Evaluating the Success of Recruitment and Selection Processes

The provided content discusses the importance of teamwork in any organization, highlighting that effective leadership and management require a collaborative approach. The article emphasizes that leaders should focus on developing people rather than just managing tasks, as this approach fosters a more productive and motivated workforce.

Working with and leading people

Table of Contents
INTRODUCTION ...............................................................................................................................4
TASK 1.................................................................................................................................................4
AC1.1 Documents to select and recruit new sales assistant for W boyes & Co..............................4
TASK 2 ................................................................................................................................................7
AC 2.1 Skills and attributes needed for leadership in the W boyes & Co.......................................7
AC 2.2 Difference between leadership and management...............................................................8
AC 2.3 Compare leadership styles ..................................................................................................8
AC 2.4 Different ways adopted by leaders and managers to motivate staff members....................9
TASK 3 ..............................................................................................................................................10
AC 3.1 Benefits of team working in W boyes & Co.....................................................................10
AC 3.2 Dealing with conflict or situations while working in a team as a leader and as a member
........................................................................................................................................................11
AC 3.3 The effectiveness of the team in achieving the goals of W boyes & Co...........................11
TASK 4...............................................................................................................................................12
AC 4.1 The factors involved in planning and assessment of work performance..........................12
AC 4.2 Planning and delivering of development needs of individuals.........................................12
AC 4.3 The success of the assessment process..............................................................................12
Conclusion: ........................................................................................................................................13
References..........................................................................................................................................14

INTRODUCTION
Human resource plays important role in managing and leading the employees. Any
organisation hires new employees for proper working and management through recruitment and
selection processes (Adair, 2013). This process leads to appointment of new, talented and skilled
candidates for the growth and success of organisation. There are different types of leadership
techniques which are selected by companies for leading their employees and guiding them for better
performance in their work.
In this present report, knowledge gained from W boyes & Co is used for explaining different
processes of human resource. It consists of job analysis, recruitment and selection process, team
management and development needs of this organisation. Final step is concluded with proper
recommendations and measures to improve the human resource processes.
TASK 1
AC1.1 Documents to select and recruit new sales assistant for W boyes & Co
Before hiring of any candidate, the first step is to analyse the job and its requirements. For
hiring the sales assistant W boyes & Co needs to apply job analysis such as job description and
person specification. The job description and person specification require in this field is as follows:
Job Description and Person Specification:
Job description consists of title of job and designation along with duties, responsibilities,
scopes and working conditions of a job (Allen and Hartman, 2008). Person Specification consists of
description of skills, qualifications, knowledge, experience and other features possess by candidate
to perform the particular job (Lingenfelter, 2008). Job description and Person Specification for sales
assistant is:
Job Title Sales Assistant
Employment Status ---
Contract Hours: 9 hours
Salary: 15,000 to 20,000
Benefits:  Provident Fund
 Insurance
 Cab facility
 Food Facility
Location London
Duties and responsibilities  Should have knowledge of sales system and all tools used
for this position.

 To deliver the customer's orders.
 To be aware about all safety and healthy issues.
 To satisfy customers by handling complaints and queries
efficiently.
 To answer telephone calls quickly and in polite manner.
 To ensure all items are booked correctly by unpacking the
deliveries with care (Thomson and Thomson, 2012).
 To maintain the standards of behaviour performance and
appearance.
 To carry out audit and report back all the findings and
recommendations.
Key Performance Indicators  Closing ratio
 quota fulfilment
 customer retention
 prospecting activity.
Reporting to Senior Sales Manager
About the Company It is a retail company which runs a chain of department stores in
UK. The products are clothing, footwears, pet products, stationeries,
etc.
Closing date: 31/12/15
Person Specification
Criteria Essential Desirable
Qualifications  Diploma in marketing
and sales
 Knowledge of retail
tools
Diploma in retail management
Skills/competencies  Technical skills
 Trading skills
 Communication Skills
 People skills
 Interpersonal skills
Experience
Required
1 year experience 1 or more year experience
Special attributes
(for example, a track record
of writing financial reports
for a company board)
 Result oriented
 Handles criticism and
rejection from others
 track record of Financial
reports
 Use of credit card
Knowledge of bar code readers,
pricing label guns and small
step ladders for stacking.

machines
Personal qualities
(for example, self-
motivation)
 Self motivated.
 Good convincing power.
 Attractive personality.
 Able to work under
pressure.
 Able to work with team.
 Positive Attitude
 Honest and loyal
 Flexible and adjustable
Job Title: Sales Assistant
A. Job Description:
 Should have knowledge of sales system and all tools used for this position.
 To deliver the customer's orders.
 To be aware about all safety and healthy issues.
 To satisfy customers by handling complaints and queries efficiently.
 To answer telephone calls quickly and in polite manner.
 To ensure all items are booked correctly by unpacking the deliveries with care.
 To maintain the standards of behaviour performance and appearance.
 To carry out audit and report back all the findings and recommendations.
B. Person Specification
Qualifications:
 Should have knowledge about retail management.
 Should have minimum 1 year of experience.
Skills:
 Technical skills with good knowledge of Microsoft Office.
 Good Communication skills.
 Trading skills.

Personal Qualities:
 Self motivated.
 Good convincing power.
 Attractive personality.
 Able to work under pressure.
 Able to work with team.
AC 1.2 Impact of existing legal, regulatory and ethical considerations on recruitment and selection
process
W boyes & Co has to follow some laws, rules and regulations at the time of recruitment and
selection process. Awareness of these laws, minimize the problems and risk in the process of job
postings, interviews, etc (Campbell, 2007). These laws have some impact on the recruitment and
selection process which are described below:
 Race relation act 1976: This act consist of discrimination on the name of race, colour,
nationality and national origins, etc. The job offer of particular race and nationality breaks
the provisions of this act. The impact of this is that W boyes & Co can hire only those
candidates who have legal permission for work in UK (Race Relations Act 1976, 2015).
 Sex discriminatory act 1975 & 1986: This act prevents from the discrimination on the name
of sex or marital status which impact on selection procedure. If the candidate is qualified for
the vacancy of sales assistant then W boyes & Co is bound to hire him/her without gender
discrimination (Sex Discrimination Act 1975. 2015).
 Equality Act 2010: The impact of this act is that, W boyes & Co has to provide equal rights
to the candidate for sales assistant whether the candidate is male or female, young or old
(Equality Act 2010, 2015).
 Law for advertising stage: As per this act, Company need to take care that there should not
be any type of discrimination against sex, age, race, etc during advertisement.
 Employment Right Act 1996: Under this act, W boyes & Co has to provide statement of
employment which consist of the salary, role, working hours, holidays, etc (Employment
Right Act 1996. 2015).
AC 1.3 Experience in the selection process as HR assistant

Taking part in selection process as HR assistant leads to learn many new things. Being HR
assistant of W boyes & Co my participation is explained bellow:
Flowchart of selection process:
 Advertisement: In the first step, company advertise the vacancy of sales assistant with the
help of social media, job portals and other factors such as magazines, newspapers, campus
drives in colleges, institutions, universities for inviting candidates for the vacancy of sales
assistant (Rees and French, 2013).
 Sorting out the CV's: After the advertisements, candidates send their CV's to the company.
The company sort out the CV's which are appropriate for the vacancy. They filter the desired
candidates from undesired ones (Thomson and Thomson, 2012).
 Recruitment and Selection panel: In first step, Recruitment and selection panel is being
selected by HR head. The head of sales department is selected along the other members in
this panel (Recruitment and Selection Hiring Process. 2015).
 Short-listing: By using different short-listing methods like written test, IQ test, etc. the
panel shortlists the qualified candidates as per the requirement of job post. I participated in
this process along with other members and helped them in short-listing the right candidate
(Dransfield, 2000).
 Interviews: The panel of W boyes & Co conducts interview for the shortlisted candidates. In
this interview, they ask questions to them based of their past experience, qualifications and
skills (Leigh and Maynard, 2002).
 References and Eligibility: The panel of company check the references and eligibility of the
candidates. By using the references, they collect the information related to the behaviour,
nature, working style, etc about the candidate from his previous job. This helps them in
selecting right and appropriate candidate (Rees and French, 2013). They checks eligibility of
candidate that whether he is eligible for the post or not.
 Appointment: The last and final step is appointment of the most desired candidate. In this
they provide final appointment letter to the candidate who satisfies them. The
documentation of this process was done by me like documentation of offer letter and other
necessary paper work (Lou, 2007).
Experience:
During selection process, I learnt many things like documentation for new employees, time

management, team work with proper coordination and cooperation, relationship maintenance, etc. I
took participate in meetings which leads to develop decision making skills, communication skills,
etc. This whole process helped me in knowing strategies for effective selection.
AC 1.4 Contribution as an HR assistant to the selection process
Advertisement: In this process I advertise about the vacancy on various job portals, upload them on
different social media sites.
Sorting out the CV's: After advertising, I collect all the CV's of the candidates and filter desired
candidates from undesired candidates. I call and invite the eligible and right candidate and invite
them for interview.
Recruitment and Selection panel: I participate in recruitment and selection panel and do the
documentation required for it.
Short-listing: In shortilisting, I shortlist candidates on the basis of job analysis and refer findings to
the HR Manager. Following this, I call the shortlisted candidates for inviting them to interview.
Interviews: I schedule the interviews and also take part in conducting telephonic interview for the
candidates who were unable to come in the company.
References and Eligibility: In this I call at the given references and gather information regarding
the candidate's work and behaviour. I also check the eligibility of candidates for selecting right
candidate.
Appointment: In the last process my contribution consists of preparing documents for new
employees which include offer letter and appointment letter. I also prepare file for the employee in
which they need to fill all their information related to the previous job, educational qualification,
medical issues if any, etc.
In the selection process of W boyes & Co, I contribute in documentation of job description
and person specification. I also help in advertisement of job like posting it on different job portals,
sending job offers through mail, by publishing in magazines and newspapers, etc. My contribution
was further extended by helping the panel in short-listing of candidates. I shortlist them on the basis
of job analysis and refer findings to the HR Manager (Deckop, 2006). Following this, I call the
shortlisted candidates for inviting them to interview. I also take part in conducting telephonic
interview for the candidates who were unable to come in the company. And in the last process my
contribution consists of preparing documents for new employees which include offer letter and
appointment letter. I also prepare file for the employee in which they need to fill all their
information related to the previous job, educational qualification, medical issues if any, etc.

TASK 2
AC 2.1 Skills and attributes needed for leadership in the W boyes & Co
Various skills and attributes are needed for leadership in any organisation. Leader possesses
different kinds of skills for leading people professionally and socially. The skills and attributes
required for leadership in W boyes & Co are as follows:
 Passion: Leaders love their work and have passion to do it with zeal and enthusiasm. This
passion towards work is required because it helps in motivating the employees to give their
best with good performance (Mullins, 2007). Appreciating them for their work and
motivating them helps in more productivity and maintaining good environment of company
(Top five leadership traits, qualities and skills. 2015).
 Communication Skills: Leaders should have good communication skills which help in
relationship maintenance (Puccio, 2010). He should communicate to both higher and lower
authority which leads to proper and clear understanding of work. They inform all the staff
members about the updates or changes in the projects (Baker and Henson, 2010).
 Team Work: Leader should possess the team building qualities. They encourage their
employees for working together with cooperation and coordination. They also boost them to
solve their problems by group discussions. This all leads to better environment which later
helps in high productivity with innovativeness (Roberts, 2005).
 Risk handling skills: In every work, there is some risk, either internal or external. Leaders
should have risk handling skills. At the time of any risk, they should know how to encourage
the team members to handle risk all together (Risk Management Skills. 2015).
 Decision Making: Decision making plays important role in leadership. Leaders should be
quick and proper decision maker. This skill helps in taking decision for employee's welfare
and in the profit of company (Trautman, 2002).
AC 2.2 Difference between leadership and management
As per the Kotter 1990, Leadership and management are two different antonymous system.
Each system has its own functions and advantages which helps in achieving goals of organisation
effectively (Thomson and Thomson, 2012). He says that management consists of planning,
controlling and directing whereas leadership is about coping with change, evaluating change, etc.
Leadership and management are two different part of any organisation. The difference between both
of them is explained below:
Leadership Management

It is the ability to motivate and encourage the
employees towards the growth and success of
organisation (Chatzoglou, 2008).
It is directing and controlling one or more
employee's work towards the achievement of a
goals
It is people oriented. It is task oriented.
In this leader leads the employee. In this manager manages the work.
Possess risk management skills, high level of
imagination, communication skills, decision
making, etc.
Take rational decisions and actions; focus on
goal, structures, resources, cost, productivity, etc
of organisation (Epstein, 2008).
These are risk takers. These are under the controller of risk solvers.
There are different types of leadership styles like
participative, transformational, etc.
Autocratic, democratic, consultative, etc are the
types of management.
In this leaders have followers (Butler, 2009). In this managers have subordinates (Leatherman,
2008).
AC 2.3 Compare leadership styles
There are different types of leadership styles which are explained below with example of
appropriate organisation:
Leadership styles Situations Organisations
Autocratic Managers have total authority
to make their own decisions. In
this, Managers have high level
of control over the employees
Benefits for those who require
close supervision. Creative
employees’ possess ability to
become leader of this style
(Gravells, 2010).
Helmsley hotel chain and
Howell Raines of New york
Participative Full participation of employees
but final decision takes by the
leader. Helps in boosting
morale of employees with
Walt Disney and Nissan

motivation. No resist towards
any change. It is not effective at
the time of quick decision
making in short time period
(Caldwell, 2013).
Transformational Possess good communication
skills and high visibility.
Leaders motivate employees
and increase the productivity.
This style requires involvement
of management for achieving
goals (Kumar, 2010).
IBM and Apple
Laissez Faire It lacks proper supervision
feedback of employees. In this
managers have very low level
of control over their
subordinates. No leadership
(Chatzoglou, 2008) supervision
leads to poor production and
lack of control.
Berkshire Hathway
AC 2.4 Different ways adopted by leaders and managers to motivate staff members
In W boyes & Co leaders and managers uses different methods and approaches to motivate their
employees. These have been explained below:
 Communication: In W boyes & Co, leaders and managers properly communicate with their
employees. Line managers of company daily conduct a meeting for updating their
employees about the work (Davies, 2011). This meeting have exchange of ideas and
thoughts in the form of one to one communication (Cartwrigh, 2002).
 Training and Development: Company provides various training opportunities to their
employees for motivation. It also offers strategic career planning for achieving extraordinary
goals and objectives.
 Personal Development Plans: W boyes & Co uses 360 degree feedback technique for
creating personal development plans (Aylott, 2014). Managers offer meaningful feedback to

employees to help them in improving their performance. This approach helps them to know
their potential and to use it at it’s fullest.
 Incentives and rewards: The Company motivates their employees through incentives,
bonuses, etc. They also offer different types of awards and rewards. Rewards offer by
company are always simple, clear and easy. These helps in increasing morale of employees.
 Marlow's hierarchy of needs: This theory motivates employees for achieving their basic
needs and improving their lifestyle step by step. By paying good packages and providing
decent working environment, company can motivates their employees for improving their
performance and achieving their goals (Leatherman, 2008). By providing safety measures
and taking care of their health, company can ensure the staff members that they are working
in a safe and hygienic environment.
 Herzberg's two factor theory: Firm can motivates its employees by applying Herzberg's
theory to their working environment. Job satisfaction motivates employees to work well and
improve themselves. By providing learning and developing opportunities, recognitions,
achievements, etc company can motivates employees and improves their career growth
(Rees and French, 2013).
TASK 3
AC 3.1 Benefits of team working in W boyes & Co
Team work leads to improved performance and effective achievement of goals and objectives of W
boyes & Co. Company gets many benefits by team work of employees which are as follows:
 Improved Morale: Team work in W boyes & Co leads to boosting of morale of employees.
As working in team, employees get various responsibilities over the working project which
makes them to improve their decision making. This later helps them in taking effective,
quick and appropriate decisions. Accomplishment of goals in team leads to increase in
morale and values (Johansen, 2012).
 Risk Handling: While working together there occurs some problems and risk which stuck
the work. The support of all team members encourages them to handle risk. Once they
successfully handles the risk, it make easier for them to handle more risk (Zack, 2012).
 Conflict Resolution: As employees of the company possess diversities; all have their own
way of working these diversities sometimes leads to create conflicts. In such condition, they
are suggested to resolve those conflicts by themselves before sending the issue to
management. This prevent organisation from wastage of time on unnecessary issues

(Humphris, 2013).
 Improved Environment: Team work leads to cooperation, coordination and relationship
maintenance. These all features help in improving working environment of organisation.
This also leads to trust, loyalty and strong bonding among the employees which results in
better production and quick achievement of goals (Chatzoglou, 2008).
AC 3.2 Dealing with conflict or situations while working in a team as a leader and as a member
Different types of difficulties and conflicts arise while working as a leader or member in an
organisation. W boyes & Co also face different types of problems and issues but it selects
appropriate approach for solving them. A leader faces various kinds of difficulties like team
management, diversity management, time management, resolving conflicts, proper communication
with higher and lower authority, proper distribution of work, etc. To make employees work it is
important for leader to manage all these issues very effectively. Being a leader of a team I face
problem of team management (Khan and Sheikh, 2012) . The employees of team were new to each
other which was creating problem in proper working. This leads to lack in cooperation, coordination
and relationship maintenance. To solve this problem, I organize a team lunch so that everyone can
know each other and feel comfortable in working together. Similarly, members of team also face
various problems like working under pressure, working with each other, handling risks, lack of
participation, etc. Being a member of team I face problem of conflicts, as team members Chartered
Institute of Personnel & Development have different views and perception which sometimes leads
to conflicts among them. It leads to improper working performance and also delay the results. To
solve this, leader conduct trainings and various programmes for managing the diversities this helps
us in solving our problems and to work together (Thomson and Thomson, 2012).
For resolving the conflicts and creating friendly environment, company can use various techniques.,
some of them are as follows.
Encourage cooperative behaviour: For resolving the conflicts amog the team members I
encourage the cooperative behaviour by conducting various activities, games and training
programmes. I give them work which needs cooperation and coordination of each other so that they
improve their relation and resolve the conflict themselves. I conduct informal meetings for
improving their relations and for understanding each other. These all factors encourage them to
cooperate with other rather then creating conflicts.
AC 3.3 The effectiveness of the team in achieving the goals of W boyes & Co
Effectiveness of team is the capacity and ability team posses for achieving the goals and objectives
of organisation. The team of W boyes & Co is collection of individuals who share their

responsibilities, tasks and output. The team effectiveness of W boyes & Co is as follows:
 Output: The output given by the team is always appropriate and innovative which leads to
growth of the company. While formulation of output, team members keep all the key
elements of company in mind and follow them properly (Cassidy., 2006).
 Social Processes: The working of team improves the skills, abilities, knowledge of
employees. It also leads to enhancement of morale and values which keep the internal
environment friendly and cooperative. This helps in maintaining the team members with
effective time management. This helps in improving the social life of employees inside the
organisation. It also helps company in managing and maintaining the environment (Rees and
French, 2013)
 Learning: Working in team tends to learn many new things. Employees learn to handle
conflicts, risks and many other problems. They also become flexible and adjustable which
results to cooperation and coordination. This leads to improve the talent and experience of
manpower of W boyes & Co.
 Innovative and Creative approach: Effective team management leads to brainstorming
which make employees to think innovative and creative ideas. Group discussions tends to
exchange of ideas which results to best ideas in the end. These ideas helps in producing new,
improved and innovative products. This also increase the decision making skills of
employees (Dransfield, 2000).
 Team Functioning: By proper cooperation and coordination, company can make achieve its
objectives more effectively. By sharing ideas and thoughts, they makes the work more
effective and appropriate (Rees and French, 2013). The trust, loyalty and strong bond among
the team members helps them in creating friendly environment and accomplishing
objectives by enjoying work.
 Quality of work: Sharing of ideas and information at the time of group discussions and
meetings results to effective approach and innovative strategies which improves the quality
of work (Leatherman, 2008).
 Team member Satisfaction: Team member of the team shares the success ad failure togther.
By working together they contribute themselves fully to the work which leads to learn them
new things and develops their personality. Proper guidance and appreciations of team leader
satisfies them and make them to learn more things.

TASK 4
AC 4.1 The factors involved in planning and assessment of work performance
While working as an HR assistant for XYZ retail it has been found out that there is a presence
of many factors involved in planning and assessment of work performance for employees. Firstly
the need is to identify the aims and objectives of company. For example, if the aim of company is to
provide quality services to consumers then employee work quality will be a major factor to assess
the work performance. Next comes the performance appraisal tools and techniques that are used by
management (Rees and French, 2013). For example, if the company makes use of 360 degree
feedback then it will be have to focus on all the factors. However, the assessment of work
performance will be different if there is a use of ranking or critical incident method. Planning and
assessment of work performance further depends on the key job responsibilities, relevant
competencies possessed by employees, change in level of performance as well as previously
completed performance appraisals (Leigh and Maynard, 2002).
AC 4.2 Planning and delivering of development needs of individuals
The assessment of the development needs possessed by employees can be judged by
undertaking individual meetings with them. Carrying out one on one talk may aid in finding out the
areas where the employees of XYZ limited need growth. In the same way, a feedback form can be
made to be filled by employees (Aylott, 2014). This will aid in identifying the development needs of
individuals.
AC 4.3 The success of the assessment process
In case of XYZ retail firm, the assessment process selected for the employees was judged by
making use of rating method. Here, the quality of performance or competence was assessed on a
particular skill (Rees and French, 2013). It was majorly done by evaluating the scale against set
parameters. The assessment process was successful as it leads to non-missing of any criteria.
However, it was a subjective concept thereby making it difficult to achieve consistency with respect
to ratings that were offered by different managers.
CONCLUSION
As per the above research, it is concluded that team work is very important for the growth of any
organisation. In all process of human resources whether it is recruitment and selection or leadership
there is need of team work. Different organisations use different techniques for leadership and
management but their goal is same i.e. formulation of effective and appropriate organisation which
leads to achieve all its targets and goals. The main thing that plays important role in any
organisation is team work, environment, employees satisfaction level and passion towards work.

These all features leads to development of appropriate organisation.

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