BTEC HND: Recruitment, Leadership, Teamwork and Motivation Report

This report delves into the critical aspects of managing and leading people within an organization, focusing on recruitment processes, leadership styles, and the importance of teamwork. It examines the documentation required for effective recruitment, the impact of legal and ethical considerations, and personal contributions to the selection process. Different leadership styles are explored, along with strategies for motivating employees to achieve business goals. The benefits of teamwork, the importance of team roles, and methods for assessing work performance and employee development needs are also discussed. The report concludes by highlighting the significance of effective management and leadership in enhancing organizational performance, particularly within the context of a courier company, PM Company.

MANAGING PEOPLE

Contents
INTRODUCTION...........................................................................................................................................5
TASK 1..........................................................................................................................................................5
1.1 Documentation towards selection and recruitment process.............................................................5
1.2 Impact of legal, regulatory and ethical consideration to the recruitment and selection process for
PM company............................................................................................................................................6
1.3 Evidence on self for a part of the selection process..........................................................................6
1.4 Contribution to the selection process in the organization.................................................................7
TASK 2..........................................................................................................................................................7
2.1 Skills and attributes needed for leadership.......................................................................................7
2.2 Difference between leadership and management............................................................................8
2.3 Different leadership styles for varied situations................................................................................8
2.4 Ways to motivate employees for achieving business goals...............................................................8
TASK 3..........................................................................................................................................................9
3.1 Benefits of team working for the PM company and effectiveness of the team in achieving goals....9
3.2 Importance of working in a team as a leader and as a member......................................................10
3.3 Effectiveness of the team in achieving the goals.............................................................................10
TASK 4........................................................................................................................................................11
4.1 Important factors involved in planning the monitoring and assessment of work performance at PM
Company...............................................................................................................................................11
4.2 Development needs of employees at PM company along with a plan............................................11
4.3 Success of the assessment process for improving management and leadership performance.......12

CONCLUSION.............................................................................................................................................12
REFERENCES..............................................................................................................................................13

INTRODUCTION
Effective business requires a well managed internal environment of business, effective leaders to
undertake the activities and firm management. All these elements are crucial in gaining the
desired goals and objectives. Further, team work is regarded as a beneficial asset to gain the
business value by increasing its value (Bush and Middlewood, 2013). It should be further
recognized that employees are considered as the key assets of any organization that demands to
be managed in an impelling manner so that productivity of a company can be increased. The
present report is based on significance of leaders in achieving organizational goals, managing
people and brining work effectiveness by increasing performance. The undertaken work is based
on a courier organization, PM Company. It has been observed that due to poor leadership skills
and ineffective compliance of management with the other activities have developed various
issues for the selected firm. This report will pay attention on the all those factors that have
caused the rising of this problem.
TASK 1
1.1 Documentation towards selection and recruitment process
Different type of documentations that are required in selection and recruitment process
are as follows:
 Job description: This is the requirement for the job that should be essentially possessed
by the applicant for getting the job. It includes the main purpose of the job and key ares
of responsibilities.
 Person Specification: After writing the job description, person specifications are
mentioned outlining the key skills and qualification entailed for the post.
 Selection process: After all the basic operations, a panel is decided who selects the most
appropriate candidate for the opened job from the varied range of applicant. It involves
filters of tests that are to be passed by an individual to get the job. Further, the major
documents of the candidate are verified (Renz, 2016)

 Offer letter: Based on the outcomes of the selection process, hired employees are
rendered with a letter offering them job. All the things related to the job is attached with
it, such as implemented employment laws, policies, leaves, salary, etc.
 Conditions of employment: The job details given to the applicants also covers the salary,
working hours, location of job, annual leave, pension and expenses.
1.2 Impact of legal, regulatory and ethical consideration to the recruitment and selection process
for PM company
There are certain factors that are required to be consider while recruiting employees.
These are the legal, regulatory and ethical frameworks. Recruiters are entailed to pay attention
on the compliance of all the laws while conducting selection process for the company. Firstly,
they should give equal opportunity to every person to take part in the recruitment regardless of
their race, color, gender, etc. It is further needed to render equal treatment to all the applicants
who applies for the post. It will assist in maintaining legality in the operations. In addition to
this, equal opportunities to everyone will help in increasing the group size of the applicants
which will moreover help in availability of more options to select the most deserving candidate.
In context to ethical consideration, PM company should also pay concentration on the
development of equal polices for all the people regardless of their culture, geographical location,
etc. (Hidalgo, 2015). For this, the job documentation and other interview process should be
conducted in a manner that is understandable for all. It will assist in reducing various barriers
such as language, cultural, etc.
1.3 Evidence on self for a part of the selection process
There exist a large number of activities and procedures conducted in the recruitment programs.
As the member of the recruitment cell, I have witnessed all these tasks. Firstly, communication
was made with the higher level authorities and other major officers for the effective development
of the job description (Martin and Siebert, 2016). This documentation was featuring all the major
aspects associated with the recruitment of a candidate. In addition to this, a complete plot was
prepared for the hiring of employee on the different posts of the PM Company. A certain set of
skills to be possessed by the applicants along with the minimum educational requirements were
discussed. Following this, some keywords were shortlisted for the effective searching of the
resumes and CV sends by the applicants. Based on the matches of relevant keywords, selected

applicants were called for the first round of interview where the panel has asked them the
technical questions associated from their area of expertise. Following this, the selected
candidates were scheduled with a formal meeting with the higher level authorities for the final
round of selection to discuss the contract of employment, agreement, etc.
1.4 Contribution to the selection process in the organization.
In order to manage effectiveness in the selection process, I have contributed as a part of
recruitment procedure. I have organized meetings with the different officers of the organization
for development of appropriate job description so that candidates can be aware of the required
roles and responsibilities which they are entailed to perform for the organization. In addition to
this, I have played a major role in the setting up of the overall recruitment process along with
making decision for the tests that were to be undertaken. Further, I have rendered a considerable
contribution in the short listing of candidates on the basis of their experience, educational
background, etc. This acted as the very first level of shortening of the number of applicant who
had applied for the post. Further, the settling of the recruitment process had provided an
assistance in getting a road map to follow further activities in impelling manner.
TASK 2
2.1 Skills and attributes needed for leadership
In order to improve the leadership and management functions of the PM company, these
are some skills that should be present in the new leader:
 Brings changes in organization: The most important aspect of a leader is to bring new and
effective changes to the business that can account in increasing the value of organization
and achieving desired goals and objectives. Along with this, leaders should possess
caliber to manage the implemented changes effectively.
 Building effective relationship: Leaders are mediator between employees an managers.
They helps in maintain a healthy working environment by increasing the level of
communication and making operations more apparent (MacKian and Simons, 2013).
 Motivating employees: There exist one more major role of leader and that is to motivate
the employees. Human resources are regarded as the key asset of an entity and requires to

be managed effectively. Leaders should inspire employees so that effectiveness in work
can be brought. This, in turn, increase the business value by boosting its' performance.
2.2 Difference between leadership and management
In most of the theories, leaders and managers are considered same. However, they both
are totally different from each other due to their roles and responsibilities, their importance for
the organization and many other factors. Leaders are those people who create the vision for
business whereas managers develops goals to achieve. Further, leaders are interested in bringing
change to the organization and in contrary to this, managers believe in stability of the business
functions. There exist one more major difference between a leader hand a manager and this is of
risk taking ability. Leaders are expected to take risks and on the other hand, managers are known
for controlling risks. Leadership is central for a long-haul setting long-term goals whereas
business management unit think short-term. On the basis of personal development too, they both
can be differentiated. Leaders are notable for growing personally whereas managers work on the
existing skills without assuring any personal development (Moran, Abramson and Moran, 2014).
2.3 Different leadership styles for varied situations
There exist a varied range of leadership styles that can be used by entities per their
requirements. These styles should be adopted by the leaders on the basis of the business needs
and demands. Taken for instance, transformational leadership theory which is aimed on
developing a solid relationship that results in increased trust will be helpful for those companies
where a high level of communication is required. In case of the organizations which demands for
quick and final decisions, autocratic leadership style should be chosen. It is mostly in places
where employees are regarded as less worthy (Smith, 2014). On the other hand, entities where
decision is subjected to interest of each and every individual or where responsibility is shared
among the people, democratic style of leadership is most beneficial. There exists one more
leadership style that is followed by those companies where employees are regarded as the most
important segment of the business. This style of leadership is Laissez Affaire, in which
autonomy is encouraged. Thus, these are the different leadership styles that should be chosen by
the companies on the basis of their work and business requirements.

2.4 Ways to motivate employees for achieving business goals
Employee motivation is a key factor that is required to increase business value by
impacting the work effectiveness and thus, organizational performance. There present different
ways which can be used to motivate the employees working in the organization. The first step
that should be taken by the respective leaders for motivating its employees to analyze and
identify the needs and demands of employees. This identification is essential to frame suitable
strategies to encourage employees. Further, there are basically two ways that can be used to
motivate workers and they are monetary and non-monetary. Monetary means involves the
rewards in terms of money, performance based incentives, etc. On the other hand, non-monetary
tools that can be taken assistance for motivating employees include appreciation, recognition on
the basis of performance, developing effective and healthy working environment, etc. Further, a
high level of communication is tried to maintain so that employees can feel free to share their
issues (Thomson, Arney and Thomson, 2015). It further assists in the formation of high level of
trust and loyalty among workers for their seniors. This, in turn, boosts the performance of
employees and thus, increases the business productivity.
TASK 3
3.1 Benefits of team working for the PM company and effectiveness of the team in achieving
goals
Team work is regarded as the most crucial and beneficial element for working effectively
in an organization. This is due to the varied range of advantages that are brought in companies
by this. The selected organization PM company can make effective use of this tactic. Firstly,
with the help of team working, leaders can divide the roles and responsibilities as per the skills
and abilities of team members. This assists in performing work with utmost perfection by
assigning work to the most suitable person for it (Nancarrow and et. al., 2013). It has been
further observed that organisations are much more likely to perform better when they works in a
team. It is because of the fact that it underpins a healthy competition between different teams.
This improves the effectiveness of work as all teams tries to be better than others. This, in turn,
ensures improvement in the performance of teams as whole and as individuals within it.
Working in a team further increases the opportunities for employees to learn new things that
assist in their personal and professional development. The selected organisation, PM company

can avail all these benefits by developing suitable teams for the accomplishment of different
business activities.
3.2 Importance of working in a team as a leader and as a member
Team work is significant in both forms either working in it as a leader or as a member of
it. Leaders and team members both are crucial segments of a team. In context to work as a
leader in a team, there are some essential role which are to be played appropriately (Tims,
Bakker, Derks, and van Rhenen, 2013). The major among them is providing guidance to the
team members. This is performed to ensure that workers fulfill their roles. Some major guidance
activities involve training, instructing, etc. The other importance of a leader in team is that he/she
builds morale of the employees that assisted them in undertaking and accomplishing assigned
work role. They further play considerable role in fostering creativity among group. This
atmosphere can lead to innovation which can further assist in underpinning an important
achievement. There exist one more crucial role of a leader in a team and that is promotion of
values. These values are essential to the success of PM company. Now, in context to team
members, it should be noted that they are the backbone of business due to the important role they
play in achievement of settled goal. They are significant to play their individual role effectively
based on their skills and abilities.
3.3 Effectiveness of the team in achieving the goals.
Effectiveness of team is a crucial concept which should not be ignored. It plays a key role
in attainment of the settled organizational goals. It is the capacity of a team to gain the desired
goals or objectives. In order to gain this efficiency, some common requirements involve
understanding of end goals, identifying clears roles of each and every member. This will assist in
proper allocation of the tasks. Further, a collaborative approach is required to manage the
complete work in an effective manner (Tims, Bakker, Derks, and van Rhenen, 2013). It further
entails a healthy and creative environment to function the business operations. In order to
achieve the effectiveness in the team, leader is required to pay attention on the building of
cohesion to visualize ideas. A further role is to break down the barriers that raise the way of team
work. All these factors assist in gaining the settled by making effective use of the mentioned
elements.

TASK 4
4.1 Important factors involved in planning the monitoring and assessment of work performance
at PM Company
In order to implement an effective and reliable performance management system at a
workplace, there are few factors that are entailed to be considered by the PM Company. Firstly,
it is essential to set the goals as per the SMART criteria. It is further essential to analyze the
organizational capacity in terms of different functioning departments such as financial
management, program management, etc. (Nancarrow and et. al., 2013). In addition to this, a
complete record of the entire department along with different teams and members within it
should be kept. This will assist I analyzing all the components that plays a role in the
performance of organization. In addition to this, all the business strategies should be assessed for
this monitoring assessment to ensure an effective working culture of the selected entity. An
evaluation team is later required to be formed by the company for the examination of the
performance of company.
4.2 Development needs of employees at PM company along with a plan.
It has been observed that the present selected organization, PM Company lacks in the
effective workforce. There are various reasons behind that issue, however it should be
recognized that the major among them is the lack of opportunities for their development. There
are not sufficient skills possessed by the employees which impacts on their work and thus, on
performance of the overall business (Thomson, Arney and Thomson, 2015). Henceforth, PM
Company should emphasize on the development of employees. The responsive body for this
operation is HR. It is the role of HRM to conduct effective training sessions for the workers to
ensure their personal and professional development. For this, it is essential to ensure the
presentation on suitable topic. Further, it is required that the technical skills among employees
can be development by employing appropriate candidate for it. In addition to this, for
development of effective communication and presentation skills the selected company is entailed
to conduct different activities such as group discussions, presentations, etc. Also, engagement of
employees in the decision-making process not only helps in motivating them but also plays a role
in developing professionalism in them.

4.3 Success of the assessment process for improving management and leadership performance.
The assessment process conducted for the evaluation of performance will render a
reliable assistance for improving the management and leadership performance. This analysis will
pay attention on each and every factor that can cause barriers in getting effective operation of
organization. It should be further noted that the consistent monitoring of the system will play a
major role in checking the consistency in the effective functioning of the management and
leaders. Further, performance of each and every individual will be monitored using this
assessment tool (Thomson, Arney and Thomson, 2015). On the basis of the outcomes obtained
from this plan, performance based awards will be given to the employees. This will help in
boosting motivation level of employees. This, in turn, will assist in increasing the business value
of PM Company. In addition to this, all the business activities can be managed effectively. A
regular monitoring on the changes implemented in the business will state about their
effectiveness. Hence, suitable alterations of modifications can be done at the initial levels only.
This remedy will help in ensuring the achievement of all the settled goals by taking suitable
business actions.
CONCLUSION
From the present report, it can be concluded that formation of an effective organization
demands for the existence of impelling leadership and management practices. Different roles that
should be underpinned by the leaders of the selected organization are explained in the present
report. The undertaken assignment ahs also shed lights on the importance of team working for an
entity. Further, how working as group can assist in achieving the organizational goals are also
explored in the present work.

REFERENCES
Books and Journals
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Hidalgo, C., 2015. Managing People through Change. In Driving Demand (pp. 147-160).
Palgrave Macmillan US.
MacKian, S. and Simons, J., 2013. Leading, managing, caring: understanding leadership and
management in health and social care. Routledge in association with The Open
University.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Moran, R. T., Abramson, N. R. and Moran, S. V., 2014. Managing cultural differences.
Routledge.
Nancarrow, S. A., and et. al.,013. Ten principles of good interdisciplinary team work. Human
resources for Health. 11(1). pp.19.
Renz, D. O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Smith, W.K., 2014. Dynamic decision making: A model of senior leaders managing strategic
paradoxes. Academy of Management Journal. 57(6). pp.1592-1623.
Thomson, R., Arney, E. and Thomson, A., 2015. Managing People: A Practical Guide for
Front-line Managers. Routledge.
Tims, M., Bakker, A.B., Derks, D. and van Rhenen, W., 2013. Job crafting at the team and
individual level: Implications for work engagement and performance. Group &
Organization Management. 38(4). pp.427-454.