Working With and Leading People: An Analysis of Leadership Skills

This report provides an in-depth analysis of working with and leading people, covering various aspects of leadership and management. It discusses the documentation required for effective recruitment and selection processes, the impact of legal, regulatory, and ethical considerations, and the importance of strategic planning in human resource management. The report also differentiates between leadership and management, compares leadership styles for different situations, and highlights the skills and attributes needed for effective leadership. The document emphasizes the importance of a strategic approach to recruitment and selection, aiming to enhance organizational competitiveness and foster a skilled and motivated workforce. Desklib provides access to this and other solved assignments to support student learning.

Working With
And
Leading People

INTRODUCTION
Every organization spend lot of time and money to find the best person for job to
effective role. In order to increase efficiency in hiring to ensure consistency in recruitment and
selection process it is recommended to the companies that they follow some documentation
before applying the recruitment process (Mumford, M, 2011.). New recruits arrive their first day
of job with full of enthusiasm. To support them and encourage them there are many activities
organize and arrange by the company for their new employees. These activities support them
and encourage them to play their role in company very effectively and efficiently. When
company hire a new employee in then he has to play his role provide by the company. Equal
employment opportunity and diversity are not the separate action in the selection and
recruitment process. The recruitment and selection process are the key element of the company
of achievement of excellence.
TASK 1
P1 Documentation to select and recruit a new member of staff
The recruitment and selection process is the key element of every company because the effective
selection of the employees help the company to achieve their desired goals and objectives.
The documentation of recruitment and selection
Step 1 Identify vacancy and Evaluate need
The recruitment process provide the company to achieve their desired goals with skillful and
effective employees(Rosen, R.H., 2010). This process provide the growth to different
department and provide the opportunity to new employees to develop their skills and
effectiveness. A proper planning and proper evaluation of the need will lead to hiring the right
person for the right job and role and team.
Newly created position
When a company determine to new position is needed it is important to:
 Understand the strategic goals and take it into consideration for the different department

 Conduct the quick analysis of the core competencies
 Conduct the job analysis for new position in the department
Step 2 Develop position Description
A detailed description of position is the core of the successful recruitment. It important for the
companies that they develop new questions, interview evaluation and reference check questions.
Step 3 Develop recruitment plane
In the company each position require a clear documented plan and it is approved by the company
units. A careful and effectively structured recruitment plan help to make strategies for attracting
and hiring the best and qualified candidates (Lipnack, J. 2012).
Step 4 Select the search committee
A selection committee hirer by the origination to ensure the applicant selected for interview and
final consideration evaluated by more than one individual to minimize the bias.
P2 The impact of legal, regulatory and ethical considerations to the recruitment and
selection process
When a company starting the recruitment and selection process then it is important for the
company to follow the some important rules(Fuller, G., 2010). It is important to be aware of
some certain legal in order to minimize the risk related to selection. Every activity of
recruitment and selection like job postings , interview question, checking references and making
job offers all need to be done in a way that meets legal requirements
Job positioning
The company must not publishing job positioning and advertisement that give preferences to
 Race
 Place of origin
 Colure
 Political brief
 Religion

 Physical disability
 Age
 Gender identity
 Family status
 Material status
 Ancestry
When the interviewer taking the interview then some important key factors to be keep in mind
when h design the questions for interview (Harrison, B.T., 2011 ). Interviewer need to ensure
that he interview is not intentionally or unintentionally asking the question on prohibited ground.
In is important for the company that they describe the job and description and requirements in a
way that all applicants have a equal chance to apply.
Checking References
For the company it is important to note that they can not ask the question s that are illegal to any
stage of the recruitment and selection process including interview or while conducting reference
check.
Making the offers
It is important for the company that they did not discriminate between employees by employing
an employee on gender basis for work at a rate of pay that is less than rate of Pay at which a rate
of pay is more of the other gender.
P3 The selection process
Selection process is the process to ensure that the most appropriate candidates hired.
Planning the selection process: The first step applicant in the selection process review
the information provided by all the applicants for job and check all the details of the applicants
and determine which applicant is meet the qualification as stated in the job positioning Mumford,
(M.D., G, 20011). It is not important for the company that they further provide the consideration
to the applicant which is not selected for the job. The job applicant who are selected in job and

meet the minimum qualification are hen assessed to decided which one is short listed in job
interview.
Working with selection panel: Engaging the other people in selection process can be very
Helpful for the company to selecting the most appropriate and deserving applicant (Glen, P.,
2013). The company can include the senior staff member, a board member and a potential
worker like when the company invite panel member to participate so it is important for the
company that this process consume how much time for selection. This include
 Screenings resume
 Preparing interview questions
 Participating in interview
 Assessing each candidate
 provide the inputs for final selection
Prepare for the interview: it is Important for the company that they prepare the questions
performance. It is also important to prepare the some important to prepare the some
important follow up questions.
Conduct the interview: It is important for the company that before taking the interview
the company select the appropriate environment for interviews and ensure that they will not
interrupted.
applicants then it is very important that there is no biasness in the interview. a suitable
candidate must be select in interview.
P4 Contribution to the selection process
Human resource is the key factor and the important element of every organization. The
effectiveness and the success of every organist ion is depend on the skilled innovative.
Committed and creative workers, so it is very important for every organization that they pay
effective attention on their human resource and or work force (Bell, J.., 2011 ). Every
organization want the innovative, skilled and committed workers so it is important to apply the
effective recruitment and selection process.

Defining strategic Priorities: For an organization to being successful it is important that the
relevant strategies are employ to will drive to company success. The strategies priorities are
broad term which is commonly use to describe anything that forces the future or any big
achievement of the organization(Scott, C.D, 2014). The organization image itself the market in
which it operates and it competes with other competitor organizations.
The function of recruitment and selection: importance of recruitment and selection process is
growing in many organization as a result of strategic priorities. The compition for skilled labor
and manpower increase the competition in the market. The recruitment and selection process
implement as a strategic priorities it require the polices in relation to recruitment and selection
as increase the organization competitiveness.
Giving other writers view of recruitment and selection: the recruitment and selection process is
one of the important function of human resource department. This department is important to all
new employees to improve skills and showing their abilities. Some organization use this function
as the strategic priorities in their production , advertising, packaging sales and many more. Many
organization said that they use recruitment and selection process as a tool which give them a
competitive advantage and the strength.
TASK 2
P5 Skills and attributes needed for leadership
For being a effective and efficient leader it require a number of key skills. For lead the team
effectively it require a number of skills these skills are highly developed by the employers when
they involve in dealing people in such away as to motivate enthuse and build the respect. Skills
require by the leader need to fin d out lots of information that can help a leader to develop his
leadership potential.
The most important aspect of leadership is that the every leader is not same every leader have
his own personality, skills, attribute, attitude, knowledge(Beynon, H., 2014. ). Different
leadership style is appropriate for different people and for different circumstances and the best
leader have the ability to learn them all types of leadership style
The skills and attributes of leadership

Skill good leader skills: the most important thing and skill for a leader is to be able to
think strategically. it is important for the leader that he have the vision of where he want to be
and where he want to achieve his vision(Hame G., 2010). The creative thinking and action
planning both are essential for deliver the vision of the leader. Strategies and skill management
help the leader to avoid things going wrong and the leader can manage when they happen. A
good leader also needed to able to make good decision in support of his strategic delivery.
Developing people skills: the second important thing for the leader is another crucial area
is skills require for leading people effectively and efficiently because without the followers there
is no leader.
P6 Difference between leadership and management
The leader and manger are used interchangeable, but they mean tow completely different things.
A manger tell his employees but the leader encourage them to do work effectively and
efficiently. A manager learn copy and style themselves accordingly with their role models .
Manager require skills. A manager position himself for the next position.
A leader is different from the manager. Leaders are born. Leaders are born by the different
circumstances around themselves. A leader love the use of the word “We and Us”.
1. A leader create a vision and manger create the goals: A leader create a picture as they see
as possible and inspire and motivate their in turning their vision into reality. A leader
think beyond what an individual can do. The leaser motivate the people to be part of the
something bigger. The leader very well known that the functioning team can accomplish
a lot more working together then a individual can work individually. A manager only
focus on setting, measuring and achieving, the goals.
2. Leader are the change agents, managers maintain the status quo: Leader are self aware
and work actively to build their different personnel position and brand. The leaders are
willing to be themselves (Lipnack, J. 2012). Leaders are comfortable to their own place
and willing to stand out. The leaders are authentic and transparent. Managers copying the
competencies and behaviors they learns form others.

3. Leader take risk manger control the risks: leaders try new things even they may fail. the
leaders know that the failure is the part of the success. Mangers work to minimize the
risk.
P7 Compare leadership styles for different Situations
A good leader require a number of soft skills to help them positively interact with employees and
team members. Mostly the leader adhere to one or tow preferred style of leadership with which
they feel comfortable. But the challenge is that the great leaders have multiple leadership style in
their toolkit(Lipnack, J. 2012). The leaders adapt these leadership style at different situations
and using the right leadership style at the right time.
The different leadership style in different situations
 Directive: the leader is not the director but he is very clear in establishing the
performance objectives for his team. Supportive: If a leader is approachable then he is
probably a supportive leader. He shows his concern for his employees and he treat them
with dignity and respect and the leaders employees in turn feel valued. In times of
changes employees trusted on their leader and help him to manage uncertainty in future.
 Achievement oriented: A leader is always think that his team can do better and he push
everyone to reach higher so they can clearly achieve the objectives. Transformational:
Most of the leaders aspire to be transformational, if leader lead to vision. Leader have the
eyes on the future vision and mission and he model and communicate with forward
thinking commitment.
P8 Ways to motivate staff to achieve Objectives
There are many different ways to motivate the employees towards the target. A leader can
motivate better toward the target and objectives. Bye understanding how to use the motivation to
improve the performance a good leader can also improve the business performance, productivity,
quality, and services(Beynon, H., 2014). A leader can also create the work environment that will
help him to empower and focus his staff to perform to the best of their ability whether it increase
the sales or improve the customers services.
P9 Benefits of team working for an organization
Increase the efficiency: when the employees work in a team then it helps them to increase their
efficiency and work ability. They work with ecahother more effectively and efficiently
Foster Creativity

P10 The effectiveness of the team in achieving the goals
and learning: working in a team it help in foster the creativity and improve the learning of the
team members. Collaborating for the projects with one another improve the learning ability of
the team members.
Blends the complimentary strength: Working together helps employees to blendes their ides and
skills with one another it create the opportunity for the employees for share their ideas and skills
with one another.
Build trust: Working in a team it creates the trust between the team members. They share their
thoughts ideas with each other so it help in build the tryst between them. When working in a
team it is very important that ever member trust on his other team members.
Promote a wider range of ownership: Working in a team promote the wider rang of
the ownership(Kotter, J.P., 2015S). Team projects encourage the team member to feel
proud them about their contribution in team.
Encourage the healthy risk taking: Working in a team and as a team allows the
team members to take more risk as they have the support of the entire team to fall
back on in case of failure.
Team building: When building a team it is important that the every team members
have the right to share their thoughts and ideas. It is important that team is
knowledgeable about the stage of development team can be expected go through.
P11 The factors involved in planning the monitoring and assessment of work
performance
Planning assessment: When assessing the plan it is important for the organization
that they need a clear the idea of what level of the candidates is at to see if they are
ready to complete their assessment plan(Kotter, J.P., 2015S).
Understanding the principle of assessment: understand the assessment and learning
development enable the assessor to measure and record learner achievement.
P12 Plan and delivering of the assessment for the development needs of
individuals

Identifying the development needs :Identification of the development needs
help to understand the people’s tannin needs(Glen, P., 2013)
 Review the team members job description
 Meeting the team members
 Observing team member at work
 Gathering the additional data
 Analyzing and preparing the data
 Determining the action steps
P13 The success of the assessment Process
 Meaningful u nits and questions: Writ the meaningful informatory and
exploratory text to examine the topic and convey the idea(Xu, B., 2015).
 Effective assessment through writing The assessment can be done through
effective writing.
 Performance assessment through presentation and portfolio
 Formative assessment and feedback along the way
 Employees ownership through assessment process
CONCLUSION

From the above report it has been concluded that the recruitment and selection process provide
the effective human resources to the organization. Many organizations spend the effective
resources for find out the best and effective skilled employees for the company. Human
resources are the main and important resources for every organization. With the help of the
recruitment and selection process the organizations find out the best and suitable candidates for
the job. Recruitment and selection process find the suitable person for the right job. for the
effective implementation of the recruitment and the selection process it is important that the
company prepare the documentation of the process so it can help then organization for effective
and successfully implication of the process.
References

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