Human Resource Management and Organizational Success

This assignment analyzes the crucial role of human resources in driving organizational success. It examines how effective recruitment and selection processes contribute to retaining employees and highlights the influence of leadership in motivating staff and boosting productivity. The example of UPS facing losses due to poor management underscores the importance of robust HR practices for achieving organizational goals.

WORKING WITH AND LEADING PEOPLE
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Table of Contents
Introduction......................................................................................................................................3
LO1: To use recruitment, selection and retention process..............................................................3
1.1 Preparation of documentation for selecting and recruiting new staffs......................................3
1.2 Assessing the impact of legal, regulatory and ethical considerations for recruiting and
selection process..............................................................................................................................4
1.3 Selection process.......................................................................................................................5
1.4 Evaluating personal contribution towards selection process.....................................................6
LO2: To understand the style and impact of leadership..................................................................6
2.1 Explaining required skills and attributes for a leader................................................................6
2.2 Explaining the distinction between leadership and management..............................................7
2.3 Comparing various types of leadership styles depending on different situation.......................8
2.4 Explaining various ways to motivate staffs...............................................................................9
LO3: To work effectively in a team................................................................................................9
3.1 Assessing the advantages of working in team...........................................................................9
3.2 Demonstrating the ways in working in a team as a leader and member..................................10
3.3 Reviewing effectiveness in teamwork.....................................................................................11
LO4: To assess work and development needs...............................................................................11
4.1 Explaining several factors needed in planning and monitoring...............................................11
4.2 Planning and delivering assessment required in enhancing individual needs.........................12
4.3 Evaluating success of assessment process...............................................................................13
Conclusion.....................................................................................................................................13
Reference List:...............................................................................................................................14
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Introduction
The human resource management ensures in having proper leadership skills as it required
handling several situation and carrying out recruitment process (Rees and French, 2016, p.9).
They ensure that skilled and talented candidates are selected for an organisation. The present
assignment is based on the case scenario of The United Parcel Service (UPS), a leading parcel
service in UK. Presently, the company is facing problems with leadership, management and
administration. Apart from that, the company has poor recruitment and selection process which
directly impact on employee turnover. Therefore, an HR manager will be selected for improving
management standards of the company.
LO1: To use recruitment, selection and retention process
1.1 Preparation of documentation for selecting and recruiting new staffs
In recruitment process, job description and person specification are basic elements that are
presented by a company. Hodges (2016, p.12) defined job description as the needed information
of a person or the place the individual will be carrying out. The below information is given by
The United Parcel Service for the operation manager:
Job description for operation manager:
Job title: Operation Manager
Department: Preparing of packages and logistic supply chain department
Age range: 23-45 years
Job purpose:
 To support the entire team in preparing packages and delivering it to the responsible
individual
Job duties and responsibility:
 Planning and controlling the changes happening in the organisation
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 Managing the team in preparing the parcel
 Supporting the supply logistic team in delivering the goods on time to the respected
individual
 Managing cost and reviewing budget
 Managing quality of goods
On other hand person specification is defined as an important document that sets out essential
requirement with an individual like the experience, skills and qualifications. These are important
for performing the duties within an organisation.
Person specification:
Skills required:
 Experience for at least 1 year
 Need to have experience to work in a team
 Responsible in making the team prepare goods on time and supply those on time
 Maintain professional skills
Aptitudes:
 Ability to communicate with every department
 Need to have the ability to deal with confidential information
 High tolerance and patience
Qualification: BBA or MBA
1.2 Assessing the impact of legal, regulatory and ethical considerations for recruiting and
selection process
While recruiting and selecting staffs for an organisation the human resource management makes
sure in following regal responsibilities. Warric (2016, p.13) added that ethical and legal
implication has adverse impact on the business operation. Such laws are implemented in order to
ensure that the recruitment process is fair and equal for everyone. It also ensures that no
candidates are discriminated in respect to age, sex or religious. Therefore, the impacts of ethical,
legal and regulatory considerations are stated below:
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Sex Discrimination Act:
The United Parcel Service (UPS) is bound to maintain the act in order to ensure that they treat all
the candidates equally. It makes unlawful for the employer to discriminate the individuals
regarding their sex or marital status. Discrimination can take place when a candidate is treated
less favourably on the basis of sex with the opposite individual.
Race Relation Act:
It is not allowed to advertise the job for particular race or nationality as it breaks the provision of
race relation act. For example, if an individual has the legal approval to work in UK then they are
allowed to come for interview in The United Parcel Service (UPS).
Impact of Equality regulation:
UPS must ensure that no special group is given the privilege in getting benefit in recruitment and
selection process. If such is done then it goes against the provision of this act.
Impact of Right to Employment:
When the candidates are recruited for The United Parcel Service (UPS), the human resource
department need to make sure every candidate receives statement of employment such as the
terms regarding the salary, working hours, holidays and medical leave.
Responsibility in paying tax:
Gibert et al. (2017, p.81) stated that when the HR manager of The United Parcel Service (UPS),
employs a candidate for a definite post, then the manager should have the responsibility in
collecting taxation details. Thus, when the manager process payment to the employees, the
employer need to ensure that Pay as You Earn (PAYE) is correctly deducted.
1.3 Selection process
After advertising about person specification and job description, I need to take part in selection
process. I have found that the selection process consists of various sequential tasks. I have
participated in every sequel to look after that each are carried out effectively without breaking
legal requirements. In the stage of job analysis I was finding out vacant position for which the
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job description and person specifications were already given. For attracting talented candidates,
advertisement is a better way in retaining candidates within short period. As a human resource of
UPS I have suggested to use company webpage, newspapers and social media pages. There was
large number of candidates who has applied for the post. Thus, I have selected three recruitment
and selection panel where the leaders from each department were present to recruit the
employees. I have used short listing method after receiving applicants from candidates. The
staffs were short listed after taking part in IQ test where they were asked to sit for a written test.
The one who are qualified are called for the interview session where I have asked question to the
candidates. This has helped me in knowing about themselves and their background. Final
appointment was conducted for those who were successful in giving better performance in
interview session. Therefore, being human resource manager of UPS final appointment statement
was given to the selected participants.
1.4 Evaluating personal contribution towards selection process
In the selection process I have taken part in every step that is carried out in recruiting and
selecting the candidates. Besides, I need to ensure that every legislative policy is followed in the
selection process. I have managed to create diverse workplace for the staffs for ensuring that
staffs receives healthy and friendly ambiance within the organisation. I have made the candidates
comfortable in the interview stage so that they can open up in introducing themselves and talk
about their background. I have selected the candidates based on their academic and experience
qualification. None were discriminated against, sex, race and religious.
LO2: To understand the style and impact of leadership
2.1 Explaining required skills and attributes for a leader
Haas and Mortensen (2016, p.70) defined skills and attributes as the qualities that enables an
individual to carry out the duties effectively. In case of applying for a post, skills are looked after
by human resource management so that they can decide their ability to do a work. Besides, a
leader is associated in every department of the organisation to look after the employees and
motivate them for carrying out their respective role effectively. Hence, the ability to carry out the
duties effectively, a leader is associated to have the following skills:
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Interpersonal and skills of communication: This is the most important skill that the leader
needs to have in managing the workplace. Communication is an effective way to pass in
information in systematic manner. It allows other individuals to be comfortable to work as a
team. Having interpersonal skills allows in building friendly relationship with other staffs that
brings out effective communication.
Problem solving skills: A leader must have the skill of solving problem that may be associated
with work or conflict between the staffs. Analysing the problem is a strategic way of knowing
the real cause of problem.
Skills of motivation: The quality of a leader is associated with motivating the staffs so as to
complete the given task within given period. For example, the leader of UPS need to motivate
the staffs so that they can deliver parcel to the respective individual within given time period.
Motivation is also taken as performance appraisal which enables in achieving target and increase
performance (Lorber et al. 2016, p.111).
Quality to manage: A leader must have the skill of maintaining quality in work. Quality can be
improved by giving feedback from the staffs which can help them to understand their strength
and weakness. Therefore, along with time standard of quality need to be maintained while
delivering the parcels.
Therefore, when the leader of UPS will have the following skills and attributes, it will help them
in carrying out their work effectively by reducing employee turnover rate.
2.2 Explaining the distinction between leadership and management
Leadership Management
The term leadership is defined as a person who
influences the behaviour of other person for
carrying their respective task efficiently
Management is carried out by manager of an
organisation who is associated with planning,
coordinating and organising the organisation
work.
Here, leadership supports in creating and
innovating new things
The role of manager is to administrate the
entire workplace
The main focus of a leader is on the employs The manager focuses on organisation system
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and structure
Carrying out leadership skills within an
organisation enables to develop the process and
people
The manager carries out role in managing
A leader have the approach in solving problem
associated with work or employees (Tajasom,
2016, p.7)
They are managing employees regarding any
social or political issues
In order to develop the process or policies, the
leader need to take feedback from the superiors
on weekly basic
The management team concentrate on reducing
employee weakness where they ask their
subordinates to give weekly feedback
Table 1: Distinction between leadership and management
(Source: Self created)
2.3 Comparing various types of leadership styles depending on different situation
A leader can adopt various leadership styles according to the situations that come across the
organisation. Adopting different leadership style enables in handling situations effectively. These
are stated below:
Transformational leadership style: If UPS wants to make certain changes within the
organisation then this leadership style is appropriate. Here, the leader has a vision which enables
in setting out plans for achieving organisation goals. Besides, the leader has the ability in making
the employees happy and in building effective team. Due to the happiness created among the
employees helps in minimising employee turnover rate.
Autocratic leadership style: In case the company faces any crisis, autocratic leadership has the
ability to manage the team and push them to work as per the instruction given by the leader. As
the leader takes decision in this situation, it enables in making the workplace problem free and
healthy. However, such leadership style is inappropriate in building team as the leaders do not
follow the instruction of employees nor encourages their decisions (Mair, 2016, p.254).
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2.4 Explaining various ways to motivate staffs
Motivation is the best way to indulge employees with their responsibilities and carry their
respective role efficiently. A motivated staff always put effort in helping the organisation in
achieving with their organisation goal. UPS need to use Maslow’s need hierarchy theory for
motivating the staffs in achieving organisation objectives. Therefore, the following ways a leader
and human resource team should adopt in motivating staffs:
Proper pay structure:
Employees work to earn money and live a comfort life by making their family and own self
happy. UPS should ensure that employees are paid on time and according to their
responsibilities. It is the real source to motivate employee and reduce turnover.
Reward system:
Staffs should be rewarded according to their performance. This can be done by promoting the
employees after certain period and giving bonus for extra time. It allows in retaining employees
for long term.
Respecting the employees:
Treating the employees with respect is considered to be a bridging factor, as it makes them feel
that they are an important part to the company. It fulfils the social needs and motivates
employees and they open up with staff members sharing their experience and feelings (Van den
Bulcke et al. 2016, p.301).
LO3: To work effectively in a team
3.1 Assessing the advantages of working in team
Each organisation prefers to make the employees work in a team for increasing production.
Therefore, the following advantages an organisation can have while working in a team:
Increasing efficiency:
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Working in team helps in increasing efficiency as the team focuses on making a perfect task.
Efficiency in work reduces time in completion of task and gives quality output in return. In case
of UPS efficiency in delivering the parcel within the region or outside is essential for maintain
goodwill in market place.
Building trust:
When more than two people work in a group they build trust among each other as all are working
for achieving same goal. Trust is required to work in the absence of other employee. Having trust
between one another improves the problems faced by the organisation.
Leads to innovation:
As it the era of globalisation, there lays high competition between the organisations belonging
from same group. Therefore, there is a requirement to bring innovation and creativity in the work
for satisfying the customers. Besides, innovation is a better way for solving problems as creative
idea is the only way for reducing it. Lorber et al. (2016, p.111) added that brainstorming is an
effective way to find out solution.
3.2 Demonstrating the ways in working in a team as a leader and member
UPS faces different challenges depending on identical situations for carrying out organisational
task. The team of the company believes to work in a team as they are goal oriented. While
working as a coordinator, the role is associated to take responsibility for achieving team goals
and objectives. A leader always works as a coordinator as they think in creating positive work
ambiance. For accomplishing organisation goal, the leader motivates others to create interest in
carrying out their respective tasks. As I am working as HR manager I will try to adopt
transformational leadership style in solving problems and create coordination.
If it is a member to work in a team, then sharing information is necessary which helps in
knowing about one’s strength and weakness. Corporation is needed to complete the task. For
example, in UPS the team members should coordinate among one another in packing the
delivery orders. This will make in giving services to the customers accurately. Here, leaders can
motivate and conduct employee staffing by setting the employees into the task they are good at
(Chuang et al. 2016, p.524). Employee staffing able in completing task sooner and reduces
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errors. The work of leader in this situation is to look after the staffs and monitor their work by
giving feedback.
3.3 Reviewing effectiveness in teamwork
United Parcel Service is in a need of improving their team effectiveness to go in long run. It will
also support the organisation in achieving objectives and goal. Below are the factors that are
required for improving teamwork:
Improves work quality: Along with time management, quality of work should be improved as it
is the exact way in achieving customer loyalty. The team of UPS focused on quality by making
sure that no products are misplaced or damaged while delivering it to the customers.
Help and encouragement: Teamwork makes the work easier and reduces burden from only one
individual as the work gets divided according to skills (Warrick, 2016, p.13). It influences on the
quality and quantity of production. It is found in UPS that employees encourage one another as
all are having the same goal to achieve.
Sharing of ideas: When the team members shares idea to one another it reduces communication
gap giving innovative and creative idea. Sharing of idea reflects the bonding that is present
within the team members.
LO4: To assess work and development needs
4.1 Explaining several factors needed in planning and monitoring
When new candidates are recruited to work for the organisation the human resource should plan
in advance for allocating the roles and responsibilities. It reduces conflict in delivering services
to the customers. After planning and giving task to every department, it is essential to monitor
the task to review performance. The factor of performance appraisal can be effective in
monitoring and evaluating team performance. It enables to work according to organisation goal
in achieving objectives. Feedback works good in handling the work as it makes the staff work on
their weakness and better scope in future. General performance management can be done by
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training the employees so that successful learning can be achieved for enhancing performance
(Gemünden et al. 2017, p.54).
4.2 Planning and delivering assessment required in enhancing individual needs
Names Identified needs Addressing the
needs
Additional
information
Start and end
date
Mr. Gala Need of feedback The leader who is
in charge should
make frequent
approach is
dealing with the
employee where
interaction will be
done helping to
know about his
strength and
weakness
Feedback
improves work
efficient resulting
in production
quality and
quantity. It also
satisfies individual
in a way of giving
positive response
27.11.2017-
27.12.2017
Mrs. Bride Stability In order to make
the employees feel
secure with the
work role, proper
pay structure and
terms and service
papers should be
given
It is the
responsibility of
employer to
ensure job safety
and maintain
policy to give
proper pay
structure
20.11.2017-
25.12.2017
Table 2: Planning and delivering assessment
(Source: Self-created)
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4.3 Evaluating success of assessment process
Assessment process can be successful when the employees will be trained effectively according
to the changing environment. The needs of employees should be assessed by the employer which
helps in keeping the staffs motivated. The above table shows the assessment process which
enables to identify the needs of individual. According to the needs, steps can be taken to improve
the loopholes. Apart from that, survey can be conducted among the employees knowing their
needs. It will also give several ideas which may improve organisation management,
administrative and management process.
Conclusion
It can be inferred that the role played by human resource leads the organisation in getting
success. The present study gives the example of The United Parcel Service who is into loss due
to poor management system. Therefore, for retaining more staffs proper recruitment and
selection process is carried out. Leaders play an effective role in motivating the staffs which
reflects in employee production.
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Reference List:
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managed? Examining the roles of HRM systems, leadership, and tacit knowledge. Journal of
management, 42(2), pp.524-554.
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contribution to innovation. International Journal of Project Management, 8(2), p.54.
Gibert, A., Tozer, W.C. and Westoby, M., 2017. Teamwork, soft skills, and research
training. Trends in ecology & evolution, 32(2), pp.81-84.
Haas, M. and Mortensen, M., 2016. The secrets of great teamwork. Harvard business
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Hodges, J., 2016. Managing and leading people through organizational change: the theory and
practice of sustaining change through people. Kogan Page Publishers.
Lorber, M., Treven, S. and Mumel, D., 2016. Leaders’ Behavior in Association with Job
Satisfaction and Organizational Commitment. Handbook of Research on Managerial Solutions
in Non-Profit Organizations, p.111.
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Satisfaction and Organizational Commitment. Handbook of Research on Managerial Solutions
in Non-Profit Organizations, p.111.
Mair, A., 2016. The Introduction of Teamwork at Rover Group's Stamping. Teamwork in the
Automobile Industry: Radical Change or Passing Fashion?, p.254.
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Publishers.’
Tajasom, A., 2016. Transformational Leadership And Organisational Performance Of
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And Organisational Innovation (Doctoral dissertation, Universiti Sains Malaysia).
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Van den Bulcke, B., Vyt, A., Vanheule, S., Hoste, E., Decruyenaere, J. and Benoit, D., 2016. The
perceived quality of interprofessional teamwork in an intensive care unit: A single centre
intervention study. Journal of interprofessional care, 30(3), pp.301-308.
Warrick, D.D., 2016. What leaders can learn about teamwork and developing high performance
teams from organization development practitioners. Performance Improvement, 55(3), pp.13-21.
Warrick, D.D., 2016. What leaders can learn about teamwork and developing high performance
teams from organization development practitioners. Performance Improvement, 55(3), pp.13-21.
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