Report on Core Management Functions: Recruitment to Global Leadership

This report provides a comprehensive overview of key management practices, starting with an analysis of recruitment methods, including the rational approach used by line managers and the differences between job descriptions and person specifications. It addresses strategies for encouraging diversity during recruitment and discusses challenges and benefits associated with selection interviews and competency frameworks. The report further examines diversity, inclusion, and equality, referencing the Dobbin and Kalev article to justify the role of diversity trainings and exploring alternative diversity management interventions. It delves into training, skills, and development, highlighting the challenges faced by adult learners in the labor market due to COVID-19 and the importance of coaching and induction programs. Performance management is discussed, along with areas for improvement in leadership skills. The report also covers referencing, academic writing, plagiarism, motivation, rewards, employee engagement, and international differences in management and leadership styles, providing a holistic view of essential management functions and their impact on organizational success. Desklib offers more solved assignments and study resources for students.

Management

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
WEEK 2...........................................................................................................................................4
Explain why line managers adopt the rational approach to recruitment?...................................4
Describe the differences between a job description and person specification?..........................4
Three ways to encourage diversity when recruiting candidates..................................................5
WEEK 3...........................................................................................................................................5
Problems of using selection interviews for the identification of appropriate candidates............5
Benefits of using a competency framework for the designing of questions for selection
interviews....................................................................................................................................5
WEEK 4...........................................................................................................................................6
According to the Dobbin and Kalev article, justify that implementing diversity trainings are
mandatory or not ........................................................................................................................6
Two alternative diversity management interventions.................................................................6
WEEK 5...........................................................................................................................................6
Challenges for adult learner's employability in labour market due to covid 19..........................6
Why coaching is important for the performance of employees by line managers......................7
What benefits does conducting induction for new joiners..........................................................7
WEEK 6...........................................................................................................................................7
Performance management................................................................................................................7
Table of performance review practices ......................................................................................7
Area of performance which is weak............................................................................................8
WEEK 7 ..........................................................................................................................................8
What have you learnt about academic writing............................................................................8
What is learned about referencing and plagiarism which is different from seminars.................8
WEEK 8...........................................................................................................................................8
Pros and cons of payment by results...........................................................................................8
Three components of financial rewards along with their benefits and drawbacks.....................9
WEEK 9...........................................................................................................................................9

Definition of employee engagement...........................................................................................9
Benefits of employee engagement..............................................................................................9
WEEK 10.......................................................................................................................................10
Challenges of leading in global firms.......................................................................................10
Reasons for expatriate failure in global firms ..........................................................................10
WEEK 11.......................................................................................................................................10
Definition and examples of given concepts..............................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES:.............................................................................................................................13
Books and Journals...................................................................................................................13

INTRODUCTION
Management involves activities which supervise all the functions in an organisation
according to their priorities and needs. It helps in proper planning, controlling, decision making,
leading, coordinating and organising human capital (Schermerhorn Jr, Bachrach and Wright,
2020). It also manages various resources like financial resources, information resources and
physical resources. This report will include about recruitment method, selection method,
diversity, equality and inclusion. It also involve about training, skills and development along
with performance management. Various activities like referencing, academic writing and
plagiarism, rewards and motivation are included in this report. Employee engagement,
international differences in management and leadership styles are also discussed in this report.
MAIN BODY
WEEK 2
Recruitment methods
Explain why line managers adopt the rational approach to recruitment?
Rational approaches are used by line managers because it avoids ambiguity and
complexity and make working environment more positive. It helps them in achieving specific
goals and deal with the problems and challenges (Stone, Cox and Gavin, 2020). Approaches to
recruitment helps in making strategic decisions along with planning and implementing various
ideas which help organisation. It helps in maintaining technical operations including plant
utilization, output of machines, measure productivity and efficiency. Rational approaches
improves financial sector, information technology sector and other departments which are
responsible for growth.
Describe the differences between a job description and person specification?
Job description involves the identification of roles such as major duties, broad purposes
and terms and conditions. Whereas, person specification refers to the attributes and skills needed
of an employee to carry out the operations according to the standards. Job description is
different from person specification in terms of nature because job description involves the
elements which are describe the job or position and person specification involves description of

the candidate (Leonteva and et.al., 2018). Job specification comprises of designation, working
hour, place of work, etc. and person specification comprises of knowledge, abilities, age and
educational qualification.
Three ways to encourage diversity when recruiting candidates
Diversity is very important to create a positive decorum in an organisation. There are
three ways by which organisation can encourage diversity during the recruitment of candidates
which are as follows:
 Using people analytics to understand the workforce so that management can make
decisions that are beneficial for all the employees.
 Corporate policies should be modernise so that they suit the requirements of the diverse
workforce. Organisation should focus on the policies which deals with mental health and
issues of employees.
 Job interviews should be standardise which meet the needs of diversified group of
candidates.
WEEK 3
Selection method
Problems of using selection interviews for the identification of appropriate candidates
Management face various challenges during the selection process like premature
decisions, applicant order, emphasis on negative information, personal biases, unfamiliarity with
job and hiring quotas (Zwikael, Chih and Meredith, 2018). Reliable candidates are very essential
for the organisation because most of the operations are carried out by them. Majority of times,
managers failed to identify that the candidate will performance well or not in the future. The
accuracy of perception is very difficult to maintain because it involves time to analyse the
potential of candidates. Candidates can impress the manager with their charisma and
communication skills which is different from the performance.
Benefits of using a competency framework for the designing of questions for selection
interviews
Competencies framework helps in evaluation of the employee's performance and helps
managers in making decisions for effective hiring. It assist in providing clear and transparent
templates for interview of candidates. It creates well established base for the effective

recruitment and process of selection. Selection tools like reference checking, question banks, in
basket assessments and work simulations helps in selection interviews. Competency frameworks
help in evaluation of criteria which is used for the selection of candidates.
WEEK 4
Diversity, inclusion and equality
According to the Dobbin and Kalev article, justify that implementing diversity trainings are
mandatory or not
Dobbin and Kalev article do not suggest diversity trainings because it creates biases
among the employees (Mizuno and Bodek, 2020). According to them, it is difficult to maintain a
systematic bias in an organisation where diversified employees work together with different
mindset. It affects the process of recruitments, project management, lay, work life and job
assignment. Workplace should eliminate the factor of racism which does not involve diversity
trainings.
Two alternative diversity management interventions
It is very important to manage the diversity in an organisation so that employees can
create positive work environment. The two diversity management interventions can be discussed
as follows:
 Awareness based trainings: It helps in generating knowledge about the cultural
assumptions of employees in diversified manner. This is a kind of experimental exercise
which develop the mind set according to diversified environment.
 Skill based trainings: This enhance the skills of employees which is required in the
diversified workplace for the achievement of goals. Cross cultural differences can be
eliminated with the skill based trainings.
WEEK 5
Training, skills and development
Challenges for adult learner's employability in labour market due to covid 19
Due to pandemic, labour market have seen major downfalls in terms of learner's
employability because of the less economic growth in labour market. They have face labour
shortage because organisations provide less wages which do not attract labours. This hampers the

productivity of an organisation because of the operations are carried out by labours. Various
remote workers re located or shifted to their home towns and left the job due to covid 19 which
is a greatest challenge for employees.
Why coaching is important for the performance of employees by line managers
Managers are responsible to evaluate the current position of the employees in an
organisation because they communicate the ideas and goals which have to be achieved. Line
managers suggest and guide their employees during the operations which help them in
maintaining the performance in effective manner (Galli, 2018). Positive environment can be
created by the line managers in an organisation which leads to higher motivation to employees.
Highly motivated employees contribute positive efforts in an organisation to achieve objectives.
They track the performance on regular basis by analysing the feedbacks of employees on current
situations.
What benefits does conducting induction for new joiners
It helps in reducing the employee turnover rate because induction provide them
knowledge and guidance about how the operations are carried out which save lot of time. All the
relevant and necessary information are shared with employees about the organisation which
enhance the awareness. Induction helps in creating positive impact on the mind of employees
that they are respected and valued by organisation.
WEEK 6
Performance management
Table of performance review practices
Skills Rating
Communication skills 9
Interpersonal skills 8
Leadership skills 7
Management skills 10
Decision-making skills 10

Area of performance which is weak
During performance management, leadership skills need to be improved so that effective
performance can be managed. Conflicts should be resolved so that employees can be learn how
to lead others. Leadership can be develop by inheriting discipline within themselves which is
required for good leadership. Situational awareness should be learned so that employees can
meet the requirements.
WEEK 7
Referencing, academic writing and plagiarism
What have you learnt about academic writing
It shapes the mind of the employees so that they think in analytical manner which helps
in creating attractive contents. It includes analysing and collection of information that is relevant
for the readers. Writing should be presented in manner that serves the purpose of reader and
maintain their concentration level. It codifies the data and transmit them for the targeted readers
so that they can gain some knowledge.
What is learned about referencing and plagiarism which is different from seminars
Every content needs citations to prove their relevance in context to maintain the trust and
loyalty of the readers (Kassymova and et.al., 2018). It the appropriate acknowledgement of work
and thoughts which ensures the clarity of writing. Plagiarism is the repetition of ideas, language
and thoughts which is not acceptable and ethical in terms of academic writing. It is the violation
of integrity which is prohibited by institutions.
WEEK 8
Motivation and reward
Pros and cons of payment by results
Pros: It provides greater flexibility with better evaluation and rigorous monitoring which
helps in getting reliable outcomes.
Cons: It involves higher risk for the learners because it lacks in verified information. It
also lacks in clarity of the academic writing.

Three components of financial rewards along with their benefits and drawbacks
Organisations provides financial rewards to retain their employees for longer term which
increase the productivity level. Three components which are used by management other than
salaries are flexibility, career development and performance recognition. These help employees
in getting motivated towards the performance and hence they achieve goals in effective manner.
Benefit of financial reward is that it boost the morale of employees and increase their
productivity. Major drawback of financial reward is that it can inhibit teamwork because rewards
are given according to individual performance rather then team performance.
WEEK 9
Employee engagement and psychological contract
Definition of employee engagement
It refers to the involvement of employee in an organisation in order to achieve prescribed
goals and targets. It focuses on the relationship of employees and organisation and evaluate all
the qualitative and quantitative factors (Popkova and et.al., 2019). Higher contribution of efforts
towards organisation describes the higher employee engagement. Employees should connect
their emotional and mental connection with the organisation so they can enhance their
performance. It is very important to engage employees more in business because it make them
responsible and accountable for the operations. Engaged employees tend to learn new things and
listen each other which build their relationship more stronger.
Benefits of employee engagement
There are various benefits of employee engagement which are discussed below:
 It lower down the absenteeism rate from the organisation which help them in effective
operations without any difficulty. This helps in longer retention of employees which
saves lot of cost of an organisation.
 Employee engagement results in creating more safer environment for the employees so
that they can work with dedication. It develops the positive mental health of their
employees.
 It enhances the productivity which results in offering of better quality products and
services. This helps organisation in acquire the large market share in short time period.

WEEK 10
International differences in management and organisation
Challenges of leading in global firms
Global firms face various challenges in their day to day operations which includes
innovation, transparency, collaboration, productivity and agility (Rendon and Snider, 2019).
They face issues in innovating new ideas and changes which help them in growth and
development. They failed in making clear goals and visions which results in lower productivity
and growth. They resist to changes which make their operations slow and obsolete. Due to lack
of innovation they can not properly train their employees which hamper the performance of both
individuals as well as organisation.
Reasons for expatriate failure in global firms
There can be several reasons for expatriate failure in global firms which includes cultural
shock, family stress, poor candidate selections, global mobility teams, overloaded responsibilities
and many more. They all contribute towards the failure which should be minimized by the
managers of an organisation. This results in facing and adjustment of problems which affect the
overall organisation in negative manner. Sometime employees can not take responsibilities in
appropriate manner due to their personal and family reasons. Direct cost are also become part of
expatriate failure which includes expenses, airfare, compensation packages and relocation
expenses.
WEEK 11
Leadership styles
Definition and examples of given concepts
Transactional Leadership: In this leadership, leaders use punishments and rewards to
influence their employees for the fulfilment of operations. Some of the large international
companies use this type of leadership.
Transformational leadership: This leadership style focuses on the transformation of
social systems and individual behaviours. Amazon uses transformational leadership in their
organisation which is very innovative style.
Contingency leadership: Leadership style which depends on the situation and does not
based on the abilities of the leaders is known as contingency leadership (Dzwigol, 2020).

Leaders act according to the company culture and respective factors which are related to the
organisation's environment.
Situational leadership: During the special tasks and projects, managers can use
situational leadership style which is based on the situation. It meet the requirements of the teams
members because of constant change in environment. Sports teams can use this type of
leadership style in their management.
Inclusive leadership: In this leadership style, leaders involves perceptions of others
during decision makings and take help of other in collaboration. It focus on the equality of all
members in team.

CONCLUSION
From the above report it can be concluded that management is very important field which
involves all the departments. It controls all the activities including human behaviours which are
responsible for the commencement of operations. It involves various activities like leading,
controlling, organising, decision-making, etc. this report involves various departments like
recruitment and selections which regulates all the operations in terms of hiring. Inclusion,
diversity and equality is also discussed in this report. It is important for management to train and
develop their employees and managers also focus on the performance management. It involves
academic writings, rewards, motivations, employee engagements which is beneficial for an
organisation. Different leadership styles are used by managers in order to influence and manage
the teams according to the environment.