Working with and Leading People: A Comprehensive Guide to Effective Management

This document explores the essential aspects of working with and leading people in a professional setting. It delves into the intricacies of recruitment and selection, emphasizing legal, regulatory, and ethical considerations. The document further examines leadership styles, motivation techniques, and the benefits of teamwork. It concludes with an assessment of development needs for a Store Manager at Clarks, highlighting the importance of continuous learning and skill development in today's dynamic business environment.

WORKING WITH AND LEADING PEOPLE
NAME OF THE STUDENT
NAME OF THE UNIVERSITY
STUDENT’S ID

Contents
1.1 Prepare documentation to select and recruit a new member of staff (Store Manager)........3
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment and
selection process.........................................................................................................................3
1.3 Take part in the selection process. In this task you should take part in the selection
process, which must be documented as an evidence to meet the assessment criteria................4
1.4 The recruitment and selection process may sometimes be ineffective and unfair. Explore
the possible reasons for ineffective and unfair recruitment practices in selection and
recruitment. Using the Scenario of (AC1.3) evaluate your own contribution to make the
process more effective and fairer...............................................................................................5
2.1Explain the skills and attributes needed for leadership.........................................................5
2.2 Explain the difference between leadership and management..............................................6
2.3 Compare leadership styles for different situations...............................................................7
2.4 Explain ways to motivate staff to achieve objectives..........................................................7
3.1 Assess the benefits of team working for Clarks...................................................................8
3.2Role Play – As team members you will be asked to support the applicant provided by
scenarios provided in 1.3............................................................................................................8
3.3 Review the effectiveness of the team in achieving the goals...............................................9
4.2 Assessment of the development needs for the “Store Manager of Clarks”.......................10
Reference list............................................................................................................................11

1.1 Prepare documentation to select and recruit a new member of staff (Store
Manager).
It is often a very difficult task when it comes to recruitment selection and planning. HRM is
nowadays one of the most important and growing sectors in the corporate world. A proper
advertising for attracting potential human resource is more important than just recruitment. I
am given the role the of HR manager to lead my team in preparing a advertisement to attract
potential resource. I consider keeping planning and research at the top of my list before I can
draw ideas to develop the content of my advertisement. I am responsible to do the most basic
and important part of HRM that is recruitment. Before creating the advert I would assess the
basic principles of HRM when it comes to recruitment. Clarks is a shoe manufacturing as well
as Retail Company and it has recorded tremendous results in the previous years and now the
company wants to expand its outlets for that it needs store managers. The responsibility of the
HRM department nowadays is to choose best of the folks and it is only achievable when the
screening of the resources in done properly (Williams et al., 2018). I would like to divide my
team in parts to research and gather data from several areas like- requirements of the skills,
work experience, past challenges faced by companies etc. It is understood from the situation
that company has already reached heights with sales and now it wants to reach further so we
have to critically examine the CVs to eliminate the unworthy ones. Dividing the team into
parts would help me to analyse data collected from various fields to develop a content which
can be advertised using an appropriate medium in order to attract only the potential ones. The
advertisement should include – job description of experienced store manager, Eligibility
criteria to join the force, the salary, description of the role to be played etc.
1.2 Assess the impact of legal, regulatory and ethical considerations to the recruitment
and selection process
Recruitment and selection is a very crucial process and a company can face impacts of legal
regulatory and ethical issues in going through the steps of such. Being responsible as a HR
trainee in such a big company like Clarks I have to assess the impact of these to ensure the
company is satisfied with the successful recruitment of the store manager in co-ordination
with conflict free process of recruitment. We often see this happen that if we consult a third
party agency then recruitment happens in a biased manner. Therefore I will consign a team to
control such malpractices. I will ensure that the entire process goes through an unbiased way
(Naidoo, 2018). I would provide guidelines to our team and I will play as a member of the

team to select the candidates considering the factors above the grounds of caste, creed, and
culture. I would like to keep in mind the laws which protect – human rights, rights of
employees, laws of labor, discrimination act, women rights act, international standards before
selecting and recruiting candidates. I would like to ensure that there is no fake advertisement
to provoke candidates to apply because that will waste time of the HRM department is
screening of candidates, increase cost of selection process, and degrade the goodwill of the
company.
1.3 Take part in the selection process. In this task you should take part in the selection
process, which must be documented as an evidence to meet the assessment criteria.
This is the part of action when our team would have received the huge amount of application
received from various applicants in context to the advertisement we had given to ask for
application. Recruitment is a long process; a candidate has to go through long process before
they actually get absorbed in the company. Different companies have different process in
selecting their employees (Maxwell, 2018). As I am responsible for recruitment of store
manger of Clarks I would like to ensure that a candidate is selected as per the guidelines of
the HRM department of Clarks. This is how the company has done their selecting their
employees in the past. They are-
1. After receiving all the applications our team will screen the applications of various
applicants using an applicant tracking system as suggested by HRM department which
will analyze the basic requirements of the job matching the applicants CV.
2. In the previous step more than half of the candidates are expected to be eliminated
because many people will drop their application due to the brand name. The selected
candidates then will have to go through a psychometric test where their IQ and EQ will
be tested.
3. Then the rest selected will be qualified for the interview where the candidate might go
through various steps of interview. Interviews may be conducted by line manger, hiring
manger, HR manger, senior store manger etc. The candidate might go through panel
interviews.
4. A preliminary test will be taken to analyze the qualitative and quantitative skills to
actually examine the suitability of the candidate with the job requirements (Pickett and
Cunningham, 2018).

5. The candidate’s background will be checked to ensure he/she is having no negative
civil records.
6. After checking the reference and other sources of information about the candidates our
team will able to reach a decision about selecting the candidate for the post of store
manager and then giving him the job offer.
1.4 The recruitment and selection process may sometimes be ineffective and unfair.
Explore the possible reasons for ineffective and unfair recruitment practices in selection
and recruitment. Using the Scenario of (AC1.3) evaluate your own contribution to
make the process more effective and fairer.
As I have already discussed that recruitment and selection process is a huge process and it is
conducted by human being and human beings are not perfect. But steps can be taken to
minimize the weaknesses and increase the potential of strength. The possible reasons for
unfair practices are-
1. The department is not well aware of the HRM guidelines
2. Biased approach
3. Consideration of caste creed culture at times of selecting ‘
4. Lack of ethics, moral values, professionalism
I have already mentioned the recruitment process above. I would arrange a meeting with the
entire team and I would ask the group to study the principle of HRM in recruiting before we
can start screening of application. I will implement a centralized approach where I will divide
the team and give responsibility of each step whereas I would examine and analyze the steps
of each step so that o candidate is victim of unfair practice. I will be present in each step
starting fro applicant screening to one-o-one interview (Papadopoulos and Shea, 2018). I
would that there is transparent communication of relevant information within each team. By
doing this I hope I can eliminate unfair practice and ensure much health recruitment process.
2.1Explain the skills and attributes needed for leadership
In today’s corporate world when everything is becoming digital and we see companies
reducing the number of employees, the world is looking for leaders in managers. Time has
come when companies are focusing on developing leaders out of mangers and limiting the

number of workforce. Institutes and school are changing curriculums to discover leaders out
of students. But leaders are mostly born. It is very important to understand that technical skills
can be taught to lead or excel from the front but basic characteristics like – decision making ,
risk taking , communicating , motivating , supporting , innovating etc , these things are inborn
which differentiates a leader from a normal manger or executive (Hammad and Shah, 2018).
Every leader is a manger but every manager is not a leader. Two leadership traits that outline
the importance of it in the management of business of Clarks are-
1. Vision- This is one of the traits that the leaders have in common. They can see other others
fail to see. A normal executive would only do the duties assigned to him but a leader would
do beyond that and bring more efficiency to train others in doing the same which makes them
idols for other. This trait is very important for Clarks because manufacturing and retail sector
is prone to change due to changes in customer choice, up gradation of technology (Walker
and Roberts, 2018). So leaders that has vision to predict the upcoming demand and save the
company from challenges of competition.
2. Co-operation – Clarks leadership framework consider this trait of leadership most
important. Leaders are excellent co-ordinators and often bear the risk of others to lead them
the operation from front. Manufacturing and retail sector operation goes through long chain
and every chain is connected and dependent of each other. It is a very difficult task to control
the operation of each stage and track the challenges of each step (Jones et al., 2018). Thus
Leaders having this characteristic is expected to play a crucial role in developing new
methods of maintain communication between various departments and co-ordinate the
activities to smoothly run the operation.
2.2 Explain the difference between leadership and management.
Leadership can be defined as “The action of leading a group of people or an organization, or
the ability to do this”
Management can be defined as “the process of dealing with or controlling things or people”.
Therefore from the above definition we can clearly identify the point of distinction.
Leadership is all about action whereas management is talking about the process which needs
human effort to bring results.
Management is theory, leadership is practical. Management is an learned but leadership is in
born.

Example – I used to work in a logistics firm in the outskirts of a city. The major issue that the
employees in the office faced was due to the inappropriate work pattern of the labors. My
manager complained about this issue to the top management but nothing was resolved. Our
office was located far from the area where material was kept. So my manager came up with
an idea to install cctvs all over the place to track the activities of them and also installed a
sound system to communicate directions to them (O’Mara, 2018). He did all this all of his
own when the top management didn’t reply with positive vote. But later on when the
company saw productivity his initiative was applauded by all. This is how he set a definition
of leader to me. I was impressed by his courage being just a manger.
2.3 Compare leadership styles for different situations.
As human beings are complex in nature and human beings are leaders so there are diversified
versions of leadership. Here in this section I will briefly describe two leadership styles and I
will also identify the situation where it is best applied. I will further make a comparison
between these two to draw a conclusion.
Democratic leadership- It is a kind of leadership pattern where the leader believes in taking a
vote from the entire workforce or people concerned with a decision before he takes an action.
It is therefore a leadership pattern minimising the risk. It is therefore recommended in the
manufacturing unit of Clarks because this unit is chain based and there are many managers
involved in the unit like- production manager, quality manager, floor manager etc. so taking
everyone’s opinion is important here (Schneider, 2018).
Authority based leadership – It is a pattern of leadership which Clarks consider most
important because Clarks thinks that flexibility is the root for creativity and success. So the
leaders who can direct the responsibility to the workforce and make them authorised about
their role can boost their confidence (Ward, 2018).
Therefore from the above discussion we can clearly draw a comparison between the two
leadership styles prominent. Democratic leadership more reliable in terms of risk but it closes
the doors of creativity at sticks within the boundaries whereas the other one is a liberal
approach where the workforce can apply diversified methods to accomplish task under their
authority but the risk is that the leaders have to check whether any unfair means is
implemented to achieve the role.

2.4 Explain ways to motivate staff to achieve objectives
To explain the ways to motivate the staff to achieve objectives I would first like to introduce
you to Maslow’s theory of need hierarchy. The hierarchy follows as- psychological, safety,
love/belonging, esteem, self actualization. The ways to motivate the staffs are as follows-
1. The managers should look after the employees to provide the basic needs like- air water
food rest sleep etc
2. The manger should check whether the staffs are receiving the health and safety benefits of
the company and ask its employees at regular intervals about their health.
3. The company should see that the mangers are taking enough initiatives to make the
workforce socially active and see that no employee is depressed and isolated because that will
reduce the productivity and health of that staff (Shrivastava and Persson, 2018).
4. The company should at regular intervals give responsibilities and awards to their staffs to
motivate them.
5. Last but not the last the company should train their employees to be more skill full and
educate them about the ways of having a balanced work life.
3.1 Assess the benefits of team working for Clarks
In the retail and manufacturing sector where activities are chain based, team work play a
crucial role in achieving targets. There are many benefits of working as a team which is
important for Clarks. They are-
1. Team work builds trust and if there is trust within the employees of Clarks that will reflect
as a positive confidence to the outer world at it will drive more success.
2. There will be chances of more creative processes happening if staffs work in a team as
diversified knowledge is exchanged in solving a particular job (Regan and Graham, 2018).
3. In a retail store it’s all about placing the correct thing at the right time else the customer
runs away. If Clarks assign role of inventory check to a team they will require much less time
to do that and everyone will have the idea of every particular item and hence transparency and
access is increased.

3.2Role Play – As team members you will be asked to support the applicant provided by
scenarios provided in 1.3
There was a situation when two candidates A & B were shortlisted for interviewing process. I
and my team chose A as the most appropriate one to qualify for the interview but there was
another team who raised their voice for selecting B. it was a tough situation for us. Both the
candidates were sufficiently experienced but A was much younger than B was so our team
wanted A to be interviewed because the company always wants young workforce because
they are more creative energetic and advanced. I smelt an air of conflict. Hereby I came up
front with my team to discuss the issue with my team to the other team and we gave a
proposal by taking a psychometric test which was missed in the initial stage. I thought of this
because that would be an unbiased manner to select and no one would have any say about
computer results. And finally A scored more than B and our team succeeded in selecting the
right candidate without going in a conflict.
3.3 Review the effectiveness of the team in achieving the goals.
It is very important to review the effectiveness of any initiative because they would give the
picture of action and reflect the pros and cons which would be kept as a note by the leaders to
take further action. My team was effective in selecting the right candidate as we maintained
transparent communication among us (Sherman, 2018). A senior manager lead us through the
process by – conducting meetings every day , collecting and analysing data and working on
that . We had to submit the data and the task completed in the last day to each one of us so
that everyone can keep track of everyone’s activities. This is how we achieved the results by
maintaining brotherhood.
4.1 Explain the factors involved in planning the monitoring and assessment
of work performance
Human beings are the most complex of all creatures in the earth. Human brain cannot be
dominated but it can be controlled through monitoring and assessment and there are many
factors which can be considered while planning for monitoring and assessment of work
performance. They are-
1. Socio-cultural diversity
2. Age group

3. Perceptions of knowledge and learning
4. Diversity of skills
5. Domain experience
4.2 Assessment of the development needs for the “Store Manager of Clarks”.
Nowadays the definition of “change” is transformed to development. To keep up with the cut-
throat competition companies are continuously on regular intervals researching and planning
for innovative ways to solve problems. Irrespective of any sector and any country there is
need for assessment of developmental needs. To assess this firstly we need to identify the
skills required to be a store manager for Clarks. They are- communication, ability to motivate
a group of people, good visual ability, good quantitative skills. But nowadays due to advent of
technology one store manager can have the track of the entire store and the workforce for the
cctvs cameras installed throughout the place. But motivation needs human interference. So the
companies need to develop the inter-personal skills within the managers. There is need for
conflict management because every employee is fighting for his position (Mullen and Deane,
2018). There are challenges in that too. Due to advancement of technology majority of the
workforce are becoming lazy but the people involved in store needs to be energetic and
approaching the customers. Therefore the store managers are also required to develop good
physique to stay active and energetic to train, motivate, and give directions to the workforce
in achieving desired results. There are various assessments tools like- inter workforce opinion
platform, kaizen, performance development indictor tool, periodic tests to examine learning
etc.

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