and attributes for leadership........................................................................................6
2.2 Leadership and management.................................................................................................6
2.3 Different leadership styles.....................................................................................................7
2.4 Ways to motivate staff...........................................................................................................7
TASK 2............................................................................................................................................8
3.1 Benefits of team working for UPS company.........................................................................8
3.2 Importance of working in a team as a leader and member....................................................9
3.3 Effectiveness of team in achieving goals.............................................................................10
4.1 Factors involved in planning the monitoring and assessment of work performance..........11
4.2 Assessment of the development needs................................................................................11
4.3 Success of the assessment process.......................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
An organisation without a leader is just like a group of individuals who share their work
space to earn a living but without a directional path. Every business organisation has to have a
leader who has a vision and skills to guide and lead this group or collection of people for
achieving set goals and objectives. In this report, the basic situation of UPS Company has been
assessed and examined. The selection and recruitment procedure which must be adapted by this
organisation has been evaluated in this report. Moreover, different leadership styles and skills are
also described ahead. The attributes which are responsible for effective functioning of a
company have also been depicted in this assessment that provides an understanding regarding
efficient teamwork. UPS Company has to overcome its barriers in progress by realising and
recognising the need of training and development for employees. A development plan has been
depicted in this report for gaining knowledge regarding the same.
TASK 1
1.1 Selection and recruitment process
UPS Company is suffering from severe crisis in terms of profits and human resource. The
selection and recruitment of individuals in the company is the most important process because it
helps in estimating the future of organisation. Incorrect tactics used in recruitment lead to
selection of incapable candidates which results in wastage of resources (Kundu, Rattan and
Gahlawat, 2015). UPS Company can use a recruitment and selection process which is very strict
and monitored at each and every stage by the HR (Human Resource) Manager. It is the duty of
Human resource management to conduct efficient recruitment and selection process so that
efficient and profitable employees are taken into consideration for investment.
UPS Company has to revise its process of interviewing and selecting the candidates. The
new process must include certain quality check points which are established for monitoring
eligible candidates throughout the selection procedure. The interview rounds can be extended to
up-to three in number which will include technical round, skills test and a personal interview
which will be conducted by the HR manager itself. Proper checking of documentations must be
performed with cross examination and background information check. The following lists of
documents are considered essential for UPS Company’s recruitment and selection process:
3

1. Resume
2. Certificate of graduation with mark sheets
3. Validation certificates for training(if any)
4. Documents of background information validated by respective government official
5. Skills validation certificate
1.2 Impact of legal, regulatory and ethical considerations
All the activities in an organisation are guided by a legal framework which is designed
and implemented by government of country. It is important to design the recruitment and
selection process of organisation according to the legal and regulatory structures. This creates
authentication to the entire procedure and candidates won’t feel that they are being cheated or
exploited for personal benefits of organisation. Current functioning of UPS Company is very
casual which means that less preference is given to ethical considerations and legal policies or
regulatory frameworks. The impact of such policies and frameworks is assessed in the form of
increase or decrease in quality of candidates that are working in organisation.
Legal policies and regulations help in reducing unfair practises. Individuals who are
conducting the interviews and are a part of entire selection and recruitment procedure must be
monitored. Often people want to grab the job position by use of referral system. This implies that
even non-eligible candidate would acquire the position of a deserving candidate. When legal
policies are implemented and communicated to the individuals involved in recruitment and
selection process by Human resource management. Ethical considerations enhance the decision
making process of recruitment and selection process because they force the interviewers and
judging panel to take fair decisions (Abraham and et. al., 2015). Skilled and deserving candidates
are selected in UPS Company when all these attributes are included in recruitment and selection
process.
1.3 Selection process
The selection and recruitment process of UPS Company has been revised and
implemented by me i.e. the HR Manager of this firm. Following stages are clearly defined so that
responsibilities are dictated appropriately to people included in the selection process.
1. Recognition of needs: Weak administration of UPS Company has indulged many
employees to leave the company. This implies there is a need for new candidates who are
4

skilled and equipped with knowledge which is essential for organisation. I recognised this
need and formulated the new recruitment procedure.
2. Development of advertisement: Advertisements are circulated on both physical and
online media. From newspapers, magazines, brochures and social media networks; the
company has reached out candidates through all possible platforms.
3. Acquiring information of applicants: Large number of candidates will apply for
respective position according to the advertisements. HR department of UPS Company has
to take charge of separating different profiles and filter non-relevant ones.
4. Screening and background check: The HR department has to screen and check
backgrounds of filtered candidates. Once, this stage is accomplished the candidates must
be given information that they have been selected for interview (Conaty and Charan,
2011). All the details regarding the same must be formulated respectively.
5. Conducting interviews: Three tier interview processes is initiated which examines and
evaluates each and every skill and ability of individual candidate. In depth interviewing
will help in choosing the right candidate for UPS Company.
6. Selection of individuals: The candidates who have cleared all the levels are selected and
informed about respective job attributes (Dessler, 2014).
7. Induction trainings: Selected individuals are provided induction trainings which helps in
understanding whether the prospective candidate is eligible to work within the company
or not.
1.4 Contribution to selection process
Being the HR manager of UPS Company, I have a lethal responsibility towards
organisation. One of these basic duties includes use of power for appropriate selection and
recruitment process. I have myself monitored the data that was analysed for recognising the
needs of enterprise. It is the foundational step of recruitment and selection process (Donate and
de Pablo, 2015). The advertisement that was prepared for acquiring applicants from across the
country was published in different media. I have examined candidates during their interview
process. My role was major in the personal interview section and the market reasoning interview.
This screening helped in acknowledging reasoning skills of candidates in different situations.
Finally, some briefing was provided to candidate regarding salary structure and job profile for
which they have been selected (Noe and et.al., 2013). This briefing was partially conducted by
5

me. As part of my role of the HR manager I have contributed sufficiently in looking after the
execution of selection and recruitment procedure.
2.1 Skills and attributes for leadership
Leaders are the most important people in a company. Due to weak leadership and lack of
administration skills UPS Company faced critical situation in the past. Following characteristics
and leadership skills are significantly required in organisational heads so that efficient working is
ensured.
1. Vision: A vision is important for developing strategies or action plans. This helps in
getting a direction where the company shall go in near future. Leaders must have to
capability to acquire a vision so that his followers may get a direction to work with. UPS
Company lacked a vision and objective which means they were working hopelessly.
2. Focus: Once a vision is acquired and directions are set, the second foremost quality in a
leader must be focus. Activities and business operations should be aligned with set
objectives and goals. This depicts that focus is important in designing business processes
(Tarba and Cooper, 2016).
3. Integrity: UPS Company may have employees working from different cultural
backgrounds and with different behavioural attributes. Leader has to maintain integrity in
his functioning by being unbiased and non-discriminatory towards the functioning of his
team.
4. Acceptance: Mistakes can be committed by any person and in any circumstance
depending on various factors. If a mistake has occurred due to leader, then he/she must
have the quality to accept their faults and produce an example in front of the followers
that it is not bad to accept mistakes. Moreover, this helps in portraying honesty towards
organisation (Vermeeren, Kuipers and Steijn, 2014).
5. Ethical governance: Fair decisions and ethical practises are a must for every leader and
head who is performing in the organisation. Ethical governance is the skill which leader
should portray in UPS Company so that individuals do not feel exploited or neglected at
any point.
6

2.2 Leadership and management
Leadership and management are like two sides of a coin. But there are various
differences between these two attributes. The leadership is considered as a guiding force which
drives entire organisation through a vision and objective. They define the purpose behind
functioning of the company. On the other hand, management is organising different activities of
business with daily goals and no long term or short term vision. The role of management is to
reduce chaos and disorientation from objectives and purpose of the company. UPS Company
must focus in imbibing effective leadership and management in the organisational structure so
that better development and implementation of strategies is guaranteed. The essence of
leadership lies in togetherness and overall development while management is focused totally on
completion of tasks (Abraham and et. al., 2015).
2.3 Different leadership styles
The various leadership styles which can be implemented in the functioning structure of
UPS Company are discussed as follows:
1. Autocratic leadership: The leaders that portray dominance in their decision making
processes and do not allow much interference or suggestions in their governing structure,
are considered as autocratic leaders. Being quick decision makers, these individuals do
not bother much about employee interests but work for betterment of the company (5
Different types of leadership styles. 2017).
2. Democratic leadership: Decisions that are taken with active participation or involvement
of employees and certain senior executives are called democratic decisions. This type of
judgements is made in democratic leadership and under the influence of democratic
leaders UPS Company can excel but with a slow rate. This also implies that effectiveness
of such decisions are quite valid for a long term.
3. Transformational leadership: Modern day business organisations aim at sustainability
which can be acquired only when there is overall development in terms of profit, society
and employees. Transformational leaders work with this objective and do not allow
personal needs and demands to take over the actual requirements of organisation. They
have a quality of thinking organisational benefits and working selflessly for the benefit of
7

their followers (5 Different types of leadership styles. 2017). Large amount of employee
motivation with steady growth is experienced in transformational leadership.
2.4 Ways to motivate staff
Motivation is considered as the crucial task that helps in encouraging staff towards
achieving desired objectives. Therefore, it is essential for leaders to encourage its workforce by
providing different financial and non-financial rewards and thus help them to more towards
business objectives (Gurtner and et.al., 2007). Management of UPS aims to encourage its
workforce through providing them effective workplace environment and thus enhances their
productivity so that set targets could be attained. UPS aims to empower its workers by providing
them both financial and non financial rewards and thus it helps them to improve their efficiency
by being focused towards the set targets. Following are the different ways that motivates staff
within UPS such as-
 Open communication- Such type of communication among workers helps them to freely
interact with each other and overcome conflicts faced within workplace. Therefore, it is
essential for UPS management to undertake effective communication methods and
directly communicate with top management in order to help them in decision making
(Guthridge, 2010).
 Providing opportunities- UPS management also focuses upon providing unique
opportunities such as leading groups to its employees which helps in encouraging their
morale. Thus, it would assist them in satisfying their goals and improve efficiency
(Hrebiniak, 2013).
 Reward- It is essential for cited firm to provide monetary rewards to its employees who
reaches benchmarks. Thus, it is the best way in encouraging staff to move towards
desired targets (Hutchens, 2000).
TASK 2
3.1 Benefits of team working for UPS company
Following are the benefits of team working within UPS firm such as- Develops creativity and learning- Team working helps in fostering creativity and
learning through carrying out brainstorming activities and thus combine the ideas of
8

different team members in order to improve efficiency so that success can be attained
(Gallagher, 2005). Develops trust- Further, it is another benefit of team working and thus management of
UPS helps in developing trust among its members so that strong relationship could be
developed. It is beneficial for cited firm to identify the strengths of every team member
so that co-workers are able to rely upon each other and enable them to perform desired
tasks (Hrebiniak, 2013).
 Increased innovation- Businesses relies that through encouraging team working it would
benefit them in such form that firm increases its workplace environment and bring
innovative products or services with the help of employees (Guthridge, 2010). Hence,
team work is considered as the best way through which benefits can be attained.
UPS management is required to review the effectiveness of the team through time to time
so that they can attain desired goals. Thus, through reviewing it would prove effective for firm to
identify the need of specific training required by any employee then they can provide the same to
them. Hence, it would help in improving efficiency and attain stated objectives (Johnson and
Guetal, 2012).
3.2 Importance of working in a team as a leader and member
It is essential for both leader and member to work effectively within business so that they
can attain desired objectives and deal conflicts faced within management and workers. Thus,
such conflict situation needs to be overcome and thus works effectively within team to perform
the desired tasks (Noe and et.al., 2013). Following is the significance of working in a team as a
leader and member in order to solve conflict situation such as-
Basis Leader Member
Attaining business
objectives
Leaders are required to focus
towards desired objectives and
therefore, they need to
communicate with subordinates
in order to carry out flexible
working and encourage them to
While, member of the team within
UPS aims to execute the roles and
responsibilities assigned to them
so that set targets can be attained.
9

attain objectives (Nessim, 2011).
Conflict situation UPS leaders identifies that there
are conflicting situations within
management and workers and
therefore they need to take strict
actions against the same in order
to resolve the conflict
(Karaszewski, 2010)
Here, the role of team members
within UPS is that they need to
coordinate with their superiors in
order to perform the assigned task
(Mathis and John, 2014). Hence,
it helps in overcoming the conflict
situation and attain best results.
Difficult situation UPS company leaders faces
difficult situation and thus helps
in overcoming the issues so that
desired goals can be attained
(Jonathan, 2010).
While, team members of cited firm
needs to be encouraged by the
leaders so that they can identify
the difficult situation and thus
improve efficiency of business
(Dessler, 2014).
3.3 Effectiveness of team in achieving goals
UPS is facing serious issues related to management and standards of company and
therefore they are suffering losses due to failure of delivery in time. Thus, company is facing
issues related to leadership, management and administration and therefore they need to carry out
effectiveness within its team members so that desired goals could be attained (De Roeck and
et.al., 2014). Through reviewing the team effectively, management of UPS Company aims to
identify their loopholes and thus providing specific training would result into enhancing
efficiency so that issues could be overcome. Following are the different ways through which
UPS could review the effectiveness of team in achieving the goals such as- Raising group performance- Leader of UPS requires raising their group performance in
such a way that assists in improving the skills and capabilities of workers in regard to
attain desired goals (Guthridge, 2010). After, reviewing the effectiveness it identifies that
firm needs to manage team performance and thus enhance UPS delivery time to attain
customer satisfaction.
10

 Participation and involvement- Further, reviewing the effectiveness would help in raising
participation and involvement of workers within business tasks so that they can overcome
the issues faced within recruitment and selection can be described as poor and 'lacking in
proper checks and balances (Gurtner and et.al., 2007).
4.1 Factors involved in planning the monitoring and assessment of work performance
It is essential for business to carry out effective planning the monitoring and assessment of
work performance within UPS which are as follows-
 Performance appraisal- It is one of the effective factor which is involved within planning
the monitoring and assessment of work performance of individuals within UPS and thus
helps them to carry out effective performance. UPS carries out such factor in regard to
identify the performance of different employees and thus carry out effective duties and
responsibilities so that desired targets can be attained (Johnson and Guetal, 2012).
 Regular monitoring system- Further, it is another factor for assessing and monitoring the
work performance of individual employees within UPS. Leaders of firm are required to
carry out effective monitoring system and thus identify the requirement of training so that
particular training could be provided to them in regard to improve their performance
(Noe and et.al., 2013).
 Carrying out assessment plan- It helps in appropriately assessing the training
requirements within individual member of UPS and thus preparing proper personal
development plan so that training needs could be identified. It helps them to improve
their current skills and thus raise their performance to attain desired results (Nessim,
2011).
4.2 Assessment of the development needs
Leaders of UPS company aims to assess the development needs of individual workers
within business and thus carry out effective performance in regard to perform the task in an
effective and efficient way (Mathis and John, 2014). Following is the plan which is being
prepared in regard to assess the development needs of individuals within UPS such as-
 Setting targets- It is the first step in order to assess the development needs and thus
employees of UPS aim to measure their performance towards the set targets
11

(Karaszewski, 2010). However, they need to assess their performance and thus improve
business performance.
 Assessing performance level- Further, management of UPS Company identifies the
requirement of improving performance level of workers and thus raise the productivity of
firm in market. However, it would result into carrying out effective performance and thus
assess the need of development of workers to deliver fast services and satisfy customer
needs (Jonathan, 2010).
 Identifying the feedback- It is the last step of the plan and thus assesses the development
needs through obtaining feedback and also reviews the performance of workers within
UPS so that appropriate services could be delivered to customers (Dessler, 2014).
4.3 Success of the assessment process
Through carrying out the assessment process within UPS Company it helps in improving the
performance of business and maintaining its performance back on track. Leaders work towards
attaining the objectives of firm and carry out effective assessment process so that best results can
be attained (De Roeck and et.al., 2014). Following are the methods evaluated in regard to
measure the success of assessment process used within UPS company-
 Observation- It is one of the effective method through which success of assessment needs
within UPS Company could be measured so that company can come back on right track.
Further, it also helps in improving the performance of employees within cited firm and
thus observes their work procedure so that needs of assessment could be identified which
helps in raising the performance of individuals (Conaty and Charan, 2011). For instance,
it is the best way through which performance needs of individuals could be assessed and
thus enhance the delivery service of firm in market.
 Performance sheet- Further, it is another method which helps in evaluating the success of
performance needs so that company can maintain its performance and it could be back on
right track so that employees can raise their performance standards. Therefore, through
assessing the needs of success it would help workers to raise their performance and attain
set targets within UPS Company (Gallagher, 2005).
12

CONCLUSION
It can be concluded from the study that UPS Company aims to encourage its staff by
providing them both financial and non financial rewards so that it helps them to enhance their
performance within firm. Also, it is essential for cited organization to undertake effective
leadership skill and attributes i.e. communication, leadership and motivation that would help in
making effective decision making so that performance of firm in market could be raised. Also,
evaluating the development needs would help in improving the success of firm in market and
enhance the performance of workers within market. Also, evaluating the performance needs
would help business in bringing back the UPS on track and thus raise their performance to a
great extent.
13

REFERENCES
Books and Journals
Abraham, M. and et. al., 2015. A Review of Smes Recruitment and Selection Dilemma: Finding
a'Fit'. The Journal of Developing Areas, 49(5), pp.335-342.
Antonacopoulou, E., 2016. Practising Innovating through Learning-in-Crisis: Realising the
Impact of Man-Agement in HRM Practice. In Human Resource Management, Innovation
and Performance (pp. 266-281). Palgrave Macmillan UK.
Conaty, B. and Charan, R., 2011. The Talent Masters: Why Smart Leaders Put People Before
Numbers. Crown Publishing Group
De Roeck, K. and et.al., 2014. Understanding employees' responses to corporate social
responsibility: mediating roles of overall justice and organisational identification. The
international journal of human resource management. 25(1). pp.91-112.
Dessler, G., 2014. Human Resource Management.Prentice Hall.
Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2),
pp.360-370.
Doucet, O., Lapalme, M.È., Simard, G. and Tremblay, M., 2015. High involvement management
practices as leadership enhancers. International Journal of Manpower, 36(7), pp.1058-
1071.
Gallagher, W. P., 2005. Leading People and Teams in Education. Journal of Educational
Administration. 43(2). pp.226 – 229.
Gurtner, A. and et.al., 2007. Getting groups to develop good strategies: Effects of reflexivity
interventions on team process, team performance, and shared mental models.
Organizational Behavior and Human Decision Processes. 102(2). pp. 127-142.
Guthridge, L. M. K., 2010. Leading People Through Disasters: An Action Guide - Preparing for
and Dealing with the Human Side of Crises. ReadHowYouWant.com.
Hrebiniak, G. L., 2013. Making Strategy Work: Leading Effective Execution and Change. FT
Press.
Hutchens, D., 2000. The Lemming Dilemma: Living with Purpose, Leading with Vision.
Leverage Networks, Inc.
Jonathan, E., 2010. “The Changing Environment of Professional HR Associations”. Cornell.
Karaszewski, R., 2010. Leadership in global business environment through a vision creation
process.The TQM Journal.22(4).pp.399-409.
Kundu, S.C., Rattan, D., Sheera, V.P. and Gahlawat, N., 2015. RecRuitment and Selection
techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational
companieS. Journal of Organisation and Human Behaviour
14

Mathis, R. L. and John, H. J., 2014. Human Resource Management.Cengage learning.
Nessim, A., 2011. Consumer Behaviour, An Applied Approach.Prentice Hall.
Noe, R. A. and et.al., 2013. Human Resource Management; gaining a competitive
advantage.New York; McGraw Hill/Irwin.
Tarba, S.Y. and Cooper, C.L., 2016. HRM practices in strategic partnerships.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public
Personnel Administration, 34(2), pp.174-195.
Online
5 Different types of leadership styles. 2017. [Online]. Available Through:<
http://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html>. [Accessed
on 10th March, 2017].
Johnson, R.D. and Guetal, H. G. 2012. Transforming HR Through Technology. [Online].
Available through:<http://www.shrm.org/about/foundation/products/documents/hrtech
epg-final.pdf > . [Accessed on 10th March 2017].
15