Working with and Leading People (PDF)
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Added on 2019-12-18
Working with and Leading People (PDF)
Added on 2019-12-18
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Working withand leadingpeople
Table of ContentsINTRODUCTION...........................................................................................................................1LO1: Recruitment, selection and retention procedures:..................................................................11.1: Documentation to select a new member of staff:.................................................................11.2: Impact of legal, ethical and regulatory considerations:.......................................................11.3: Role of HR manager in the selection process:.....................................................................21.4: Contribution of HR manager to the selection process:........................................................3LO2: Styles and impact of leadership:.............................................................................................32.1: Skills needed for leadership:................................................................................................32.2: Difference between leadership and management:...............................................................42.3: Compare leadership style:....................................................................................................52.4: Ways to motivate staff:........................................................................................................5LO3: Work as a team:......................................................................................................................63.1: Benefits of teamwork:..........................................................................................................63.2: Working with a team as a leader:.........................................................................................73.3: Effectiveness of the team in achieving goals:......................................................................8LO4: Work and development needs of individuals:........................................................................94.1: Factors involved in work performance:...............................................................................94.2: Plan and deliver the assessment:..........................................................................................94.3: Success of assessment process:..........................................................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONEmployees are a very valuable asset for a company. Therefore the future of a companydepends upon the recruitment process of that company. This assignment is all about the wholeprocess of recruiting a new member of staff in a company named The United Parcel Service. Thefactors and issues that are involved in this process are given in the learning outcomes below.LO1: Recruitment, selection and retention procedures:1.1: Documentation to select a new member of staff:UPS has a particular documentation method to select new employees for theorganisation.Name of the Company: The United Parcel ServiceJob Description: Required qualified and skilled candidates for the management team.Eligibility criteria of the candidate: Candidate must possess an MBA degree from arecognised institution with core competencies in computer handling.Soft skills: Candidate must possess excellent communication skills.Age limitation: Candidate must be born on or after 01.04.1991.Experience required: Candidate must hold an experience of minimum 2years in a knowncompany.1.2: Impact of legal, ethical and regulatory considerations:The employment and assortment process is important for new and renowned companiesin a similar way.Recruiting and choosing the right employees is domineering for the survival ofthe organization (Murdoch and Geys, 2014).The company needs to have the right workers withthe preferred skills, assistances andattitudes for each profession. Unless every feature is properlyharmonised, the corporation will end upappointing unsuitable recruits. The organisation’s goalswill not be attained, and there isforever a threat of the workers leaving the business for superior1
projection outside. Hence, therecruitment and assortment procedure should be cautiously dealtwith. Nevertheless, an efficient and flourishing employment process desires to have severalstandards orcharacteristics (Cushway and Hallsworth, 2012). Such as-Developing jobs for every workPosting the available job Scanning recommences Interviewing apparatusTo sum up, a proper trade association’s staffing and assortment procedure should belegaland fair. Only individual authorization doesn’t alter it nowadays, ethics initiates where thelawends, and it is of corresponding implication for brand assembling and recollectingclients. Anytypes of classified preference must not be given to any group of people (Turner, O'Sullivan andD'Art, 2011). There are various kinds of legal and regulatory framework which required toconsider by The United Parcel Service company. The major objective of these legislations is toprovide protection to employees so as they can effectively carry out their working. At the time ofrecruitment and selection, following legislation required to consider-Equality Act 2010- As per this act, organization should provide the equal opportunity toall employees and candidates. Some company assumes that male employees are morecapable and competent as compare to the female. Thus, they provide opportunity forpromotion and job only male candidate. In order to change this kind of mentality,government develop this act which should follow by The United Parcel Servicecompany.Discrimination act 2010- This act have major aim is to overcome the discriminationwithin the corporation. At the time of recruitment and selection, promotion etc, companyshould not discriminate with any employees and candidate on the basis of their age,gender, region, culture, personal relationship etc.1.3: Role of HR manager in the selection process:HR managers increase calculated resolutions to meet personnel demands and workforcemovements. A service manager, in fact, supervises the staffing and selection procedures;nevertheless, an HR executive is mainly answerable for verdicts related to commercial brandingas it communicates to recruiting and preserving endowed employees (Noe, 2013). Corporatetrademark as it speaks about employment and maintenance means endorsing the company as an2
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