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Report: Working With and Leading People

   

Added on  2019-12-03

12 Pages3903 Words139 Views
WORKING WITH ANDLEADING PEOPLE1
Report: Working With and Leading People_1
TABLE OF CONTENTSINTRODUCTION................................................................................................................................3TASK 1.................................................................................................................................................31.1 Importance of Recruitment & Selection................................................................................31.2 The implications of legal Act................................................................................................31.3 Taking part in selection process.............................................................................................41.4 Evaluating the own contribution in the selection process.....................................................4TASK 2.................................................................................................................................................52.1 Skills & Attribute needed for leadership :.............................................................................52.2 Difference between Leadership & Management...................................................................52.3 Leadership styles for different situations..............................................................................62.4 Types of Motivation...............................................................................................................7TASK 3.................................................................................................................................................73.1 Benefits of Team Working.....................................................................................................73.2 Working in a team as a Team Leader /member.....................................................................83.3 Effectiveness of a team..........................................................................................................8TASK 4.................................................................................................................................................84.1 Factors involved in planning the monitoring & Assessment of work & Performance..........84.2 Assessment of the development needs of a individual..........................................................94.3 Success of the assessment process......................................................................................10CONCLUSION...................................................................................................................................10REFERENCES....................................................................................................................................112
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INTRODUCTIONAn organisation's success depends on the efficiency and the productivity of the employeesand the management staff. Organization with effective recruitment & selection process are morelikely to appoint a good staff. The efficacy of a leader to inspire, motive and drive best results fromthe employees results the better performance of the company. As the employees are the greatestassets of any organization, therefore organizations are required to adopt different practices &motivational theories to increase their work efficiency (Stacey, 2012). The aim of this unit is todevelop the knowledge & skills required for working with & leading others. In this report themethods of selection and recruitment, different leadership styles and prerequisites in a leader to leadan effective team are discussed. Further, the report throws light on the ways of motivation adoptedby a manger and the assessment of the work performance of employees. TASK 11.1 Importance of Recruitment & SelectionRecruitment & Selection is very essential part of any business & it is always needed to bedone properly. Hiring a right person for any small business might be the most important part of yourorganization. These processes helps to match up the right person with the right job skills. Thesepeople not only produce better result but also tend for a long lasting relationship with theorganization (Lakshman, 2009). In a highly technological competitive market PM Companyrequires people who are not only hard working, loyal, well informed & Committed but also capableof showing how to work under pressure.Documents required for Recruiting & Selecting new Staff for PM Company are as followed :Job Description - Develop a clear understanding of the post you have available. So you cantarget your recruiting efforts as clear as possible , it should contains the title, jobresponsibilities & qualifications for the Post (Cox, 2010). Number of Vacancies – before recruiting the employees PM company needs to decidenumber of vacancies available.Curriculum vitae – Applicant's CV contains all the relevant details about their educationalqualification, work experience, Contact Details.Personal specification: It encompasses the applicants educational qualification, experienceand the skills possessed by the applicant that is required for the job profile.1.2 The implications of legal ActThe implications of legal regulatory and ethical considerations to the recruitment and3
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selection process is very important. These are the basic standards that guide every day's businessactivity with established corporate values (Amit & Popper 2009). PM Company's has to considerfollowing legal & Ethical factors :Equality Act 2010 : According to this Act PM Company has to treat people equally, theycannot reject any applicant on the basis of gender, race, sexual Orientation, Beliefs & Age.However, discrimination can be done if found good justification (Ratcliffe, 2015). TheCompany & employees have legal obligations under this equality act 2010.National Minimum Wage Act : As per this law PM Company has to give minimum wagewhich is entitled to almost all the workers in UK by law. The mentioned company will notfall below the minimum wage even though it will affect company's profitability.Employment Right Act 1996 : According to this law employees are entitled to receive withintwo months of hire a written statement from PM Company setting forth the company terms& Conditions (Johnson,2015). Further it cannot opt for unfair dismissal or discrimination ofemployee as it can affect PM Company's brand image. 1.3 Taking part in selection processBeing a new CEO in PM Company, I possess varied set of responsibilities within the contextof recruitment and selection. Short-listing / Filtration of Resume : In this process I had reviewed applicants Resume, andshortlisted according to our company's requirement. After this filtration according to givencriteria in job description applicants are called for telephonic interview.Interviewing : After we determined which application meet the minimum criteria of ourrequirement we selected those people for interview. In their personal interview applicants areasked about their educational qualification, previous work experience, personal details.Talking to these applicants allow us to get issues deeply enough to get fuller sense ofapplicants values, nature & approach to work (Coleman, Marianne, and et.al., 2010).Test Administration : Those applicants who made good efforts & impressions during theinterview procedures are called for test. This test included personality test, aptitude test,physical test. Along with tests we were in procedure of reference check, background check& credit report check (Rieffel, 2015).1.4 Evaluating the own contribution in the selection processMy role in the process of selecting and recruiting the eligible candidates has been theimportant contribution to the organisation. The CEO is the key organiser of all the tasks andworking of the company. To start the company with the new soul and mission the rigorous process4
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