Reflective Workbook for Managing People in Organisations 1: Weeks 2-11

This homework assignment is a reflective workbook for the "Managing People in Organisations 1" module, spanning weeks 2-11. The workbook comprises answers to questions on various topics, including recruitment methods (rational approach, job descriptions vs. person specifications, and diversity encouragement), selection methods (interview reliability/validity and competency frameworks), equality, diversity, and inclusion (mandatory training, alternative interventions), skills, training and development (COVID-19 challenges, coaching by line managers), performance management (performance review practices), and academic writing, referencing, and plagiarism. Each week addresses specific questions, requiring the student to reflect on seminar activities and class discussions, providing answers of around 100 words per question, supported by relevant theory and empirical evidence using Harvard referencing. The assignment provides a comprehensive overview of key concepts in managing people within an organizational context.

Module Title: Managing People in Organisations
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Table of Contents
Introduction...........................................................................................................................................3
Week 2..................................................................................................................................................4
Week 3..................................................................................................................................................5
Week 4..................................................................................................................................................6
Week 5..................................................................................................................................................7
Week 6..................................................................................................................................................8
Week 7..................................................................................................................................................9
Week 8................................................................................................................................................10
Week 9................................................................................................................................................11
Week 10..............................................................................................................................................12
Week 11..............................................................................................................................................13
Reference list.......................................................................................................................................14
Appendices..........................................................................................................................................15
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Introduction
This workbook provides a reflection upon the learning developed from the seminar activities
and class discussions.
The workbook includes ten (weeks 2-11), each includes one or two questions with each
answer in the region of 100 words per question.
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Week 2: Recruitment methods
1. Explain why line managers adopt the rational approach to recruitment?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Rational approach for recruitment helps in identifying the best talent for the organisation.
In this employers develop a pool of the suitable applicants. Rational approach is based on
the job design and job descriptions and also about the person specification. Line managers
manage the employees and make the best utilisation of the resources to carry out
organisational functions (Khayerzahed, Teimouri and Barzoki, 2021). As in the rational
recruitment managers can easily covers the stages which are pre-screening where they
check the mental ability and integrity of the candidate. Thus with the screening line
managers can easily view the resume and competencies so that it will give them idea to
whether to hire candidate or not. Thus if they find that the candidate is suitable for the job
role then they conduct a interview for it. Thus by using this approach line managers are
able to find the best talent who fits better to desired job role.
2. Describe the differences between a job description and person specification?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Job description refer to the systematic arrangement of the data which describes the roles
and tasks that involves the knowledge, skills and capabilities and other characteristics
traits. It helps the person to carry out the job role. This document mainly describe what
work required to perform, it should contain the company’ information as what benefits,
culture and structure they offer to employees. On the other hand person specification define
as knowledge, skills and attribute which makes the person to perform their job duties. As
per the rodger plan it is essential to have general intelligence and interest in person to do
job. Thus the major difference is job description is the overall purpose to do main task
while person specification is someone’s ability to perform that role effectively.
3. List three ways to encourage diversity when recruiting candidates?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Psychometric testing: This activity is often developing to give the equal right to the
potential candidates to assess their abilities, skills and knowledge. It helps in developing
the understanding regarding candidate’ personality, thus with this recruiter can hire the
candidate who suitably fits for the job and it also helps in building diverse teams (Scerpella
and et.al 2021).
Audit job ads: Most effective approach for encouraging diversity, to be more inclusive for
using the language, that helps in attracting the different background candidates.
Encourage the referral from employees: Current workforce can be a good option for
getting new hiring for the job posts, thus it helps in making the organisational environment
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more productive.
Thus other ways can be recruit team must require to have knowledge about the cross
culture so that they promote the diversity during recruiting practices.
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Week 3: Selection Methods
1. What are the problems with using selection interviews to identify the best
candidate in relation to reliability and validity as a selection tool?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Problems with the interviews involves the unfamiliarity with the job, focus on negative
data and premature decision lead to challenges that cause obstacles in hiring the best talent
for the company. As for the reliability factor it is important to select the method which is
consistent not to use random method, it would be beneficial if there is proper structure and
multiple rates that helps in enhancing the reliability in interview otherwise lack of
preparation and act as nonchalant reduce the reliability. Selection method should be
relevant or validates to predict the working behaviour, as it is important to design the job
description by utilising the organised job analysis and other person specification, it helps in
recruiting the best talent out of the candidates.
2. What are the advantages of using a competency framework to design selection
interview questions?
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Competency framework helps in concentrating on the behaviours of the applicants rather
than focus on their personal abilities (Barney and et.al 2021). Competency based
interviews helps the recruiter to see far beyond the applicants who just talks and provide
the set of list which creates the basis profile to measure the knowledge of the applicants in
compare with other candidate. It promotes the transparency for hiring therefore it guides in
reducing the personal discretion from the decision making and lead to better and
diversified selection process. Thus with this recruiter can easily analyse the candidate’s
ability to suitably fit for the job role, also with this recruiting team can easily test the skills
and knowledge of the candidate as whether they are fit for the job or not.
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Week 4: Equality, Diversity and Inclusion
1. A friend suggests that George should implement mandatory diversity
training. Based on your reading of the Dobbin and Kalev (2016) article, do
you agree with George’s friend?
Provide specific examples from the article to back up your point why you
agree/why you do not.
As per the article it is evaluated that the businesses are more concern with the diversity
after suffered a lot from law suits and penalties. As based on the article dobbin and kaley
suggests that organisation uses the same tools and training for recruitment, performance
rating thus it making situation even worsen. For an example organisation need to empower
the employees and employers to contribute towards developing the company’s culture by
enhancing the interaction among the diverse groups that are targeted recruitments. It helps
in developing the inclusive work place environment to provide the equal growth
opportunity to all. However, diversity training option is good but corporation need to focus
on employee participation in training and to promote the social accountability that makes
the work place culture more diverse.
2. Please recommend to George two alternative diversity management
interventions, that academic research has proven to be effective.
You should cite relevant theory to support your points and illustrate them
with empirical evidence using Harvard referencing.
Diversity management intervention refer to the organisational actions to promote the
diversity and inclusion among the employees that are from distinct backgrounds. Two
diversity management interventions are multicultural teams and workers network group. In
a multicultural team all members have their unique way to complete the work and to keep
communicate with other team mates (Turner, 2019). Everyone has their own preferences
and specific knowledge which leads in better decision making, thus in organisation if such
teams are found then there is assurance of healthy work place culture and highly innovative
and goal oriented team. Another intervention can be employee network group where the
workers comes forward and together performs on the basis of their shared identity, it
promotes the supportive environment and beneficial in bringing the people together to
carry out any task irrespective of its complexities.
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Week 5: Skills, Training and Development
1. What are the challenges which Covid 19, has created for adult learners’
employability in the labour market?
The loss in on the job learning was one of the due to covid-19 was the main problem. As it
is known that due to Covid-19 and lockdown, learners were encouraged to engage in
virtual learning and many of them took undue advantage of this type of learning, Tutors
were not able to concentrate on each and every student and also they were asked to give
online papers. many of the students cheated in exams and gained higher grades. It affected
their learning (Antony, 2018). Due to covid-19, companies were not able to run their
business in an effective manner so they were required only skilled and experienced people.
They did not want to take risk by hiring adult learners or fresher. So, on the basis of this, it
can be said that Covid-19 affected labour market as well as adult learners’ employability.
2. Why is coaching by line managers important for the performance of their
teams?
What benefits does conducting induction for new joiners have for
organizations?
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In regard to effectiveness of coaching, provided by line manager, it can be said that they
have number of coaching skills that make them able in improving team performance. It is
found that line managers give informal coaching. Initially, team members may face
problems because line manager might call meeting during lunch break. But it is being done
for making team members flexible. For making team members able to adapt changing
situations and working under any situation, coaching by line managers is important.
Overall, it can be said that it can increase flexibility, decision making and problem solving
skills (Book, Gatling and Kim, 2019).
There are number of benefits that new joiners can take by engaging in induction such as:
decreasing turnover, new joiners can know all about their company like policy, the kind of
work that they do and ways in which they perform functions. It can make new employees
feel safe, secure and comfortable that can increase staff retention rate.
Week 6: Performance Management
1. Please copy and paste a fully completed table assessing the performance
review practices that you have experienced in your current job role.
Performance management refer as the activity and collection of the processes which aims
to motivate employees and to improvise their performance in order to accomplish
organisational goals. It promotes the employee engagement and it is the broad concept of
the HR practices, to review team members performance and give them performance
appraisal based on their work.
Employee name= XYZ Department= Marketing
Review time= 1 Date of review= 21-4-2022
Overall performance Goals achieved Core values
I always work with the
discipline that makes me to
lay out work with
maximum productivity.
I have achieved almost
80%b of goals.
My work ethics and good
reflection is best core
values for the company.
I am well organised and
dedicated with my work,
that makes me to efficiently
work with the team
Organisational always sets
the higher goal, thus 80% is
the biggest achievement
I represent the good job
ownership, team spirit.
2. Identify one area of performance review in your current job role that is weak
and explain why this is a problem.
You should cite relevant theory to support your points and illustrate them
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with empirical evidence using Harvard referencing.
Having a better appreciation for the work always plays an significant role, but there are still
areas which further need to enhance or develop. As the area which is fin as weak is
inexperience with dealing with the software and new technologies. As before technologies
and software were not in use, but now demands are changing all work is mainly done
through the technologies. It is important to have the technical skills in order to operate with
software to ease the job processes (Baran and Sypniewska,2020). As for the marketing job
post it is important to have the knowledge about the technologies and software for the
better marketing activities. Thus for developing or improvising this, organisation need to
conduct some trainings and program to develop the technical knowledge.
Week 7: Academic writing, referencing and plagiarism
1. What have you learnt about academic writing that will do differently as a
result of your learning from today’s lecture/seminar?
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Academic writing is the formal language which is used scholarly and in universities. It
always begin with the introduction. It consists of different types which are essay, thesis,
research projects and proposal etc. It allows the one to think analytically as it involves the
collecting and analysing the information that helps in developing the knowledge and
concepts. As it helps me in developing the ability to analyse the report appropriately which
can be once learned but it will stay forever. As during module I have learn about the
workbook and essay, where workbook aims to respond the series of question, involves the
content page and numbering or subheadings so that questions can be answered. I learn that
Essay aims to respond to proposition, it mainly not have the headings and throughout
writing it follows the same flow.
2. What have you learnt about plagiarism OR referencing that will do
differently as a result of your learning from today’s lecture/seminar?
Plagiarism refer as showing or presenting the other’s work as ours, it is cheating as without
consent if one shows other’s work as their own thus it is often considering as crime. I have
learnt that student usually plagiarise when they are showing lack of interest towards
lecture, they don’t properly understand the topic and have no fear regarding consequences.
I learn that it can be done with two ways as in intentional students copied their friends
work and cut paste the work, and in unintentionally they carelessly paraphrase (Setiyani,
and et.al 2019). Referencing refer as acknowledging sources process, by referencing the
source it is like demonstrating the depth of research to reinforce the sentence. If one fails to
reference correctly then it leads to plagiarism accusation. Thus I am to do my work
properly without plagiarism and to source and site the reference that will shows breadth of
my research.
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