Working With Leading People

This report discusses the importance of working with leading people in the field of human resource. It covers topics such as documentation preparation for selection and recruitment, the impact of legal considerations on the recruitment process, the selection process, skills and attributes required for leadership, the difference between leadership and management, leadership styles for different situations, and methods of staff motivation. It also explores the benefits of team working for United Parcel Services.

Working With Leading
People

Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Documentation preparation for selection and recruitment of human resource:...............3
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection
process:...................................................................................................................................4
1.3 Selection Process:.............................................................................................................4
1.4 Contribution to the selection process:..............................................................................5
2.1 Skills and attributes required for leadership:....................................................................5
2.2 Difference between leadership and management:............................................................6
2.3 Leadership Styles for different situation:.........................................................................7
2.4 Methods of Staff motivation:............................................................................................7
TASK 2............................................................................................................................................8
3.1 Benefits of team working for United Parcel services:......................................................8
3.2 Working in a team as a Leader and member to achieve goals:........................................9
3.3 Effectiveness of team in goal achievement:.....................................................................9
4.1 Important factors involved in planning and monitoring of work performance in United
Parcel Services:....................................................................................................................10
4.2 Plan for the assessment of development need of employees at United Parcel Services:10
4.3 Assessment of evaluation process in United Parcel Services Company:.......................11
CONCLUSION..............................................................................................................................11
REFERNECES..............................................................................................................................12

Introduction
There are different organisations that are facing diverse issues. The firm is required to
deal with them in different in well defined manner. Today one of the biggest issues for
organisation is human resource (Blanchard, 2010). Human resource is most dynamic force which
can hamper the organisation functioning in the most drastic way. Monitoring evaluating and
controlling the human resource is one of the biggest task a HR manager have to do. If it is done
properly the company will gain effective results. Today, working with leading people has
become very important topic in the field of human resource. This report helps in understanding
how to lead people in the most effective manner. The company can solve the crisis by using
different type of theories and methods. United parcel services is going through rough phase after
the financial crisis and it is further having leadership issues which requires to be solved.
Task 1
1.1 Documentation preparation for selection and recruitment of human resource:
Human resource is the most important factor for the organisation as it the force which
actually moves the business in the right direction. No technology can replace humans
completely. The success of every company depends on skilled, creative, innovative and
committed workforce. Every organisation wants workforce according to their requires and this
makes the recruitment and selection process very important. The recruitment of new employee
needs different types of documents. As they need to follow the statutory laws and have to go
through the following procedures (Bush and Middlewood, 2013). The United parcel services
have to follow criteria as to recruit new staff member for the vacant post of senior managers and
assistant officers.
 Recruitment approval: The process of recruitment of new staff cannot be started
without the approval of the management.
 Description of position: The UPS ltd have to describe the vacant position by using
different methods of job analysis by which they will be able to know specific
requirements of the posts.
 Advertising: Advertising is important task which attract the potential candidates for the
vacancy available in the organisation. The company have to use the most effective and
efficient methods to attract large number of candidates who match the profile.

1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection
process:
The recruitment and selection procedure is a process where the organisation internally
and externally invites applicants to apply for the vacancy in the organisation (Day and Burbach,
2015). The whole process of recruitment selection is based on some statutory laws and legal
issues. These legal laws are essential for the recruitment process and need to be fulfilled at any
cost. When the UPS will start the recruitment and selection process they should be aware of all
rules and regulations regarding the recruitment drive as this knowledge help in minimising the
risk of legal trouble. There are certain impacts of these legal laws on the recruitment and
selection process:
 Race discriminatory Act: The job profile should not be against the believes of any race.
Total process of employment should be formulated as per the law.
 Sex discriminatory act: No discrimination should be carried out on the basis of sex.
Every one should be treated equally.
 Impact of Advertisement regulations: There are certain guidelines which prevents the
companies from using any discriminatory or anti social advertisement for the recruitment
process.
 Equality Act: It states that everyone should have equal opportunity for job and salary
(Day, 2014). Organisation should not discriminate between two jobs and should equally
treat the individual.
 Right to employment: Everyone have the equal right of employment. No one should be
discriminated on the grounds of sex, race, culture, etc.
1.3 Selection Process:
HR manager in UPS has to be very careful while carrying out the selection process of
employee as in this phase they finalise the candidate and offer him the job (Espinoza, Ukleja and
Rusch, 2011). Selection process needs more focus and is considered as a negative process, as in
this process the company disqualifies the candidates who do not fulfil the needs. The selection
process needs better approach as to get best employee. To make selection process more
effective, certain steps has been taken:

 Establishing the Selection panels: For starting the selection process, the HR manager
has to setup a selection panel (Fullan, 2014). Role of the selection panel is to select the
best candidate for the job out of the pool of applications.
 Shot listing: This step is where the most of the irrelevant applications are removed. The
applications which are as per the requirements are selected.
 Interviews: Interviews are conducted to find the best candidate who is able to justify his
capabilities for the job.
 Appointment: This is done when the panel selects the best candidate out of the pool. The
candidate is given appointment letter and is told to join in the company.
1.4 Contribution to the selection process:
As a HR manager in UPS there are duties, which are required to be fulfilled. The first and
foremost is conducting recruitment and selection process (Goetsch and Davis, 2014). I had many
responsibilities which included- development of HR department, resource allocation, employee
training and development, recruitment and selection, etc. For USP, as a HR manager there were
certain duties which were performed for successful completion of selection process:
 Job analysis: The first thing which was done was to create a job analysis which
contained job description and job specification. In order to know about the need of staff.
 Job evaluation: Evaluated the job, as what is needed for the job to be performed and
what will be the output.
 Drafting & preparing documents for recruitment and selection process: I drafted the
whole process and prepared the necessary documents for approval (Goffee and Jones,
2013). Initialised the process of recruitment and selection.
 Participation in Selection process: As a HR manager, I established the selection panel
and acted as a member of it. Shortlisted the candidates, interviewed them and gave
appointment letter to the selected.
As a HR manager these task are performed. These are the important task which required
cautious approach as to get the best result.
2.1 Skills and attributes required for leadership:
Leadership is a quality where a leader influences people who work with him. Leadership
is an ability which helps a leader in leading followers without making them to comply with any

rules and regulation (Hellman, 2012). In UPS, there are huge gaps in the leadership due to
absence of skills and attributes required for it. There are certain qualities of leader which are
required in the organisation.
 Creativity and inspiration: A leader should be creative in his approach as to keep the
employees/followers attracted and committed. This creativity should be used by him to
inspire them to work harder.
 Delegation: A leader always believes in delegating a part of authority to his followers as
to make them more responsible and committed.
 Communication and Confidence: Leader should be able to put up his thoughts and
ideas with confidence in front of people. This way he can influence the workers to work
in the organisation.
 Commitment and attitude: Leader should be committed for his post. He should show
his seriousness towards the task assigned to him.
2.2 Difference between leadership and management:
Leadership and management are two different functions. But when they are used together
the best result are obtained (Joyce and Kinnarney, 2014). The management and leadership are
two disciplines which are used together in the organisation to boost the manpower. But these two
disciplines- are different from each other. Leadership is concerned with influencing employees
while management is a discipline which uses the human resource as a strategic force.
Basis Leadership Management
Definition Leadership is a trait of a person; his
ability is to lead others
Management is an approach to
systematically organise and
coordinate whole functioning in
effective and efficient way.
Basis It is based on trust It is based on control
Focuses on Leader inspires people, encourage
change
Manager manages the activities and
bring stability
Power Depends on influencing power of
leader
Depends upon the rule and
regulations

Strategy used Leader uses proactive strategy It uses reactive strategy
Formed on Principle and Guidelines It is formed on policies and
procedures.
2.3 Leadership Styles for different situation:
United parcel has been through the leadership crisis which caused low rate of motivation
among employees. Leadership is situational and hence uses different styles to achieve the best
desired results (Košnarová, 2013). Leadership style represents how a leader is dealing with his
followers. There are many types of leadership styles which are used in united parcel services:
 Autocratic style: Under this style the manager uses strict control measures to make sure
that the employees are following the described path only. This style uses a different type
of punishment to make employees work. United parcel services has implemented this
style in the departments which showed weak performance.
 Democratic style: This is the best style as under it the manager allows the employees to
take part in the decision-making process. This motivates the employee as they are also
being heard by the management (Laguador, 2013). Manager knows what the employee
needs as he is in direct contact with them. United parcel services has adopted democratic
style for their overall system stability.
 Laissez faire: This style is where there is no leader. All people in a group are free to do
anything they want. These exist only in informal groups and organisation which have no
set targets to be achieved.
The united parcel services has changed their structure to integrate new leadership criteria.
2.4 Methods of Staff motivation:
There are different methods by which a manager/leader can boost his employee's to work
effectively in the organisation. Motivation is important as it helps the employees in acheiving
desired targets with higher productivity. There are different theories and approaches by which
HR manager can keep motivation of employee high (Lepsinger, 2010). Maslow need hierarchy
theory, Herzberg two factor theories, McClelland Need theory, McGregor Participation theory,
etc- can be adopted by the organisation to motivate employees. These are simple ways to
understand how to motivate the employees. The employee's motivation can be enhanced in UPS
Ltd by:

 Monetary incentives: Monetary incentives are those which are given by the
company for exemplary performance. These are the incentives given in terms of
money.
 Training and development: Training and Development activities increase the
employee motivation to do the task in the most efficient manner (Markiewicz and
West, 2011). Workers learns new skills which help in performing the task.
 Non monetary incentives: Gift hampers, travel packages, medical benefits, etc
are known as non monetary benefits.
 Motivational session: Providing interactive sessions of motivational speeches
also inspire the employees. Motivation session are taken by the renowned
speakers who motivate people.
It is very important to boost employee motivation as to attain targets in the most effective
and efficient way.
TASK 2
3.1 Benefits of team working for United Parcel services:
The united parcel services has been benefitted with the enhancement of team working
environment. Team work is highly beneficial for the achieving the targets and the success of the
organisation itself. By team building, the organisation is able to utilise pool of skills
(Mendenhall, 2012). Team members share their knowledge, skills which promotes their
development. Team working has its own benefits for united parcel service:
 Improved performance: Team working improves overall performance. Teams are made
up of different people from different sectors. They are put together to achieve the goals
which needs their expertise.
 Coordination: It enhances co-ordination between the employees and management. Team
work is a better way to reduce conflicts.
 Timely completion: Teams are able to perform task in much faster way than a single
person. In a team everyone tries to complete their task as fast as possible.
 Reduced resource wastage: If a person takes six days and fifty units to complete a task
then a team will use only 4 days and 40 units to derive the same or get better result.

 Employee development: When teams are built in the organisation employee's develop as
they learn from each other.
3.2 Working in a team as a Leader and member to achieve goals:
Organisation faces various issues because of the dynamic environment it faces
(O'Sullivan, Moneypenny and McKimm, 2015). Every situation demands something different
from the leader and employees. In the company united parcel services Ltd, HR manager has been
appointed to support and manage human resource of the organisation. There are two goals for
team-working: first is to recruit and select new staff and second is to motivate and train existing
staff. Team working is required to achieve these two targets.
 As a Leader: HR manager have to show his skills and capabilities to set an example in
front of his team to do the job (Pater and Lewis, 2012). He is responsible for their
performance and he will need to identify the best way to initiate the process and conduct
the task without hassle.
 As a Member: The team member have to show their utmost faith in the leader and need
to follow all the guidelines he will be providing to them. The tasks are needed to be
completed and if there is any confusion leader should be consulted.
The team working is required to be monitored by the leader himself. He should make the
fellow members responsible for their own performance.
3.3 Effectiveness of team in goal achievement:
Development of teams leads to effective goal achievement. It is the responsibility of HR
manager to develop an environment where team building is encouraged. Proper assessment of
the teams helps in enhancing the efficiency and effectiveness. Effective team creates its own
characteristics that makes a common group turn into a effective team(Peterson, 2011). The
structure of the organisation helps the effective teams in obtaining productive results. The
following characteristics defines the effectiveness of team in United parcel services:
 Unified Commitment to a goal: Teams are formed to complete given task. The main
characteristic of team is- they use available resources in the most efficient manner.
 Participation: A team have limited number of members. Everyone must be participating
in order to achieve the target. Each member plays an important role in team success.

 Communication: Open communication helps the team members in sharing their idea's
and queries in most effective way.
 Decision Making: A team has a hierarchy with a in-built decision making system. This
helps team and its members to react quickly and effectively to the problems.
 Employee Skills enhancement: Member in the team share their knowledge, skills and
abilities with other team members. This helps other members in developing new qualities.
 Sharing of idea: A team have a open communication which allows sharing of different
idea's. When new idea's are shared to improve the work efficiency, it helps the team in
achieving the goals efficiently.
4.1 Important factors involved in planning and monitoring of work performance in United
Parcel Services:
There are many factors which are responsible for the performance of the organisation. To
assess these factors and total work performance the organisation like UPS have to develop a
proper system (Welch, 2014). This system will keep on analysing and monitoring the
performance of employee and teams. The manager can ask team leader and the managers to fill
out daily report as to know daily performance of the employees which can be analysed weekly or
quarterly to improve it. Certain ways of monitoring and assessing the work performance are:
 Set up of Methods: Methods need to be developed in order to initiate the task to achieve
the overall goals.
 Feedback from customers and clients: Getting feedback from the customers and the
clients as to know what are their complaints and issues.
 Performance appraisals: It is the systematic evaluation of the employee's performance
and to understand the abilities of person for potential growth and development.
 Reports: Getting the report filled by the managers on daily basis and analysing them via
a computer aided software.
4.2 Plan for the assessment of development need of employees at United Parcel Services:
The HR manager has to devise a plan to keep track of the development needs which
arises because of changes which occur in the market (Goffee and Jones, 2013). These are very
important as to keep manpower of the organisation updated to its maximum potential. This way,

they will be performing efficient and effective performance (Hellman, 2012). The UPS is going
through difficult times and it needs a plan to keep track of development needs of employees:
 First of all, the management have to increase the management-employee interaction as to
know what and how employee feels about the work he is performing.
 There is a need of portal to enhance the interaction.
 Quarterly need assessment has to be done, where employee and managers identify the
best way to enhance the employee performance.
 Grievance handling should be precise as it has a direct impact on employee.
 Proper training should be given before any introducing new technology.
4.3 Assessment of evaluation process in United Parcel Services Company:
The HR manager has to assess the evaluation method too as to find out its success rate in
monitoring and measuring employee's performance. The Manager has to do this as to ensure that
the deployed method is giving better results than others (Fullan, 2014). If the method deployed is
not providing right information regarding the performance of the employees and teams then the
manager has to find better method of assessment. The company UPS needs the best solution for
the management and leadership crisis and use of best assessment method will aid in solving it.
HR manager can evaluate method by comparing it with another method results (Goetsch and
Davis, 2014). This way the HR manager will be able to identify loopholes present in a system
and remove them.
CONCLUSION
United Parcel Services is one of the leaders in the sector of delivering parcel and mails. Every
company faces bad situation but what differentiates the best ones is how they tackle the situation.
The UPS has identified the problem that is related with the leadership and managerial
effectiveness. Now, they are developing a new system which will enhance employee's leadership
and managerial effectiveness. The HR function of the organisation is being strengthen. The
introduction of various leadership and management amendments is going to help United Parcel
Service in the best possible way. Their aim is to achieve the efficiency and effectiveness will
also be achieved.

REFERNECES
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distance. John Wiley & Sons.
Markiewicz, L. and West, M., 2011. Leading groups and teams. ABC of Clinical Leadership,
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Mendenhall, M.E., 2012. Global leadership: Research, practice, and development. Routledge.
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Pater, R. and Lewis, C., 2012. Strategies for Leading Engagement Part 2. Professional Safety.
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Online
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