Working with and Leading People: A Comprehensive Analysis and Report

This report provides a comprehensive analysis of working with and leading people, focusing on the recruitment process, leadership skills, and team dynamics within an organization, specifically using United Parcel Services (UPS) as a case study. The report details the documentation required for selecting new workers, including position descriptions and person specifications, and examines the impact of legal, regulatory, and ethical considerations on the selection and recruitment process, such as sex discrimination and age-related acts. It explores the role of a manager in the selection process, including shortlisting, interviewing, and document verification. Furthermore, the report delves into the skills and attributes needed in leadership, comparing different leadership styles and analyzing ways to motivate staff to achieve organizational objectives. It also discusses the benefits of teamwork, conflict resolution strategies, and methods for improving team effectiveness. Finally, the report outlines the planning, monitoring, and assessment of employee work performance, including delivering assessments and evaluating their success.

WORKING WITH AND
LEADING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 For select new worker in the organisation prepare a documentation...............................3
1.2 Explain the impact of legal, regulatory and ethical to selection and recruitment process6
1.3 What are the role of a manger in selection process..........................................................7
1.4 Transparent process of recruitment and selection............................................................8
TASK 2............................................................................................................................................9
2.1 What are the skills and attributes needed in leadership....................................................9
2.2 What the difference between leadership and management............................................11
2.3 Compare the leadership styles in different conditions of the company..........................12
2.4 Ways to motivate the staff to achieve all the aims and objectives.................................14
TASK 3..........................................................................................................................................14
3.1 What are the benefits of teamwork in organisation........................................................14
3.2 Explain how a leader resolve conflicts in team..............................................................15
3.3 Define strategy for improve effectiveness of a team in organisation.............................16
TASK 4..........................................................................................................................................17
4.1 Explain planning the monitoring and assessment of work performance of employees. 17
4.2 Planning and delivering the assessment to individual employee in the organisation.....18
4.2 Evaluate the success of assessment process...................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21

INTRODUCTION
For getting success in future workforce of any organisation play very important role in
every organisation. Whole functions and activities of the firm are depended on the effective
operation of human resource department in other words employees are considered very important
input for the company. This report will be include hiring process of workers and their
documentation. Human resource department play very important role because qualified and
skilled employees are the main power of a organisation. This report will discuss about the united
parcel services which is one of the largest parcel services company in UK. Some rules and
legislation is very important to follow by the cited firm in their hiring process. What kind of
qualities and skills required for being a good leader will describe in this file. At last assessment
process which is very important for improving employees performance will also include in this
report.
TASK 1
1.1 For select new worker in the organisation prepare a documentation
When a company start their recruitment process it is important to prepare proper
documentation so that they can easily hire talented and skilled people. To accomplish this motive
a documentation process play a very important role. United parcel services is also followed a
documentation process which are mentioned below:
Approval of recruitment: According to this first stage human resource department is analysed
the need of employees in the organisation if they found any requirement than they give
information to finance department. Before starting hiring process they have to take approval
from the top management (Hargreaves and Lowenhaupt 2017).
Position description: This is also a important task which have to be don by the enterprise that
give clear description of position. It will help to reduce the confusion arising among the
candidates about the designation.
Person specification: It is important for the firm to appoint right men into right place, for full fill
this purpose they have to identify qualities and skills of the candidates. These have to be matched
with their job which is assigned to them in the future.

Advertising: This mode is provide every information related to the job such as salary, skills
needed, number of workers required and job designations (Green and et.al., 2016). These all data
is helps to identify skilled people for the organisation.
Short listing: In this step some number of people are selected from the large applicants so this
step considered as negative. For short list of the candidate enterprise use some common
techniques such as personal interview, written test and group discussion as well (DiPaola 2016).
Interview: In this step the HR manager of the company will interact with candidates in order to
evaluate its skills and capabilities according to job requirements.
Document Checking: After interviewing the candidate the manager will check and verify the
given information in the documents of individuals as it is the only things which states a clear
representation over persons education qualification and background.
Illustration 1: Advertising
Source: (Mike, 2016)

Reference Collection: After verifying documents and qualification on given papers the manager
will ask for the reference like on the basis of whom the candidate got to know about the vacancy
or do the individual knows anyone employees of the organisation who is still working with UPS.
Job Offer: After verifying and analysing every particular detail about the candidate, the manager
will offer the job to the individuals in which, the HR will clear every terms and conditions of the
company verbally.
Employment Contract: Thus, at the end of selection, the HR manager of ups will provide the
individual with employment contract in which every detail of employment conditions and rights
are mentioned which is done to protect the rights of individual as well as company.
Job Analysis:
In top level management, manager is the person who have large number of authority to conduct
activities of the firm like united parcel services which operating in the UK. Manager is
responsible to formulate strategies and plans which helps to achieve objectives and goals of the
firm.
Candidate specification
Duties:
 To consider and check day to day operations to identify that delivery of parcels in time.
 Salary: 10000 euro will be salary.
 Skills: Effective formulation of strategies and ability to communicate to their employees
which helps to accomplish the targets.
 Working hours: Working 8 hours in a day and all Sunday will be off.
 Work experience: As the manager 2-3 experience is needed in a parcel service company.

1.2 Explain the impact of legal, regulatory and ethical to selection and recruitment process
Recruitment and selection process is very critical because it includes various activities
have effected by many rules and regulations. Human resource manager is responsible to consider
all these regulations and legislations for effective and smooth functions of the business
(Tadajewski 2016). These rules are opposed by the government for effective functioning of the
firm. It is important for the cited company to obey all the acts because it operated in multiple
markets globally.
LEGAL CONSIDERATION
Sex discrimination act: According to this act there should no discrimination when company is
hiring their employees because they want talent and no matter it is male or female. It is important
to follow this act by the firms because it helps to reduce the discrimination based on male and
female.
Act related to race: This act includes that when organisation conduct their recruitment and
selection process, applications of the candidates do not rejected by the company. If they do so
that than it considered illegal by the government.
Act related to age: This act includes that if company find skills and qualities in old candidate
than they can easily hire them. There should be no discrimination based on age if they do so it
will considered as unlawful.
Health and safety at work etc. Act 1974: This act by UK government is enacted to
protect the employees right like, safe activities and maintenance at workplace, safe use of
hazardous substances, adequate training and development session for workers about every new
technology in order to prevent accidents.
National Minimum Wage Act 1998: The act states that every employees in the
organisation over 25 years should paid 7.50 pound per hour and employees under 21 to 24
should be paid 5.60 Pound per hour. All the companies in UK are liable to follow this act, not
implementing this act is a punishable offence.
Equality act 2010: This act by UK government is to protect the rights of individuals who
face discrimination at work place. The organisation are bound to comply with the act, In case any
company or employee found discriminating any individuals on behalf of race, caste, creed,
religion etc. can be punished by court law. Thus, it also includes acts like, Sex Discrimination
Act 1975, Race Relations Act 1976 and many more.

REGULATORY CONSIDERATIONS
In the process of recruitment and selection company plan advertisement and for that it
will have to plan a cost for which it is liable to pay determined TAX and VAT by government of
UK. Moreover, with the increasing seniority position the company will have to pay more tax
which represents that company should not hire employees to fulfil the vacant position but should
focus on recruiting capable employees and retrenching dead staff. For instance, if UPS will hire
new employee it will ultimately increase its tax bill. Moreover the company is liable to pay for
National insurance contributions on payments which is made to staff of the organisation. In UK,
it is 95 pound per week and 412 pound per month. Hence, it is necessary for the company follow
all the necessary rules and regulation imposed by the government against import, export and
VAT which enhances the contribution in economy.
ETHICAL CONSIDERATION
Fair and Transparent: The HR of the company ensures that the selection process is not on the
basis of favouritism and not on qualification. For instance, the manager should hire the person
with appropriate qualification, skills and capabilities and not on because the person is a friend or
known to some high level authority.
Equal opportunities: During the recruitment and selection process, the manager should focus
on providing equal opportunities to the candidates because biasing the selection process can
impact the market reputation if UPS.
1.3 What are the role of a manger in selection process
 The role of manager is very important in selection process because they are responsible to
give approval for conduct this process.
 Communicating all the terms and conditions verbally.
 The HR formulate various strategies, plans, duties and tasks which have to be full fill by
the employees.
 Manager identifies and make changes according to the environment fluctuation.
As a manger I have review all the applications and after that short list the persons from
large number of applicants. For this purpose I use many tools and methods such as aptitude test
and written test (Armstead and et.al., 2016). It is important for me to select skilled and qualified
peoples because it directly affect the achievement of targets and goals of the company. It is very
crucial task for to choose right person and give them right job according to their abilities and

qualities. Next step is personal interview which is very indispensable task for me. For success of
this first I have to find out and decide question which are asked to candidates. With the helps of
this step I get to know background of the candidates which is play very important role in their
performance. I analysed that Salary discussion is very important part of the interview because it
is only motive of the candidate to get good salary. If candidate is agree about the salary
description than other things will be discussed such as terms and conditions related to particular
job. Manager has to describe all the legal formalities and rules to the candidates which helps to
reducing grievances and confusion between manager and candidates which may be arises in the
future. At last stage of this process a offer letter is given to the candidates which is sign of his
conformation in the organisation. This letter includes salary description and date of joining.
My contribution in selection process
As a manager my contribution is like base of whole selection process because with out
proper planning a organisation can not conduct this process. Roles and responsibilities properly
understood by me which a employee have to perform in the firm. I have knowledge about the
skills and qualities which are required for accomplish a particular task. Human resource
department is responsible to give the information about the skills and competencies of the
employee so that these can use by me in full fill the goals and objectives of the organisation
(Jaffe 2017). Roles, responsibilities and tasks formulated by me so without my permission this
process can not start so basically my contribution is very large and important in the selection and
hiring process.
1.4 Transparent process of recruitment and selection
The process of selecting and recruiting employee should be clear and transparent to HR in order
to avoid wastage of time and resources. For maintaining transparent functioning the manager
should following some steps which are as follows:
 Recruitment and selection process the manager is bound to comply with all the legislation
and regulation enacted by government to protect the employment right.
 The HR should not recruit the employees which are not required that is why it important
for manager to analyse internal employees and then should make plan for employee
recruitment and retrenchment. Clearing dead staff from the organisation is important to
establish control over staff turnover.

 It is another major factor which should be considered by manager because increasing cost
function in recruitment process can lead to waste and sometimes to unnecessary
investment.
 Increasing motivation of existing employees can helps the manager in improving
business operation which can help UPS in creating efficiency and effectiveness in
functions.
 Increasing motivation will automatically boost the performance of employees and cost
effectiveness.
 Improved performance of employees will lead to satisfactory services to customers which
will assist the company in developing its image back which was lost due in effective
functioning of business operations due to leadership and management issue.
 Increased customer satisfaction will automatically assist the company ion generating
revenue and appropriate returns.
TASK 2
2.1 What are the skills and attributes needed in leadership
Leadership is play very important role to full fill the organisational objectives and goals
because leader give directions to their team members so they can easily contribution towards
their work. Leadership skills is also important as managerial skills because a good leader can be
a good manager. For effective conduction of the leadership they can also adopt various kinds of
leadership style (Peters 2016). It is important for the leader to select appropriate style because it
directly affects the performance of the team members. It is important for the leader to maintain
enough qualities and competencies so that they can give right directions to their team members.
Some skills are explained below:

Motivational skills: Give motivation to their team members is the important task for being a
good leader. It helps increase the performance and productivity of the workers so they can
effectively attain the target.
Capacity to lead: It is important for a leader to have enough capacity of leading people
effectively because some person have do not interest to handle large number of people so these
are not good for being a leader.
Division of work: The leader of the company should understand the criteria behind appropriate
division of work among employees according to skills and interests of workers.
Trouble shooting skills: Solving the problems which is arises in everyday of business is also
important duty of leader. Finding quick solution of the issues and problems is kind of quality
which have to be enhanced in leader.
For instance, IN UPS the management system to motivate employees was lacking due to
which the employees did not had anyone to motivate and boost their morale. Moreover, due to
lacking skills of leadership the employees work turned into conflicts which interrupted business
functioning and the organisation was unable to deliver services on time which impacted the
business reputation. In order resolve the leadership issue the company hired good employee and
management staff which can guide the employee towards right direction without getting into
Illustration 2: Leadership
Source: (Leadership Matters 2015).

conflicts. The leader of UPS than divided the work of staff force according to skills and interests
which eradicate the conflict concept from the enterprise.
Moreover due to lacking skills of HR manager the UPS was unable top resolve the
disputes between workers which turned into aggressive fights and for time being it destroyed the
stability of internal environment and market reputation. Therefore the company hired new HR
who has the ability to think and react to the situation like disputes and conflicts.
Furthermore, to resolve conflicts between employees and to manage stable organisational
functions the organisation implemented the use of motivational theory which are as follows:
Hertz berg's theory of motivation which is based on motivation and hygienic factors in an
organisation. IN this the motivational factor are focused on boosting employees morale towards
organisational goals and objectives. It his the best way by which leader clearly determines the
roadmap to employee and assist in eradicating conflicts. Apparently, Hygiene factors focused on
encouraging employee by providing them rewards in measurable terms such as, incentive, bonus,
promotion etc.
Mas-low theory of motivation aim at fulfilling basic needs of employees in order to
increase their working efficiency. Leaders use this theory as it is focused on Psychological need
of staff members like, water, medical, food. In addition, it involves, financial security like heath
and safety insurance to employees and fulfilment of Self Esteem in which the firm is focused on
serving respect, quality of working conditions to workers. The motivation theory is the best
strategy which assist the enterprise in improving working efficiency of employees by reducing
conflicts as it aims at establishing equal work place conditions to all individuals.
2.2 What the difference between leadership and management
Every organisation have leadership and management which helps to formulate plans and
strategies and their effective implementation. Leadership is conducted by a leader and manager is
responsible for manage all the activities. There is little difference between both of them but they
are interrelated to each other in terms of their roles and duties. Both are manage the activities but
there is difference between them is that manager is responsible operations of whole organisation
and leader monitor activities of their team members (Raelin 2016).
Basis Management Leadership