Analysis of Leadership Roles in Personnel Management

The report highlights the importance of leading people in an organization to achieve success. It emphasizes that freshly engaged employees should be motivated and retained, while also utilizing recruitment and selection processes to choose competent candidates. The report also stresses the need for motivational tools to accomplish organizational goals and objectives. Additionally, it concludes that various elements are involved in monitoring and assessing employee work performance.

Working with and
Leading People
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Job description and person specifications for new sales assistants (1.1).................................3
2. The impact of existing legal, regulatory and ethical considerations on the recruitment and
selection process (1.2)..................................................................................................................4
3. Selection process and Own contribution as HR assistant to the selection process (1.3) &
(1.4) .............................................................................................................................................5
TASK 2............................................................................................................................................6
5. The skills and attributes needed for leadership (2.1)...............................................................6
6. Difference between leadership and management (2.2)............................................................6
7. Compare leadership styles for different situations (2.3)..........................................................7
8. Ways leaders and managers adopt to motivate staff to achieve objectives (2.4).....................8
TASK 3............................................................................................................................................9
9. The benefit of team working (3.1)...........................................................................................9
10. Working in the team as a leader and member (3.2)...............................................................9
11. Effectiveness of team in achieving the goals of company (3.3)..........................................10
TASK 4..........................................................................................................................................10
12. Factors involved in the planning the monitoring and assessment of work performance (4.1)
...................................................................................................................................................10
13. The assessment of the development needs of individuals (4.2)...........................................11
14. The success of assessment process (4.3).............................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
In the order to be succeed in the competitive environment establishment mainly depends
upon individuals those are working in the organization (Chatman and Cha, 2003). However,
recruiting the correct candidate for the vacant job is considered as key factor in improving the
performance of the organization. Human resource management is considered as an effective
function within the organization that mainly focuses on the different practices those are likely to
lead ad direct the people working in the organization. The present report is based on different
case scenario that will focus on understanding the recruitment, selection and retention
procedures. However, the report will also understand different styles as well as impact of
leadership on the activities of the organization. Moreover, it will also identify different ways
through which HR assistant would motivate their staff in accomplishing the stated objectives.
Lastly, the report will also consider to measure the factors that are mainly involve in planning,
monitoring and assessing the work performance of the individuals.
TASK 1
1. Job description and person specifications for new sales assistants (1.1)
For performing the activities within the company they need to recruit and select the
calibre employees that support the company in rendering the quality services. However, working
as an HR assistant in a retail group have different duties and responsibilities that supports the
organization in managing their manpower within the enterprise (Crossan and et.al., 2013). As a
HR assistant they need to prepare documents such as Job description and person specification for
recruiting sales assistants for their shops. Job description will mainly specify the key duties as
well as responsibilities of the sales assistant that they need to perform within the organization.
However, the person specification would mainly include attributes such as skills, experience,
knowledge or qualifications that candidate must have to perform the duty of sales assistant
within the organization (Clifton, 2012). The required documents for selecting ad recruiting new
sales assistants are-
Job Description:
Job title: Sales Assistants
Department: Retail department
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Reporting to: Manager
Job purpose: The purpose of sales assistant is to make the shopping experience of their
customers enjoyable by providing them comfortable environment and
provide them proper advice as well as answer the customers questions.
Main duties and responsibilities:
1. To measure the inventory present in store and order the required products and items as
per the demand of customers (Karp and Helgø, 2009).
2. To serve the requirement of customers by providing them required products and items
from the shelves.
3. Keeping the retail store in presentable manner that is shop's windows must be clean so
that displayed items can attract the customers.
4. To ensure that products o the shelves must have high standard.
Hours of working: Monday to Saturday from 9am to 5 pm.
Person Specification
Skills: 1. Must have effective communication skills.
2. Team building skills.
3. Interpersonal skills
4. Managing relationship with their customers
5. Excellent customer service skills
6. Ability to work under pressure
Experience: 1. Experience in any retail organization as well as sales environment
of the company.
2. The impact of existing legal, regulatory and ethical considerations on the recruitment and
selection process (1.2)
For recruiting and selecting the qualified personnel for sales assistants job company need
to follow different legal laws and legislations in the processes (Trent, Cox and Tooker, 2004).
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The retail group must focus on the different legislation and regulation those are related with
employment. The recruitment and selection process of the retail group must be effective and free
from any sort of discrimination and inequality among the candidates (Scott, 2010). The impact of
existing legal and regulatory consideration on the recruitment and selection process for sales
assistants job are- Anti-discrimination Act: The Anti-discrimination act must be introduced by the retail
group so that HR assistant cannot perform any discriminatory or prejudice activity while
recruiting and selecting the sales assistant for the retail group. There must be no
discrimination among the candidates who have been applied for the job in the retail group
(Kuglin and Hook, 2002). The impact of the Anti-discrimination Act on the recruitment
and selection process will be that it outcome in selecting capable nominee among the vast
pool of applicant and thus, it will also result in keeping the image of the establishment in
the ethical manner.
 Equality Act: This act is also essential in the recruitment and selection process of the PM
company. This act mainly focuses on maintaining equality between the male and female.
As, in the interview round the panel should not judge the candidate by the gender (Xu
and Van der Heijden, 2005). They should equally treat male candidate and the female
candidate and avoid the personalized biasness.
3. Selection process and Own contribution as HR assistant to the selection process (1.3) & (1.4)
Selection process plays an important role in selecting the competent ad qualified
personnel for the sales assistant job that would also result in attaining success of Retail group
company. As, it enables the selection of correct nominee with the suitable skills and abilities to
perform the work in retail group shop. As an HR assistant I have taken active part in the
selection process (Whitney, Trosten‐Bloom and Rader, 2010).
The selection process consider different steps first is enabling preliminary screening of
the candidates who have applied for the vacant job of sales assistant. I have matched the
qualification of candidate with the documented job description and person specification by the
company. After that I have selected the suitable applicants whose CV matches the modular of the
company. The second step in the selection process include organizing interview round for the
selected candidate. In the interview I was the one that was asking questions regarding the job as
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well as questions related with their past experience and personal life to know more about the
candidate. Selected candidate from the interview round will give different tests such as potential
test, mental test etc, to insight that knowledge level of candidate. After the different tests another
step in the selection process include having medical check up of the selected nominee to ensure
that candidate is fit enough for performing the job. After the medical check-up I must focus on
checking the references as well as background of the selected candidate to ensure that candidate
is effective for the retail group. Therefore, the selection procedure ends when I offers an
employment document to the personnel for joining their company as the sales assistant.
TASK 2
5. The skills and attributes needed for leadership (2.1)
One of the toughest job of leader is to manage and lead the employees those are working
within the retail group to serve the requirement of customers (Johnson and Yang, 2010). There
are different skills and attribute needed for leadership within the retail group that are described as
follows- Proper communication: The leadership within the retail group must possess effective
communication skills so that they may easily direct day to day activities to their sales
assistant as well as staff working in the stores. However, with the effective
communication HR assistant of the retail group can motivate their staff ad employees to
deliver quality services to their customers who purchases their products (Ibrahim, 2013). Team building: The another attributes that is required for the leadership include that they
must ensure their employees to work in the team and group that will result in gaining
higher profit margins. However, it will also result in boosting the morale of their workers
and staff.
 Decisiveness: Decisiveness is an attribute required for leadership as employees totally
believe their leaders because decisions taken by leaders are quick and reliable. Retail
group, HR assistant must possess quality of making fast decisions that helps in improving
overseas performance (Peterson, 2011).
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6. Difference between leadership and management (2.2)
Leadership and management both are considered as a effective concept that support the
organization and individual in accomplishing the stated objectives and goals. The difference
between leadership and management include-
Basis Leadership Management
Approach The main approach of leadership is
to set and lead the employees and
staff in the proper direction.
However, the management focuses on
planning the detail to accomplish the
objectives.
Decision making Leadership focuses on facilitating
the decisions on the employees
(Flamholtz and Randle, 2007).
While, management collaboratively
makes the decisions for their staff.
Risk ability Leaders are the one that takes the
risk by their own.
However, management will focus on
the methods and ways that minimizes
the risks (Neck and Manz, 2010).
Main focus Main focus of leadership is to lead
the working people of the
organization in the effective manner
that attain long term vision.
Management approach focuses on
managing the work as well as different
resources existing in the organization.
7. Compare leadership styles for different situations (2.3)
Leadership is considered as an effective approach that shapes and direct the organization
in accomplishing the goals and objectives (Root, 2014). Basically there are three different
leadership styles that is autocratic, participative and laissez faire that would be followed by
organization in the different situations. For instance; guests of reputed hotel are dissatisfied with
the room services and had complaint their manager regarding the inappropriate services.
Therefore, in this situation manager will adopt autocratic leadership style. Manager will make all
the crucial decisions and direct the staff of hotel to complete the project in effective manner
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(Motivation in theory, 2013). Thus, staff will obey the orders of their manager and facilitate
services in the room to satisfy other guests and customers.
Another leadership style include participative leadership style under which the leader motivate
ad engage their employees as well as staffs to contribute in the decision making process.
However, participative leaders before taking any decisions may consult with other staff and
employees and allow them to suggest their ideas and thoughts regarding the work (Chatman and
Cha, 2003). For instance, In case of introducing new range of clothing apparels by the fashion
retailer they must consult their staff and employees regarding their promotional strategies so that
they can get different alternatives for marketing their products in the marketplace.
Beside this, another leadership style include laissez faire under which leader empower
their staff and subordinate to perform the work by their own (Types of Leadership Styles, 2015).
For instance; in health and social care doctor deliver the routine tasks and activities regarding
patients to the practitioners. Thus, practitioners by their own check-up the patients health and
provide quality treatment.
8. Ways leaders and managers adopt to motivate staff to achieve objectives (2.4)
There are different ways that leaders ad managers adopt to motivate their staff so that
they can easily achieve the organizational objectives. The different ways are-
 Empowerment- Through empowering the staff and employees working in the retail
enterprise they can easily motivate and enhance the morale of their staff so that they may
take effective decisions for the company by their own (Importance of Team and Team
Work, 2013). However, by empowering staff within the organization they would take
decisions by their own and they may also have control over their activities that they are
rendering in the organization. In addition to this, empowering employees may also assist
in enhancing the commitment level as well as gaining employees loyalty towards the
organization.
 Monetary rewards- Monetary rewards are the other ways through which leaders of retail
group can easily motivate and boost their morale so that they may render ethical services
in the organization. Monetary rewards must be in the form of allowing bonus, extra
shares of the company, increase in the salary etc (Dries and Pepermans, 2012).
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 Non-monetary rewards- Another impressive method that can be used by the leader is
allowing non-monetary rewards to the staff working in the retail group. Non-monetary
reward focuses on acknowledging the services that are rendered by staff within the
enterprise. It may be in the form of appraisal, award or certificate etc.
TASK 3
9. The benefit of team working (3.1)
Team mainly consists of different individuals that work together for attaining the
common goal of the organization (Crossan and et.al., 2013). In the retail group working as a
team is beneficial for organization as well as to self as it assist in increasing efficiency, financial
savings as well as it also result in improving the morale of individual and other team members.
There are different benefits of working in a team that is-
 Flexible working practices- Team work also benefit the organization to become more
flexible so that they can easily resist the change in the organization (Clifton, 2012). For
instance; with the formation of team in the organization they can also temporarily devise
a team that must include different professionals from all the areas so that they may design
effective marketing strategies for promoting their products and services.
 Promotion of anti-discrimination practices- Another benefit of team-working on the
organization is that it support in overcoming the diversity issues that result in promoting
anti-discrimination practices within the establishment (Karp and Helgø, 2009).
 Improved morale- Working in the team assist me in taking greater responsibility within
the team that result in making effective decisions for the team and organization. This will
result in improving my morale because I'll be working as a authority over the project that
result in lowering the employee turnover rate. However, working in a team will also
result in gaining sense of belonging towards the organization that support in rendering
quality services (Gwyer, 2010).
10. Working in the team as a leader and member (3.2)
Working as a leader within the team is essential and necessary as they have certain duties
as well as responsibility to carry off the manpower within the organization in the proper manner
that improve the performance of enterprise. While working in the team as a leader sometimes I
have to deal with unfavourable situations like arising conflict within the team members. Through
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by effective direction in the team as well as continuous communication between the members
results in overcoming the conflicts that has bee arising in the team (Trent, Cox and Tooker,
2004).
However, team members also have different attitude that act as the conflict within the
organization while achieving the objectives or goals. Hence, leader need to understand the
behaviour of each member while providing them work and activities so that they can easily
succeed in achieving the objectives. Therefore, it is necessarily required that, leaders may
exercise suitable leadership style within the team that is democratic style through which every
team member can be active in the activities of firm that in turn it can result in increasing the
profitability along with gross sales of the products (Scott, 2010). Therefore, it can be stated that
presence of leaders in firm plays significant role in accomplishing the team work within the
organization.
11. Effectiveness of team in achieving the goals of company (3.3)
Team plays an significant role in the achieving the goals and objectives of the company
as the main purpose of forming team within the organization to maximize the efficiency and
result in accomplishing the goals of organization (Kuglin and Hook, 2002). There are different
through which an individual can review the effectiveness of team in achieving the goals are-
1. With the help of supervision leaders or manager can easily review the effectiveness of
team. With the help of supervision senior level authority can easily monitor the activities
of team and their members thus, with this staff of retail store results in delivering quality
products and services to their customers (Cannon, 2000).
2. Another method for reviewing the effectiveness of team in achieving the goals of
company can be measured through reviewing the preset performance of the retail group
in the competitive market scenario.
TASK 4
12. Factors involved in the planning the monitoring and assessment of work performance (4.1)
Working as a HR assistants in a medium size private company need to measure the
factors that are mainly involved in the planning the monitoring and assessment of work
performance of the individual so that they may focus on developing their required needs (Xu and
Van der Heijden, 2005). The main aim of monitoring and assessing the work performance is to
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encourage the life long learning among the individual working in the private company. Thus, it
will support them in enhancing and amending their abilities and skills that would support them in
the future aspects. However, there are different factors that are involved in the planning these
are:
1. Recording- The important factor that is participating in the designing the monitoring and
assessment of the work performance consider recording. Therefore, recording the
preceding execution of the individuals will support the managers in watching and
assessing their current work performance of the individuals (Whitney, Trosten‐Bloom
and Rader, 2010).
2. Job design- Another factor that is involved in palling the monitoring and assessment of
work performance include enabling job design that consists of different roles and
responsibilities of the staff that they need to perform at the job. Therefore, designing job
design will support in monitoring ad assessing the work performance of the individual.
13. The assessment of the development needs of individuals (4.2)
The plan of the assessment of the development needs of the individuals include different
steps that is:
 Determining the objectives: Assessment of the development needs of the individual in
private company starts with determining the skills and abilities that is being required by
the individual to perform the work in the company (Johnson and Yang, 2010). The
individual skills and competencies must matches the desired skills for performing the job.
 Prioritize the developmental activities: After determining the objectives company would
focus on prioritizing the skills ad abilities that individual lacks and that need to be
improved in the future so that individual can render proper services in the organization.
However, developing activities will also support the individual in performing their work
in the effective and efficient manner (Ibrahim, 2013).
 Providing Training: the last step in the plan include providing proper training to the
individual so that they must amend the required skills and abilities so that they must
contribute within the organization. Providing training sessions to the individual also assist
in amending their abilities for the future perspectives (Peterson, 2011).
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14. The success of assessment process (4.3)
The success of assessment process can be evaluated in the different ways that is-
1. Providing feedback- The success of assessment process can be evaluated through
employees or clients feedback. The positive response from the staff or customers will
result in enabling that assessment plan of developing the individual is effective for the
organization as it will result in developing the skills of individual that result in rendering
quality services (Neck and Manz, 2010).
2. Measuring effective performance- However, the success of the assessment process will
also be measured by determining the performance of private company that they punctual
deliver the services to their customers or not.
3. Mentoring and counselling- Mentoring and counselling also support in examining the
success of assessment process within the private company as the mentoring assist in
improving the worker and staff actions by continuant observing the activities of personnel
and directing the personnel in the process (Flamholtz and Randle, 2007).
CONCLUSION
From the above report is being terminated that leading people will always benefit the
freshly engaged employees in establishment so that they should achieve the objectives in the
effective and efficient manner. While, the report has also emphasis that the use of recruitment
and selection process in the company for choosing the competent candidate or the individuals for
the job that will ultimately assists the company in attaining the success. However, motivating and
retaining the existing the employees in the company they require the motivational tools. While,
these often result in accomplishing the stated goals and objectives of the organization. Lastly, the
report has also concluded that there are different elements that are participating in the preparation
of monitoring and assessing the work performance of the employees in the company.
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