Human Resource Management and Leadership

The assignment delves into various aspects of Human Resource Management (HRM) and leadership. It examines legal and ethical considerations in employee recruitment, the role of HR in the selection process, essential skills for effective leadership, and different leadership styles. Furthermore, it discusses teamwork benefits, conflict resolution by leaders, methods for evaluating team performance, and strategies for addressing individual employee needs. Finally, the assignment explores various approaches to evaluating the effectiveness of an assessment process.

Working With Leading People

Table of Contents
INTRODUCTION:...............................................................................................................................3
TASK 1.................................................................................................................................................3
1..1 Documentation of recruitment.............................................................................................3
1.2 The impact of legal and ethical factors.................................................................................3
1.3 Selection process...................................................................................................................3
1.4 Contribution in selection process..........................................................................................4
TASK-2.................................................................................................................................................5
2.1Skills and attributes of leadership..........................................................................................5
2.2 Defffernce between leadership and management..................................................................5
2.3 Different leadership styles.....................................................................................................6
2.4 Ways of motivation...............................................................................................................7
TASK-3.................................................................................................................................................7
3.1 Benefits of team working......................................................................................................7
3.2 Working in a team as a leader................................................................................................8
3.3 Effectiveness of team performance.......................................................................................8
TASK-4.................................................................................................................................................9
4.1Factors invovled in monitoring the work performance..........................................................9
4.2 Development needs of individuals........................................................................................9
4.3 Evaluation of assessment process.......................................................................................10
CONCLUSION:.................................................................................................................................10
REFERENCES:..................................................................................................................................12

INTRODUCTION:
Not every manger is a greta leader.leaders are the one who make followers. In this
assignment the major task will be how leader incflunce the employeesa nd organisation. This reprot
will show the legal and ethical issues that has to be considered while recruiting. How an HR
manager makes contribution in the selection process and on what are the various steps that a
candidates faces in selection process. It shows that what are the skills and traits that is required to be
a leader and how mangers are different from leader. Further the various leadership styles that are
followed and ways of motivation. Why working in a team is beneficial and how the team
performance is evaluated. At last it shows the assessment process and its evaluation.
For this the cited firm taken is Purple Mail Company who oprates in service sector and it the
largest courier firm in UK.
TASK 1
1..1 Documentation of recruitment
A proper documentation is required while selecting new staff. It provides a clear vision on
what basis a candidate is been selected.
JOB DESCRIPTION
Job vacancies in Purple Mail Company are available for various posts:
Functions: Sales and relationship manager.
Accountable to: General Manager.
Remuneration: Past experience and qualification will be considered
Roles to be performed: To promote company's operation in order to boost its operations.
Roles and responsibilities:
 Increasing sales.
 Customers Relationship management.
 Improving business operations and communication
 Maintaining data
PERSON SPECIFICATION
Effective communication skills and creative thinking ability. Candidate must be able to take
challenges to improve business growth. Knowledge and capability is required to manage CRM .
Qualifications:
 Bachelor’s degree.
 Master's degree in sales

 Masters in Relationship management.
Skills:
 Administration skills
 Fundamental interaction Skills
 Communication Skills
Experience:
 Experience of 3-4 years in the sales field.
Documents which are required are listed below:
 Original bachelor’s and master’s degree at the time of interview.
 Copy of certificate with original.
 Identity proof such as driving licence/passport/citizenship card etc.
 A Curriculum Vitae
1.2 The impact of legal and ethical factors
The legal and ethical factors play a important role in recruitment and selection process.
It is very important that candidates are selected on the basis of merits. They must be hired on the
basis of theri skills, qualifiaction and experience.conssitency must be there in the recruitment
process.
Legal factor- it states that the employees must be hired within the boundaries that rae defined by the
government or organisations. The employees must not be discrinimated on the basis of caste ,
colour or religion. These are the things that affect the selection of employees. It must be kept in
mind that these factors are often kept aside by the organisation during the recruitment process.
Ethical factor- these issues protect the individual during the selection process. It maintain a
professional and eithical standard of the organisation. Some common issues are placing misleading
advertisement for jobs. And also not reviewing the candidate on the basis of their merit. The job
must not lead to misrepresenting the candidate. This include working conditions or present state of
organisation.( Brand, , 2017.)
1.3 Selection process
Invite application- in this the applications of prospective candidates are invited from outside the
organisation. Those who want to apply for the job can are invited. It attracts a large number of
customers.
Recieving applications- the applications provided above contains necessary information of

personal and professional details. They are then analysed and compared with each others.
Sorting of appications- after receiving the appliactions for a limited tiem period they are then
sorted out. In this process the incompleted applications and the applications that are not matching
the job requirements are rejected.
Written test- after sorting of applications a written test is conducted. Through this the technial
knowledge and interest of candidate is identified.
Psychological test- with the help of this test the skills and quality of individuas are identified. This
include various test like inteligence, personality test, etc.
Personal interview- candidates who have passed the test and now interviewed. It is done by HR
manager which helps in getting the detailed information about the experienced, background ,
communication skills of candidate.
Reference check- it is checked whether the candidate is ahving any reference in the comapny or
not.
Medical exam- the physical strength and fitness of the employee is identified.
Final selection- appointment leeter is given which contains the details regarding the post, salary
and employement terms.
Placement- final step in which the candidates is placed in the organisation. The suitable job is
allocated to him.( Koseoglu, and et.al, 2017)
1.4 Contribution in selection process
As a HR manager it is important that the selection process goes smoothly in Purple mail
company. It is required that the all the factors regarding the selction process must be condidered
while recruiting the candidates. The HR manager will get involve in the personal interview process
of selection where the candidates will have face to face interview. To ensure that the proper
candidates is selected manager will take the interview. Also the various policies regarding the legal ,
ethical and regulatory framework must be taken into account. They should not be avoided. An
experienced team will be formed by the manager whcih will look into the selection process.

TASK-2
2.1Skills and attributes of leadership.
Communcation- A leader must be master in all forms of communication such as one on one,
departmental, etc. Apart for this phone social media, etc all also important part of this.
Communication also includes listening carefully and thenguiding. The leader always be ready to
discuss issues with his team menbers. Thre should be a steay flow of communication between them.
Motivation- it is very important to motivate the emloyees to work extra for the organisation.
Leaders can motivate it by various ways like giving new responsibility or involving them in
decision making.
Delegating- the leader must identify the skills of each empoyee and according to it assign the task
and duties to them. It will help the leader to focus on other important things. Delegating helps the
emlpoyees to do their task in effecient way as they know what they have to do.
Positivity- the attitude of leader plays an important role in creating a positive environment in the
organisation. This helps in removing the stressful elements from the minds of employees and
increase the morale. Also this rncourages to work for long hours when needed.
Creativity- in decison making creativity thinking of leaders impress his co workers. The more
creative the leader will the more easily the decisions will be taken. It will also create opportunities
for growth of employees and business..(Petersen, and et.al., 2016)
Feedback- taking feedback helps in evealuating the performance of employees on regular basis. It
will help in delivering useful information to the employees.
Responsibility- the successs and failure of team is entirely dependent on the leader. The leader
should take the responsibility for any mistakes and failtures. This wll increase the respect of him
towards his team members.
Commitment- to agree on what have you said for your team or organisation is the most important
thing a leader do. This puts an example for your employees towards your commitment.
Flexibility- the leader must have the ability to accept changes that occurs in the work environment.
the employees will appreciate your abiltiy to accept changes and problem solving techniques.
2.2 Defffernce between leadership and management
Basis Leadership Management

Meaning It is a skill of leading others. It is an art of organising and
controlling things in effective
way.
Focus It focuses on people It focuses on systems and
structure.
Emphasis It emphasis on doing the right
things.
It emphasis on doing things
right.
Strategy Its strategy is based on long
range view.
Its strategy is based on short
range view.
Basis leader is based in trust Manager is based on control.
Things Leader challenges the new
things
Manager maintains the status
quo.
2.3 Different leadership styles
Autocratic- it is a style in which the decision is taken without involving the team members.
Leaders are having the sole authority to take the decsison and impose it on employees. This sytle is
useful for employees who require close supervision. In this the creativity of employees is restricted.
Participative- it is a leadership style in which the team members are involved in decision making
but the authority of taking the final decision is in the hands of leader. It helps in boosting the morale
of employees because they feel that their views matter indecision making process. Whenever a
change occurs within an organisation with the use of this style employees easily accept that
changes. This style is often called as democartic style of leadership.
Transactional- in this both the manager and employees set goals together to accomplish them and
then the maanger evaluates the performance of employees on the basis of that goals. In between the
process the manager guides or correct the employees if they fail to achieve that goal. At the end
rewards or bonus is given to employees if they perform well.(Uiterwijk- and et.al, 2017.)
Regulatory-
Transformational- this style is highly based on the communication between the managers and
employees. The managers motivate employees and enhance their prodcutivity through high
communication. The managers are highly involved and delegate smaller task to the team to achive
goals.
Laissez faire- in this the leaders lacks the skills of supervision and due to this they are not able to
take feedback of employees. Hence it leads to the productivity of employees. In this only highly
experienced employees can be maintaind as they require less supervision. The lack of control in this
style can lead to poor production thereby increasing the cost.

2.4 Ways of motivation
There are many ways of motivating the employeees. Some of them are discussed below:
positive work environment- sharing of ideas, providing the tools to perform and solving the
issues of employees helps in creating a positive work environment. It also eliminate the chances of
arising conflicts among the employees. Due to this they work freely.
Goal setting- self motivated employees sets their goals wiht the help of manager. It becomes easy
for them to achieve it. The goals set should be measureable and achieveable so that it encourages
employees to work hard.
Incentives- providing incentives to employees can boost theri confidence towards work. These
incentives can be in terms of monetary or non monetary. Monetary include cash prize, bonus, etc.
While non monetray include other benefits.
Profit sharing- sharing of profit can help in increasing the eranings of employees. It gives the
employees a sense of pride as they also become a part in ownership of comapny. It improves
performance as well as raise morale.( Uiterwijk and et.al., 2017)
Recoginise achievement- reward the employee with awards such as stra performer of the month,
by issuing a press release, priting cards, etc. It will help in recognising the performance of the team.
Professional enrichment- send employees to skills seminars and workshops. Promote or create
opportunities of growth for employees. Also encourage them to contiue their education. This will
foster growth and development of employees.
TASK-3
3.1 Benefits of team working
fosters creativity and learning- various ideas of different individuals helps in creativity and doing
task in a better way. It maximises the knowledge of each employee and gaining skills which helps
them in career development.
Build trust- it builds strong relationship with other members. It helps in effective working by
creating a bond. It provides a feeling of safety which allows idea to be shared. This also encourage
open communication in employees as they can share there problems.
Promote sense of ownership- team members feel connected to the company by working together
to achive the business goals. This build loyalty which leads to higher level of job satisfacton among
employees. It benefit the employer in long run. Team work allows to stay connected to the

company.(Brand, 2017)
Encourage risk taking- every team member is connected to each other so it allows them to take
personal risk, in case of any failture they have the support of entire team. Once if team get success
the brainstorming session will produce innovative ideas. Sometimes the riskiest idea turns out to be
best. Team work allows employees to think outside the box. There is no I in team so everyone gets
equal respect. This also help employees on taking risk at personal level.
Blends complementary strengths- team working helps in building talents of team mates. It helps
in identifying the strengths of each member. The team will work together because each individuals
talent will bring on one table. By processing ideas the team will become stronger.
3.2 Working in a team as a leader.
Prepare for resolution- in this the leader is prepared for any resolution that occurs in a team. Discuss
the conflict with the team members and recoginise the issue. Cooperate with everyone and involve
them to solve the conflict. Make them feel comfortable for open communication. Active listening is
essentail here.
Understand the situation- once the team is ready to solve the conflict then understand the situation.
This means thatwhat is the conflict and where it is. It is important to clarify the people position.
Listen to each groups ideas , values and issues. What they want to say or what are their intentions.
break it into smaller groups to deeply understand each person.(Petersen, and et.al., 2016.)
Reach agreement- at last involve each party to make a final agreement between them. It analysis
that what is to be done, by whom its will be done and when. Ensure that the agreement made must
consider the benefit to both the parties.
3.3 Effectiveness of team performance
Team has a common goals to achieve. The roles and responsibility of each team member is
clerified and the team fully utilizes the resources available to them.
 Attentdance- The first and foremaost thing to do is to look after the attentdance of
employees it shows that whether the team member has come to the work or not. If any
member is coming late or leaving early and has not doe his part of work then coorective
actions can be taken.
 Helpfulness- It fosters the culture of doing work in a team by allowing the team to perform
better and handling difficult task together.

 Efficiency- It can be done by interviewing each team member it helps in identifying the
performance of each member. In this it is seen that whether a member has completed a task
in given time or not. It also helps in identifying the resource that as been used. Overall
performance of the teamcan be judged in this.
 Listen carefully- Careful listening of eachteam member issues will help in solving the
confilcts that has occured duirng the project. The employees will aslo feel comfortable in
providing his actual feedback.
 Identify key challemges- Identify the challengeds that were faced throughout the project to
make it ensure that this do not happen next time. This include quality of work, deadlines and
the task of member.(Koseoglu, and et.al, 2017)
 Initiative- It is a sign of satisfactiona nd involvment in the team. The task is to identfy
which member has taken the initiative to complete the task.
 Quality- It is perhaps the most imporatnat element to define the team performance. In ths
the productivity is measured which shows the quality of work of each team member.
TASK-4
4.1Factors invovled in monitoring the work performance
Factors Measures taken
Measuring performance by measuring the performance
of employees the work can
monitored by the leaders. It wll
help in identifying the areas
where a employee lacks and the
leader will show the way to
them.
Evaluation this will done by the leaders so
that they can easily measure the
actual task gievn to employees
with the task that he has

performed.
Situation this is the major factor that can
affect the performance
measuring of employees.
Measuring performance- by measuring the performance of employees the work can monitored by
the leaders. It wll help in identifying the areas where a employee lacks and the leader will show the
way to them.
Evaluation- this will done by the leaders so that they can easily measure the actual task gievn to
employees with the task that he has performed.
Situation- this is the major factor that can affect the performance measuring of employees.
4.2 Development needs of individuals
Review job description- It means to review the duties and task assigned to individual so that the
need required in achievng the task can be recoginsed. It helps in better understanding of each
individual task and its duties.
Meeting team members- It helps in face to face meet with them and identiffy the stga where they
are lacking. It will also give the brief idea about what kind of training or development which can
develop their career by working effectively.
Observing them- This helps in observing the task that they are doing and identifying the areas
where they lack. They can act differently if they know that they are been observed
Gathering additional data- Collecting data from their co workers can help in getting the needs
that they want also the data can be collected by from their past experince, feedback clients, etc.
Analyse data- All the information collected is now analysed so that the need of the employee can
be identified. It helps in proeper selection of needs so that the development can be done
Determiing action steps- In this the action steps are taken in order to fulfill the needs of the
employee. These steps include training or learning. The training is also further divided like on the
job or off the job (Uiterwijk and et.al., 2017)
The needs of individual were identified by following elements:-

Elements Actions Date How long it will
take
Achiving
objectives
Commencemen
t of standards
for action
Effective plan
must be made by
HR manager
Every month 1 motnh Plans will be
developed with
help of
management
Regulating
information
about standards
Flexibility in
communication
must be there
between
employees and
manager.
Starting of every
week
2 weeks It will be doen by
establishing
proper
communication
system
Assembling the
information
about actual
performance
Feedback of
employees should
be taken by HR
manager.
End of every
month
3 weeks Taking feedback
from employees
Comparing of
actual with
standard
performance
which is set
Performance
appraisal of
employees must
be done
End of each
month
1 month Providing
extrensic and
intrensic benefits
to employees.
Human action
according to
situation has be
to be taken
This must be
done in
accordance with
the policies and
procedures that
are defined.
Starting of each
month
3 months Providing training
to improve
performance
4.3 Evaluation of assessment process
The reason to do assessment process is to find out the ways in which the results are
achieved. Htere rae various methods of evaluating the assessment process.
Direct method- In this the behaviour of the meployees are observed and measured. In this the
actual behaviour towards other peple and leader is measured. It is generally prefered where the
objectives are specific like for a team.
Indirect method- In this the attitude, feeling or perception of employees about something is
evaluated by doing a survey.
Process evaluation- It determines that the activities implemented have given the ceratin results or
not. It can be done throughout the project or by reviewing with the output componenets. The results

will imporve the ability of project. The stackholders sees how the project goal was achievd.
Outcome evaluation- It is done to focus on different questions to asks on how much has been the
difference an individual has made in the project.
Evaluation chart- It measures the performance of employees on the basis of set standards.
The evaluation of employees can be done to identify their performance. The emplyoees have
significantly performed well. They are successfully achieved the standards which were set by the
managers. The standards helped them to work accordingly. They were given tasks and roles
according to their skills and abilities. Therefore, their perform was evaluated and if was found that
they were able to satisfy their needs.
CONCLUSION:
This report shows that the HR manager must consider the legal and ethical factors while
recruiting the employees in the organisation and shows the role of HR in selection process. This
various skills and traits like motivation, innovation, etc. that a leader must possess in order to lead
the team is discussed. Further the difference between management and leadership is there with
various leadership styles followed and ways of motivation. In addition to this benfits of working in
a team and the role of a leader in solving the conflict. The various ways of evaluating the team
performance and how to develop the needs of individuals is shown. At last the evaluation of
assessment process is described.

REFERENCES:
Brand, C., 2017. Coaches Working with Global Leaders to Support Change Management: A Case
Study (Doctoral dissertation, Capella University).
Koseoglu, and et.al, 2017. Working with creative leaders: Exploring the relationship between
supervisors' and subordinates' creativity. The Leadership Quarterly.
Petersen, and et.al., 2016. Working with religious leaders and faith communities to advance
culturally informed strategies to address violence against women. Agenda, 30(3), pp.50-59.
Pterwijk- and et.al, 2017. Promoting inquiry-based working: Exploring the interplay between
school boards, school leaders and teachers. Educational Management Administration &
Leadership, p.1741143217739357.
Uiterwijk and et.al., 2017. Promoting inquiry-based working: Exploring the interplay between
school boards, school leaders and teachers. Educational Management Administration &
Leadership, p.1741143217739357.