Performance Planning and Monitoring at Avon

WORKING WITH LEADING PEOPLE
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Table of Contents
Introduction........................................................................................................... 3
Task I (LOI and 3.2: AC 1.1, 1.2, 1.3, 1.4, 3.2).......................................................3
[1.1] Preparing documentation for recruiting newer members..............................3
[1.2] Assessing impacts of legal, regulatory and ethical considerations in the
recruitment procedure........................................................................................... 4
[1.3] Role in the selection and recruitment process(Refer to PPT).........................4
[3.2] Explaining ways that may allow to cope with the team members and select
one of the candidates over the other.....................................................................5
1.4 Explaining the probable reasons that lead to the ineffective and unfair
recruitment practices while recruitment................................................................6
Task 2 (WWLP) LO2: AC 2.1, 2.2, 23, 2.4...............................................................6
[2.1] Explaining the leadership skills and attributes..............................................6
[2.2] Differences between Leadership and Management.......................................7
[2.3] Comparing various leadership styles.............................................................7
[2.4] Explaining several ways of motivating staffs.................................................8
Task 3: LO3............................................................................................................ 9
[3.1] Assessing benefits of working as a team in Avon..........................................9
[3.3] Reviewing effectiveness of working as a team to achieve goals...................9
Task 4: LO4.......................................................................................................... 11
[4.1] Explaining factors required to plan and monitor work-based performances
............................................................................................................................ 11
[4.2] Planning assessment for identifying development needs of ‘Avon manager’
............................................................................................................................ 11
[4.3] Evaluating success of assessment process.................................................12
Conclusion........................................................................................................... 13
References........................................................................................................... 14
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Introduction
With the advent of Technology and the different marketing techniques employment
has been placed as one of the most vital prospects of an individual in a company or
an organisation. However the differences in the employment among individuals are
evident as a result of the differences in the skills and the potential of the different
individuals. In this context Avon has been intensively studied to analyse the
importance of team working in the company. The different parameters for
employment including the legislations have been described with the final
recommendations to improve the business status and the marketing of the company
with respect to the development in their realms of Management.
Task I (LOI and 3.2: AC 1.1, 1.2, 1.3, 1.4, 3.2)
[1.1] Preparing documentation for recruiting newer members
Company Name:
Avon
Job Role:
Area Manager
Location:
Plymouth Area Manager
Description of the Job:
You will be provided with the responsibility of manging the personnel under the
company in the jurisdiction of South Devon-Plymouth. You will be provided with the
management of a team that will be working under your supervision. Additional
parameters include the weekly appraisal of the performances of the employees.
These evaluations are needed to be made individually and are required to be
presented to the Human Resource Manager of Avon.
Salary:
£24,000 - £30,000 per annum
Personal Specifications:
You are required to have these presentable skills:
 Good communication skills
 Proficient in multi-languages and cultures
 Candidates must be proficient in working with teams
 Candidates must possess efficient leadership skills
 Candidates with 2-4 years of experience will be preferred
 Candidates must have a management degree from a recognised college
Additional Skills:
 Candidates are required to have a strong moral character and value
 Candidates must be capable of managing time
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 Candidates must have the knowledge of finance and arte required to have a
sound analytical skill
 Candidates must be desirable to undertake decisions
Benefits:
 Company Car pickup and drop facility
 Rewards and Incentives
 Chances of thorough evaluation of performances and promotions
 Candidates will be provided with laptops
 Chances of grabbing huge incentives
[1.2] Assessing impacts of legal, regulatory and ethical
considerations in the recruitment procedure
The recruitment and selection process is important for the company, as the overall
sales and the internal management of the company is dependent upon the types of
individuals or the employees that have been recruited. During the recruitment
process it is important for the company to maintain the legal standards by
implementing the Data Protection Act 1998, Sex Discrimination Act and the Equality
Act 2010. These acts ensure that the confidentiality of the information provided by
the employees is not forecasted and that kept secret and the legislations also
support the equal chances for the employment of both men and women in the
company.
Ethical considerations are important in this prospect as the differences in the cultures
drives the way for the differences in the recruitments. In this prospect the Race
Relations Act minimises the differences based on the race of the individual. This
provides equal opportunities for both men women and the individuals of different
castes, religion, cultures, creed and race to be employed in the company. Moreover
if these legislations and their applications in the company of the organisation are
employed to the employees that are being interviewed, strategic management may
be easier to implement in the work force of the organisation.
[1.3] Role in the selection and recruitment process(Refer to PPT)
Fixing date
The fixing of the date for the interview for recruitment of the Area manager is
important, and this is commonly referred to as the first step in the role paly.
Recruiting proper interview panel
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