HR4052QA: Managing People in Organisations Student Workbook Assignment

This student workbook for HR4052QA, "Managing People in Organisations," provides detailed answers and explanations across various modules. The workbook covers key topics such as recruitment methods, including rational approaches and the differences between job descriptions and person specifications. It delves into selection methods, analyzing the problems with interviews and the advantages of competency frameworks. The assignment also explores equality, diversity, and inclusion, examining the effectiveness of diversity training and alternative management interventions. Further, the workbook addresses skills, training, and development, including the challenges of COVID-19 on adult learners and the importance of coaching by line managers. Performance management is also discussed, with examples of performance review practices. The workbook also touches on motivation, rewards, the psychological contract, employee engagement, and leadership styles, offering a comprehensive overview of people management concepts.

INDIVIDUAL STUDENT WORKBOOK
Module Code: HR4052QA
Module Title: Managing People in Organisations
Student ID: ________________
Name of
Seminar Tutor:
____________________________
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Table of Contents
Introduction...........................................................................................................................................3
Week 2: Recruitment methods..............................................................................................................4
Week 2: Recruitment methods..............................................................................................................5
Week 3: Selection Methods...................................................................................................................6
Week 4: Equality, Diversity and Inclusion..............................................................................................8
Week 5: Skills, Training and Development.............................................................................................9
Week 6: Performance Management....................................................................................................11
Week 7: Academic writing, referencing and plagiarism ......................................................................13
Week 8: Motivation and rewards........................................................................................................15
Week 9: The psychological contract and employee engagement........................................................17
Week 10: International differences in organisations and management..............................................17
Week 11: Leadership style...................................................................................................................18
REFRENCES ..........................................................................................................................................21
Appendices..........................................................................................................................................23
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Introduction
People management is an important perspective which is used for developing various
aspects in relation to performing activities regarding individual activities within an
organization. These perspectives relates over recruiting, training, engaging and retaining
employees for developing emphasis over making employees retention possible regarding
talent and skills regarding professional development. The concept is used for enhancing
workforce within an organization making employees develop structure helping in improving
knowledge over particular aspect related to job for which individual is applied. Scope of
concept is wider as it covers management practices regarding an individual development over
professional life of an individual. Nature is dynamic as it has tendencies to impact working
process within an organization. The questions covered within this notebook is based over
recruitment methods and equality. Also skills and performance management with
motivation , rewards are covered. In the end employees engagement and leadership style is
covered.
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Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to recruitment?
The rational approach is based over aspects that makes ability within an organization over
developing goals and objectives within an organization (Chakravarti and Bhaduri, 2020).
These goals within an organization is used for establishment of strategies which leads
towards accomplishment of task more effectively by an organization. Through such aspect
each objective is achieved by using various kinds of perspectives by an organization. Line
managers within an organization uses rational approach in order to select particular action
making observation done in relation to particular outcomes for future growth.
2. Describe the differences between a job description and person specification?
Job description is based upon plain language tool which is used for developing explanation
over task, duties, functions and responsibilities within particular position. This relates with
specific work and its completion with purpose to work for organization's mission and goals.
Person specification relates over qualification, skills, experiences, knowledge and other
important aspects which is based upon improving individual's working aspect. Through the
aspect the major difference marked out between job description and person specification is
that job description describes about work that has is based over job profile. In personal
specification individual's development perspectives is covered.
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Week 2: Recruitment methods
3. List three ways to encourage diversity when recruiting candidates?
Diversity means those aspects which are used for creating effective workforce
making organization attain variety within its workforce (Sowa, 2021). The concept
of diversity relates with culture and behavioural patterns of employer and
employees. In order to introduce diversity within an organization's recruitment
process HR manger must embed three ways which are as follows:
 Relationship and communication: This is an important perspective used for
introducing diversity within recruitment process. As it helps upon identifying
tolerance capacity and feeling of togetherness within an candidate selected for job
profile by HR manager of an organization.
 Provide useful and specific details about open roles: This helps upon listing job
duties, mention projects and hiring that has been used for making willingness
developed over working perspectives. It makes distinguishing possible over
requirements for discouraging candidates making secondary skills developed over
job role.
 Promote company: It is based over making an organization develop uniqueness
within candidates compelling over reasons helping in applying making growth to be
done more effectively. This relates upon developing precise perspectives over
making employees develop diversity within working patterns of an organization.
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Week 3: Selection Methods
1. What are the problems with using selection interviews to identify the best
candidate in relation to reliability and validity as a selection tool?
Interview means an structured conversation which is used for asking questions by an
interviewer and questions are asked for providing answer. Under the process one-one
conversation within interviewer and interviewee (Trewin, 2020). The process is used for
making an candidate attain understanding about job over its various perspectives. There are
various kinds of problems which can take place while using the selection interview process
and tool used that is explained as follows:
 Interview develops tendency that has been used for negative information over
applicants.
 Interview makes judgement developed over interview which block potential of
information used more effectively.
 Interview does not make applicants information over various dimensions for
successful job performance.
These problem makes process of interview hinder on large scale making quality of
candidates impacted drastically.
2. What are the advantages of using a competency framework to design selection
interview questions?
The competency framework is an structure which helps upon setting over defining about
various competencies required to make individual work within an organization as part of its
selection interview question. The advantages of using competency framework has been
discussed as follows:
 Cost effectiveness: Since training activities and assessment which relates with
organization based approach with global orientation (Willis and et. al., 2018). The
focus has been identified over performance required over improving capabilities In
relation to time and training over wrong areas making capabilities developed within
an organization. These makes employees motivated for making better performance
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developed for reducing cost which is overrun cause by poor performance.
 Increased productivity: The employees are competing over meeting work objectives
making performance, exceptions and receiving recognition upon abilities which
makes strategies developed in relation to team and organization. Further,
communication and constructive feedback makes employers and employee improve
more effectively helping in enhancing productivity. This results over improving
productivity within an organization making overall structure improved more
effectively.
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Week 4: Equality, Diversity and Inclusion
1. A friend suggests that George should implement mandatory diversity training.
Based on your reading of the Dobbin and Kalev (2016) article, do you agree
with George’s friend?
Diversity training within an program helps upon facilitating positive intergroup interaction
which reduces prejudice and discrimination making individual differ from various other
aspects working in more effective way. As per the article it can be understood that diversity
training can be made mandatory over various kinds of aspects that has been used in order to
make diversity developed within an organization. This makes organization develop various
aspects regarding different elements developed in order to enhance training more
effectively. Also article shows that diverse training leads towards making culture balance
created more effectively. Through enhancing diversity within training new and innovative
ideas is developed more effectively.
2. Please recommend to George two alternative diversity management
interventions, that academic research has proven to be effective.
In relation to alternative diversity management various kinds of aspects has been covered in
order to make academic research possible (Eraqi, 2014). The concept of diversity
management relates with different kind of aspects making effectiveness developed in more
effective manner. There are two main alternative which is used for managing diversity
which are communication and cultural development. Communication helps in conveying
information more effectively based over diverse action making an organization develop
connectivity between employer and employee. Another important aspect which has been
used within diversity management is cultural development that makes behavioural patterns
developed more effectively. Culture helps upon shaping diversity by managing behaviour
which is an important element of an organization. Through these alternatives an
organization is able to manage diversity more effectively. This makes management upon
various aspects managed which leads over making future growth of an organization possible
more effectively.
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Week 5: Skills, Training and Development
1. What are the challenges which Covid 19, has created for adult learners’
employability in the labour market?
Covid 19 has impacted organization on large scale making organizations process
interrupted more effectively. There are various kinds of challenges that has been faced
during the time of COVID 19 which has changed the way of performing business
operations. Since the role of digital marketing become more which changed the way of
performing business. Covid 19 also interrupted the learning process of labour since they
were not able to perform practical work. These challenges are discussed as follows:
Increase in the rate of unemployment: This is based over job generation which was not
possible due to COVID 19 pandemic and restrictions formed by government during that
period of time( Boddy, 2021). Also the pandemic made job loss happen for various
employees thus it become difficult challenge for labours to be managed.
Wages decreased: Since the organization due to financial crises were not able to pay
wages to its employees on time which made dissatisfaction of employees increased within
employees. This made organization loss labour within the organization and lead over
impacting organization's growth negatively.
These challenges leads over making labour struggle within there learning process as they
were not able to learn quickly since operations of business were been conducted online
which is not familiar to all labours working within an organization.
2. Why is coaching by line managers important for the performance of their
teams?
Line manager means the persons and employees within an organization that has
been directly supervising one or more employees and is in charge of an individual
working for same or different department. The line manager has been reporting
over hiring position which is much profit. Coaching is an important perspective
which is used for developing various aspects in relation to work performed by
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them. Line managers has been providing information regarding coaching and
mentoring of its team members over formal schemes that is included within work.
This can be understood with example that is a line manager might call a meeting
during lunch break and during the meeting team is required to make discussion
done over recent issues and looks over resolving them in effective manner.
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What benefits does conducting induction for new joiners have for organizations?
Induction is an important part of document which is used for providing idea to an individual
about various kinds of functions and process which is followed within an
organization( Kislov and et. al., 2021). Induction is set of documents helping an employee
get over view about organizations policies and models applied within its work. The
document has been providing important information in relation to new employees. The
process of induction has been serving about hiring of business and helping in transacting
about new roles enabling new employees for feeling supported over adjusting them. Thus it
helps in making new joiners to understand about critical information over organizations with
its working.
Week 6: Performance Management
1. Please copy and paste a fully completed table assessing the performance review
practices that you have experienced in your current job role.
Performance review is an formal assessment that makes mangers evaluate work
performance of employees which makes strength and weakness identified by offering
feedback over set goals and future performance(de Grancy and Rook, 2020). Performance
review is based over performance evaluation . In order to improve performance of
employees within an organization various practices are followed which has been discussed
as follows:
360 Degree Feedback: 360 degree feedback is where each employee receives anonymous
feedback from those who work around them. This includes co-workers, managers, and
anyone whose paths they might cross.
Tactful Communication: This makes employees prepared over thoughtful communication
for building of employee and not tear them down. Through avoiding swaying of positive
and negative aspect ( Malmelin and Virta, 2021). It leads over improving various kinds of
perspective which makes improvement possible with communication.
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These practices leads over enhancing performance in more effective manner. This makes
employer understand about progress of employees with aspect of improving performance in
more effective manner.
2. Identify one area of performance review in your current job role that is weak
and explain why this is a problem.
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