Working and Leading People: Recruitment and Leadership Report

This report analyzes the recruitment and leadership practices within Thomas Cook Airlines. It covers essential aspects such as documentation for recruitment, legal and ethical considerations, and participation in the selection process. The report delves into leadership styles, including necessary skills and attributes, and differentiates between leadership and management. It also explores ways to motivate staff and foster effective teamwork, assessing the benefits for the organization. Furthermore, the report examines the assessment of work performance and development needs, providing insights into planning, delivering, and evaluating the assessment process. The student, acting as an HR manager, reflects on their contribution to the recruitment process, offering a comprehensive overview of leadership and human resource management within the context of the airline industry.

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Working with and leading people
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Working with and leading people
Contents
Executive summary:....................................................................................................................................3
Introduction:...............................................................................................................................................4
LO1. Recruitment and selection:.................................................................................................................5
1.1. Documentation to recruit a new member:.......................................................................................5
1.2. Legal and ethical impacts on recruitment process:..........................................................................7
1.3. Participate in the selection process:.................................................................................................9
1.4. Evaluate own contribution to employment process:......................................................................10
LO2. Understand the styles and impact of leadership...............................................................................10
2.1. Necessary skills and attributes for leadership:................................................................................10
2.2. Leadership and management differences:......................................................................................12
2.3. Compare leadership styles for different situations.........................................................................13
2.4. Explain ways to motivate staff to achieve objectives......................................................................13
LO 3. Be able to work efficiently in the team.............................................................................................14
3.1. Assess the benefits of team working for an organisation...............................................................14
3.2. Demonstrate working in a team as a leader and member towards specific goals, dealing with any
conflict or difficult situations.................................................................................................................16
3.3. Review the effectiveness of the team in achieving the goals.........................................................17
LO 4. Be able to assess the work and development needs of individual...................................................18
4.1. Explain the factors involved in planning the monitoring and assessment of work performance. . .18
4.2. Plan and deliver the assessment of the development needs of individuals...................................19
4.3. Evaluate the success of the assessment process............................................................................20
Recommendation:.....................................................................................................................................21
Conclusion:................................................................................................................................................22
References:................................................................................................................................................23
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Executive summary:
Every kind of organisation needs the best employee and officials. So in this regard, the selection
process and the leading methodology of a manager or leader are described in this project. The
readers should go through the points like documentation to recruit a member, legal and
ethical impacts of the recruitment process, participation and evaluation of the leader in the
process. Apart from this, the skills and attributions of leadership are mentioned in the points like
teamwork and effect of the individuals’ assessment process.
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Introduction:
Thomas Cook is one of the biggest airlines companies that have expanded their business in all
over the world. It is usually a British company. Their main office is situated in Manchester. This
assignment is based on Thomas Cook Airlines Company, and the tasks of recruitment, selection,
leadership qualities all are discussed below. Apart from that, the motivation of employees and
the development strategies of the company are also analysed in this assignment.
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LO1. Recruitment and selection:
1.1. Documentation to recruit a new member:
Thomas Cook Airlines are itself a big industry, and they need new recruits from time to time.
However, they have their recruitment procedures to select a suitable employee for the company.
The directors of Thomas Cook discovered that recently they need to appoint two or three new
members in the team. They need one board executive, one co-pilot and also one accountant. To
hire new employees, at first they need an explicit approval from the business heads of the
company (Cocuľová, 2011). After that, the HR team can proceed with the recruitment process.
They prefer to give a new recruitment ad in the newspaper and also on their official website
page. Their documentation is somehow similar to this example:
For the co-pilot
Company name: Thomas and Cook Airlines
Vacancy: 1
Working hours: 8-9 hours per day with a time-off on Sunday
Placement: England
Working position: Permanent
Experience: Minimum 2years of experience from a renowned airlines company
Age Limit: Within 21-28 years
Skills, education and Attributes: The candidate must obtain a flying degree, and also
graduation degree from a recognized university/college; the candidate must be comfortable in
teamwork; the candidate should obtain an exceptional talkative proficiency; the candidate must
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be able to talk in English; the candidate must uphold an admirable specialized ability; the
candidate must consent to set off to every area in England.
Salary: $900 per month
For the accountant
Name of the company: Thomas Cook Airlines
Vacancy: 1
Placement: New York
Age Limit: Within 22-30 years
Experience: The candidate must have a minimum one year of experience
Skills and Attributes: The candidate must be an honors graduate in Accountancy from a
recognized college/university; he/she must also have a knowledge in Tally and basic computer
skills; he/she should have the requirement to be comfortable in team management; the candidate
should obtain an exceptional talkative proficiency (Murdoch and Geys, 2014); the candidate must
be able to talk in English; the candidate must uphold an admirable specialized ability; the
candidate must consent to set off to every area in New York; the candidate should know the
financial civilization of New York.
Salary: $700 per month
Working hours: 8-9hours per day
Working position: Temporary
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For the board executive
Company name: Thomas Cook Airlines
Vacancy: 1
Placement: Sydney
Age Limit: Within 30-45 years
Experience: The candidate must obtain minimum five years of work experience as a board
member
Knowledge, attributes and skills: The candidate should have an MBA degree from a certified
university/college; the candidate must have a knowledge of airline companies and their rules and
ethics; he/she should have the requirement to be comfortable in team management; the candidate
should obtain an exceptional talkative proficiency; the candidate must be able to talk in English;
the candidate must uphold an admirable specialized ability; the candidate must consent to set off
to every area in New York; the candidate should know the financial civilization of Sydney.
Working position: Permanent
Working hours: 8-9 hours per day
Salary: $1000 per month
1.2. Legal and ethical impacts on recruitment process:
Every organisation faces legal and ethical problems whenever they recruit a new member.
Similarly, there are some legal and ethical problems which are needed to be discussed by the HR
team of Thomas Cook. Before recruiting a new member of staff, the HRM department of
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Thomas Cook must resolve some legal and ethical issues (Kirton and Greene, 2010). The legal and
ethical issues are given below:
 Partiality in the workplace: According to the sex impartiality law, every organisation
must recruit those members who are eligible for that specific post, whether the candidate
is male or female. Thomas Cook also must follow this rule very strictly. They should be
neutral regarding the employee selection process (Davies, 2011).
 Racism: When the company is giving ad about their recruitment, they should be careful
that their ad does not contain any racist column. Religion or race should strictly be
avoided in the selection procedure. The HR group of Thomas Cook must mention that
anybody who holds a licensed citizenship and meet the job criteria, can be eligible for
that specific post.
 Age outcome: Every worker or employee should be treated equally in the workplace.
The behavior of the management must be same towards young and aged persons. This
issue also should be considered by the company, because imbalanced behavior in the
workplace can demotivate the enthusiastic nature of the workers. And this demotivation
will ultimately give a bad impact on the growth level of that industry.
 Promotional rules and regulations: Every company must follow the laws and rules set
for marketing and promotion. Rules are the only thing that can control the chaotic
situation of a country or an organisation. Thus the company needs to obey the
promotional rules and regulations. The HR department should know the rules properly
and then launch their advertisement according to those rules and regulations.
 Citizenship license: Before recruiting a new member, the airline company must check
whether that person is a licensed citizen of that specific country (Collins, 2012).
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 Advertisement clarity: The company should focus on their advertisement clarity. They
need to make sure that the given advertisement holds every detail about the job which the
candidate needs to know; for example, working hours, salary, location, etc.
1.3. Participate in the selection process:
After documentation, the next step of employee selection is the procedures to select right
employees. The HR department of a company takes a very important part in this selection
process. It is not an easy task for the HR department; there are so many sections in which the
selection procedure is divided into. Those sections are discussed here:
1. Creation of an employment committee: To continue the selection process, at first the
HR team creates a committee who helps them in selecting the appropriate member of
staff. Thomas Cook needs three types of employees, and that is why the human resource
team forms three different selection committees. Every committee is made for a specific
employee selection. The work of the selection committee is thoroughly observed by the
HR manager of Thomas Cook Airlines (Hersey, Blanchard and Johnson, 2014).
2. Shortlist of applicants: It is not possible for the HR department to arrange an interview
with each and every candidate who has applied for the job. This is where the task of the
selection committee begun. The members of this committee collect all the application
forms and then examine them very carefully. After examining every minute detail of
those forms, they start to shortlist the forms. They select the most eligible candidates for
the personal interview. After short listing the applicants, they inform the shortlisted
candidates about the time, date and venue of personal interview (Kramar, 2013).
3. Personal interview: The HR department sets an interview board for the shortlisted
applicants. Their interview board comprises six to seven highly ranked members who are
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going to evaluate the eligibility of the candidates. In the interview, the board members
ask several types of questions (Knies and Leisink, 2013). Some of the questions are related
to the family background of the candidate; some about their educations and
qualifications; some questions are job-related, and some of the questions are based on
general information to test the merit level of the candidate. Apart from these questions,
some tricky questions are also asked by the board members to acknowledge the common
sense of the candidate.
4. Selected for the job: After the personal interview, the board members discuss every
detail about the applicants and those who impresses them the most, are selected by them
as the new member of the company. After selecting the new employees, they inform the
candidates and send them their joining letters (Thacker, 2012).
1.4. Evaluate own contribution to employment process:
In this project, I have taken part as HR manager of the company. I have participated in arranging
important papers for the employee recruitment process. After that, I have prepared an
advertisement and gave the ad in the newspapers and also on the company website. Apart from
that, I was also a part of the recruitment committee of Thomas Cook Airlines. I helped the
committee members in arranging and short listing the candidates. I also helped the HR team to
set the questions for the interview section. Besides that, I took the task of informing the selected
members and give them their appointment letters.
LO2. Understand the styles and impact of leadership
2.1. Necessary skills and attributes for leadership:
Every organisation needs leaders or managers who can lead the whole team effortlessly and also
can motivate the employees to overcome every obstacle and achieve the target. The HR
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department of Thomas Cook has examined some qualities which are required for leadership.
Those leadership qualities are given below:
1. Encourages and excites the workers: A superior manager or leader always have a charming
personality. They can easily motivate their employees and push them to explore their limits.
However, they also help their employees to overcome their fears so that they can face any
challenge and enjoy their work (OWEN, 2017). A manager can assist his team members to achieve
their targets and objectives. So this quality is very much required for successful leadership.
2. Exhibits lofty genuineness and honesty: Great managers are honest and lucid, and comprise
high reliability. Besides that, they bond with their workers and maintain their dedication level all
the time. Apart from that, they fulfill their duties with honesty and impartiality. Integrity and
earnestness are two of the best test eminence a successful director can acquire. Thomas Cook
Airlines should consider this leadership quality.
3. Resolves difficulties and examines various issues: In the long run, managers/leaders are
engaged, practiced, and designated to explain managerial dilemmas, and also to acquire the help
of probabilities in their marketplace. This quality demands barely marvelous systematic
expertise, but besides that, it also needs exceptional working skills. Thomas Cook should
consider this leadership attribute.
4. Performs for the result: Various workers like to sit idly and observe everyone's work, but
they do not have the energy to do anything on their own. A successful leader motivates this type
of laid-off workers so that their performance becomes result-oriented. This point should also be
considered by the HR department of Thomas Cook Airlines (Kawasaki and Lindegaard, 2013).
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5. Demonstrates technical and certified competence: A promising leader starts his/her
expedition in the company with an undeniable talent for marketing, or office job, or devious
works. The optimum leaders are raised on their technical and certified competence in the long
run, and they become valued specialists in their job and become qualified at guiding their team to
the point of success.
2.2. Leadership and management differences:
Leadership and management are the two sides of a coin. They have some similarities, but at the
same time, there are some attributes which distinguish them from each other. The key differences
between these two teams are given below:
 Leadership quality is a positive feature to the executive team through reassuring the
employees. Management, on the other hand, is a method to organise the events of the
specific firm.
 Successful leadership occupies a trust of the team members on their leader. But
management, on the other hand, obliges supremacy of supervisor above its subordinates
(Bush, 2012).
 Leadership quality is the ability to convince the workers, but management is a dominance
of the manager's decision.
 Successful leadership desires attentiveness from the arranger. However, management has
a little collection of apparitions.
 In strong leadership, morals and plans are acknowledged. But management, on the other
hand, executes its laws and rules thoroughly.
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