Report on Cabin Crew Recruitment, Teamwork, and Performance

This report focuses on the human resource aspects of cabin crew management within an airline. It begins with a detailed job analysis, job description, and person specification for a cabin crew member. The report then assesses the legal, regulatory, and ethical considerations crucial for the recruitment and selection process, including background checks, working hours, and anti-discrimination policies. It outlines the steps in the selection process, such as application forms, CVs, and interviews. Furthermore, the report explores the benefits of team working, leadership within a team, and the evaluation of team effectiveness. Finally, it examines the factors involved in planning, monitoring, and assessing work performance, along with the assessment of individual development needs and the overall success of the assessment process. The report provides a comprehensive overview of HR practices related to cabin crew management, emphasizing both the selection of new staff and the ongoing management and evaluation of existing team members.

Table of Contents
INTRODUCTIION...............................................................................................2
TASK 1.............................................................................................................3
AC 1.1 Prepare documentation to select and recruit a new member of staff
......................................................................................................................3
AC 1.2 Assess the impact of legal, regulatory and ethical considerations
that are needed for the recruitment and selection process..........................6
AC 1.3 Take part in the selection process.....................................................7
AC 1.4 Evaluate own contribution to the selection process..........................9
TASK 2...........................................................................................................10
TASK 3...........................................................................................................17
AC 3.1 Assess the benefits of team working for an organization................18
AC 3.2 Demonstrate working in a team as a leader and member towards
specific goals, dealing with any conflict or difficult situations....................18
AC 3.3 Review the effectiveness of the team in achieving the goals..........20
TASK 4...........................................................................................................22
AC 4.1 Explain the factors involved in planning the monitoring and
assessment of work performance...............................................................22
AC 4.2 Plan and deliver the assessment of the development needs of
individuals...................................................................................................23
AC 4.3 Evaluate the success of the assessment process............................24
CONCLUSIONS................................................................................................24
REFERENCES..................................................................................................26
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INTRODUCTIION
This assignment delves with the aspect of preparing documentation for
selecting as well as recruiting new staff members, assessing the impact of
legal, regulatory, and ethical considerations that are needed for the process
of recruitment and selection. Also, evaluating individual contribution to the
process of selection. The next part is discussing about the benefits of team
working in an organization that needs to get assessed, there is also the need
for demonstrating the aspect of working in a team as a leader regarding
particular objectives and the effectiveness of the team for actualizing the
objectives needs to get reviewed. The final part is discussing about the
benefits of team working in an organization that needs to get assessed,
there is also the need for demonstrating the aspect of working in a team as a
leader regarding particular objectives and the effectiveness of the team for
actualizing the objectives needs to get reviewed.
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TASK 1
AC 1.1 Prepare documentation to select and recruit a new member of staff
Being part of the human resource department for an airline, there is a need
to do the selection as well as recruitment of a new staff member for the
position of cabin crew. In regard to do this there is a need to do the
preparation of job analysis, job description as well as person specifications.
Job Analysis
Air cabin crew are having the responsibility towards the safety as well as
care of the airline passengers and are given special training for dealing with
the situations that require security as well as emergency. Prior to the
boarding of a plane by the passengers, information is provided to the air
cabin crew regarding passengers having any special needs. They also do the
checking of safety equipments, ensuring that the aircraft is clean and every
seat pocket is containing the information that is correct as well as the
preparation of the appropriate number of meals as well as well as drinks. The
job of a cabin crew includes long working hours and can be physically
challenging. The cabin crew should be ready for having the flexibility for
working any day of the year. Since the members of the cabin crew are
considered to be the face of the airline there is an expectation from them
towards excelling in customer service as well as always having a friendly
nature, being amicable and having enthusiasm with a better sense of
individual presentation. (Ramaswamy, 2013) Cabin crew can be faced with
various kinds of circumstances at the time of their work and are required
being outstanding team players having the capability to function with their
individual eagerness by making the use of fast thought process as well as
managerial abilities.
Job Description
The cabin crew member job is associated with the aspect of attending a pre-
flight briefing at the time of which assignment of the positions of work are
provided to the air cabin crew regarding the next flight. They are provided
with information regarding the details of the flight, the schedule of the flight
and so on. They need to carry out pre-flight duties, which include the
checking of safety equipments. They welcome passengers on board and
direct them to their seats and inform the passengers about the procedures
regarding safety and makes sure that every hand luggage is being stored in
a secured manner. They need to check the seat belts of every passenger
before the plane takes off. They need to make announcements on behalf of
the pilot and satisfy the queries of the passengers at the time of the flight.
They are required to serve meals as well as refreshments for the passengers.
The cabin crew members are also required to provide first aid for passengers
whenever it is required. They are required to complete the paperwork that
includes writing a flight report. (Clutterback, 2011)
Job Description of a Cabin Crew Member
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Particulars Descriptions
Duty
Their duty is to check the equipment safety ,security
and cleanness and also determine customers need
and services.
To serve the refreshment and meal according demand
of the customers.
To check the passenger seat belt and other security
safety instrument of the passengers
Remuneration Cabin crew pay the salary to its employees Fresher’s
salary expected to be in the range of ₤12,000 to
₤14,000.
Experience person ₤15,000 to ₤18,000 a year.
Salary of Senior post and cabin crew is approx.
₤20,000.
Working hours The working hour are not fixed it will be changed
according to the plane and public holidays
(Clutterback, 2011)
Qualifications
Secondary exam and diploma for any university in
maths and English
also attend the conference related to the tourism and
hospitality management
Skills Communication skill for interacting with the
passengers
Better team working skills
knowledge about the conversion for foregone currency
To be flexible to work in unsocial hours anytime of the
year
To be capability to take decision and confidence for
dealing the passengers.
Experience They have require experience for relevant work
Part-time or temporary work and also understand and
identifying the demand of the customers.
(Clutterback, 2011)
Person specification
The essential personal traits of cabin crew members are being discreet and
at the same time self- confidenthaving the capability for dealing with
circumstances that are considered challenging in a polite but firm manner
having clarity in their voice. They need to enjoy working in a team. They are
required to remain composed in challenging as well as emergency situations.
(Harrell, 2011) The cabin crew members need to have proper confidence,
and have friendly terms with other individuals. They also need to be
susceptible as well as supportive in respect of individuals who are worried or
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distressed. They should possess the ability to work in a quick as well as
efficient manner and possessing the confidence for handling money that
includes foreign currencies as well.
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AC 1.2 Assess the impact of legal, regulatory and ethical considerations that are needed for
the recruitment and selection process
The process of recruitment and selection that is required to selectthe cabin
crew members need following some legal as well as legal rules as well as
regulations. The human resource manager is required having the awareness
of such rules and regulations to initiate the recruitment and selection
process. The impact of legal, regulatory as well as ethical considerations that
is required in respect of the process of recruitment and selection of a cabin
crew member are assessed as under,
First and foremost, there is the requirement for conducting an exhaustive
background verification of an individual that is being recruited as well as
selected to become a cabin crew member by the security agencies.
The maximum working hours regarding a cabin crew member has been fixed
to 12 hours per day by the mutual consent of the airline authorities and the
trade unions. Therefore, even though the cabin crew members are having an
erratic work schedule that requires them to be functional at any time of the
day, the working hour will not be exceeding 12 hours per day.
The recruitment of any cabin crew member by an airline company should not
be discriminating an individual in regard to the person’s sexual orientation
and they should strictly adhere to the sex discrimination act. If done so, then
the person has every right to take legal action against the airline company.
(Kotler, 2014)
The recruitment and selection process should not be depending on
discrimination regarding race of an individual.
The advertisements that will be circulated for the recruitment of cabin crew
members should not be discriminating in relation to age, race, sex,
nationalism and so on of a person.
At the time of recruitment and selection process, the airline company should
not ask any question at the time of the interview that will be hurting the
religious sentiment of the person being interviewed for the post of cabin
crew. (Lancaster, 2010)
During the recruitment and selection process, the person getting interviewed
for the post of cabin crew member should give his full approval regarding the
declaration of the post that considers the salary aspect, timings of work,
benefits of work and many more.
Equal pay Act, 1970
This is an Act That will be prohibiting that the not difference between the pay
roll of the company in the gender basis. Regarding the recruitment and
selection of cabin crew members, the employees of the male and female
candidates both were treated equally and they were selected the equally
qualification and experience for the job.
Race Relations Act, 1976
1. This act protect the people for discrimination in respect of race, colour,
nationality, ethnic as well as national origin in the employment field,
the provision regarding products and services, education as well as
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public functions. the company can select the person who are capable
and right for according to the description of the job.(Hayton, 2012)
Sex Discrimination Act, 1975
This Act is protected and safeguards men as well as women from the
description on related to material status. The Act is concerned about the
training of workers,education,sills quality and policy related to the product
and services in the business. Instance the employees of the cabin crew are
faced the problem at the time of selection process. (Harrell, 2011)
AC 1.3 Take part in the selection process
The selection process in respect of cabin crew members by the airline
companies take into consideration applications forms, CVs, references,
simulations, as well as interviews. All these are very much significant
towards the selection of the appropriate candidate for the post of cabin crew
member. Let us elucidate the matter in detail,
Application forms– After the advertisement gets published regarding the
post ofcabin crew members, it is needed that the individuals who deem fit for
the required post as well as satisfying the basic needs are required applying
with the help of the application form on the website. It is needed for an
individual to fill up the application form by providing appropriate description
about their height, weight, uploading their photograph, as well as mentioning
their educational background and their language proficiency. Depending on
the information that is given by individuals in the application forms, the
shortlisted candidates satisfying the requirements of the job profile of cabin
crew are asked to send their CVs.
CV–Apart from physical needs such as height, weight, candidate’s age and
so on, the technique that will be acting as the primary stage towards the
selection of an appropriate candidate is regarded as CV. The CV helps in
providing essential information regarding an individual who is applying for
the post of cabin crew. Before the interview process commences, the
individual is having the requirement towards sending his CV that needs to
get shortlisted for the person to appear for the interview. (Hayton, 2012)
References–In respect of the job as a crew member, references can be
considered as an important means for doing the candidate’s background
verification as well as determining the person’s eligibility regarding the job. It
is worth mentioning here that background verifications are compulsory to
select a specific person as a cabin crew member and in this regard the
airline companies can do an extensive background verification of the person.
Simulation – The cabin crew members should not lose their nerve at the
moment of crisis and should always remain composed. There is every
possibility for the cabin crew members to face various difficulties when they
are inside a flight but even then they should be serving the passengers
smilingly. For the selection of the appropriate candidate possessing these
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skills, simulation can be regarded as a very effective method. There can
occur the formation of a simulated environment of what might be taking
place inside a flight for checking a candidate’s responses or behavioursat the
moments of crisis. (Harrell, 2011) Therefore, simulation can be considered as
a significant medium for selecting the appropriate individual for the post of
cabin crew member.
Interviews–This is considered as a significant stage towards the selection of
an appropriate individual for the post of cabin crew member. By asking
pertinent questions as well as through the process of filling up
aquestionnaire,a candidate’s qualification can be judged along with the
personality trait of the individual, language proficiency as well as
communication skills and the person’s capability to solve various problems.
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AC 1.4 Evaluate own contribution to the selection process
My personal contribution towards the process of recruitment and selection
for the post of cabin crew member for an airline company can be evaluated
as under,
During the selection process for the post of cabin crew member, as a human
resource manager I waspart of the selection team that conducted the
candidate interviews that applied for the position of cabin crew member. At
the interview, my own contribution was to ask the candidates regarding
various aspects such as describing briefly regarding themselves, their
educational background, their family background, and so on.
During the selection process, my own contribution was to motivate the other
team members who were part of the selection process that resulted in the
selection of the appropriate candidate for the post of cabin crew member.
(Hayton, 2012)
During the selection process for the post of cabin crew member, as a human
resource manager, my own contribution was to prepare small documents for
the individuals who applied for the post of cabin crew members through the
utilization of different processes like intelligence evaluation, written tests in
the form of MCQs and many more. This document was required to be sent to
the department conducting the selection process as soon as possible for
initiating the process of interview.
TASK 2
1. Discovering the work-time with the employees that have been assigned
the work to evaluate the matter. There should always be supportive
information or data. There should also be setting apart of appropriate time
lengths for fostering effective sessions for resolving the problems.
2. Productivity gets a big boost when team members are having the clarity
regarding the work that needs to be done and the work that is being
expected. Moreover, it is very significant for incorporating different
components that are considered to be correct, actual as well as complete.
3. Through the identification of the exceptional objectives that is challenging
but at the same time measurable as well as attainable and without involving
the staff it is not possible to actualize it.
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4. There is the need to motivate other individuals through encouragement,
listening, and to ask simple and clear questions which will be providing
additional motivation.
Building the team encourages the staffs to work collectively, and not
compete with one another, which will be resulting in increased effectiveness
as well as better self-confidence. To encourage an environment of
cooperation as well as finding solutions to the problems in group will assist in
ensuring that a department is able to do the completion of tasks within the
stipulated time period in the absence of individual conflicts.
Effective leaders have the understanding that there will not be any success
in the absence of staff assistance. To provide various opportunities of
training regarding the staffs as well as having confidence in their work will
make them aware that investment is being made for them.
The effective leaders have the knowledge of communicating in an effective
manner with the employees that are in the senior as well as junior stages in
the organization. There is a need to provide a clear explanation to the staffs
regarding the tasks as well as projects with the help of proper
communication.
Staffs are relying on leaders for making fast, rational and appropriate
decisions and the leaders need to understand the opportunity of work that
can be handled by the staffs, the supervisor’s concern, the financial
impediments and so on.
Effective leaders are passionate regarding the work that they are doing as
well as have a feeling of significance regarding the work. To share that
similar kind of passion as well as enthusiasm with the staffs will be assisting
towards motivating the staffs in becoming more effective.
Managers - Manager are administering, they focus on methods as well as
structure, they rely on controlling, they are having a limited outlook and they
are imitating.
Leader – They are innovating, focusing on individuals, inspiring trust, having
a long-range outlook and are orginating
The pacesetting leadership style – When there is already motivation within
the team and they are having the necessary skills then this leadership style
will be working but with extensive use this leadership style can engulf team
members and smother innovative aspect.
The authoritative leadership style – When there is a new vision required by
the team due to the changes in the situation then there is effective use of
this leadership style. These leaders are inspiring a spirit of entrepreneurship
as well as lot of vibrancy regarding the mission.
The affiliative leadership style – When there occurs a stressful situation this
leadership style is most effective and also in the situation when the team
requires rebuilding trust. There should not be exclusive use of this leadership
style.
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The democratic leadership style – When the leaders are having the
requirement towards making the team take the possession of a decision,
plan or objective, this style is very efficient.
The coercive leadership style – When crisis situations take place then this
leadership style is considered to be most efficient. This leadership style
assists in controlling a crisis when there is no other way that will yield the
result.
Rewarding great work – More than 80% of businesses are having a formal
rewards program for motivating employees to provide their utmost.
Creating a welcoming environment – To build this sort of environment is
twofold for finding a physical space that appeal, provides comfort and
provides favor regarding work and a work association with the team
members towards promoting voluntary superiority.
Investing in training – Creating a training cultural aspect as well as doing
everything that needs to get followed. Most of the time, organizations are
putting structures of training in place but are not investing in their
employees.
Leading by example – It is the responsibility of the organizations for driving
self confidence as well as motivating the employees to make them aware of
what is being expected from them. The employees should get boosted by
observing their seniors taking dynamic actions so that they can give their
optimum output every day.
Speaking with the team – There is an essential requirement for conversing
with the team members for maintaining their levels of performance as well
as keeping everyone inspired.
TASK 3
This part is discussing about the benefits of team working in an organization
that needs to get assessed, there is also the need for demonstrating the
aspect of working in a team as a leader regarding particular objectives and
the effectiveness of the team for actualizing the objectives needs to get
reviewed.
AC 3.1 Assess the benefits of team working for an organization
The benefits of working in a team for an airline company can be assessed as
under,
Establishment of staff association – The beneficial aspects of working in a
team is for supporting the employees in an airline company for functioning
collaboratively, which provides a better opportunity for creating association
with one another that will result in creating the scope to have a better
outcome regarding work. Through the process of functioning in a collective
manner within a team, the employees of the airline company will try
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assessing the significance of another team member. Common trust as well
as respect is present and as a result, support is being provided amongst on
another regarding opinions that concern various options in relation to other
members of the team. (Frydman, 2013)
Establishment of capability–The beneficial aspects regarding working in a
team is associated with the establishment of capability in an airline
company. It supports in the completion of work rapidly where the
collaboration in relation to the work will occur between the employees that
will be minimizing the pressure of work. Moreover, establishment of
capability will be assisting the employees in the airline company towards the
contribution of their opinions regarding different work conditions in other
departments as well that will be minimizing the work pressure in respect of
other employees who are not having similar efficiency level as the efficient
staffs which will support them for working on their weak areas and slowly
make their improvements.
Building of trust– Building of trust in respect of the co-workers assists in
providing a sense of security that assists in ideas to appear that will be
motivating the staffs to open up themselves more in front of others. (Harrell,
2011)
Teaching abilities for conflict resolution–When a challenging situation takes
place for working in a team, the staffs are compelled in finding answers for
resolving the conflict rather than taking support of the management.
AC 3.2 Demonstrate working in a team as a leader and member towards specific goals,
dealing with any conflict or difficult situations
For resolving conflict towards working in a team, there is the need to use the
Belbin’s model of team functioning. The Belbin’s model of team functioning
considers nine roles that needs that can be played by a team leader that are
regarded as planner, shaper, plant, reserve examiner, executer, supervising
assessor, team player, stopper, and experts. This model in respect of team
functioning considers significant scenarios regarding team role dynamics.
The processes through which this model will be resolving conflicts regarding
teamwork in an organization are as follows,
For working in a team as leader there is a need to identify the actual problem
and obstacle without having an emotional outbreak or condemning another
person for the crisis.
For working in a team as leader there is a need to do brainstorming in a
collective way for getting the solutions.
For working in a team as leader there is a need to have both the parties take
responsibility for evaluating the advantages as well as disadvantages in
respect of every possible outcome. There will certainly be some situations
that will be satisfying both the parties. (Furnham, 2012)
For working in a team as leader there is a need to select the optimum result
and plan as well as assurance regarding performance in which the two
parties will be sharing their responsibility.
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Last but not the least, for working in a team as leader there is a need to
monitor the entire method in respect of evaluating in which processes staffs
are doing the management of their individual strengths in relation with their
roles in the team and to cope with the limitations since this will be assisting
in avoiding the repetition of conflict situations.
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AC 3.3 Review the effectiveness of the team in achieving the goals
For ensuring that the cabin crew members are being able to perform their
duties in an effective manner and there is satisfaction amongst the
customers regarding the standard of service that is being provided to them,
there will be the utilization of 360 degree evaluation process. 360 degree
evaluation is regarded as a method where the staffs will be receiving
feedbacks that are confidential as well as anonymous from the individuals
that are working around them. This will be taking into consideration the
staff’s manager, co-workers as well as direct reports. (Frydman, 2013)
In this respect, the members of the cabin crew as well as the quality of the
services offered by them will be assessed by receiving feedbacks from the
co-workers as well as customers. The human resource manager of the airline
company will also be assessing the staff performances. The staff
performance will be assessed though the aspect of assembling as well as
combining the feedbacks from various sources. When it will be observed that
a staff is underperforming and not being able to meet the level of
expectation, then the staff will be first made aware of the matter via informal
meetings. In the same manner, effective performance regarding the staffs
will be commended by conducting informal meetings. The score that will be
collected after a certain time period regarding the performance of the
members of the cabin crew will be utilized for determining whether there
occurred improvement in performance or drop in performance after a
specific period of time.Moreover, through the Belbin’s model of team
functioningcan the effectiveness of the team be reviewed for achieving the
goals. To identify the actual problem and obstacle without having an
emotional outbreak or condemning another person for the crisis.To do
brainstorming in a collective way for getting the solutions. To have both the
parties take responsibility for evaluating the advantages as well as
disadvantages in respect of every possible outcome. There will certainly be
some situations that will be satisfying both the parties. To select the
optimum result and plan as well as assurance regarding performance in
which the two parties will be sharing their responsibility. (Furnham, 2012)
Last but not the least, to monitor the entire method in respect of evaluating
in which processes staffs are doing the management of their individual
strengths in relation with their roles in the team and to cope with the
limitations since this will be assisting in avoiding the repetition of conflict
situations.
This part is discussing about the benefits of team working for an organization
such as establishment of staff association, establishment of
capability,building of trust and teaching abilities for conflict resolution. Then,
the role of a leader in a team has been demonstrated with the help of
Belbin’s model of team functioning and finally the effectiveness of the team
in achieving the goals have been reviewed that took into consideration the
360 degree evaluation process as well as Belbin’s model of team functioning.
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The manager and team member of cabin crew are working together with the
knowledge and skills they update their skill with the help of training and
development programmes. They understand the weakness and strength of
the workers and overcoming the weakness of employees. They believe the
team work is more effective rather than the individual work. The leader has
potential to achieve objective of the business.
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TASK 4
This part is discussing about the factors that are involved in planning the
monitoring and assessment of work performance that needs to be explained,
also the assessment of the development needs of individuals should be
planned as well as delivered and the success of the assessment process
needs to get evaluated as well.
AC 4.1 Explain the factors involved in planning the monitoring and assessment of work
performance
The involvement of factors towards planning the monitoring as well as
assessment of work performance can be explained as under,
Communication and identification of reason as well as value processing
matter – There is the involvement of this factor to plan the performance
evaluation related with work in an airline company. There is a need to
prepare the aspect of communicating and identifying the processing of
value.
Setting effective goals – The effective goals that are being set is considered
to be a significant aspect to plan the evaluation of performance in relation to
work.
Possessing a continuous process–For evaluating as well as assessing the
performance in association with work will possess a continuous process.
Proper preparation and training regarding managers –There is the need to
prepare in an appropriate manner and to provide managerial training to plan
the performance evaluation in relation to the work in the airline company.
(Frydman, 2013)
Performance appraisal – The airline company requires making appropriate
performance appraisal in respect of the employees. It is following the
performance quality regarding the employees that are offering the services.
Appraisal interview–The airlines company is having the requirement towards
arranging interviews in relation with appraisal for making assessments
regarding the ability to perform regarding the employees that will be
assisting in understanding the staffs as well as their behavioral aspects and
abilities. (Furnham, 2012)
Survey of clients–The airline company requires conducting surveys regarding
the clients in relation to their services to do the measurement of the ability
to perform by the staffs.
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AC 4.2 Plan and deliver the assessment of the development needs of individuals
There is significance in delivering the evaluation of the cabin crew members
for ensuring that the requirements of the cabin crew members get increased.
In respect of poor designing of the assessment and not catering to the
requirements of the individuals, it will be leading towards the aspect of
lacking in motivation within the members of the cabin crew. This is being
elucidated as under,
Motivation – This is needed for assessing the performance regarding the
members of the cabin crew and taking into consideration the factors
associated with performance review since, without having appropriate
performance appraisal, there is a possibility for the cabin crew members to
have a feeling of diminished motivation. Therefore, to plan and deliver
evaluation that is considered to be the correct opinion regarding the
performing ability of the staffs takes into consideration every factor as a
significant step for the motivation of the staffs. The airline company may be
using the aspect of reward for motivating the staffs regarding bigger targets
or encouraging the person towards performing better work. (Frydman, 2013)
On the other hand, rewards cannot be considered appropriate when the
evaluation is not appropriate. As a result, it will be leading individuals
towards lacking in motivation that might cause discouragement in respect of
the cabin crew members.
Delegation–When appropriate evaluation is not made, then wrong
responsibilities will be delegated to the individuals. The capability for
delegating a member of the cabin crew regarding a job that will be suiting
their abilities is based on the aspect of assessing their abilities. When there
does not occur appropriate evaluation, then delegation will be suffering.
When the delegation of an individual is not appropriate it will be resulting in
delayed performances from the concerned person as well as the staffs.
(Freeman, 2010)When a responsibility is delegated to an individual for which
he is not possessing the required abilities, the person will be lacking in
motivation. This motivation that the person is lacking will be resulting in low
performance by the individual, high organizational turnover as well as
services that are of low quality being offered in respect of the customers.
Communication–This is considered to be a very significant aspect regarding
the evaluation method. After making decisions regarding the evaluation plan,
the same is required to be communicated to the staffs and there is a need to
take into consideration the proposition of the staffs regarding the matter.
There is significance towards reviewing the evaluation method as well as
their efficiency for the actualization of the objectives regarding which it is
developed. For making the evaluation efficient, the members of the cabin
crew are required having the encouragement for coming out as well as
sharing the areas in which they were feeling that there is need for training.
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AC 4.3 Evaluate the success of the assessment process
The success of the process of assessment can be evaluated by following
certain methods such as appraisals and feedbacks. It is considered that
when the assessment process is incorrect, then it is certain that the
remaining steps will also be considered as imperfect. The efficiency of
promotion depends on the efficiency of the assessment process. When the
assessment process is not productive then it will be unable to assess
effectively the ability of an individual and this will be resulting in promoting a
less capable individual. An assessment process which is not defined in a
proper manner might be leading towards false repercussion and therefore,
flawed disciplinary actions are taken. This might be creating de-motivation
within the staffs leading to low standard level of service as well as high rates
of turnover. (Fernando, 2011)
The methods that are used to evaluate the performance regarding the
assessment process are mentioned as under,
Appraisals – This process can be used for judging the efficiency of the
assessment process. In this method, different stakeholders are summoned
for evaluating the assessment process as well as judging the efficiency of the
assessment process.
Feedback–The assessment process is being widened for evaluating the
performance of the staffs. Therefore, towards the evaluation of the efficiency
of the assessment process, there is a requirement to consider the feedback
from the staffs in regard to the assessment process. Employee feedback will
be forming a productive part to judge the efficiency regarding the
assessment process since the assessment process will get used for judging
the staff performance. (Fernando, 2011)
This part is discussing about the factors that are involved in planning the
monitoring as well as assessment of work performance such as
communication and identification of reason as well as value processing
matter, setting effective goals,possessing a continuous process,proper
preparation and training regarding managers,performance appraisal,
appraisal interview and survey of clients. There have also been planning and
delivery of the development needs of individuals that comprised of
motivation, delegation and communication and finally the success of the
assessment process has been evaluated through the methods such as
appraisals and feedback.
CONCLUSIONS
This assignment is reflecting on the various documentation process required
for selecting and recruiting a new employee such as job analysis, job
description and person specification. Then for taking part in the selection
process the various stages that are considered are application forms, CVs,
references, simulation and interviews. The second part is discussing about
the benefits of team working for an organization such as establishment of
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staff association, establishment of capability, building of trust and teaching
abilities for conflict resolution. Then, the role of a leader in a team has been
demonstrated with the help of Belbin’s model of team functioning and finally
the effectiveness of the team in achieving the goals have been reviewed that
took into consideration the 360 degree evaluation process as well as Belbin’s
model of team functioning. The final part is discussing about the factors that
are involved in planning the monitoring as well as assessment of work
performance such as communication and identification of reason as well as
value processing matter, setting effective goals, possessing a continuous
process, proper preparation and training regarding managers, performance
appraisal, appraisal interview and survey of clients. There have also been
planning and delivery of the development needs of individuals that
comprised of motivation, delegation and communication and finally the
success of the assessment process has been evaluated through the methods
such as appraisals and feedback.
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REFERENCES
Clutterbuck, D. (2011). Coaching the team at work. Nicholas Brealey
Publishing.
Fernando, A (2011). Business Environment. Pearson Education India.
Freeman, R (2010). Stakeholder Theory: The State of the Art. Cambridge
University Press.
Frydman, R (2013). Rethinking Expectations: The Way forward for
Macroeconomics. Princeton University Press.
Furnham, A (2012). The Psychology of Behaviour at Work: The Individual in
the Organization. Psychology Press
Harrell D., G. (2011). Marketing Management. Simon and Schuster Pub.
Hayton, J (2012). Global Human Resource Management Casebook. Taylor &
Francis
Kotler., P and Keller L., K. (2014). Marketing Management: Global Edition.
Pearson education.
Lancaster., G and Massingham., L. (2010). Essentials of Marketing
management. Routledge.
Ramaswamy, N. (2013). Marketing Management. Tata McGraw-Hill
Education.
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