Working with and Leading People: A Comprehensive Guide to Recruitment, Leadership, Teamwork, and Performance Assessment

This report delves into the crucial aspects of working with and leading people in an organizational context. It explores the recruitment and selection process, highlighting the importance of legal, regulatory, and ethical considerations. The report further examines the differences between leadership and management, comparing various leadership styles and their effectiveness in different situations. It also emphasizes the benefits of teamwork and its role in achieving organizational goals. Finally, the report discusses the factors involved in planning, monitoring, and assessing work performance, providing insights into the development needs of a store manager and the success of the assessment process. This comprehensive guide offers valuable knowledge for individuals seeking to enhance their understanding of human resource management principles and practices.

WORKING WITH AND LEADING
PEOPLE
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Table of Contents
INTRODUCTION................................................................................................................................3
TASK1...............................................................................................................................................4
1.1 DOCUMENTATION TO SELECT AND RECRUIT A NEW MEMBER OF THE STAFF IN CLARKS
4
REQUIRED....................................................................................................................................4
1.2 IMPACT OF LEGAL, REGULATORY AND ETHICAL CONSIDERATIONS TO THE
RECRUITMENT AND SELECTION PROCESS...................................................................................5
1.3 TAKING PART IN SELECTION PROCESS...................................................................................6
3.2 ROLE PLAY- SUPPORT THE APPLICATION PROVIDED BY SCENARIO PROVIDED....................7
1.3 EXPLORE THE POSSIBLE REASONS FOR INEFFECTIVE AND UNFAIR RECRUITMENT
PRACTICES IN SELECTION AND RECRUITMENT............................................................................8
TASK 2..............................................................................................................................................9
2.1 SKILLS AND ATTRIBUTE NEEDED FOR LEADERSHIP...............................................................9
2.2 DIFFERENCE BETWEEN LEADERSHIP AND MANAGEMENT.................................................11
2.3 COMPARISON OF LEADERSHIP STYLE FOR DIFFERENT SITUATION.....................................13
2.4 WAYS TO MOTIVATE THE EMPLOYEES................................................................................14
TASK 3............................................................................................................................................16
3.1 THE BENEFITS OF TEAM WORKING.....................................................................................16
3.3 EFFECTIVENESS OF TEAMWORK IN ACHIEVING THE GOALS...............................................17
4.1 FACTORS INVOLVED IN PLANNING AND MONITORING AND ASSESSMENT OF WORK
PERFORMANCE..........................................................................................................................18
4.2 ASSESSMENT OF THE DEVELOPMENT OF THE NEEDS FOR THE STORE MANAGER OF
CLARKS.......................................................................................................................................20
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4.3 THE SUCCESS OF THE ASSESSMENT PROCESS.....................................................................21
CONCLUSION.................................................................................................................................22
REFERENCES...................................................................................................................................23
3

INTRODUCTION
It is crucial for an individual to learn how to work with other and how to lead others as it plays
an important role in the professional life (Bush and Middlewood, 2015). This report is an
attempt to investigate the different aspects associated with the working with others and to lead
others. It throws light on the difference between recruitment and selection process of the
candidates. It also covers different aspects of leadership and management. The team working
and other different HR practices also covered in this report. The case study of ‘Clarks’ is also
adopted in this report is also adopted in this work.
4

TASK1
1.1 DOCUMENTATION TO SELECT AND RECRUIT A NEW MEMBER OF THE
STAFF IN CLARKS
REQUIRED
Clarks, leading a leading international shoe manufacturer and retailer is looking for a skilled and
experienced candidate for the post of ‘Store Manager’.
JOB DESCRIPTION
Post- Store Manager
No of vacancy- 01
Salary - Up to £22,000
JOB SPECIFICATION
Qualification - Experience of 2- 5 years in relevant filed
Experience Master degree in management
Skills Required Effective communication skills
Time management skill
Leadership skills
Basic Technical knowledge
Ability to work under pressure
Email resume along with the document to
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[e-mail]
1.2 IMPACT OF LEGAL, REGULATORY AND ETHICAL CONSIDERATIONS TO
THE RECRUITMENT AND SELECTION PROCESS
Legal, regulatory and ethical factors influence the recruitment and selection process of a
company. Clarks should consider the different all the legal, regulatory and ethical consideration
in order to recruit and select the suitable candidate (Taylor, 2014).
The legal and regulatory focus possesses a great impact on the recruitment and selection
process. Equality Act, 2010, Sex Discrimination Act 2010, Employment Equality regulation 2013
is the key legislation which should be considered by clerks to recruit and select the employees.
These acts ensure that a company recruit the employees without any kind of discrimination and
treat them fairly.
Ethical factors also affect greatly to the recruitment and selection process of a company. a
company should take care of ethics while advertising, interviewing and conducting other such
activities. A company should not discriminate the employees on the basis of different factors
such as nationality, culture, custom, tradition, caste etc.
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1.3 TAKING PART IN SELECTION PROCESS
It is very important for Clarks to select the employees which can meet the criteria for selection.
As the vacancy is regarding the post of store manager, therefore, it is very important for to
consider the qualification, skills and education which is needed for the selection of the
candidates. The recruitment and selection process would be completed in this process
(Chaneta, 2014).
1. Going through resume or CV of the candidates
2. Screening candidate on the basis of qualification, skills, knowledge etc.
3. Inviting candidates for interview
4. Evaluation of all the interviews
5. Final selection.
All the above-mentioned steps can be followed by Clarks to recruit the suitable candidate for
the post of the storekeeper.
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3.2 ROLE PLAY- SUPPORT THE APPLICATION PROVIDED BY SCENARIO
PROVIDED
According to the case study, there is a situation exists were 2 applicants who are equally good
and supported by two different members of the team and only one candidate has to be
selected. A trainee HR manager it would be difficult to select one candidate from two who are
equal but there are different ways which can be adopted to resolve this issues. The comparison
of two candidates can be compared to the skill which is most important for the store manager
and one who is best at that skill can be selected. Experience of the candidate should also be
considered in order to make the decision. One more interview of the candidates can be taken in
form of both the team members and certain criteria can be developed. The qualification and
skills of the candidates can be judged on the basis of different factors. the candidate who meets
the criteria would be selected after the mutual agreement of the team (McGraw, 2013).
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1.3 EXPLORE THE POSSIBLE REASONS FOR INEFFECTIVE AND UNFAIR
RECRUITMENT PRACTICES IN SELECTION AND RECRUITMENT
There are may be different reasons which can be responsible for ineffective and unfair
recruitment practices in selection and recruitment. The reasons behind the ineffective and
unfair recruitment are :
 Not setting measurable objectives
 Not defining the target audience
 Ineffective interview process
 Biasing
 Discrimination
It is imperative for Clarks to focus on all the reasons and should develop effective strategies to
overcome them to recruit the store manager in a fair and effective manner. Clarks can focus on
different elements such as advertising, shortlisting, interviewing and financial decisions to
recruit the suitable candidate for the post of the store manager. It should take care of all the
legal legislation and ethical factors in order to make the recruitment and selection process
more ethical, fair and effective (Garner, 2012).
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TASK 2
2.1 SKILLS AND ATTRIBUTE NEEDED FOR LEADERSHIP
Leaders possess various skills and attributes which make him different from others. It is very
important for the leaders of Clarks to focus on the development of different skills and attribute
to lead effectively to the team members or employees (Răducan and Răducan, 2014).
Key attributes which make a person a great leader are mentioned below-
 Vision
 Courage
 Honesty and Integrity
 Commitment and passion
 Decision-making capabilities
 Accountability
 Creativity and innovation
The above-mentioned attribute and skills enable a leader to lead its employees effectively and
efficiently. A leader has a clear exiting idea of what they are trying to achieve. A good leader
creates a vision, articulate vision and passionately owned the vision and relentlessly drive it to
completion. Courage means the willingness to take risks for the achievement of goals. Leaders
make the risky decisions and put efforts to prove the decisions favourable to the company.
Commitment towards the work makes a leader perform its roles and responsibilities in an
effective manner. A leader always remains passionate about the work. The main value that
almost all executive agree upon their company is integrity. The core of integrity is truthfulness
and it requires that a leader always tell truth to all people in every situation. It is not easy for
everyone to make effective decisions which can be beneficial for the company. A good leader
possesses a decision-making ability which helps in responding different issues or situations
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effectively. A leader makes the decisions regarding different solutions. A good leader takes the
little or more share of the credit or little or more share of the blame. A leader also ensures that
every subordinate is accountable for their actions. A good leader always comes up with the
creative and innovative solution to different organisational problems.
It is imperative for the leaders of Clarks to focus on all these leadership skills and attributes to
make lead its workforce. Each of the above-mentioned skills are important to get the work
done by the employees in an effective and efficient manner. For example, creative and
innovation are helps a leader to find out the better ways to get tasks done. The leaders of Clarks
must consider the development of all the leadership attributes and skills to accomplish the
different organisational tasks.
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2.2 DIFFERENCE BETWEEN LEADERSHIP AND MANAGEMENT
Leadership and management both are important elements that contribute significantly to the
success of an organisation. Leadership refers to the action of leading a group of people or the
ability to do this.in simple words it is the art of motivating employees to perform their roles and
responsibilities more effectively and efficiently. Management refers to the process of dealing
with controlling things and people. It is important for Clarks to focus on developing effective
management as well as leadership (Bolden, 2016).
Table1: Difference between leadership and management
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The above-mentioned table depicts the difference between leadership and management on the
basis of different factors such a decision making, approach, style, power, focus, risk tolerance
and motivation. Usually, leaders use participative style whereas managers use directive style to
make decisions. It means that a leader involves the team members in decision making whereas
a manager directs employees to do their work. A leader makes the long-term strategic planning
whereas a manager makes the short term tactical plans. Leadership focus on the people
whereas management is task oriented. A leader takes the risks whereas a manager avoids
taking risky decisions. Leadership focuses on innovation, flexibility and embracing change
whereas management concerns with the standardisation, stability and maintain the status Quo.
A leader appreciates the efforts of the Jeff Bezos, founder of Amazon is considered as one of
the most successful leaders who has achieved success employees whereas management
concerns only the results delivered by the employees (Lunenburg, 2011).
Management of Clarks focuses on directing the employees so that they can perform their roles
and responsibility effectively whereas leaders of the company motivate the employees to put
their efforts to achieve the desired results.
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2.3 COMPARISON OF LEADERSHIP STYLE FOR DIFFERENT SITUATION
Leadership style refers to the approach of providing directions, implementing plans and
motivating people. A leader adopts different leadership style in order to lead the subordinates
in an effective and efficient manner. There are various leadership styles such as participative
leadership, autocratic leadership, transactional leadership and transformational leadership.
The managers of Clarks also adopt different leadership styles to manage its workforce in order
to achieve the desired results.
TRANSACTIONAL LEADERSHIP
Managers who adopt transactional leadership style receive certain tasks to perform and
provide reward and punishment to employees on the basis of their performance. In this style
managers and subordinate set, the predetermined objectives together and employees agree to
follow the leadership and direction of manager to meet the objectives. Manager motivates the
employees by providing rewards when they perform their duty effectively (Goleman, 2017).
AUTOCRATIC LEADERSHIP
The autocratic leadership style allows managers to make the organisational without considering
the opinion of others. In this leadership style, no one challenges the decisions of a leader.
Managers have total authority and make their employees works on the basis of decisions made
by the management. There are various countries such as North Korea and Kuba operate under
the autocratic leadership. ]
The mangers of the Clarks should focus on the adoption of these leadership styles in order to
manage its workforce. Transactional leadership can be adopted in making business decisions
regarding business expansion, reducing operating cost etc. The autocratic leadership can be
adopted by a manager when working with the inexperienced or unmotivated employees and
where task demands to be controlled by the management.
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2.4 WAYS TO MOTIVATE THE EMPLOYEES
Motivation is very important for employees as it helps the employees in delivering the best
performance and in enhancing their efficiency and productivity. There are various motivational
theories which can be adopted by the leaders or managers of Clarks to motivate the
employees.
Maslow hierarchy of need theory is adopted by the managers of the Clarks to motivate the
employees. According to Maslow hierarchy of need theory, there are various needs of the
people of employees which should be fulfilled by a company to motivate the employees.
Figure1: Maslow hierarchy of needs
[Source: simply psychology, 2018]
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According to this model, there are different need of the employees which includes physiological
needs, safety needs, belongingness and loves needs, esteem needs and self-actualisation
needs. The physiological needs of the employees include basic needs such as food, water,
shelter, etc. the second basic need of the employees is safety need which means the security.
There are psychological needs of the employees which includes belongings and love needs and
esteem needs. Belonging needs and esteem needs of the employees should be fulfilled by an
organisation. Self-actualisation need is the final needs of the employees whose fulfilment
provide job satisfaction to the employees.
Clark should focus on the different needs of the employees and should develop effective
strategies to meet them. It should provide financial as well as non-financial motivation to the
employees. Financial motivation includes bonus, incentives etc. whereas non-financial
motivation includes appreciation, employee of the month etc.
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TASK 3
3.1 THE BENEFITS OF TEAM WORKING
When the group of peoples are collaborated to accomplish a common goal is termed as
teamwork. Teamwork plays an important role in the development of the organisation (Costa, et
al. 2014). There are several benefits of the teamwork which are mentioned below.
GROWTH
Team work is a great opportunity for an individual to make personal as well as professional
growth. It helps an employees to develop knowledge as well as skills which reflect positively on
the career of employees.
TRUST BUILDING
Teamwork let the employees and coworkers build a bond of trust among.It increases the feeling
of safety to put the ideas on the table. Trust is the key component to find the solution to each
and every problem. and solve them effectively.
RESOLVE CONFLICTS
Teamwork is the open opportunity for employees to talk openly about their personal issues or
company related.
The team consist of different types of peoples with varied capabilities, which arises the conflicts
among them, but employees are want to resolve themselves, instead of moving towards
management.
MUTUAL UNDERSTANDING AND SUPPORT
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A sense of brotherhood among the employees are developed while working in the team which
increases their relation with each other and increases mutual understanding. Those goals which
seem impossible to achieve by an individual is accomplished by the support of coworkers.
ENCOURAGES THE TALENT
Teamwork enhances the talent and encourages to contribute the brainstorming ideas and
innovations in future aspects. Each member has a different style and working pattern, and by
combining all mindblowing talents together on a table leads to creative solutions (Terkel, 2011).
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3.3 EFFECTIVENESS OF TEAMWORK IN ACHIEVING THE GOALS
A well-performing team has its effect on the productivity of work for an organisation. A given
assigned work becomes more creative and productive with the effectiveness and involvement
of team workers.
'when we all work together, we all win together' that must be a tagline of a team. First of all, a
team has to be committed towards a common goal. A company let the employees know about
the target they want to accomplish in upcoming years. The second thing is caring for the entire
team, if someone talks about some idea which would be beneficiary of team/organisation,
appreciate him/her instead of being rude. Be respectful to the coworkers. That might also help
in building a better relationship among them (Terkel, 2011).
Responsibility is the crucial factor among the team workers. A feeling of responsibility should
be an entire team in order to achieve a big goal.
A team has the positive attitude towards the goals they want to achieve. No one wants to work
with the people with negative thoughts or complaining about life. A company should be consist
of enthusiastic and active personalities.
Encourage the co-workers and appreciate them for their chores they have done. Trust
teammates and help them in their struggling situations and figure out the solution of the
problem by discussion. Also, the team effectiveness increases the productivity and profitability
of the company (Peterson, et al. 2011).
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4.1 FACTORS INVOLVED IN PLANNING AND MONITORING AND ASSESSMENT OF
WORK PERFORMANCE
Nowadays the pressure of business is increasing day by day and to overcome these effective &
more efficient strategies should be executed. Competition in the market is increasing to cope
up with that efficiency should be improved & should focus on a different work process.
Organizations are implementing different ideas & strategy to improve work results &
performance. Managers use many different ways & tools to process & assess & monitor the
work process.
Performance assessment processes in which the manager will test the employees' efficiency, he
will assess, evaluate and measures the performance of employees. The managers have the data
of all the employees, teams & departments then he will analyze the factor which will affect the
performance. The performance assessment is done to check the regular work & day to day
business objectives (Huang and Shah, 2012).
Role function of performance assessment
1 should set appropriate goal.
2 manager or company should use good or effective machines to know the progress of work, to
know the obstacles, and obtain the results
3 should check the employees work regularly & also it should be meeting to the business
objective.
4 talking to the employees and explaining them each & everything about their work
5 to keep everything documented about the support of employees & what are planning of
employees’ carrier growth.
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6 they should make employees focus on their work properly & plan for skill development &
should improve their learning activities
7 they should make documents of all the legal purposes which will support human resource
decision & reduce conflicts
21

4.2 ASSESSMENT OF THE DEVELOPMENT OF THE NEEDS FOR THE STORE
MANAGER OF CLARKS
There are different development needs of the store manager which should be considered by
the Clarks. A plan can be developed for the development of the needs of the store manager of
the Clarks. The plan includes identification of the needs, frequency of identifying the
development of the needs, job rotation, etc.
Identification of the needs- it is important for Clarks to identify the development need of the
employees. The key responsibilities of store manager are to supervise a retail organisation staff,
meeting customer needs, merchandising and budgeting. Clarks should focus on training and
development of the store manager by considering its duties. HR department of the company
should focus on the different development of skills such as communication skills, leadership
skills, negotiation skills, time management skills etc. (Ulrich, et al. 2012).
The frequency of identifications of needs - It is imperative for the Clarks to focus identify the
development needs of the employee at a regular time. The company should identify the
development in every four months that is thrice in a year.
Job rotation- Job rotation is necessary to develop the skills of the employees. Clarks should
rotate the job of the store manager so that he can develop different skills. It would be helpful
for store manager in understanding the roles and responsibilities of other workers (Ulrich, et al.
2012).
Apart from these factors, Clarks should focus on the job enrichment, job enlargement and job
design for the effective development of store manager.
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4.3 THE SUCCESS OF THE ASSESSMENT PROCESS
It is imperative for an organisation to monitor the employee performance so that effective
training and development of the employees can be done accordingly. Companies like Clarks
monitor the performance of the employees in a regular interval. The employee performance
monitoring and assessment system used at Clark is effective in understanding and evaluating
the performance of the employees (Ulrich, et al. 2012).
There are various methods to evaluate the success of the assessment process in Clarks are
improved productivity of the employees, benchmarking and establishing success criteria.
The productivity of the employees reflects significantly on the overall performance of the
company, therefore, Clarks focus on the productivity of the employees. Clarks evaluate the
performance of the employees on the basis of the improvement in the productivity of the
employees. Clark uses benchmarking techniques to evaluate the performance of the
employees. In this technique, the company evaluate the performance of the employee on the
basis of the best performance. It evaluates that to what extent the employee is meeting the
standard criteria. The other important method used by the Clarks is establishing success
measure. After setting clear goals, company establish what success should look for those
objectives or goals. For example, if the performance management goal of the company is
improvement in individual performance than the success measure is percentage of high and
low performers in the company, quality of objectives and percentage of the employees with
objective set (Ulrich, et al. 2012).
Clark should focus on the development of effective strategies for the appropriate training and
development of the employees in the basis of performance evaluation.
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CONCLUSION
It may be concluded that it is very important for an organisation to focus on its workforce and
ensure that they work together without any conflict to achieve organisational objectives. It is
important for an organisation to focus on leadership and management in order to make the
accomplish the organisational tasks effectively and efficiently. HR department of a company
should focus on the effective training and development of the employees so that they can
perform their roles and responsibilities effectively.
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