Working with and Leading People: Recruitment, Leadership, and Teams

This report delves into key aspects of human resource management and leadership within the context of a retail environment, specifically referencing Morrison's supermarket. It begins by outlining the recruitment and selection process for sales assistants, emphasizing the importance of job descriptions, person specifications, and legal/ethical considerations. The report then explores the skills and attributes essential for effective leadership, differentiating between leadership and management styles and examining how leaders can motivate staff to achieve organizational objectives. Furthermore, it highlights the benefits of team working, discusses strategies for fostering teamwork, and addresses methods for monitoring and assessing employee performance. The report provides a comprehensive overview of crucial HR and leadership principles, offering practical insights into managing and leading employees effectively within a business context.

Working with and leading people

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 job descriptions and person specifications to select and recruit new sales assistants...........3
1.2 Impact of existing legal, regulatory and ethical considerations on the recruitment and
selection process..........................................................................................................................4
1.3 Taking part in the selection process as a HR assistant..........................................................4
1.4 Contribution as an HR assistant to the selection process......................................................5
TASK 2............................................................................................................................................5
2.1 The skills and attributes needed for leadership in the business organizations......................5
2.2 Difference between leadership and management..................................................................6
2.3 Leadership styles for different situations in different business organizations.......................7
2.4 Ways leaders and managers adapt to motivate staff to achieve organizational objectives...7
TASK 3............................................................................................................................................8
3.1 Benefits of team working for the success of Morrison's........................................................8
3.2 Demonstrating work in a team as a leader and member towards achieving specific goals,
dealing with any conflict or difficult situations for Morrison's...................................................8
3.3 Effectiveness of new team in achieving goal........................................................................9
TASK 4..........................................................................................................................................10
4.1 Factors involved in planning the monitoring and assessment of work performance..........10
4.2: Plan and deliver the assessment of the development needs of individuals........................10
4.3 Evaluate the success of the assessment process..................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In the era of Globalization, the competition among the business organization has been
increased to the great level. To build and maintain the established position in the market place,
the senior management seeks to hire the most efficient and the capable employees in the
organization and comes up with the optimum strategies to run it. It enhances the profitability and
the productivity of the organization (Day, 2014). The report throws light on the recruitment and
the hiring process of the retail organization Morrison's supermarkets. Further, it discusses the
attributes needed for the skillful leadership. It also evaluates the benefits of team working and the
methods to assess and evaluate the performances of the employees.
TASK 1
1.1 job descriptions and person specifications to select and
recruit new sales assistants
The supermarkets business is the service providing companies whose business totally
depends on the efficiency of the customer services given by the sales assistants. To hire the
skillful employees the rigorous recruitment process is used. For that purpose the fundamental
step is to decide the job description and the persons specifications for the required post.
Job descriptions:
 Designation: Sales Assistant.
 Report officer: The sales manager and the store manager.
 Job profile:
To deal with the customers in the very effective manner.
To take the inventory of the supermarket.
To check the availability of the products and requirements.
Maintain the record of their quantity and varieties of the products.
Person's specifications:
 Educational Qualifications: The associate degree in the sales operation and planning.
 Experience: The competency in dealing with the customers to broaden the connectivity
base with the clients.
Experience of working with retain organization.
 Requirements
The proficiency in the verbal communication skills.

The knowledge of the keeping the records of the inventory and accessing is feasibly.
To take the decisions from the senior management and follow the instructions accordingly with
the precision.
The ability to take decisions at the time of emergency and lack of supervision.
1.2 Impact of existing legal, regulatory and ethical considerations on the
recruitment and selection process
The recruitment and the selection process has the impact of the external factors that the
organization has to keep in mind while undergoing the process such as the legal, regulatory and
the ethical considerations.
Legal: The Government and the other legislative bodies has laid down certain laws and
regulation with respect to the hiring and selections of employees in the organization such as the
Equality on the grounds of the place, race, gender and color, the non discrimination of the
employees on the basis of age. Further the rules are laid with respect to the health and safety of
the employees (Goffee and Jones, 2013).
Regulatory: There are certain non profit organization that investigates and monitor the legality
and the employment condition in the employees. Such as they check if there is any mistreatment
with the employees with respect to the salary, discrimination, work culture and other related.
Ethical Considerations: Besides complying with the regulations laid by the legal framework in
the country, certain ethical consideration are also to be followed in the process such as
maintaining the values and principles of the organization (Bush and Middlewood, 2013).
1.3 Taking part in the selection process as a HR assistant
To hire the best possible employees in the Morrison's supermarkets, the organization
follows the rigorous methods. Firstly the precise and the applicable job perfermo is prepared
with the job description and the persons specifications. From the pool of applicants the eligible
candidates are filtered with the best suitability in the organization. The candidates have to
undergo various stages of the interviews at different levels with the manager. At first the filtered
candidates from first stage have to undergo the telephonic interview. The candidates who clear
the stage are called to the head quarter where the one to one interview with the assistant
manager, the general manager, finance manager and the HR head is conducted (Hamson, 2012).
After clearing the interviews the personal interview with the psychiatrist and the psychologist is
conducted. In this interview, the strengths, talents, potential and the weakness o the employees is

identified. Then they are placed at the designations as per the suitability. Further, the
organization has the key focus on the training of the employees, the selected candidates for the
suitable posts has to undergo the training and Apprenticeships for the adaptability in the
organization and to understand the values and work culture (Lev, 2013).
1.4 Contribution as an HR assistant to the selection process
As an HR assistant manager, I assist the senior management in all the steps. Firstly, I
assist in the preparation of the job performa with the job description and persons specification for
the various posts and designations in the organizations. Then the application is issued through
the newspaper, online job websites, contacting with the consultants which functions to hire the
employees and candidates and various other external mediums. Then from the pool of the
various applicant the eligible candidates are selected by undergoing the qualifications and details
of the CV's of the applicants. Further, I assist the manager in the preparation of the process
undertaking the interviews of the candidates. After the selections of the eligible employees, the
next step is the training and development of them. In that my duties changes, under the
supervision of the manager I conduct the training and development programs for the sales
employees to bring the adaptability to the organization, give them digital training to increase the
productivity, make aware about the working conditions and their duties and responsibilities.
TASK 2
2.1 The skills and attributes needed for leadership in the business organizations.
The manager of the retail supermarket chain is endowed with number of duties and
responsibilities. To manage the tasks and work effectively, the leader is required to supervise the
team in all the aspects by increasing the productivity and the efficiency of the employees. Certain
skills and attributes of the leader are the prerequisites for the manager of the supermarket chain.
 Assigning the tasks: The manager has to perform to many duties and tasks. To make the
process effectively he delegates the tasks to the subordinates. Identifying the strengths of
the employees and assigning them the respective duties is the important skill that need to
be posses by the leader (Peterson, 2011).
 Motivation: To keep the spirit of the team high and the morale strong the leader has the
duty to motivate them throughout the work. Using the various techniques and methods
the leader inspires the team.

 Resolving disputes: Some times due to the clashes in the opinions and views the disputes
and the conflict between the employees occur. The leader must posses the quality to
resolve them in the efficient manner (Improving leadership and management skills.
2015).
2.2 Difference between leadership and management
FACTORS LEADERSHIP MANAGEMENT
DEFINITION  It is the most effective approach which
requires to in any organization as well
as the employee to fulfil all their goals
and objectives
 Management team mainly gives
working direction to their whole
department and control all the
activities in the company to
fulfil all objectives.
PERSONALITY
STYLES
 Leaders of any organization must
possess a better decision making skill
and they must be confident in all their
working areas
 Balanced approach, Intelligence
FOCUS  They mainly lead the people within the
team or within the organization
 Management people are highly
responsible for managing work
in the organization
APPROACHES
FOLLOW
 They majorly follows the
approach to work without fear
(Martin, 2008).
 They are highly focused with
the balanced approach
DECISION
MAKING
 Become facilitator to take actions  Knowledge and involvement in
all department of company
STYLE  Good participation, listener  Democratic, autocratic
APPEAL TO  Should use both heart and mind  Not at all emotional

From the above table the major difference between the management and leadership can
be identified. These are the major differences by which company can manage and lead all the
people effectively.
2.3 Leadership styles for different situations in different business organizations.
Morrison's supermarket group uses participative leadership style on the regular basis. It
means the total involvement of the employees in the decision making process. Using this process
the management keeps the morale and spirit of the employees high and keep them motivated
towards the work. Further, it brings job satisfaction to the employees Whereas the competitive
supermarket firm Tesco uses the laissez faire model in the regular time. The senior management
has low degree of interaction with the employees (Schumacher, 2011). The employees lack
supervision from the higher management and perform their duties with their self decisions.
At the time of low sales and profits, the organizations adopt the transformation leadership
model in which the management seeks the employees' advice and opinion to transform the
operational processes. It brings the feeling of being valued and that their opinion matters to the
organization which increases the job satisfaction of the employees (Miller and Rollnick, 2012).
At the time of recession the organization adopts the autocratic leadership model with the low
involvement of employees.
2.4 Ways leaders and managers adapt to motivate staff to achieve organizational
objectives
To keep the staff and employees motivated and dedicated towards the work and duties the
leader and the management adopt many ways and methods. Some are explained below:
 By using the Hertz-bergs motivation theory. According to this theory there are two types
of factors motivators and Hygiene factors. Motivators are the factors that encourages the
employees to work in the organization such as the job security, salary and wages,
incentives and performance pays and other related while the hygiene factors are the
necessities such as the healthy work culture, employer-employee relations, the motivation
and spirited nature (Jordan and Kitching, 2013). The organization takes into
consideration all the factors and keeps the employees motivated.

 By the frequent performance appraisals and rewarding the employees on their
achievements and accomplishments encourages the employees to work with more
dedication and interest and that also increases the efficiency of the employees to the great
extent.
 The working environment plays the vital role in the proficiency of employees.
Understanding that the management maintains the healthy environment and resolves all
the issues and conflicts in the organization (Cooper and et.al., 2012).
TASK 3
3.1 Benefits of team working for the success of Morrison's
Team is a collection of individuals who possess different skills who focus on achieving
specific tasks. All the members of the team are dependent on each others skills in order to
achieve the desired goals. Following are the benefits of team working for the success of
Morrison's:
In developing relation with the employees: In Morrison's, different teams are very helpful in
developing relationship with the members of the team. When the employees gets into a team
he/she understands the other members and accordingly develops a relationship and when the
time passes the relationship becomes stronger. Such teams develop trust and the coordination
among the member are very strong. All the members understands the areas in which the
individuals of the team lack and accordingly they support each other in order to complete the
task effectively (Karim and et.al., 2011).
Improves the efficiency of growth: One of the important benefit of the team is that the task
given to them are completed on the given time as their coordination is becomes very good as
they get change to involve with each other personally. Member of the team have different skills
and knowledge as a result employees are able to solve problems and contribute to in the growth
of the organization.
3.2 Demonstrating work in a team as a leader and member towards achieving specific goals,
dealing with any conflict or difficult situations for Morrison's
Morrison's face different types of problems and situation but they handle effectively and
efficiently all their issues and problems with the help of working together. Following are the
team roles in accordance with the Belbin's model:

Shapers: The main role shapers is to understand the task and listing out the ways through which
they can complete the task effectively.
Plant: They are the one who come up with new or innovative ideas in solving problems. They
mainly focus on solving the organizational issues.
Coordinator: These individuals are committed towards their team work. They help members of
the team to so that they can help and improve their employees skills.
Implementer: They work silently and contribute to the team by working hard.
Resource investigators: They are helpful in exploring opportunities and in making different
contacts.
Monitor evaluator: They are the one who evaluate the team performance. They are helpful in
decision making (Mishel and et.al., 2012).
Team worker: They perform main tasks and contribute by completing the task on time.
Specialist: They use technology in order to complete the task but are very rare in the team.
Finishers: They mainly focus on the way by which they can complete the task.
3.3 Effectiveness of new team in achieving goal
Purpose oriented behavior of team members helps the organization to accomplish the
goal in a effective manner. There should be a proper communication between team members and
employees, so all members understand their common goal in a better way. At the time of
recruitment policy, conflicts can offer and they can be overcome at the time of assigning the
duties and communicating with them. In a team to identify the role of team members, Belbin
theory can be helpful in identifying (Whitney, Trosten‐Bloom and Rader, 2010). The policy
implementation works are assigned to the implementer and the challenging works and projects
are given to the shaper. The work of manager such as finding errors, complete finishers and also
delivers the products on their delivery time. According to the level of knowledge and skills, the
opportunity is given to the specialist person who works as a self directed and single minded
person and he is also dedicated towards the goal.
180 degree appraisal- With the help of this technique, skill of individual member is matched
with his past performance and his work is also compared with other workers.

TASK 4
4.1 Factors involved in planning the monitoring and assessment of work performance
As per the present case scenario, it is necessary for HR assistant of firm to assess the
developments needs of the staff. There are different factors including leadership styles, culture of
organization and professional development activities that can influence assessment process of
enterprise (Jordan and Kitching, 2013). However, by monitoring day to day activities, HR
department of enterprise can be able to identify problems faced by employees and solve them in
a significant manner. With help of progress report, enterprise can be able to investigate current
issues of the staff members and prepare plan for future (Peterson, 2011). By using this approach,
work performance of an individual employees within organization can be measured and take
appropriate actions to overcome issues faced by them in a proper manner. In addition, by using
360 feedback review method, company would be able to monitor the work performance of an
individual. In this regard, firm can ask question from their staff-members with help of direct
interview and questionnaire effectively (Martin, 2008). Self-appraisal method and 180 degree
method, HR assistant of medium size firm can be able to take corrective actions at right time and
assess the effectiveness of an individual.
4.2: Plan and deliver the assessment of the development needs of individuals
In respect to planning and assessing the development need of the individual need of
individual, various activities have been undertaken. The central idea behind the same is to gather
employee information and work on the loopholes of this medium sized company. They are
evaluated in the form of their knowledge, skills and abilities. Along with this, performance
objectives are defined. After measuring the current standards with the defined milestones, the
evaluation has been made (Lepsinger and DeRosa, 2010). These are then measured on the basis
of various tools and techniques such as ranking method, scorecard, analysis gap method etc. In
the same vein, the planning is made with respect to the performance criteria which defines the
rating and ranking done at this organization. Lets take an example where there generates
communication issues among the team working. In that case, employees were guided on the
basis of their skills of handling and encountered problem. In the final step, the performance of an
employee is evaluated. To meet the flaws and gap identified, training planning is made
(Robinson, 2010). By using various communication tools, training and development programs

formulated will be implemented. The improvement can be made more effective if time to time
work on errors will be made.
4.3 Evaluate the success of the assessment process
The success of assessment by human resource manger is important to measure as it provides the
analysis if effectiveness of the process. Their are various techniques which help to evaluate the
success of assessment process in an organization. 360 Degree appraisal technique helps to
understand the relationship of the employee among the organization The manger revives the
feedback of al the peers the employee has worked and on the basis of the same the manger
generates performance of the employee. Thus process involves whole organization thus require
time and cost for the method. Subordinate rating technique helps to identify the work
effectiveness of the employee by generating rate sheet of the employee. The manager prepares a
rate sheet which is rated by the superiors. Manager also conducts interviews about the
performance of the employee and generates feedback (Peterson, 2011). Feedback from
employees is also a technique used to analyses the relationship of employee among other
employees of the company. This method is less in cost and does not require time by the manger
to evaluate the performance. These method are easily applicable in generating the performance
of the employee in an assessment process.
CONCLUSION
With the help of this report, it can be state that by working with and leading people,
company can retain their key employees and can also recruit skilled and talented employees. In
addition to it, by training and developing, company can boost the talent of employees through
which overall efficiency of the company.

REFERENCES
Books and Journals
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Cooper, R., and et.al., 2012. Human reengineering. Sloan Management Review.
Day, R.D., 2014. Leading and managing people in the dynamic organization. Psychology Press.
Goffee, R. and Jones, G., 2013. Clever: Leading your smartest, most creative people. Harvard
Business Press.
Hamson, N., 2012. After Atlantis: Working, managing, and leading in turbulent times.
Routledge.
Jordan, E. and Kitching J. W., 2013. Employment Relations Research Series. Department for
Business innovation & skills.
Karim, F. and et.al., 2011. Community perceptions of tuberculosis: a qualitative exploration from
a gender perspective. Public health. 125(2). pp.84-89.
Lepsinger, R. and DeRosa, D., 2010. Virtual team success: A practical guide for working and
leading from a distance. John Wiley & Sons.
Lev, A.I., 2013. Transgender emergence: Therapeutic guidelines for working with gender-
variant people and their families. Routledge.
Martin, J., 2008. Human Resource Management. SAGE.
Miller, W.R. and Rollnick, S., 2012. Motivational interviewing: Helping people change.
Guilford press.
Mishel, L. and et.al., 2012. The state of working America. Cornell University Press.
Peterson, B., 2011. Cultural intelligence: A guide to working with people from other cultures.
Nicholas Brealey Publishing.
Schumacher, E.F., 2011. Small is beautiful: a study of economics as if people mattered. Random
House.
Whitney, D., Trosten‐Bloom, A. and Rader, K., 2010. Leading positive performance: a
conversation about appreciative leadership. Performance Improvement. 49(3). pp.5-10.
Robinson, P., 2010. Leading people from the middle: The universal mission of heart and mind.
Iuniverse.
Online