Recruitment and Selection Methods Analysis

This assignment requires a comprehensive examination of different recruitment strategies and techniques. It involves analyzing the advantages and disadvantages of internal and external sources of recruitment, such as referrals, job boards, social media, and employee referrals. Additionally, it covers the importance of employee selection methods, including interviews, psychometric tests, and assessments. The analysis will provide insights into best practices for effective recruitment and selection, highlighting the need for a strategic approach to attracting top talent in today's competitive job market.

WORKING WITH AND
LEADING PEOPLE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Preparation of documentation towards recruitment and selection process...........................1
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection......3
1.3 Evidence of taking part recruitment and selection process...................................................3
1.4 Own contribution towards selection process in the UPS company.......................................4
TASK 2............................................................................................................................................5
2.1 Skills and attributes needed for leadership with reference to UPS.......................................5
2.2 Difference between leadership and management. ................................................................6
2.3 Different leadership styles for different situations................................................................7
2.4 Ways to motivate employees to achieve organisation goals.................................................8
TASK 3............................................................................................................................................9
3.1 Benefits of team working for UPS .......................................................................................9
3.2 Significance of working in a team as leader and members towards specific goal..............10
3.3 Effectiveness of team in achievement of objectives with reference to UPS.......................10
TASK 4..........................................................................................................................................10
4.1 Factors involved in planning the monitoring and assessment of work performance..........10
4.2 Plan and deliver the assessment of development needs of employees at UPS...................11
4.3 Success of process of assessment .......................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In every business enterprise, team work is considered as important tool to make work
environment more flexible and effective of individuals. This report will initiate with the
recruitment and selection process with references to The united parcel service (UPS) which is the
largest and leading courier service provider organisation in UK (Cascio, 2018). They current
facing leadership, management as well as administrative issues at workplace. As an HR manager
of UPS, a document has been prepared to provide understanding about the recruitment and
selection along with the legal, regulatory and ethical framework which has its impact on the
same. This report will also study the role and contribution of manager in the process hiring
employees. Unit also argues about the different theories of leadership and skills required in
manager to deal with different situations. Moreover, it also determines the importance of team
work and its benefits along with the methods which are used to resolve the problems in UPS. At
last, report will concentrate on performance management and classification of planning of
controlling and monitoring the employee's performance in organisation.
TASK 1
1.1 Preparation of documentation towards recruitment and selection process.
Recruitment is a sequential framework of attracting and influencing the qualified
candidates for Vacancy available at workplace. HR department of the organisation generally
performs this task. Selection is also a process that involves screening of qualified candidate from
the recruited applicants on specific job position (Stanujkic, Djordjevic and Karabasevic, 2015).
In this context, for improvement of overall management and standards it is important for
organisation to implement recruitment and selection process appropriately. There are some
important documents needs to be prepared to support the process of hiring employees.
Documents mentioned below are related to the job profile of package handling supervisor in
UPS.
Job description
Job Title Package handling supervisor
Reporting to Department Head
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Role and Responsibilities Job roles and duties of Package handling supervisor in UPS
involves monitoring the work of drivers and the package handlers
to verify that all work is completed in specific time schedule.
Job specification
Qualifications Graduate/ Post graduate
Skills Excellent customers service skills, flexibility, ability to multitask,
general administrative and reasoning skills are required to
effectively perform the job. Further, Ability to serve as a fair and
effective leader is also a must for motivating and directing staff
activities.
Experience 1 to 2 years of experience as package handler.
After documentation of specific description and specification for a Vacancy of Package
Handling Supervisors. Now it is required to select an appropriate method of recruitment in order
to achieve qualified candidate for the job (Dhamija, 2012). There are mainly two method of
recruitment such as internal and external but as give in case study, UPS has recently faced a high
employee turnover due to poor recruitment and lack of proper checking and balances. Thus,
Organisation needs to use External recruitment process that involves various methods to attract
suitable candidates towards job.
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Among these, media advertisement will be effective for UPS as it is common and preferred
source of external recruitment. In this, company will give their advertisement in newspaper,
digital advertisement in order to provide comprehensive detail about organisation, type and the
nature of job position. Further, E recruitment will also be a suitable method for searching and
screening of prospective candidates electronically/. In this, UPS will provide their jod
advertisement on online job portals that enable the job seeker upload their CV which are
forwarded to HR department in organisation.
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection.
From the study, it is analysed that legal and ethical framework plays an important role in
recruitment and selection process. Legal consideration involves various laws related to hiring of
individuals at workplace. In present context, impact of these considerations on recruitment and
selection of process of United parcel service have been discussed above:
 Equality Act 2010: Focuses on the legislation which are against the unethical practices
of employers in hiring of employees (Bhoganadam and Rao, 2014). Act came in to
existence to protects the rights of employees. It mainly protects the individuals from the
discrimination in terms of marriage, age, race, gender and religion etc. Thus, while
recruitment and selection of candidate, UPS needs to concern about the laws covered
under equality act 2010 in order to remove legal restrictions and problems.
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Illustration 1: External recruitment methods
(Source: External Sources of Recruitment, 2017)

 Sex discriminatory act 1975: For UPS, it is mandatory to maintain this act so that no
one can be discriminated on the grounds of group of sex (Timming, 2015). If candidate
has accomplished all the qualifications, UPS is bound to recruit them no matter that
whether the candidate is male or female.
 Race Relation act 1970: It states that if organisation gives advertisement for any specific
nationality, it tends to break the law and provision of race relation act.
1.3 Evidence of taking part recruitment and selection process.
A specific hiring process in which I have taken part is mentioned below: Inviting applicants: In this, application of suitable and potential candidate for the job of
Package handling supervisors are invited from outside the company (Miner, 2015). Job
advertisement were posted of Newspaper, online job portals and company's website. Receiving applications: At this stage, the applications or CV received from applicants
through different source are analysed to gain information about most suitable candidates. Screening: Sorting of applications received from candidate was done for specific time
period to identify the incomplete, improper and not matching with job position for
screening. Written test: After proper screening, applicants were called for reasoning test at the office
premises. Through this, reasoning skills, technical ability, knowledge and interest of
candidate was identified. Psychological test: This test was also conducted to analyse the mental ability, behaviour
and potential of candidate to work in a team. Personal interview: Screening of applicants was done on the basis of results of written
and psychological test. Selected candidates was further called for interview which was
organisation by HR department of UPS (Renninger, Hidi and Krapp, 2014). It has
provided support in getting detailed information about candidate in terms of experience,
knowledge, backgrounds and command over customer service skills. Reference checking: Previous job references of candidate was examined at this stage to
gain information about their behaviour and performance in previous organization. Medical examination: In this, Physical fitness and strength of candidates have been
identified.
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 Final selection: Appointment letter was provided to selected candidates which consists
of details about the job position along with the salary package and terms of employment.
 Placement: After selection, candidate has been placed to its particular department in the
organisation.
1.4 Own contribution towards selection process in the UPS company.
As an Human resource manager, it is my responsibility to monitor that overall process of
recruitment and selection will be accomplished effectively. As per the instructions, I have also
taken part in preparation of documents which are necessary for selection of employees and
suggested the suitable methods of advertisement (Rose and Walters, 2012).
In this, I was handling the overall process of hiring candidate for 50 job positions which
has become vacant after a sudden resignation of senior manager along with other staff in UPS.
Further, it is responsibility of HR manager to get involved in the session of personal interview in
process of selection in which they will get a chance to direct interact with candidates. Proper
schedule for interview will be developed to take interview of candidates effectively. Along with
this, all the legal, regulatory and ethical consideration shall be considered and followed in the
process.
TASK 2
2.1 Skills and attributes needed for leadership with reference to UPS.
Job of manager in enterprise is complex and there are some important skills and
attributed have been required to perform the job. In present context, it is analysed that most
important skill which is required by manager in UPS is leadership (Weiner, 1972). Some theories
are discussed to provide understand the type of leadership required in organisation.
Trait theory: Theory of leadership states that there are some important characteristics of leaders
in the organisation that can be achieved from the birth. Some of these attributes are intelligence,
personality, creativity as well as responsibility which is essential quality of good leader withijn
organisation.
Behavioural theory: As per analysis, this theory has been framed as per the pattern of working
of leaders in organisation. It basically involves three types of leaders that consists of different
patterns of work.
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 Autocratic Leaders: High competent leaders which does not takes participation of
employees.
 Democratic leaders: They usually provide importance to the views of other employees
and their experience in decision making.
 Laissez faire: These are considered most lenient leaders which does not involve in
activities of their followers and only guides them.
Transactional: It concentrates on the mutual understanding and relationship between the leaders
and their followers and it also results in increasing motivation and values (Bratton and Gold,
2017).
Further, there are some skills which are required among the leaders of UPS are as follows:
 Communication: Leaders in UPS must have effective and motivative communication
skills which enable them to promote team work within organization.
 Motivation: It is also important for managers to have a motivating personality so that they
will promote the others to communicate with the persons.
 Commitment: managers in organisation are needs to be committed towards work and
management so that they will be able to achieve the objectives.
 Creativity: Leaders in the organisation must be creative and also posses the thinking
capabilities which enable him to achieve success by making less efforts.
2.2 Difference between leadership and management.
Basis Leadership management
Meaning It is all about making changes
in the interpersonal behaviours
of individuals or followers
towards the environment and
work (Muchlinski, 2012).
It is a important task of getting
things done through others.
Involvement It also involves development
of effective system.
It is a task of maintaining
previously developed system
in UPS
Dealings Leaders within UPS mainly Managers in UPS always tends
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deals with their team members
and followers in order to
provide them appropriate work
directions.
to monitor and control the
performance of employees in
the organization.
Focus Primary focus of leaders in
UPS is on the people and
provide them learning about
accomplishment of work
effectively.
Concentrates on the
achievement of organisational
objectives and meeting the
deadlines.
Approach It is identified as the proactive
approach because the leaders
always tends to provide
learning to its followers
(Terpstra, Foley and Sarathy,
2012).
Reactive approach because the
managers tends to manage the
overall work and environment
within UPS.
This table has provided a better understanding that there is a major difference between
the leadership and management. It is clearly analysed the leadership focused on providing
training to the individuals with a team in order to develop their knowledge and skills whereas
management is focused towards controlling the performance and skills of employees so that they
will provide their better inputs towards achievement of profitability.
2.3 Different leadership styles for different situations.
Below give are some important style of leadership which can be used to resolve the
administrative problems within UPS. These leadership styles can be used by manager in different
situations.
Leadership styles Description Situations
Autocratic Important leadership style in
which the employers will keep
the authority with themselves
It is used in a condition of
lack of competent employees
and at the time of requirement
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and concentrate on leading the
employees by providing them
directions to accomplish the
work (Lev, 2013).
of urgent decision making.
Participative In this, team members are also
involved the by the leaders in
making effective decisions but
the ultimate authority to
implement the decisions will
remain in hands of managers
or leaders.
It has been used by leaders at
the time making changes in the
functions of organisation.
Transactional It is type of leadership style in
which managers and their
employees work together for
accomplishment of
organisational goal. Further,
managers tends to evaluate the
perfection of employees in
UPS.
Leaders in UPS who wants to
motivate their employees to
work under stress will tend to
use this style of leadership.
Transformational Based on development of
positive relationship between
the managers and employees
in UPS. Managers tends to
motivate the employees so that
there performance will
increase along with the
productivity (Day, 2014).
This style has been utilized by
managers to get expected
results from the potential
employees in UPS.
Coaching It mainly refers to the creation Continuous and on going style
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of skills among the employees
at workplace.
of leadership which is used in
all the situations by leaders.
2.4 Ways to motivate employees to achieve organisation goals.
There are two important theories of motivation have been considered which are used by
managers in UPS to motivate their employees and resolution of problems:
Maslow's hierarchy: This theory is based on the assumption that individuals in organisation will
get motivation when his basic needs get fulfilled. According to this, there are five basic needs of
individuals listed below:
 Physiological needs: It is involves the basic requirement of employees which has their
physical existence such as salary, welfare facilities and flexible working hours etc. By
providing these benefits' manager of UPS will tend to create motivation in their
employees (Fullan, 2014).
 Safety needs: It involves the requirements of safe and health working environment for the
employees at workplace.
 Social needs: Employees not only get motivation from monetary rewards but they also
need to gain recognition from management and employers. However, managers of UPS
needs to fulfil this requirement by providing recognition to the best performer.
 Self esteem: It states that UPS needs to provide incentives to their employees who are
able to meet their requirements and deadlines which makes them more focused to
improve their performance.
 Self actualization: It states that UPS will be able to provide motivation when the workers
will get an opportunity to achieve growth and development at workplace.
Herzberg’s two factors theory
It is based on the assumption that there are two main factors which are responsible for
providing motivation to individuals in organisation. These two important factors are hygiene and
motivational factor (Miles and Savage, 2013). It clearly states that managers of UPS can provide
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to employees through training, providing monetary and non monetary rewards and development
of open work environment. This will tend to raise the performance and help in accomplishment
of objectives.
TASK 3
3.1 Benefits of team working for UPS
 Foster creativity and learning: Development of team work will help in increasing the
environment of creativity and innovation as employee will support each other to perform
better at workplace.
 Develop trust: It also tends to develop a feeling of motivation and trust between the
employees because they always stay and work together for accomplishment of common
goal (Mayfield, 2014).
 Promote sense of responsibility: Team work tends to create coordination between
managers and employees. This build loyalty which leads to higher level of job
satisfaction among employees. It benefits the employer in long run. Team work allows
staying connected to the company.
 Increase potential of risk taking: Development of team work will also tend to raise the
potential of employees of taking risk because they will get support of each other and also
generate new ideas to deal with the problems.
3.2 Significance of working in a team as leader and members towards specific goal.
Working as team tends to provide benefits to the UPS but it can also raise some issues
and conflicts because of difference in the views of employees at workplace. In this context, these
Conflicts can be resolved through the involvement and implementation of strategies during team
work.
 Proper communication: Working as leader in UPS is important as it helps in development
of positive behaviour between team members towards each other (Andersen, 2012).
 Clear duties and authorities: It is also states that every team members in UPS should
posses' information about their roles and responsibilities at workplace which helps them
in achievement of growth at workplace.
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 Open thinking: Study from understanding that team members and manager in UPS should
keep an open mind and thinking. If they will create a negative thinking towards each
other than they will not be able to work together effectively.
3.3 Effectiveness of team in achievement of objectives with reference to UPS.
From the above analysis, it is clear that effectiveness of team performance in organisation
can be improved by providing an effective support to team members. With reference to UPS,
Seniors managers and employees needs to work together as a team in order to resolve strategic,
managerial and administrative problems in organisation (Pritchard and Bloomfield, 2013).it is
also analysed that leaders in the organisation always plays an important role in increasing
effectiveness. Further, they need to provide direction to staff in order to raise their performance
at workplace. It is important for them to promote coordination by providing rewards and
recognition to best teams and also develop open communication so that they will communicate
important information with each other.
TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance.
Factors Measures taken
Measuring performance Managers will be able to manage the performance and work
of employees in the organisation by employing effective
measures to evaluate their performance such as performance
appraisal method, interview, survey and observation etc.
Evaluation Evaluation of performance of employees can be done by
providing them some challenging task which requires team
work (MacKian and Simons, 2013). Their results will
determine their accuracy and effectiveness as well as
requirement of training.
Situation It is important factors which influence the performance of
employees. Leaders can monitor the performance by
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providing them work to handle critical situations.
4.2 Plan and deliver the assessment of development needs of employees at UPS.
For every business enterprise, it essential to identify the employee's development needs
as it help to analyse the strengths and weakness of their employees (Bush and Middlewood,
2013). In this context, there are some effective steps have to be taken HR manager in UPS to
plan and deliver the development needs to employees such as:
Elements Actions Date Time duration Goals
Beginning of
regulations for
action
Analysis of
strength and
weakness of
employees will be
done by HR
managers
Every week 2 weeks Effective plans
and strategies will
be formulated
with the help of
management.
Gathering
information
related to
performance
standards
There are must be
flexible work
environment in
organisation
(Rose and
Walters, 2012).
Starting of every
financial year
3 weeks Development of
open
communication
Gathering
information about
actual results
Feedback of line
manager and
colleagues will be
taken by HR
manager.
Commencement
of financial year
1 month Generating
employee's
feedback
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Comparison with
set standards
Method of
performance
appraisal will be
done
Commencement
of financial year
4 weeks Providing
external and
internal welfare to
employees.
Human actions This must be
accomplished
along with the
important policies
and procedures.
Starting of every
month
2 months Training to raise
the standard of
performance.
4.3 Success of process of assessment
The main justification behind assessment of success of process is to identify the ways to achieve
better results. There are various method for evaluation of process of assessment.
Direct method: In this, behaviour of employees have been taken in to consideration by manager
to evaluate the performance.
Indirect method: In this, feeling as well as perception of employees towards something or each
other is evaluated by managers of UPS (Day, 2014).
Process evaluation: This has been accomplished throughout the stages of project as well as
reviewing the results of employees performance. It is used in situation where objectives of team
will be similar.
Results: It has been accomplished in order to concentrate on distinctive problems and questions
to communicate the difference in efforts the individual has made to accomplish the project.
Evaluation chart: it is used to measure the performance of employees on the basis of set
standards.
CONCLUSION
Present report has provided an understanding that HR manager plays an important
improving the overall the management of enterprise and regulation of recruitment and selection
process effectively. There are various skills and attributes are required in leaders to manage the
employees at workplace. While following a process of recruitment and selection, it is important
for HR managers to be aware about various legal, regulatory and ethical consideration that needs
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to be followed by UPS. Further, employees will get various benefits when they work as team in
organisation. Moreover, effectiveness of team performance in organisation can be improved by
providing an effective support to team members.
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REFERENCES
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Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Day, R.D., 2014. Leading and managing people in the dynamic organization. Psychology Press.
Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management.
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Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
MacKian, S. and Simons, J., 2013. Leading, managing, caring: understanding leadership and
management in health and social care. Routledge in association with The Open
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Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
Miles, A. and Savage, M., 2013. The remaking of the British working class, 1840-1940.
Routledge.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
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