Working with and Leading People Report- PMC
Added on 2020-02-03
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WORKING WITH ANDLEADING PEOPLE
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Selection and recruitment process and documents required when selecting and recruiting anew staff for PM Company....................................................................................................11.2 Impact of legal, regulatory and ethical considerations to the recruitment and selectionprocess for the PM Company.................................................................................................21.3 Participating in selection process.....................................................................................31.4 Contribution of an HR manager in the selection process for the organisation.................3TASK 2............................................................................................................................................42.1 The required skills and attributes for leadership..............................................................42.2 Difference between leadership.........................................................................................4and management.....................................................................................................................42.3 Different Leadership styles at different situations............................................................52.4 Ways to motivate staff to achieve objectives...................................................................6TASK 3............................................................................................................................................63.1 The benefits of team-working for PM Company and the effectiveness of the team inachieving objectives...............................................................................................................63.2 Importance of a leader and member of a team towards....................................................7specific goals, dealing with conflicts or difficult situations...................................................73.3 The ineffectiveness of team in achieving goals................................................................7TASK 4............................................................................................................................................84.1 Factors Involved in Planning the Monitoring...................................................................84.2 Plan for Assessment of Development Needs....................................................................94.3 Success of Assessment Process........................................................................................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................10
INTRODUCTIONOrganization are made up of individuals which are working together to enable thebusiness to achieve its mission, vision and objectives. Leadership is an art of allotting the workto someone else in the organization. The structure of the company would determine the workingactivities of the individuals who perform the operations as a team (Schein, 2010). The report isbased on Purple Mail Company (PMC) is one of the largest courier firms in UK which issuffering from improper staffing and managing the business functions. TASK 11.1 Selection and recruitment process and documents required when selecting and recruiting anew staff for PM CompanyIn order to overcome from the threat of shortage of staff, Purple Mail Company has toimprove the overall management and standards of the organization. As a HR manager, myresponsibility is to recruit and select the right people for continuing the success for PMC.Recruitment and selection process are created to ensure that the best people are hired andselected on merit basis which is free from bias and discrimination activities (Rothwell andKazanas, 2011). The process of selecting and recruiting an operational manager is done throughsome steps which are as follows:1.Job description – It describes person's job title, location, grade, duties andresponsibilities. 2.Person specification – It specifies the details of skills, knowledge, abilities and expertisethat are required in the person to do job.3.Publicizing the vacancy – It refers to the advertisement of operational staff vacancies forthe external applicants. It advertises about the job title, salary offered and other importantdetails about the vacancy.4.Processing and selecting the applicants for interview – In this step, the applicants'information are collected and processed by the HR team which select the eligibleapplicants for being as an operational manager (Schweyer, 2010). The team shouldschedule, organize and conduct the interview.5.Selecting and appointment – The applicants clearing all the tests and interview activitiesare further analysed by the HR team in order to attain the best applicants among the rest.1
In the appointment step, the person is offered with salary norms and acknowledged withthe company’s policies and regulations (Selznick, 2011). Further, the selected person isappointed in the organization. The essential documents required by the applicants for the post of operational managerare college/university degree of three years management course in operational field, certificatesof schools, experience holding credentials and any other certificates that can provide priorpreference to the candidate.1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection processfor the PM CompanyThe legal and ethical framework created by the government is necessary to considerwhile carrying out recruitment and selection process at the organization. The impact of suchregulations on the process of appointing the person for operational manager in PM Company isspecified below:Equality Act 2010 - The aim of this act is to 'harmonise discrimination law and tostrengthen the legislation to raise the progress of equality'. This act has replaced all theexisting equality legislation, including the Equal Pay Act as well. It forces PMC toproperly operate and conduct the process of selection and recruitment. It orders them thatduring recruitment process, the person’s specification should be specific, related to thejoband not unnecessarily restrictive (Chhokar, Brodbeck and House, 2013). As vitalaspect as such qualification is strictly needed to do job and this should be specifiedproperly. The inclusion of criteria that cannot be justified as essential for presenting thejob should be deemed as discriminatory under the Equality Act 2010. Discrimination Act 1995: According to this Act, managers of PMC should notdiscriminate candidates on the basis of their gender, age, religion and nation at any stageof recruitment and selection procedure. This law includes the specified criteria ofprotecting the person from discrimination of age, disability, gender reassignment,marriage and civil partnership, pregnancy and maternity, race, religion or belief(including lack of belief), sex and sexual orientation.1.3 Participating in selection processAs a head manager of human resource department in Purple Mail Company, I wouldparticipate in selection process. In that case, my job is to accumulate and monitor the proper2
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